Aupe Atb Collective Agreement

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Alexander Delorme, Communications 780-930-3333 or a.delorme@aupe.org Terry Luhoway, Negotiators 1-800-232-7284 or t.luhoway@aupe.org The University was asked whether legislation, arbitration and the implementation of pbco and ministerial directives in public sector negotiations offered any power to authorize an arbitrator under that system to ignore the parameters established by the parties. It was not in a position to draw attention to such authority. I have reviewed this legislation and I cannot find a legal basis on which I can change the contractual mandate that the parties have given me in their agreement…. rejected the employer`s request for withdrawal and referred to the absence of examples of such an outcome in free collective bargaining. He took the words of referee Peltz: Farris Sobhani, organizer 780-271-0728 or f.sobhani@aupe.org The academic component of the university`s budget is so important that it can easily be seen as a goal for reductions. However, academic salaries, whether in arbitration or a free collective bargaining system, still have market factors and comparisons that, at least in part, fuel expectations. The first point was related to the „provincial mandate.“ In awarding the award, Arbitrator Andy Simms expressly rejected the University of Calgary Administration`s position that a „provincial mandate“ can be used to repeal the provisions of a collective agreement or that it should play a role in arbitration decisions. In his analysis of the administration`s argument, he writes: Here are some more important changes in this new agreement: ` New Language, which defines the names Acting Incumbency and Short Term Incumbency, as well as the definition of trigger points as well as minimum and maximum deadlines for both roles; A language that was abolished, which limited weekend bonuses to workers who work weekends „as part of their regularly scheduled work week“; The recall allowance is now for „all hours worked and the time they spend directly from and to work; Compensation for telephone consultation is now a „minimum of 30 minutes per call at the applicable overtime rate;“ – Modified language in which travel is required for bereavement holidays, salary increase if you must travel between 250 and 750 kiloms. If you must continue to travel, the bereavement leave with payment would be extended by 29 hours of overtime; A worker is now considered to have obtained and resigned if he no longer has three consecutive days of work in the workplace „without prior authorization“ from an employer official. Workers are not presumed to have „abandoned“ their positions, provided they have contacted and discussed the reason for their absence with their „direct guide“; Increased the amount of reimbursement if you must present a medical certificate or a certificate of attendance from $75 to $100; New language, which provides that workers must be reimbursed a maximum of $125 per fee incurred if the employer requests additional medical information; The customer service specialist no longer has a 12-month trial. All permanent positions now have a 6-month trial period; If your job has been eliminated, you now receive an „allowance“ instead of a „refund“ of $1000, plus $100 for each full year of continuous service, up to 6 months for retraining, career counselling and/or job search. This is a three-year contract with basic wage adjustments of 0% for year 1 (2017/2018); 0% for year 2 (2018/2019) and a re-opening salary for year 3 (2019/2020).

Negotiations on the re-opening of wages would begin no later than September 30, 2019 and, if we cannot agree on a general wage adjustment by October 31, 2019, we or the employer can request an interest rate deferral procedure.

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