Your bargaining committee has met with the employer for several bargaining sessions over the past two months.
The parties have agreed to meet for at least 10 days of collective bargaining between now and Dec. 31, 2018, and have agreed to the following dates:
• September 6 and 7
• October 1, 2 and 5
• November 5, 6, 19 and 20
In the event that the parties cannot attend collective bargaining on any of those dates, they will ensure that they find replacement dates, so that the parties have an opportunity to meet at least 10 days for collective bargaining prior to Dec. 31, 2018.
You will recall that your bargaining committee began negotiations with the employer in October 2017. Our initial discussions centered on our members’ concerns that the employer’s position abolishment process is overly subjective, rather than objective (by targeting individuals and not positions). We also relayed our concerns with no internal placements for members who have more than five years of service and an existing position abolishment, layoff, recall and severance article that is outdated.
Our concerns were heightened by the employer’s announcement of major reorganizations in November 2017 and future pending major reorganizations.
Our members remain unhappy with past position abolishment decisions and the unreasonable consequences imposed upon our members, ongoing concerns about the November 2017 position abolishments and the potential for significant staffing changes into the future.
In light of those concerns, the parties attempted to continue negotiating Article 12 - Position Abolishment(s) on May 22, June 19, 20 and 22 with the assistance of a mediator.
We were startled by the narrowed position of the employer on amending Article 12. The employer does not want to change the existing past practices of position abolishment. The employer stated the “change is so dramatic” and “has widespread and significant implications.” The employer stated, “any concession is significant.”
The employer resisted language that would address contractors, resisted seniority application language or mutually agreed voluntary separation terms and conditions language. The employer will also not agree to recall rights. The employer prefers termination of employment subsequent to any efforts to place laid-off employees.
We advised the mediator and the employer of our priority objectives:
• Service (meaning seniority) will be the guiding application principle;
• Casuals and contractors being terminated should create vacancies;
• Every step in an agreed sequential process must be evaluated and considered;
• Members affected by position abolishments will be placed into vacancies;
• And members affected by position abolishments will be awarded postings; and
• Definitions are essential – “comparable position” rather than “similar”/ department rather than working group, for example.
The parties have agreed in writing to focus bargaining efforts on the collective agreement as a whole.
SAIT agrees that there shall be a moratorium on any further position abolishments in accordance with Article 12 of the current collective agreement up to and including Dec. 31, 2018.
We were unable to settle most of the outstanding position abolishment grievances and they remain on the table with our bargaining in bad faith complaint alleging certain position abolishments affected by SAIT were done in contravention of the Public Service Employee Relations Act (“PSERA”).
Member engagement is about energizing and keeping each member informed about collective bargaining and our progress in achieving a fair and reasonable collective agreement. It’s about making a difference in building a stronger union together at SAIT, in the education sector and Calgary and in our province. We all need to be part of the solution.
It will only happen because of you and your support for your bargaining committee!
Union meetings are the best way to be informed about the facts concerning collective bargaining and what is happening at the worksite. Stay tuned for the details of our next Bargaining Information Meeting.
Please contact any member of your bargaining committee and confirm your support or if you have any questions, comments or concerns.
SAIT BARGAINING TEAM MEMBERS:
- Tanya Mullings firstname.lastname@example.org
- Rose Read email@example.com
- Diane Moreau firstname.lastname@example.org
- Andy Trache email@example.com
- Jamie Eschyshyn firstname.lastname@example.org
- Lauren Wood email@example.com
AUPE RESOURCE STAFF:
- John Wevers Negotiator 780-238-4767 or firstname.lastname@example.org
- Farris Sobhani Organizer 780-271-0728 or email@example.com
- Mariam Ibrahim Communications 780-930-5218 or firstname.lastname@example.org
Link to Downloadable Version is available below