NAIT Information Session
Tentative Agreement
Presentation May 16th, 2014
Presentation
1)
2)
3)
4)
5)
6)
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 NAIT management
in the fall of 2013, mainly delayed because of
NAIT’s attention to faculty bargaining and
arbitration.
• 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 progress improves in February of
2014, more dates are scheduled in April and
May 2014.
• Parties get close to an agreement in mid April.
• Government of Alberta signs a tentative
agreement on April 27th, 2014.
• NAIT and Local 38, sign a tentative agreement
on May 9, 2014.
Overview of Bargaining
• The Relationship: Generally AUPE’s
relationship with the NAIT executive is
positive at both the local and headquarter
levels. NAIT tried to show creativity in
reaching this collective agreement. Overall
one of the better and more positive
relationships in the post secondary industry.
Key Language Improvements
• Art. 1 Definitions: All temporary jobs are to
be posted as permanent after 24 months.
• Art. 7 Union Membership: improvements to
payroll data provided to the Union so that
membership services and communications can
be improved to front line members.
Language continued…
• Art. 8 Employer/Employee/Union Relations:
new language to allow for greater role of the
Local in orientation sessions for new
Employees (members)
• Article 10 Position Opportunities: language is
strengthened to give greater consideration for
internal candidates before external candidates
are considered.
Language continued…
• Art. 12 Attendance: Employees will be
allowed to use email or voicemail to notify
supervisor of absences.
• Art. 17 Acting Incumbency: threshold for
payment lowered from four (4) to three (3)
days.
Language continued…
• Art. 20 Grievance Procedure: restrictions on
categories of grievances that can go to
arbitration are removed for all types of
grievances, exception is casual and
probationary discipline and termination.
Language continued…
• Article 21 Position Abolishment:
• Voluntary severance offering is now in the collective
agreement as a first step before position abolishment.
• Involuntary separation is conducted on the basis on
lowest seniority first (by classification in the work unit).
• Severance and notice is increased from 41 weeks to 48
weeks.
• Overall, significant improvements to job security and
dignified or voluntary departures (top survey priority
from members)
Language Continued…
• Article 22 Lay off and Recall:
– Improvements to language so that furlough days
(involuntary) can not occur using this language,
this was a major problem in the Universities of
Lethbridge and Athabasca in 2013.
Language Continued…
• Art. 23 Illness and Disability: all medical notes
are now 100% paid by the Employer.
Key Monetary Improvements
• Term: Four years, ending on June 30, 2017
• First Year:
– $1,350 signing bonus for all employees, prorated
for part time and casuals.
– 5 days of one supplemental vacation for all
permanent and temporary Employees, must be
used by June 28th of 2015, casual receive a 2%
increase in vacation payout for one year.
Monetary Continued…
• Year 2, July 2014
– 2.0% general wage adjustment to all classes
– Vacation:
Existing
New
0-6 years 3week
0-4 years 3 weeks
7-14 years 4 weeks
5-12 years 4 weeks
15-24 years 5 weeks
13-20 years 5 weeks
24+ 6 weeks
21-29 years 6 weeks
30+ 7 weeks
Monetary Continued
• Year 2…
– New Flexible Health Spending Account
•
•
•
•
•
•
•
$650 dollars per year
Can be used as a HSA (income tax act)
RRSPs
Wellness Account
Childcare/ Eldercare
Professional Development, etc.
Starts January 1, 2015, amount is renewed every year.
Monetary Continued…
• Year 2…
– Shift Differential increase from $1.10 to $1.35/hr
– Weekend Premium from $0.75 to $1.00/hour
– STU 1 $13.50 to $15.00 per hour
– STU 2 $10.00 to $13.50 per hour
Monetary Continued…
• Year 3
– General wage increase of 2.25% to all
classifications
– Shift Diff. increase from $1.35 to $1.60/ hr
– Weekend increase from $1.00 to $1.25/ hr.
Monetary Continued…
Year 4
– General wage increase of 2.50% to all
classifications
– Shift Diff. increase from $1.60 to $1.85/ hr
– Weekend increase from $1.25 to $1.50/ hr.
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.