www.macleans.ca/…/icus-in-alberta-are-drowning-say…/-Klassifizierungsbeschwerde (re-grattion): it will be set up to work on issues relating to classification systems and the appeal procedure. The committee has 120 days to reach agreement on substantive issues or a mediator will help resolve them. A 36-month renewal contract, which came into effect from April 1, 2011 to March 31, 2014, was concluded in April 2012 during the conciliation phase. Negotiation duration – 16 months. For its members, AUPE existed as an advocate for public services. In 1992, however, the Union was in the midst of a progressive conservative leadership campaign that came to life with promises of privatization and reduction. This year`s negotiations resulted in an average wage increase of 2%. In March 2003, AUPE suffered another setback with the introduction by the Alberta government of Bill 27, the Regional Health Authorities Restructuring Act, which imposed the merger of tariff units for health regions. AUPE officers and staff were mobilized to deal with “by-elections” in a number of regions, and when the dust subsided, AUPE won them all and added about 7,000 new members.
Until the 28th annual meeting in 2004, total membership was more than 58,000. AUPE was in good health as it prepared to negotiate this year at more than 30 tables for more than 40,000 members. At the end of 2005, the number of AUPE members exceeded 62,000. When negotiations were stalled in 1990 and the government accelerated its transfer of services, Local 006 social workers went on a 22-day strike on workload and staff. Subsequently, The prison officers of Local 003 led a seven-day strike over the early pensions and pensions they earned. Local 054 General Support Staff also held a one-day strike at the University of Alberta Hospital. No money for health care or education, but a lot of money to secretly subsidize the NHL. 👿 health expenditure account: as of April 1, 2012, the employer contributes $600 ($500) per year for each full-time job; The annual contribution is used on a pro-rata basis on behalf of part-time workers (unchanged). Any allowance not used in a staff member`s account as of December 31 of each year may be deferred for up to one calendar year (as amended). Starting January 1, 2013, the plan will be transformed into a flexible spending account that allows members to direct spending towards health spending, SRSPs, professional development or (newcomer) wellness activities.