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NAIT Information Session

NAIT Information Session. Tentative Agreement Presentation May 16 th , 2014. Presentation. Overview of the Bargaining Process Key Language Improvements Key Monetary Improvements Bargaining Committee Recommendation Questions/ Comments Ratification Announcement.

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NAIT Information Session

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  1. NAIT Information Session Tentative Agreement Presentation May 16th, 2014

  2. Presentation • Overview of the Bargaining Process • Key Language Improvements • Key Monetary Improvements • Bargaining Committee Recommendation • Questions/ Comments • Ratification Announcement

  3. 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.

  4. 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.

  5. 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.

  6. 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.

  7. 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.

  8. 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.

  9. 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.

  10. 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)

  11. 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.

  12. Language Continued… • Art. 23 Illness and Disability: all medical notes are now 100% paid by the Employer.

  13. 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.

  14. Monetary Continued… • Year 2, July 2014 • 2.0% general wage adjustment to all classes • Vacation:

  15. 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.

  16. 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

  17. 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.

  18. 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.

  19. Bargaining Committee Recommendation • Your elected bargaining team, unanimously recommends this tentative agreement as your new collective agreement, and recommends that you vote “yes”.

  20. Questions and Comments • Any questions or comments about the tentative agreement?

  21. 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.

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