Greetings
First off we need to clarify to our GSS members that it is not the Local 95 contract that has been ratified The
contracts recently ratified were for the Government of Alberta and for SAIT. There were 5 days of negotiations for
the GSS contract in June and you may have read the latest AUPE GSS Bargaining Update that is now on our
webpages.
So what does this all mean?
First off remember that the information is provincial in scope and does not just apply to us in Local 95 but is
representing all GSS.
The information that was provided by the employer really caused some questioning in regards to rationale given for
actions AHS is enforcing.
As an example, the information shows that we have very low overall sick time of 3.06% which then makes one
wonder why all the focus on penalizing members with the enforcement of the Attendance Awareness letters and
suspensions and even terminations.
And the fact that 83% are women and that the hourly wage averages at $23, shows that MANY of the GSS are
struggling. To put it into perspective - for 2013 the cut off for poverty line after taxes was $23,000 (for two persons)
and goes up to $34,800 for four people.
2022 hrs a year at $23 = ~ $45,500 minus 22% taxes leaves ~$35,000 and you can further deduct parking, employee
share of benefits, CPP, EI. Since this is the average - there will be those above this but also, more importantly, many
below this amount. This is easily corroborated by the fact that many of our members have second jobs even when
working full-time for AHS.
We are hoping that we will be able to dialogue with the employer and ensure that increases at the very least are put
forth in the face of economic forecasts of 3.7 wage increases in Alberta that will improve the situation for GSS
employees.
Other concerns are being brought up: issues with reclassification, issues with employees being brought in from
exempt positions, inequities in addressing rural vs urban differences, etc.
Members are encouraged to send your bargaining team any and all concerns. For example, we hear of situations
where more tasks and duties are being added on to our members’ workload and the reduction of staff has meant in
many places that when the vacancy is not filled – our members end up with an increased workload – spreading the
duties of the person who left and who is not being replaced among those that remain.
There has to be accountability for the flaws in the system that are allowing our members to not receive fair treatment
and be taken advantage of.
But not to be naïve – the employer may well continue to push for more control over sick time, vacation, overtime,
named holidays, scheduling – as they have in their proposals during the last days of bargaining. If this becomes a
battleground with little or no dialogue, then we will be approaching members.
So in a nutshell, there are many issues that are being looked at and language that is being put forth to remedy
concerns from members. The monetary issues will be coming up in the fall and we urge members to contact us and
send us concerns.
Thank you
Marilyn Dorozio, Local 95
Bargaining Team Representative