SAIT Information Session
Tentative Agreement
Presentation May 28th, 2014
Presentation
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Overview of the Bargaining Process
Key Language Improvements
Key Monetary Improvements
Bargaining Committee Recommendation
Questions/ Comments
Ratification Announcement
Overview of Bargaining Process
• Direct bargaining started with SAIT
management in the summer of 2013.
• Government bills 45 and 46 had a detrimental
effect on post secondary bargaining in
December of 2013.
• AUPE wins an injunction in the Alberta courts
giving a permanent injunction against bill 46
in January 14th, 2014.
Overview of Bargaining
• Bargaining sees some improvements March
2014, however, mediation is applied for by
AUPE.
• Government of Alberta signs a tentative
agreement on April 27th, 2014.
• NAIT and Local 38, sign a tentative agreement
on May 9, 2014.
• Two days of mediation are scheduled on May
21, and 22, Agreement is reached on May 22.
Overview of Bargaining
• The Relationship: Generally AUPE’s
relationship with the SAIT’s executive is
positive and continues to improve at the
Local level. SAIT tried to show creativity in
reaching this agreement, which AUPE has
noted and appreciates.
Key Language Improvements
• Art. 1 Definitions: All temporary jobs are to
be limited to 24 months and then posted (was
three years)
• Art. 13 Position Abolishment: improvements
are made to improving consultation with
Union and abolished Employee to improve
redeployment opportunities. Severance is
almost doubled from 24 to 48 weeks.
Language continued…
• Art. 26 Grievance Procedure: restrictions on
categories of grievances that can go to arbitration
are removed for all types of grievances,
exceptions are: written reprimands, casual/
probationary discipline and termination.
• Article 29 Medical Proof: language is clarified so
that it is clear that documentation must use SAIT
documentation to minimize duplicate medical
notes.
Language continued…
• Art. 51 Position Opportunities: All permanent
positions are to be posted for 5 work days and
shared with the Union (helps with locating
positions during position abolishment).
Internal candidates are given selection
preference over external candidates. (NEW
language, never in CA)
Key Monetary Improvements
• Term: Four years, ending on June 30, 2017
• First Year:
– $1,400 signing bonus for all employees, prorated
for part time and casuals.
Monetary Continued…
• Year 2, July 2014
– 2.0% general wage adjustment to all classes
– Vacation (effective January 1, 2015)
– Shift Differential to $1.25/ hour.
Existing
New
0-6 years 3weeks
0-4 years 3 weeks
7-16 years 4 weeks
5-13 years 4 weeks
17-24 years 5 weeks
13-20 years 5 weeks
25+ 6 weeks
21-29 years 6 weeks
Current
30+ 7 weeks
Monetary Continued…
• Year 3
– General wage increase of 2.25% to all
classifications
– Increase Health Spending to $650, and increase
utilization to include a Wellness account on July 1,
2015.
– Shift Differential increase from $1.50/ hr.
Monetary Continued…
Year 4
– General wage increase of 2.50% to all
classifications
– Shift Diff. increase to $1.75/ hr
Monetary Continued…
• Utility Plant Operators I and II, add an
additional top step in years 2, 3, and 4 of the
CA (equal to an additional 4% per year), no
adverse effect on long service allowance
eligibility.
Bargaining Committee
Recommendation
• Your elected bargaining team, unanimously
recommends this tentative agreement as your
new collective agreement, and recommends
that you vote “yes”.
Questions and Comments
• Any questions or comments about the
tentative agreement?
Ratification Announcement
• Your bargaining committee will be counting all
ballots after the voting has been completed,
an announcement will be formally made by
the Local Chairperson at the end of day.