The deadline for applications is December 8, 2020 at 4 p.m. Here: www.aupe.org/…/financial…/bursaries-and-scholarships In this case, the focus was on the meaning of the terms “operational restructuring” in a collective agreement between the Alberta Provincial Employees Association and the Alberta Health Services (AHS). AHS had implemented a program called Operational Best Practices (OBP) and had publicly promised that the OBP would not result in job losses for unionized workers. The court found that the evidence of the negotiation “fell on the wrong side of the line between the evidence of the circumstances of the environment . . . and evidence of the parties` subjective intentions as to the importance of the term “operational restructuring.” 8 In particular, the Tribunal found that the evidence of the negotiation was circumstantial evidence of subjective intent. For example, the evidence that the Union had stated that it would not enter into an agreement limited to the OBP was circumstantial evidence that it did not intend to qualify the “operational restructuring” of OBP. Among the CSA`s historical milestones are pensions in 1923. Group life insurance 1934. Fee control in 1947.
Mileage quotas in 1948. A 40-hour week in 1955. Four weeks of vacation after 24 years in 1956. A classification procedure in 1957. The first CSA agreement with a board of directors in 1958 for Branch 23 at the University of Alberta Hospital. Half of the sick premiums were taken care of by the employer in 1967. New legislation, which the CSA recognized in 1968 as the sole bargaining partner for Crown staff, as well as for some boards of directors and agencies. This seems to be a fairly normal union agreement.
On the other hand, we could be like the United Kingdom and lay off a large part of our unionized employees for less skilled free market workers. It only has the effect that hospital staff work harder for less money and have negative effects on patients` health. But it`s cheaper! The AUPE originated in the Alberta Civil Service Association, founded in 1919 to represent “civilian bailiffs,” as the direct employees of the Alberta government were then known. In 1977, it became a legal association with the power to bargain collectively. however, www.aupe.org/news-and-publications/memoriam decisions of the Convention still needed to be approved by the government, as the union operated under the Corporations Act. That changed on November 17, 1977, when the AUPE met to exchange its status for a union without a union. All aspects of the CSA have been transferred to the new union. On May 18, 1977, the Public Service Employee Relations Act (PSERA) obtained the royal agreement that AUPE granted to bargaining rights for each group of workers for whom it had a collective agreement.