Published by the Alberta Union of Provincial Employees

SPRING 2016

PLUS

RELIVINGUNION HISTORY

SAFE & SOUNDAUPE WORKS TO REDUCE

STIGMA OF PTSD

AUPE has experienced significant growth over the last few years and we continue to grow every day. With that growth comes the need to enhance AUPE’s structure and governance to ensure members receive the very best representation possible.

A survey asking members for their feedback will be available for members on the Insight Panel this spring.

Sign up now for AUPE’s Insight Panel at www.aupeinsight.com and have your voice heard!

INSIGHTListening to Members

YOUR UNIONYOUR INSIGHTYour union has begun to review its structure and governance and we need your input!

DIRECT IMPACT 3

Executive DirectorCarl Soderstrom

Managing EditorDesiree Schell

EditorTyler Bedford

ContributorsVanessa BjerreskovMerryn Edwards

DesignJon Olsen

SPRI

NG

2016

CO

NTE

NTS

Telephone: 1-800-232-7284Fax: 780-930-3392 Toll-free Fax: 1-888-388-2873info@aupe.orgwww.aupe.org

Canadian Publications Mail Agreement: 40065207

Return undeliverable Canadian addresses to: Alberta Union of Provincial Employees10451 - 170 Street NW, Edmonton, AB T5P 4S7

From the President 4Focus on AUPE 5Labour News 18Labour Relations Briefs 25Spotlight on Finance 26Steward Notes Inside

16052

Direct Impact is published quarterly, with a circulation of more

than 85,000.

AUPE EXECUTIVE

PresidentGuy Smith

Executive Secretary-TreasurerJason Heistad

Vice-PresidentMike Dempsey

Vice-PresidentErez Raz

Vice-PresidentCarrie-Lynn Rusznak

Vice-PresidentGlen Scott

Vice-PresidentSusan Slade

Vice-PresidentKaren Weiers

Got a story idea?We want to know what

AUPE members are up to. Send your suggestions to

editor@aupe.org.

Correctional Peace Officers like Amber Kauvaka deserve to know that when trauma strikes, help and support are at hand.

Learn more on p. 12

COVER

Long-time members reflect on life before public sector workers had union protection.

MAKING HISTORY8

Studies show that one in four corrections workers shows signs of PTSD, but the stigma around the issue prevents many from seeking help.

NOT ALONE12

It’s a familiar game. Another economic downturn, another chorus of voices scapegoating front-line public sector employees.

BY THE NUMBERS6

4 DIRECT IMPACT

These services are even more crucial during tough times because the social fabric that supports Albertans needs to be strong.

FROM THE PRESIDENT

hope you are all enjoying the wonder-ful spring weather in Alberta. At this time of year - regular as clockwork - along with streets filled with potholes, excess gravel and empty windshield washer containers, spring brings with it the new session of the Alberta legislature and a provincial budget.

This will be an important legislative session to watch as the government has introduced new labour legislation that will have signifi-cant impact on the way negotiations between AUPE and various employers, including the government itself, are conducted.

Bill 4, An Act to Implement a Supreme Court Ruling Governing Essential Services will recognize public sector workers’ constitu-tional legal right to strike. This is something AUPE has lobbied years for. It was only through the decisions at the Supreme Court of Canada and the Alberta Court of Queen’s Bench, about a year ago, that provincial gov-ernments were compelled to amend their labour legislation to recognize and protect that legal right. AUPE was fundamental in

arguing for this at the Supreme Court and through our own application at the Court of Queen’s Bench.

All parties, including AUPE, acknowledge the need for provision of essential services during a strike or lockout, so the legislation will require unions and employers to jointly determine what those essential services are. This is new territory in labour relations in Alberta and heralds a fundamental shift in the legal rights of AUPE members.

Once the legislation has been debated, possibly amended, and passed into law we will put into place an extensive education and engagement process to help our mem-bers understand what this legislation means and what impact it will have in upcoming rounds of negotiations.

This is important because the new leg-islation could have immediate impact on current rounds of bargaining, plus, come this time next year we will have a major-ity of our members at the bargaining table, including our members in direct Government

services, and we need to be well prepared for what are likely going to be very challenging negotiations.

We also need to keep a close watch on the provincial budget that is due to be released on April 14.

We know the government is faced with an unprecedented drop in resource revenue and the strain that puts on public finances; but we have strongly and publicly advocated for the preservation and protection of the services that our members proudly provide to Albertans.

These services are even more crucial dur-ing tough times because the social fabric that supports Albertans needs to be strong. The government, so far, has been willing to sup-port public services. We will watch the budget carefully to make sure they continue to do so.

I’m sure there will be much more to say on these topics in the next issue of Direct Impact. Until then I encourage you to stay engaged and informed by viewing the AUPE website and AUPE Facebook page.

We are, yet again, entering some very interesting and challenging times and we will display the level of determination and solidarity that has seen us through tough times in the past.

In Solidarity,

Guy SmithAUPE President

I

DIRECT IMPACT 5

AUPE & THE OIL KINGSMore than 4,000 AUPE members, friends and family filled Rexall Place in Edmonton on March 4 to watch the WHL’s Edmonton Oil Kings take on the Medicine Hat Tigers. The special event was organized to celebrate AUPE’s 40th anniversary.

FOCUS ON AUPE

6 DIRECT IMPACT

MOVE4

SPACES

MOVE3

SPACES

MOVE2

SPACES

MOVE7

SPACES

MOVE6

SPACES

MOVE5

SPACES

MOVE 2

SPAC

ES

MOVE 1

SPAC

E

MOVE1SPACE

MOVE5

SPACES

THE REALITY

TOTAL COMPENSATION COSTS* OF ALL EMPLOYEES OF AHS

$7.5 BILLIONTOTAL COMPENSATION COSTS* OF ALL

AUPE EMPLOYEES OF AHS

$1.8 BILLION (24%)

ALBERTA HEALTH SERVICES

BY THE NUMBERS

presents

* WAGES AND BENEFITS

ALL FIGURES FROM 2014-2015NUMBERS HAVE BEEN ROUNDED

It’s like a childish game that never ends.

Every time the provincial economy takes a downturn, the chorus of voices scapegoating front-line public sector

employees gets louder.

When the government recently froze the wages of 7,000 managers and

non-unionized employees, anti-union activists and misinformed media pundits

demanded more blood.

“It’s hard to get excited about the NDP’s promised wage freeze for non-unionized senior government employees,” said the

Edmonton Sun. “The NDP is fishing in the wrong pond…the good fishing is with the

well-stocked unions.”

The Canadian Taxpayers Federation chimed in, “Our public sector employees

are simply paid a lot of money. We’ve got really bloated compensation in our

government employees’ sector.”

But scapegoating workers will do nothing to fix the government’s financial mess. It will only make life harder for those

workers and their families while reducing access to public services.

That’s why we present you with the 2016 edition of The Blame Game, the game with no winners that leaves everyone

bitter, frustrated and falling further and further behind.

It’s futility for the whole family!

THE TOTAL COST OF EVERY 1% CHANGE TO THE COMPENSATION OF AUPE MEMBERS

$18 MILLION(THAT’S JUST 0.17% OF THE PROVINCIAL DEFICIT)

AS YOU CAN SEE, BLAMING PUBLIC SECTOR WORKERS FOR

THE PROVINCE’S FINANCIAL MESS WILL DO NOTHING TO SOLVE THE PROBLEM. IT WON’T EVEN MAKE A DENT IN THE DEFICIT, BUT FOR THE FRONT-LINE WORKERS, IT HAS A BIG IMPACT ON THEIR

FAMILIES’ LIVES.

BLAME GAME

THE

BLAME

PROJECTED DEFICIT FOR THE UPCOMING

PROVINCIAL BUDGET:

$10.4 BILLION

DIRECT IMPACT 7

MOVE5

SPACES

MOVE4

SPACES

MOVE3

SPACES

MOVE2

SPACES

MOVE1

SPACE

MOVE7

SPACES

MOVE6

SPACES

MOVE5

SPACES

MOVE4

SPACES

MOVE3

SPACES

MOVE2

SPACES

MOVE12

SPACES

MOVE11

SPACES

MOVE10

SPACES

MOVE 9 SPACES

MOVE 8

SPAC

ES

MOVE 7

SPAC

ES

MOVE 6

SPAC

ESMOVE

5SP

ACES

MOVE4

SPACES

MOVE3

SPACES

MOVE2

SPACES

MOVE1SPACE

MOVE 3

SPAC

ES

MOVE 2

SPAC

ES

MOVE1

SPACE

THE REALITY

THE REALITYTHE REALITY

TOTAL COMPENSATION COSTS* FORALBERTA GOVERNMENT & AGENCIES EMPLOYEES

$3.3 BILLIONTOTAL COMPENSATION COSTS* FOR

AUPE MEMBERS IN GOA

$1.6 BILLION (49%)

TOTAL COMPENSATION COSTS* FOR ALLALBERTA PUBLIC POST-SECONDARY INSTITUTIONS

$3.2 BILLIONTOTAL COMPENSATION COSTS* FOR AUPE MEMBERS ALBERTA PUBLIC POST-SECONDARY INSTITUTIONS

$470 MILLION (15%)

ENTIRE PUBLIC SECTOR**

GOVERNMENT OF ALBERTAPOST-SECONDARY EDUCATION

** INCLUDES AUPE, SENIOR EXECUTIVES, MANAGEMENT, OUT OF SCOPE, DOCTORS, REGISTERED NURSES, TEACHERS, ETC.

HOW TO PLAY• Roll the dice

• Move your game piece (any small, handy item) to

the appropriate square

• Blame, blame, blame Please note:

These rules are a satirical look at the thinking of political pundits. Not to be followed without a sense of humour.

THE TOTAL COST OF EVERY 1% CHANGE TO THE COMPENSATION OF AUPE MEMBERS

$39 MILLION(THAT’S JUST 0.375% OF THE PROVINCIAL DEFICIT)

THE TOTAL COST OF EVERY 1% CHANGE TO THE COMPENSATION OF AUPE MEMBERS

$4.7 MILLION(THAT’S JUST 0.04% OF THE PROVINCIAL DEFICIT)

THE TOTAL COST OF EVERY 1% CHANGE TO THE COMPENSATION OF AUPE MEMBERS

$16 MILLION(THAT’S JUST 0.15% OF THE PROVINCIAL DEFICIT)

TOTAL COMPENSATION COSTS*

$23.9 BILLIONTOTAL COMPENSATION COSTS* FOR AUPE MEMBERS

$3.9 BILLION (16.5%)

BLAM

E

BLAME

BLAME

8 DIRECT IMPACT

DIRECT IMPACT 9

By Merryn EdwardsCommunications Staff

Government employees brought AUPE into being in 1976 by struggling for their right to form an independent union. In 2016, AUPE celebrates its 40th Anniversary as major developments impacting the rights of our members are on the horizon

“When I started in 1970, we had no maternity leave, we had very little vacation leave, we had no long term disability. As a married woman, when I started, you couldn’t belong to the pension plan.” Lorraine Ellis was 21 years old when she joined the department of Health and Social Development as a records room clerk.

It was the era of manual typewriters, Gestetner machines that created triplicate carbon copies, and, for women workers, a lot of discrimination. “You had to quit when you got pregnant. You couldn’t wear pants. We had to wear skirts. It was a blessed day when they finally said we could wear pantsuits, but we had to have a matching jacket and pants with a shirt.”

At that time, AUPE didn’t exist yet, and its precursor, the Civil Service Association of Alberta (CSAA) had little power to repre-sent the interests of government employees (see page 11). But as the public sector grew through the 1960s, government employees became increasingly vocal in their demands for an independent trade union capable of effectively representing them.

AUPE’s Centennial Committee is looking back at that volatile time, gathering the stories of people who were there. Gail Iler, Lor-raine Ellis and Ed Kopchenko are some of AUPE’s life members who have shared their experiences.

Kopchenko started with the forestry service in 1961 at a rate of $1.75/hour, frequently working long hours in remote locations with no overtime pay or allowance for rough bush conditions where he faced major health and safety concerns. He described traveling up the Athabasca River on a boat: “Well the damn thing would roar. I came out of it one time and had to stop and cut a hole in the sleeping bag to get some cotton to plug my ears up, my ears started to hurt so bad.”

Hired in 1967 as a social worker in Grande Prairie, Iler also worked long hours with no overtime pay and had to use her own

Rights, restrictions and resistance: AUPE then and now

MAKINGHISTORY

AUPE’s Centennial Committee is working to commemorate both the 40th anniversary of AUPE in 2016 and the 100th anniversary of the Civil Service Association of Alberta (CSAA) and AUPE in 2019. Regional Centennial Liaisons will connect with AUPE/CSAA members and other Albertans whose lives and communities have been touched by the union and the important work our members do. Visit www.aupe2019.com or email 2019@aupe.org to get involved!

Got any vintage AUPE/CSAA memorabilia or other souvenirs from your work hiding in your closets or garages? AUPE’s Centennial Committee wants your old pictures, posters, uniforms, tools or other relics of your work or union involvement through the decades. Start the search now and contact Centennial Coordinator Ron Patterson at r.patterson@aupe.org to let him know what gems you have uncovered!

Help bring AUPE’s history to life!

10 DIRECT IMPACT

vehicle without compensation. “I was green as grass. I didn’t know a thing,” said Iler. “They didn’t put me in any training, but thank God I was with people who were very understanding.” But before long, Iler’s front-line role connected her to her community: “I got up there and got involved with the job and got to know the kids and got to know the families and traveled around the area.”

These stories help illustrate a larger national shift described by historian Desmond Mor-ton: “By the 1960s, a generation that regarded a civil service position as the height of rea-sonable ambition was rapidly overtaken by post-1945 employees for whom a lifetime of lower wages, unquestioning obedience and official secrecy was too high a price to pay for job security and superannuation. […] Old and familiar grievances, from institutional over-crowding to female employment ghet-toes, were no longer an inevitable feature of working in a provincial mental hospital, jail or office but evils to be corrected.”

Yet despite this cultural and generational shift, Alberta government workers in the 60s and early 70s did not yet have an organiza-tion capable of dealing with their concerns. “If you had a problem, so be it, you go fig-ure it out,” said Kopchenko. “There was no steward or anybody to handle it for you.”

Although CSAA members paid dues – “about two bits a month” – the legal restric-tions CSAA faced when it tried to raise concerns meant there was little to be done if the government did not agree. “We talked but there was no real negotiations,” said Kopchenko. “The government said that they passed a law in parliament saying that they’ll increase the wages 2 per cent or 3 per cent or 5 per cent, and that was it.”

Nevertheless, the CSAA did provide a venue for workers to come together. When Ellis attended her first CSAA meeting with another female co-worker, there were only about three or four women in a crowd of about 400 men. “I said to her, ‘I think we’re in the wrong meeting.’”

Many of the members in her division had trade union backgrounds in the United Kingdom: “I heard about their days across

the ocean how their unions fought for rights, and I became interested.”

One of those English trade unionists was Bill Broad, who became president of CSAA and led the organization through its transi-tion to AUPE. Broad passed away last year at the age of 93, but fortunately some of his story is recorded in an oral history interview conducted in 2005.

Broad left school at 14 to help bring in money after his father died. At 16, he par-ticipated in his first strike at a Rolls Royce plant. “In Britain it was different,” he remem-bered. “The shop steward was a powerful individual. He could take you out on strike just by saying, ‘Let’s all go out.’” Broad was first elected President of the CSAA in 1972, campaigning against the close relationship between the association and the government.

The CSAA hoped to find an ally in Peter Lougheed’s Progressive Conservative gov-ernment, which had replaced the Social Credit party in 1971 after 36 years in power. Shortly before that historic election, Lougheed wrote a letter to the CSAA, promising that “a Progressive Conservative government would move very quickly to give the Civil Service a much broader and definitive act which would give the members the same basic bargaining rights enjoyed by organized labour in the Province.” However, Lougheed’s government only amended legislation to implement compulsory binding arbitration. The move fell far short of the promise to give provincial employees the same bargaining rights enjoyed by other organized workers, in particular the right to strike.

In 1973, CSAA began consciously attempt-ing to transform itself into a bona fide union,

We must learn from the struggles of our predecessors to better represent our members and stand up for the rights of working people in Alberta.

Glen Scott, AUPE VP & Centennial Committee Chair

affiliating to the Canadian Labour Congress and initiating four illegal strikes, culminat-ing in a massive three-day strike by 12,500 General Service workers on Oct. 1- 3, 1974. These strikes in defiance of the government and restrictive legislation were successful in securing significant wage increases and other improvements and were considered a rite of passage.

Ellis remembers getting caught up in the excitement of the move toward forming a union: “I was 21 years old, and I just kind of went, wow. I came from a very Christian home, very hardworking, and when I got involved, my whole family thought that I had become communist.”

Lougheed’s government repeatedly stone-walled the CSAA’s calls for legislative changes. However, prior to the 1975 provincial election, Lougheed promised to establish a joint task force of government and CSAA representa-tives to investigate and propose solutions to the growing provincial public service labour crisis, successfully securing labour peace during the election campaign.

In 1976, acting on the interim recommen-dations of the joint task force, the government repealed the CSAA Act, which allowed the CSAA to become a full-fledged trade union. The Alberta Union of Provincial Employees was created the same day and held its found-ing convention the following year. AUPE was born, but its future was anything but secure.

Repealing the CSAA Act was one of very few examples of agreement between the two sides of the task force. Internal government documents would eventually reveal the government side never had any intention of extending the right to strike to its employees,

DIRECT IMPACT 11

disability insur-ance as some of the most signif-icant gains.

In 1980, a young AUPE would mount another suc-cessful wildcat strike, in direct

opposition to and defiance of PSERA. It was dubbed the “apples and oranges” strike after comments by government representatives that MLA salaries, which had recently gone up 47 per cent, could not be compared to the wages of government workers.

“As AUPE enters its 40th year, the future of PSERA and the rights of provincial employees are once again at issue,” said AUPE Secretary-Treasurer Jason Heistad. A landmark Supreme Court of Canada ruling found blanket bans on strikes by public sector employees violate fun-damental rights protected under the Canadian Charter of Rights and Freedoms. An Alberta court subsequently ordered the government to rewrite offending sections of PSERA and the Alberta Labour Relations Code.

“The history of AUPE is intimately bound up with the history of government-imposed restrictions on our rights,” said AUPE Vice-President and Centennial Committee Chair Glen Scott. “We must learn from the strug-gles of our predecessors to better represent our members and stand up for the rights of working people in Alberta.” <

In 1906, the Public Service Act was one of the first orders of business for the new Alberta Legislature, setting the terms of employment for “civil servants,” who did not have the same legal rights as other employees. For example, the act stipulated that asking for a salary increase was equivalent to tendering your resignation.

In 1919, against the backdrop of rapidly rising inflation, unemployment, and labour unrest that would soon explode into a wave of general strikes across the country, 400 government workers held a stormy meeting in Edmonton’s First Presbyterian Church and formed the Civil Service Association of Alberta. Operating as a voluntary society, the CSAA was able to make some improvements to the working conditions of government employees, but it was limited by legal restrictions and vulnerable to government interference.

Members of AUPE’s Centennial Committee hold artwork from the Apples and Oranges campaign of 1980, one of the first and most successful campaigns mounted by a young AUPE. The name of the campaign drew attention to comments by government representatives that MLA salaries, which had recently gone up 47 per cent, could not be compared to the wages of government workers.

As AUPE enters its 40th year, the future of PSERA and the rights of provincial employees are once again at issue.

Jason Heistad, AUPE Executive Secretary-Treasurer

Before we were AUPE, we were CSAA

a fundamental premise of CSAA/AUPE’s participation in the process.

In the end, the union and government sides of the task force issued separate reports, and the government report formed the basis of the Public Service Employee Relations Act, or PSERA, introduced in May 1977. Ellis remembers the act as “a slap in the face.”

PSERA barred government employees from striking and introduced fines of up to $10,000 for any person who caused or attempted to cause a strike. The legislation compelled public sector unions to follow a compulsory arbitration process, but excluded crucial issues from arbitration, such as work assignment and evaluation, training, promo-tion, transfers and pensions – items over which the government retained sole authority.

Yet despite this major setback, AUPE made significant gains for its members in the early years of its existence. Oral history partici-pants identified wins such as overtime pay, a grievance procedure, a northern subsistence allowance, compensation for parking and the use of personal vehicles for work, and

12 DIRECT IMPACT

DIRECT IMPACT 13

Norm describes the atmosphere inside a jail as “70 per cent bore-dom, 30 per cent chaos.”

“It doesn’t take much to tip things into chaos,” the former 15-year Correctional Peace Officer explains. “Just missing a packet of sugar with their meal is enough to set some inmates off into a rage.”

Jails can be powder kegs of tension, where violence can erupt at any second. The staff on duty must be keenly aware of their surroundings at all times and constantly on the alert for any hint of trouble. It’s really no surprise that there’s an epidemic of Post-Traumatic Stress Disorder among corrections workers.

One study estimated it could affect nearly 25 per cent of cor-rections officers, with an even greater proportion showing signs of less severe critical incident stress. To put that into perspective, Canadian corrections workers are more likely to develop PTSD than U.S. soldiers who fought in the Vietnam War (20 per cent).

Norm is not his real name. We’ve given him a pseudonym to protect his privacy. He will never work inside a jail again because of his PTSD.

“We’re still trying to find meaningful (alternative) work,” the Local 003 member explains. “The psychologist told me I shouldn’t be near any kind of trauma ever again. That’s not an easy thing for a guy like me to take. I’ve always been the guy who steps in to help. If there’s a car accident I would be there.”

Norm’s life was upended two years ago when he responded to a vicious assault on an inmate who was screaming for help. As

By Communications Staff

According to one study, nearly one in four corrections workers shows signs of PTSD. AUPE is joining other advocacy groups to end the stigma around this devastating epidemic

NOTALONE

14 DIRECT IMPACT

Norm arrived, the unconscious victim (who survived) appeared to be dead on the floor.

But it was the other inmates’ response to this horrific event that deeply unsettled Norm.

“Some of them were celebrating,” he said. “The victim looked dead, and they didn’t care. They just went on with their business, stepping around him as if nothing was out of the ordinary.”

Norm said he went numb and “faded off.” As he and his fellow CPOs worked to restore order, he did his job like a robot.

“I was in a daze. It wasn’t until later that I had a panic attack. I couldn’t get the victim’s screams out of my head.”

Norm reported for work the next day as if nothing was wrong, but the incident ate at him from the inside out.

“I became hyper-vigilant all the time,” he says. “I couldn’t go into large crowds like at a mall. I couldn’t handle a lot of noise. If we went to a restaurant, I had to sit with my back to the wall.”

Norm knew something was wrong, so he took time off work and sought profes-sional help.

He was able to return to work, but three months later he was exposed to another violent incident.

“The whole time I was out on the range I was fighting back panic. Then a guy walked behind me and I nearly lost it. I had to leave the unit. That’s when they told me I was done.”

Norm has been off work for more than a year while his employer tries to find mean-ingful work for him. He’s been getting help and support, but it’s a long road.

“I find that talking to others who have had similar experiences – corrections workers, police, firefighters – is really helpful.”

For many corrections workers, their PTSD

isn’t traced back to a single, catastrophic event. Rather, they’re worn down by repeated exposure to highly stressful and emotionally draining situations. Call it death by a thou-sand small cuts.

A study by Corrections Canada, which is responsible for federal prisons like the Edmonton, Bowden and Drumheller Insti-tutions, found that 45 per cent of corrections

workers have been exposed to a murder, while 58 per cent have been exposed to at least one suicide.

More than four in five have witnessed an assault, while 65 per cent have been exposed to a riot. One third have been exposed to a hos-tage-taking, while nearly one in 12 have themselves been held hostage.

Many corrections workers show symptoms of critical incident stress, such as sleep

disturbances, difficulty concentrating, flash-backs and exaggerated startle responses.

The numbers in the federal study come as no surprise to AUPE Vice-President Erez

Raz, a Correctional Peace Officer who chairs the union’s Occupational Health and Safety Committee. “It’s a demanding, high risk job, and the men and women who work in our corrections system accept that. But we need to ensure that the risks and hazards are minimized through the best possible training, OH&S practices and support from management.”

Another critical component, Raz added, “is ensuring that proper support and help is available for corrections workers after they’re involved in a critical incident.”

Too often, he said, the shame and fear of being labeled a weakling or unreliable keep corrections workers from seeking help. Instead they suffer in silence while their lives unravel around them.

That’s why AUPE has teamed up with the War Horse Awareness Foundation and the Spiral Phoenix Trauma Institute to launch the Heroes Get Help anti-stigma campaign to help tear down the shame and misconcep-tions surrounding depression, anxiety and PTSD due to critical incident stress.

We need to ensure that the risks and hazards are minimized through the best possible training, OH&S practices and support from management.

Erez Raz, AUPE VP & OH&S Committee Chair

Continued on p. 15

Effects of TraumaA Corrections Canada study examined the effects of critical incident stress on corrections workers. Of those who’ve been affected by critical incidents, after effects can include nightmares, flashbacks and exaggerated responses when startled. These effects can linger for years. It’s likely that provincial corrections officers are affected the same way.

51%

DISTURBED SLEEP 43%

NIGHTMARES

43%

EXAGGERATED STARTLE RESPONSE

30%

DIFFICULTY CONCENTRATING

15%

FLASHBACKS

Source: Corrections Canada

Of those involved in critical incidents, percentage of respondents who have experienced symptoms of PTSD

STEWARD NOTES 1

Kevin Glubrecht never belonged to a union before he started his job as an electrical inspector with the Government of Alberta, and he was eager to learn what it was all about.

“It really was a home-run hit”—that’s how Glubrecht felt when he started taking AUPE courses that allowed him to chan-nel his curiosity and energy into learning

By Merryn Edwards Communications Staff

Ready to RepresentThree participants in AUPE’s new Union Steward training share their perspectives on the course

Steward NotesVOL. 9 • ISSUE 2 • SPRING 2016

sn

more and helping his coworkers.For Angie Pala, it was her involvement in

the remarkably successful Keep Michener Open campaign that motivated her to take more union training. And Cherie Lamb decided she might as well take the plunge, since her relationships with people at work and her role on her bargaining committee

meant her coworkers were already asking for her help.

Glubrecht, Pala and Lamb all attended the inaugural session of AUPE’s revamped Union Steward course, which got under-way last November. Once they complete the mentoring portion where they will shadow a Membership Services Officer, they will be full-fledged Union Stewards, ready to represent other AUPE members and support their coworkers.

“Being a steward is a big commitment, and it seemed a bit daunting,” said Pala, but she found the pre-requisite courses prepared her well, especially Conflict Management. “In a high intensity situation, you have to be aware of your own emotional reaction.”

All three mentioned the group dynamic in the class as a key part of their learning

2 STEWARD NOTES

sn

CALL 1-800-232-7284Have your local/chapter number and worksite location ready so your call can be directed quickly.

CONTACT YOUR MEMBER SERVICES OFFICERHAVE QUESTIONS?

process. “We were all learning together,” said Lamb. Similarly, Glubrecht shared a story of how he helped to draw another participant out of his shell, drawing on his own experience of overcoming a natural tendency toward shyness.

Coming from the health-care sector where she is on her feet most of the time, Lamb found it challenging to be sitting in a classroom for three days, “but the group dis-cussion and case studies were a huge help.”

Course participants work on a homework assignment that gives them the chance to explore possible union solutions to real life problems they or their coworkers are experiencing at work. Glubrecht used an example that a coworker brought to him just as he was heading to the course for the homework. “It was good timing! I was able to let him know all the information he needed to gather.”

Glubrecht is eager to put what he learned into action at his worksite, especially to get more young people involved in the union.

“I feel more equipped and knowledge-able,” said Pala, “and if I don’t have the answer I know I can find it.” <

Learn new skills, support your co-workers and help strengthen your union by becoming a Union Steward. Start by enrolling in the prerequisite courses, including Introduction to your Union, Contract Interpretation, Introduction to Occupational Health and Safety and Basic Conflict Man-agement. If you like what you have learned in those courses, you are ready to sign up for the Foundations for Union Stewards.

The next sessions of the prerequisite courses will run between April and June in Edmonton, Red Deer, Calgary and Lethbridge, and an online version of Introduction to Your Union will be offered in June. The next session of Foundations for Union Stewards will be offered in May in Edmonton, Calgary and Red Deer.

For more information or to enrol, call the Member Resource Centre at 1-800-232-7284.

Become a Union Steward

STEWARD NOTES 3

Finding time off provisions in your contractDifferent collective agreements deal with the issue of time off for union business in a variety of places. Your agreement may have a specific article or it may be covered as part of the Leave of Absence provision. Many agreements also contain provisions specific to participation in joint union and employer committees, negotiations, union representation or grievance handling. Make sure you understand which provisions apply.

What kind of activities are coveredTime off for union business can only be granted to members who have been officially authorized by the union, such as elected component officers, Union Stewards who have completed the required certification or members whose registration in educa-tion courses has been confirmed. Informal meetings, discussion and other activities are not covered by time off provisions.

In some cases, such as participation in a joint employee management committee or the time required by a Union Steward to

Time off for union business

represent a member in a disciplinary meet-ing or handle a grievance, the employer may pay for the time required. However, gener-ally in the case of union meetings, training and activities, it is the union that will cover the cost of an employee’s missed time.

In all cases, the employer’s permission must be secured in advance of taking time off for union business.

Paying for time offOnce the employer’s permission has been granted, members need to provide AUPE with the number of hours of work they will miss and their hourly rate of pay (includ-ing shift premiums if applicable). AUPE will then provide a form that members are responsible for taking to their employer. Most employers will pay the employee as normal and invoice AUPE for the cost.

Can requests be denied?The fact that AUPE is willing to cover the cost of a member’s time is usually sufficient to demonstrate to employers that the activ-ity falls within the scope of union business or activities. However, some precedents

AUPE is run by members for members, but running a union takes time. Members can arrange to take time off work to participate in union activities without suffering a loss of earnings

sn

exist that uphold employer challenges as to the scope of “union activity.” A 1985 Canada Public Service Staff Relations Board decision regarding a training not directly provided by the union upheld that such provisions “ought to be accorded a fairly liberal interpretation.”

If the employer is denying the time off request, it will more likely be on the basis that granting the request would not allow the employer to meet its operational require-ments. In such cases, the employer should provide proof as to why taking reasonable steps such as arranging for cover off work-ers could not mitigate possible operational difficulty.

The earlier a request is made, the more likely it will be granted. Nevertheless, if a time off request has been denied, members should follow the principle of “work now, grieve later.”

Too much time off?As members get more and more involved in AUPE, the number of days away from work on union business can start to grow. However, as long as the amount of time off taken is not impacting an employee’s performance, employers should consider each request on a case-by-case basis con-sidering operational requirements and not unreasonably withhold permission.

If you feel you have been wrongly denied time off or treated differently because of the time off you have taken, contact your Union Steward or other union representa-tive as soon as possible. <

By Merryn Edwards Communications Staff

Time off checklist

c Has the union officially authorized participation in the activity?

cWhich collective agreement provisions apply to this type of activity?

c Has the employer granted permission to take time away from work?

c If so, what arrangements, if any, need to be made to reimburse the employer for the time?

c If not, what is the basis for denying the time off and what evidence has been presented to support that basis?

4 STEWARD NOTES

Steward Notes is published by the Alberta Union of Provincial Employees to provide information of technical interest to AUPE Union Stewards, worksite contacts and other members. Topics deal with training for union activists, worksite issues, disputes and arbitrations, health and safety, trends in labour law, bargaining and related material. For more information, contact the editor.

PresidentGuy Smith

Executive Secretary-Treasurer Jason Heistad

Vice-PresidentsMike DempseyErez RazCarrie-Lynn RusznakGlen ScottSusan SladeKaren Weiers

Executive DirectorCarl Soderstrom

Managing EditorDesiree Schell

EditorTyler Bedfordt.bedford@aupe.org

WriterMerryn Edwardsm.edwards@aupe.org

DesignJon Olsen

The goal of Steward Notes is to help today’s AUPE Union Stewards do their jobs effectively. To help us, we encourage readers to submit story ideas that deserve exposure among all AUPE stewards.Story suggestions for Steward Notes may be submitted for consideration to Communications Staff Writer Merryn Edwards by e-mail at m.edwards@aupe.org or by mail. Please include names and contact information for yourself and potential story sources.

Alberta Union ofProvincial Employees10451 - 170 Street NWEdmonton, AB T5P 4S7T: 1-800-232-7284F: (780) 930-3392info@aupe.org www.aupe.org

KNOWLEDGE IS POWERLabour education helps ensure AUPE members are trained and willing to take a stand for services to the public, decent jobs and fairness in the workplace and their communities. AUPE’s Education Program is responsible for developing and delivering continuing education courses to members and officers in support of the role they perform in their Union.

AUPE courses are scheduled to be offered in Edmonton, Red Deer, Calgary and Lethbridge. Core course registration opens Jan. 5. To register for core courses, contact the AUPE Resource Centre at 1-800-232-7284. You can also email the registrar for the area closest to you: Edmonton (edmontonregistrar@aupe.org), Red Deer (reddeerregistrar@aupe.org), Calgary & Lethbridge (calgaryregistrar@aupe.org).

Please note:Members within the Grande Prairie, Peace River and Athabasca servicing areas are required to register for courses in Edmonton.Members within the Camrose servicing area are required to register for courses in Edmonton or Red Deer, whichever location is closest to your home.Members within the Lethbridge and Medicine Hat servicing areas are to register for courses in Lethbridge where possible, and can otherwise register for courses in Calgary.When registering for courses, members are required to call to register for themselves. As well please ensure all course prerequisites are met. For more details regarding courses AUPE has to offer please refer to the AUPE website at www.aupe.org/my-aupe/benefits/education/. This includes the core course schedule for Winter 2016, course descriptions with prerequisites, Union Steward nomination forms and other AUPE Education details.

Education Schedule - Spring 2016 * schedule subject to change

EDMONTON CALGARY RED DEER LETHBRIDGE

Introduction to Your Union May 4 May 5 May 3

Contract Interpretation

Apr. 15June 10

Apr. 14June 10 June 9 Apr. 14

Introduction to OH&S May 26 & 27 Apr. 12 & 13

May 26 & 27 June 14 & 15 Apr. 12 & 13

Basic Conflict Management June 8 & 9 June 8 & 9 May 30 & 31

Component Officer Apr. 21 & 22June 16 & 17

Apr. 21 & 22June 16 & 17 Apr. 19 & 20

Foundations for Union Stewards May 17-19 May 31-June 2 May 11 - 13

OH&S for Stewards Apr. 13 & 14June 28 & 29

May 3 & 4June 28 & 29 June 22 & 23

Online Introduction to Your Union June 6 - 20

DIRECT IMPACT 15

a mental health counseling organization, and is completely free and confidential to AUPE members. Crisis support is available 24 hours a day, seven days a week, 365 days

a year. If something happens at work and you need help dealing with it, call.

“A lot of AUPE members face trauma and potential violence on a frequent basis,” said AUPE President Guy Smith. “Certainly our peace officers and regulatory agents do, but also human services workers and many of our members in the health sec-tor, like emergency room staff. Mental health and emo-tional safety are among the

most pressing OH&S issues for this union, and we will continue to push employers to ensure they are doing all they can to protect our members’ wellbeing.”

Smith added: “Government has an impor-tant role to play, and we will continue to push for better health and safety regulation and legislation to protect workers, and to ensure they get the help and support they need.” <

“Stigma is still the number one obstacle,” said War Horse founder Deanna Lennox, a retired RCMP officer. “It’s very much con-sidered a career killer.”

When hearing loss ended Lennox’s career as an operational police officer, she sunk into a depression. “I was very much attached to my identity as a police officer. Suddenly it was taken away from me. Losing my iden-tity was traumatic. I didn’t know who I was beyond what I did for a living. I felt utterly lost and alone.”

At the same time, years of stressful, fright-ening and heart-breaking memories – all part of the job – bubbled to the surface and left her an emotional wreck. She found sol-ace and healing working with her palomino horse, Maggie.

Lennox, who retired in 2013, founded War Horse to reach out to front-line first respond-ers. Along with assisting first responders to find help, the foundation organizes the annual War Horse Symposium and provides equine-assisted programs for sufferers and their families.

The Heroes Get Help campaign has a web-site that helps sufferers understand what’s happening to them, and lists resources where they can go for help. Check out the website at www.heroesgethelp.com.

Often, the first step toward healing is the hardest. AUPE is trying to make that easier by providing a free, confidential crisis hot-line and initial counseling service. AUPE members who deal with critical stress and trauma in the workplace can call 1-844-744-7026. After an initial assessment members are entitled to up to six counseling sessions per incident. The service is provided by Solareh,

Deanna Lennox guides her palomino, Maggie. Deanna credits Maggie with helping her heal from her emotional trauma.

Mental health and emotional safety are among the most pressing OH&S issues for this union, and we will continue to push employers to ensure they are doing all they can to protect our members’ wellbeing.

Guy Smith, AUPE President

Heroes Get Help is an initiative of the War Horse Foundation, the Spiral

Phoenix Trauma Institute and the Alberta Union of Provincial Employees.

1-844-744-7026www.heroesgethelp.com

16 DIRECT IMPACT

LABOUR NEWS

When he comes to inspect a seniors care facility, Rob Lozynsky invites residents to come and chat. “I really like working with the people, really like talking to the residents,” said Lozynsky. “I look at it as, on that day, you’re the face of the government for them.”

Lozynsky asks residents what they think of their accommodation and any of the related services such as cleaning, maintenance, or food services (the health-care services are monitored separately by Alberta Health Ser-vices). These conversations help Lozynsky identify areas to focus on, although some-times they can veer off-track. “You learn skills to direct the conversation.”

With at least 169 long-term care and more than 791 supportive living facilities in Alberta, which all need to be inspected annually, Lozyn-sky and his colleagues have to cover a lot of ground. Their department also inspects more than 800 group homes for persons with devel-opmental disabilities per year on a contract basis for the department of Human Services.

It can be hectic, but Lozynsky has learned

to plan his routes to minimize travel time as much as possible. Nevertheless, he tallied up 35 nights spent away from home last year.

Other inspectors from around the prov-ince help each other out to balance the work. “My coworkers are fantastic,” says Lozynsky. If he needs help covering sites or just wants to bounce ideas off a coworker, “I just put in a call.”

Each facility takes about six hours for Lozynsky to inspect. He looks for evidence of compliance with 32 supportive living or 30 long-term care standards related to the building and the services provided—every-thing from checking water temperatures to making sure that all necessary criminal record checks are on file. If his inspection turns up any problems, he issues a non-compliance report and follows up to make sure appro-priate corrective actions are taken.

Compliance with these standards is required by Alberta Health, which issues the licences these facilities need in order to operate in Alberta. “Our goal is that everybody has a safe and secure place to live,” said Lozynsky.

If concerns are noted that are beyond his scope, Lozynsky refers them to the appro-priate agency for follow up, such as Alberta Health Services in the case of health care services or fire or public health departments.

In addition to performing annual licensing inspections, which are scheduled in advance, inspectors like Lozynsky can also show up

unannounced if they are following up on a complaint. Alberta Health offers a toll free line (1-888-357-9339) where Albertans can report problems or concerns. If the problem has to do with an accommodation standard, choosing option three will connect you with a knowledgeable Complaints Officer, who is also an inspector like Lozynsky. The Com-plaints Officers forward those concerns onto an inspector, or if the issue is outside the scope of accommodations standards, they will help to ensure that the complaint gets to the right department.

Complaints are kept confidential and may be made anonymously, but if you leave your contact information, an inspector will fol-low up with you to let you know the result of the investigation. The inspection histories of all licensed facilities are also publicly avail-able online at http://standardsandlicensing.alberta.ca.

Lozynsky encourages all Albertans to access these resources if they have any concerns. “Our ultimate goal is compliance at every site,” says Lozynsky, and he recognizes that members of the public can help to reach that goal.

“I’m always impressed by the commit-ment our members have to Alberta seniors,” said AUPE Vice-President Karen Weiers. “Whether they are working in direct care or other supporting roles, that commitment motivates the hard work our members do every day across this province.” <

Rob Lozynsky is one of thirteen inspectors who travel throughout Alberta, inspecting long-term care and supportive living facilities. He works with facility operators to ensure they are in compliance with Accommodation Standards and follows up on any complaints.

Licensing Inspector, Compliance and Monitoring, Alberta Health

MEMBER PROFILE

Rob Lozynsky

DIRECT IMPACT 17

LABOUR NEWS

When Alberta Finance Minister Joe Ceci announced in January that roughly 7,000 provincial government managers and out-of-scope employees’ wages would be frozen until 2018, many Albertans wondered what it meant for tens of thousands of unionized public sector workers.

After all, reneging on the non-unionized employees’ promised 2.5-per-cent increase in April 2016 would only save about $57 mil-lion, a drop in the bucket compared to the government’s projected $10.4 billion budget deficit. Was Ceci sending a signal to front-line workers that they were next?

“Long before he announced the freeze, the minister repeatedly promised that the gov-ernment would continue to honour collective agreements, so we don’t expect Mr. Ceci or any other cabinet minister to try to reopen any current contracts,” said AUPE Vice-President Carrie-Lynn Rusznak. “Besides,

recent history has shown that when previ-ous governments have considered rollbacks or legislated settlements, AUPE fought back and forced them to abandon the idea.”

AUPE’s approximately 22,000 Government of Alberta members are in the final year of their collective agreement, which expires on March 31, 2017. In September the union will begin preparations for bargaining, which will include working with members to set priorities, gath-ering economic and labour market data, etc.

Even at this early stage, however, one thing is certain: this round of collective bargain-ing will be tough.

“There’s no question the employer faces a unique set of challenges,” said AUPE President Guy Smith. “But the systemic problems with Alberta’s finances will not be fixed on the backs of public sector workers. Our members work hard providing vital public services to Albertans and we will fight hard at the bargaining table for fair, reasonable collective agreements.”

Smith added that Alberta’s finances are a mess today because of decades of poor decision-making by politicians.

Meanwhile, front-line government staffing levels fall further and further behind popu-lation growth.

Said Rusznak: “It’s going to take patience, resolve and solidarity among our members, but if we stay strong, we can achieve an equi-table, sensible settlement.” <

Get DI on your

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For mobileDownload the free Issuu app and search “AUPE”

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It’s going to take patience, resolve and solidarity among our members, but if we stay strong, we can achieve an equitable, sensible settlement.

Carrie-Lynn Rusznak, AUPE VP

In this economy, patience, resolve and solidarity are critical at the bargaining table

WAITING GAME

18 DIRECT IMPACT

LABOUR NEWS

exploring new ways of get-ting the best deal for the members.”

As part of that exploration, the Membership Services Committee has signed a one-year exclusive contract with GoAuto to provide AUPE members with vehicle discounts. The contract not only allows AUPE members with local GoAuto dealerships to purchase vehicles, but also puts procedures in place for members who live over 100 kilometres from a dealership to either have their new vehicle delivered to them, or receive over-night accommodation free of charge when they come to pick up their vehicle. GoAuto also offers AUPE members discounts on insurance and recreational vehicles, and a portion of every sale will be donated to the Members’ Benefits Fund.

“We’re interested to see how this contract with GoAuto works for members this year,” said Scott. “It could be a template for other industries, like hotel accommodation.”

AUPE members can browse all available discounts on the AUPE website or via the AUPE app for iPhone and Android. The AUPE app will also map discounts closest to your location.

“If you don’t see many discounts in your area, we encourage you to talk to your local businesses,” said Scott. “Let them know how many AUPE members there are around, and how much business they could bring in by offering a discount to AUPE members.” <

There are a lot of benefits to being an AUPE member. But besides the protection of Alber-ta’s largest union and assistance negotiating collective agreements, the most popular benefit of membership is AUPE member discounts.

The popularity of member discounts is understandable; who doesn’t like to save money? Being in AUPE has allowed many members to get great deals on cars, insur-ance, travel, hotel stays, repairs, and many more products and services throughout the years. But as AUPE grows in size and tech-nology improves, the way members access discounts and the type of discounts AUPE offers also must improve.

“Over the last couple of years, we’ve put a lot of work into cleaning up our member discounts,” said AUPE Vice-President Glen Scott, who chairs the Membership Services Committee. “We’ve reached out to all of our vendors to ensure we are getting the best discount possible. Because of our size, we require a minimum discount of 15 per cent from any potential discounter. And we’re

AUPE rolls out a new exclusive discount for members in 2016

THE NEW MODEL

AUPE now boasts 64 partner organizations with discounts that will save you money.

Take a look at the list below, then go to www.aupe.org/discounts to see the

discounts offered.

A Stitch In Time TherapeuticsADR Services

Affinity Laser TherapyAxiom Wise Mortgage Inc.

Baker OpticalBootleggers Sports Bar

Brodeur ChiropracticBy Design Painting Ltd.

Cal-Alta AutoglassCanadian Dent

Challenge Insurance Group Inc.Chris de Bruin Golf

City of Edmonton - Community ServicesCooperators Group

Cooperators, Western RegionCoray EnterprisesDignity Memorial

Double Tree By Hilton West EdmontonEyes on 34th

Elite Indoor Park & RideExperience (my) France

Extreme ElectronicsEZSteam/Forever Floors

Fitness West LTDGarneau Chiropractic Health Clinic

Go AutoGrey Eagle Resort & Casino

Heritage Education Funds Inc.Home2 Suites By Hilton West Edmonton

Hughes PetroleumImagewear by Mark’s Work Wearhouse

Independent JewellersInterstate All Battery Center

Jeff’s Auto GlassJohnson Inc. Insurance

Jubilations Dinner TheatreKegs and More Liquor

Kenroc BuildingLandmark Collaborative Health Ltd.

Lasik MD Inc.LawDepot

Local HospitalityMayfeild Dinner Theater

Morgex InsuranceMortgage Centre - Sky Financial

Nishi Chadha RealtorPersonal Insurance Company

Pharmathera.comPrincess Spa Birthday Party

Rogers Wireless Communications PlusShillelagh’s Pub

Shink Family LawShowcase

Skyview DentalSnapFitness Airdrie

SpaBerry by VisionWerxTipperary’s PubUnion SavingsUrban Optik

Weary & CompanyWestmount Chiropractic & Massage Clinic

Westworld Computers Ltd./iWorld ConnectWork Authority

DIRECT IMPACT 19

LABOUR NEWS

Hospital Edmonton has the Alberta Union of Provincial Employees concerned.

“Creating barriers to mental health and addictions support is never a decision that takes the best interests of patients into con-

sideration,” said AUPE Vice-President Susan Slade.

“The province is in the middle of implementing a host of rec-ommendations from its Mental Health Review in an effort to improve services to those suf-

fering from mental health and addictions issues. They need to add

the expansion of medical assessment services at Alberta Hospital Edmonton to the list. Removing direct admissions blocks quick access to services and supports at AHE and that’s not right.”

In addition to concerns laid out by AUPE, the closure has some psychia-trists and staff at the facility worried

too. Most often the people coming to AHE admissions have been there for treat-ment before. It’s what they know and what they’re comfortable with.

“It’s common for patients at AHE to be transported, likely by ambulance, to hos-pitals in Edmonton for assessment, then all the way back to AHE,” said AUPE Vice-President Karen Weiers. “This needlessly consumes resources. By expanding medical

assessment services at Alberta Hospital, this type of waste can be reduced, maybe even eliminated. This would be a big step toward improving quality mental health and addic-tions care in Alberta.

“AUPE will continue to push the government to do more to expand mental health services rather than reduce them,” said Weiers. <

According to provincial statistics, one in five Albertans will suffer from some form of mental illness over the course of their lifetime. Furthermore, one in 10 Albertans

over 15 years of age will struggle with drug or alcohol dependency.

So it’s no secret that the need for proper access to the supports and services required by those suffering from mental health and addictions problems in our province is great.

We’re fortunate to have Alberta Hospital Edmonton, a long-serving psychiatric hos-pital in the city’s northeast, which offers help to those who experience mental health and

addictions issues. The hospital, which provides

community and inpatient care from a team of highly specialized staff, has been in operation since 1923 and was the focus of a broad campaign to save the facility from closure in 2009. Thankfully the closure was stopped.

But on Jan. 6, an internal memo was sent from Alberta Health Ser-vices to staff at AHE informing

them that the facility would no longer accept “direct presentation” admissions.

These are people who are brought to AHE admissions by families or friends, police, mental health teams or even themselves.

The choice to reduce access to Alberta

Creating barriers to mental health and addictions support is never a decision that takes the best interests of patients into consideration.

Susan Slade, AUPE VP

AUPE will continue to push the government to do more to expand mental health services rather than reduce them.

Karen Weiers, AUPE VP

Limiting admittance to Alberta Hospital Edmonton is a move in the wrong direction

SHRINKING ACCESS

Illustr

ation

by Jo

n Olse

n

20 DIRECT IMPACT

LABOUR NEWS

Jared Zsombor faces death every day at work. You’d think that, after nearly eight years as an investigator with the Office of the Chief Medical Examiner in Edmonton, he’d become jaded, perhaps even callous, about it. You’d be wrong.

“We always keep in mind that while it might be routine for us, it’s probably the most horrible thing (the deceased’s family members) have ever experienced,” the Local 006 member explained.

The Edmonton office has six investigators. They attend every death that the city police are called to — all those that are sudden, unexpected or unexplained. They work with the police to determine whether the death is suspicious and warrants further investigation.

There were 30 homicides in Edmonton in 2015, but that’s only a tiny fraction of the deaths that Zsombor and his colleagues investigated.

“Just yesterday I attended two deaths,” he said. “I’ve been to as many as nine in a 12-hour shift.”

All deaths brought to the Office of the Chief Medical Examiner’s attention get put into one of five classifications: natural, acci-dental, suicide, homicide and undetermined.

At the scene, Zsombor talks to any wit-nesses and relatives to gather the deceased’s personal information and medical history. He takes photographs of the body and sur-roundings and gathers other information about how the death occurred. He gathers items that may be relevant for determining the cause or manner of death, like prescrip-tion medications or, if they’re present, illicit drug paraphernalia.

But while the investigators must focus on their duties, they must also remain keenly aware that with every unexpected death, there are loved ones who are devastated, confused and frightened.

“We always try to be sensitive,” he said. “Here is someone’s brother, or husband or wife. We try to treat the loved ones with as much respect as possible.”

He recalled one case when an infant died suddenly. Zsombor waited quietly with the distraught mother for two hours until she was ready to hand over the body to be taken to the medical examiner’s office for examination.

“We’re also the families’ liaison with the office,” he said. “If they have questions or want to know the status of their loved one’s examination, we’re the ones they talk to.”

Once the bodies are taken to the OCME, the medical examiner determines what must be performed to determine the cause and manner of death, such as an autopsy or toxicology tests. Any necessary samples are taken and the body is returned to the family within a few days, but it usually takes up to six months for the final report to be available.

It’s no surprise that Zsombor became an investigator with the OCME. His interest in helping people make sense of tragedy came at a very early age.

“As a kid I loved watching old Quincy and Columbo reruns,” he recalled with a chuckle.

In 2000 he worked for the United Nations in Kosovo, exhuming bodies of victims of the bloody civil war that were dumped into mass graves. He was part of a team that worked to identify the victims and return the remains to their families.

Following that, Zsombor worked with the families of organ/tissue donors at the Comprehensive Tissue Centre at the U of A Hospital.

And now, he says, the most rewarding part of his job at the OCME is helping people find closure when they lose a loved one.

“We all appreciate that it’s a scary, crappy thing for someone to go through. We try to give them some peace of mind,” he said. “At the end of the day, what we want to provide people with is answers.” <

“We try to treat the loved ones with as much respect as possible.” Jared Zsombor says a big part of his job is helping grieving people find closure when they lose a loved one.

Investigator,Office of the Chief Medical Examiner, Edmonton

MEMBER PROFILE

Jared Zsombor

DIRECT IMPACT 21

LABOUR NEWS

AUPE members save on everything from fuel to fitness classes to financial products.

64Exclusive deals for AUPE members

www.aupe.org/discounts

UPDATE YOUR INFO ATwww.aupe.org/update-me

STAYINFORMEDSAVE PAPERUPDATE YOUR EMAIL TODAY

Since 2009, AUPE has been involved in advocating for increased capacity in the mental health care system in Alberta. It all started with the Stelmach government’s ill-thought-out plan to shutter Alberta Hospital Edmonton, a dedicated acute-care mental health facility in northeast Edmonton. Banding together with advocates from the health and justice systems and the community, AUPE brought the conversation about acute mental health care into the public sphere and helped save AHE.

Since then, mental health has become a topic more discussed on a regular basis. Events like Bell Let’s Talk Day have begun to normalize the discussion around men-tal health, and some of the stigma and discrimination those with mental health issues face have begun to break down. But there is still a patchwork of systems in place to help those with mental illness, and it can be difficult to access treatment unless you are in crisis.

In this context, the government released its latest review of Alberta’s mental health care system on Feb. 22. Chaired by Dr. David Swann, the committee spent six months studying and analysing current best practices and receiving input from almost 3,000 Albertans and stakeholder groups. The review presented 32 recom-mendations to strengthen Alberta’s mental health and addictions treatment system.

The government immediately acted on six of the recommendations, including opening new detoxification beds in Calgary, Lethbridge, and Red Deer for adults and youth. They also committed to launching a child and youth mental health website in spring 2016, and to work together with community and health partners and First Nations, Metis and Inuit communities to implement the recommenda-tions. Perhaps more importantly, they committed to implementing a performance monitoring and evaluation framework to track the report’s recommendations.

AUPE members in all sectors will be on the front lines of implementing the Mental Health Review’s recommendations, whether in hospitals and health cen-tres, government offices, or schools and aid agencies. And that’s where AUPE will be watching and interested in hearing from members.

For example, one of the recommendations from the Review is to employ peace officers, social workers and others to apprehend, transport and supervise individuals in emergency departments and other facilities. However, the review does not dis-cuss expanding the number of employees to deal with these increased assignments.

AUPE welcomes any efforts to increase the capacity of the mental health and addictions system in Alberta, as long as it doesn’t come at a cost of care due to overloaded front-line staff. <

Government moves toward action on mental health recommendationsSOLVING THE PUZZLE

LABOUR NEWS

Vice-President Mike Dempsey said it was “gratifying to see members at their workplaces doing their jobs. The reaction from members, and employers while AUPE staff worked with them on their sites was very positive.”

Bringing as much advertising production as possible in-house will allow the organi-zation to better harmonize all internal and external ads and messaging.

AUPE communications will also have the ability to act and react quickly on television and other mediums if needed.

The Alberta Union of Provincial Employ-ees will continue filming “This is AUPE” throughout 2016 at AUPE worksites prov-ince-wide for the 2017 season.

Watch for “This is AUPE” advertisements during your favourite shows like NCIS, Blindspot, This Hour Has 22 Minutes, Ameri-can Idol, Jeopardy and many, many more on Global, CTV, CBC and YES TV. <

Flipping through your television stations lately, you probably noticed Marion and Tim, two AUPE General Support Services mem-bers from the Royal Alexandra Hospital, or Brad, a heavy-duty mechanic working on a fire truck at Strathcona County Fleet Services, telling you about the important work they do on behalf of all Albertans every single day.

Well, you’re about to see more real AUPE members from every sector of the union on TV and online, letting people know about the integral roles they play in making and keeping Alberta the great place it is.

The “This is AUPE” campaign will con-tinue to roll out over the next year. The vast majority of this round of advertising was created in-house by AUPE communications staff and features real members, doing real work on their own turfs.

“I’m proud to say that AUPE communica-tions has the talent, capacity and knowledge to produce and develop these television, print and online ads in-house,” said Tyler Bedford, AUPE’s senior communications coordinator.

“Bringing the vast majority of this round of advertising in-house not only saved the union money, it reskilled AUPE’s communi-cations staff in the advertising process from planning to production to the final product.”

AUPE celebrates its 40th anniversary in 2016, and while our constitution has been debated, updated and modified by resolutions at Conventions in those 40 years, compre-hensive reviews of AUPE’s governance have happened infrequently. This year, AUPE’s Provincial Executive will look to ensure our union is functioning the best it can.

PE struck a task force to examine how AUPE is structured and governed. The task force will look at how AUPE components get the business of the union done and see if there are ways things could be done better.

“We are looking at all aspects of AUPE’s governance, from top to bottom,” said Irene Gaudet, an AUPE Life Member who is now working in a staff role supporting the task force. “We may find the governance struc-ture designed for a union of over 25,000 members still works. Or we may find some areas that are now cumbersome for a union of close to 90,000.”

The task force will be soliciting feedback from Locals and members. By the time you read this, the task force will have met with Local councils to get ideas and hear ques-tions and concerns.

Member focus groups will be conducted throughout April and early May. If you’re asked to participate, please consider doing so. Your input is extremely valuable.

Every AUPE member will be able to have a say on AUPE’s governance. Members of AUPE’s Insight panel, an online focus group of members, will be able to fill out a short survey on governance from mid-March to mid-April. If you are not a member of AUPE Insight and want to participate, go to www.aupeinsight.com and sign up.

The task force will present its initial rec-ommendations to PE in June, with the hope of presenting constitutional resolutions to Convention in October. The task force’s final report will be presented at Convention 2016, and will be available on AUPE’s website. <

22 DIRECT IMPACT

TAKEONE

Union launches “This is AUPE”

advertising campaign

The reaction from members, and employers while AUPE staff worked with them on their sites was very positive.

Mike Dempsey, AUPE VP

AUPE media producer David Buchanan directs a shoot on location for the “This is AUPE” ad campaign.

AUPE STRIKES GOVERNANCE TASK FORCE TO DETERMINE IF CHANGES ARE NEEDED

TAKING GOVERNANCETO TASK

DIRECT IMPACT 23

LABOUR NEWS

a written ruling with reasons behind it, but due to the sheer volume of cases they may be working on it for months.

What is GRB?Earlier, we mentioned the Grievance Review Board (GRB). Files that don’t appear to have a reasonable argument that the employer is violating the collective agreement are forwarded to the GRB, a panel of elected Executive representatives, assisted by outside legal counsel and staff. The GRB will review the file again to determine if a case can be made for the grievor.

If the GRB concurs with the initial D&A assessment, the file is closed. They may, however, find that the file should be further reviewed or proceed to arbitration.

Arbitration is a very long, sometimes com-plex process. It requires patience, diligence and attention to detail, and AUPE’s D&A depart-ment is dedicated to ensuring members get all the protections and rights they are entitled to under their collective agreements. <

You have a long-standing conflict with your employer. You’re certain that what’s going on violates your collective agreement. You took the issue to your manager, but she was unwilling or unable to resolve the problem. Next, you filed a formal grievance, but that, too, failed to fix the situation.

Where does if go from here? The next step may be arbitration.

Here’s how it worksYour Membership Services Officer (the AUPE staff member who handled your grievance) will write up a “grievance arbitration sum-mary,” and submit the file to the union’s Disputes and Arbitration (D&A) depart-ment. The file will be reviewed to determine whether there’s a reasonable argument that the employer is violating the collective agreement.

Once they’re reviewed, the vast major-ity of cases are assigned to a D&A Rep for action (files where there doesn’t appear to be a reasonable argument are referred to the Grievance Review Board, but more on that later).

Who are AUPE’s D&A Reps? They are a team of seasoned advocates with experience and knowledge of interpreting collective agreements, labour law and the arbitration process.

When they receive a file, their first step is to thoroughly review it to determine what evidence there is and what, if any, gaps need to be filled in. The next step is to meet with the grievor (that’s you) to discuss the case.

“Once we’ve done that, I contact the employer’s representative and start setting

up the arbitration hearing,” explained D&A Rep Jeff Jesse. Hearings are conducted two ways. The most common way is with a three member panel presiding. The employer and union each nominate one of the panel mem-bers. The third member is a neutral arbitrator, agreed to by both sides or appointed from a list provided by the Alberta Labour Rela-tions Board. Sometimes, if both sides agree, they skip their own nominees and only the arbitrator presides.

The next step is to choose dates for the arbitration hearing.

“It can be a very long wait,” said David Lard-ner, another of AUPE’s D&A Reps. “There aren’t many arbitrators and their schedules can be packed. We also have to work around witnesses’ schedules, so sometimes it’s not easy arriving at dates that work for everyone.”

Once that’s all set, the D&A rep begins preparing for the hearing.

“We need to talk to all the witnesses, gath-ering any relevant documents,” explained Lardner. “It can be time consuming and it requires the active participation of the grievor. They will be expected to do a lot of the legwork in tracking these things down.”

Hearings typically last a day or two, but depending on the complexity, number of witnesses, etc., can stretch out longer.

“My longest hearing was eight days,” said Jesse. “The longest one I know of went on for 21 days.”

Once the hearing has ended, the panel will take time to go over all the evidence and testimony. The arbitrator will provide

DISPUTES & ARBITRATION

HOW IT WORKS

D&A DEPARTMENTSome of the members of AUPE’s Disputes and Arbitrations department, which helps members in contract disputes with their employers. The D&A staff are seasoned advocates with experience and knowledge of interpreting collective agreements, labour law and the arbitration process.

24 DIRECT IMPACT

020ATB Financial:Arbitration dates set

Binding arbitration will take place on May 11-13 for members at ATB Financial to bring about a new collective agreement.

Both direct bargaining and mediation were unsuccessful in bringing the parties to agreement since the last collective agreement expired in March 2014. However, because ATB is under the Public Services Employee Relations Act, binding arbitration is the last step to achieving a collective agreement.

040/005Covenant Our Lady of the Rosary Hospital: GSS employees join AUPE

Nineteen GSS members of Our Lady of the Rosary Hospital in Castor joined AUPE following a reconsideration vote on Nov. 3. The new members joined the existing chapter and now fall under the collective agreement between Covenant Health and AUPE.

The worksite was one of a few Covenant Health GSS locations across the province that chose to go without union representation previously. However, the new members were interested in the protection of a collective agreement, which encouraged them to join AUPE at this time.

Castor is located approximately 140 kilometres east of Red Deer.

040/012, 013Covenant Care Holy Cross Manor and Villa Marie: Agreement reached

Approximately 200 nursing care and support staff at Holy Cross Manor in Calgary and Villa Marie in Red Deer ratified a two-year collective agreement on Dec. 18.

Members were 48 hours away from being forced to strike when a tentative agreement was reached on Dec. 11.

The tentative agreement brings members at the sites closer to industry standard wages and benefits.

040/014Covenant Care St. Marguerite Manor: Employees join AUPE

Approximately 140 nursing staff at the St. Marguerite Manor seniors care facility in Calgary voted to join the Alberta Union of Provincial Employees in late December.

The employees approached AUPE because they wanted the stability and security of a collective agreement.

St. Marguerite Manor is operated by Covenant Care, a publicly-funded organization that operates eight seniors facilities across Alberta.

041, 043, 044,045, 046AHS ANC: Mediation

Mediation continued for AHS ANC throughout March. We will update members on new mediation dates and other items as that information becomes available to the union.

047/008CBI Home Health:Application for mediation

Bargaining for a collective agreement for CBI Home Health employees broke down on Jan. 8, followed by the bargaining committee filing for mediation.

While many non-monetary issues have been settled, key items remain outstanding, including hours of work, definitions, and length of agreement. As well, the employer continues to

insist on no wage increases for the length of the contract.

AUPE represents over 500 employees at CBI, which provides home care in the Edmonton region.

047 & 048Extendicare: Applicationfor mediation

After nine days of bargaining, negotiations between Extendicare and its employees broke down on Nov. 5 after the employer presented a packaged proposal for the remaining items and refused to deal with them individually.

Despite having signed off on a number of articles and letters, Extendicare indicated that the union would have to accept their proposal for all remaining items as a bundle. Some of those positions were unacceptable to the union, but Extendicare refused to unbundle their position. As a result, the union applied for mediation.

AUPE represents over 1,200 Extendicare employees at eight sites across Alberta.

048/014Newport Harbour:Application for mediation

Following the breakdown of negotiations on Feb. 16, the bargaining committee for Newport Harbour applied for mediation with the employer, Park Place.

After delays in bargaining due to Park Place’s refusal to table a comprehensive monetary package, the employer finally made a monetary proposal on Feb. 16. However, they offered no monetary changes to salary and other benefits over a four-year agreement. Mediation dates will be scheduled in the near future.

AUPE represents over 140 employees at Newport Harbour seniors care facility in Calgary.

LABOUR RELATIONS BRIEFS DEC. 4, 2015 - MAR. 1, 2016

DIRECT IMPACT 25

048/019AgeCare Valleyview:Agreement reached

Employees of AgeCare Valleyview in Medicine Hat have a new collective agreement after both sides ratified the mediator’s second report on Dec. 2.

In late September, the employer rejected the mediator’s recommendations, one day after the employees had voted to accept them. Following conversations with both parties, the mediator made some small adjustments to his report, which was then accepted by both sides.

The three-year agreement, which expires March 31, 2018, provides a $1,425 lump sum payment in the first year (prorated for part-time employees), and salary increases of 3 per cent in 2016 and 2 per cent in 2017. The agreement also includes improvements to retirement savings and vacation scheduling.

048/034Retirement Concepts Millrise Place: Employees join AUPE

Approximately 165 seniors care employees at Millrise Place in Calgary became the newest members of AUPE following a vote on Oct. 19 and 20. Bargaining for a new collective agreement will begin shortly.

Retirement Concepts operates seniors housing and care facilities across British Columbia, Quebec and Alberta. AUPE already represents approximately 130 Retirement Concepts employees at Monterey Place, their only other Alberta location.

048/035Carewest Signal Pointe:Employees join AUPE

Approximately 120 GSS and ANC staff from Carewest Signal Pointe long-term care centre voted to join AUPE in a worksite vote on Feb. 11.

The employees were interested in joining a union, and decided to approach

AUPE as many of them have positions at other AUPE-represented worksites.

Carewest is a subsidiary of Alberta Health Services, providing seniors care at 13 locations around Calgary. AUPE represents over 900 Carewest employees at four sites across the city, as well as Carewest’s maintenance staff.

054, 056, 057,058 & 095AHS GSS:Binding arbitration complete

The binding arbitration hearing for General Support Services workers with Alberta Health Services wrapped up on Feb. 19 after four days of arguments. The union presented seven witnesses, more than 100 labour-market comparators, and 2,000 pages of evidence to support their bargaining position.

With the hearing completed, the panel must now consider the evidence presented by both sides and complete a report. Due to the volume of evidence presented, a written award may not be issued until early to mid summer 2016.

118/013Alberta Pension Services Corporation: Arbitration proceedings drag on

Due to delays by the employer, arbitration proceedings for APSC members will likely not begin until Dec. 2016.

Bargaining for a new collective agreement broke down in May 2015 after a half-day of mediation when it was clear the employer had no interest in moving from their position of 0 per cent wage increases. After the union filed for arbitration, the employer challenged the application based on Section 20 of PSERA. The Labour Relations Board ruled on that challenge Jan. 19, and AUPE has filed a constitutional challenge on the ruling, which is scheduled to be heard in August. The constitutional challenge does not affect arbitration scheduling, which due to lack of availability by the employer will likely not occur until December this year. <

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26 DIRECT IMPACT

We can ensure financial stability for the organization and its members as well as have the ability to monitor and mitigate future financial challenges.

is important to be financially respon-sible when the economy is buoyant, and it is even more the case in difficult financial times. AUPE is doing its due diligence and is at the forefront of fiscal responsibility. This means doing incremental activities that demonstrate financial leadership by choos-

ing to spend significantly less and save the rest for future AUPE needs.

In terms of expenditures for TV/media buys, for example, AUPE will spend approxi-mately $123,400 with a new vendor instead of $196,800 with the previous vendor. This will result in an approximate savings of $73,400.

Spotlight on financefrom Executive Secretary-Treasurer Jason Heistad

MEDIA BUY (Winter 2016) PRODUCTION

$196,800

PREVIOUS VENDOR

$135,000

PREVIOUS VENDOR

For TV ad production, we will spend roughly $13,440 to produce a commercial in-house as opposed to $135,000 contracting production out. This will produce a significant savings of approximately $121,560.

While these are incremental steps towards being financially responsible, it is about striv-ing for transparency, which can then lead to accountability and to greater fiscal man-agement. As AUPE remains on a fiscally responsible path and savings activities become embedded and of second nature, we can ensure financial stability for the organization and its members as well as have the ability to monitor and mitigate future financial challenges. When identifying savings opportunities, AUPE can put these savings to better use in other activi-ties and generate further opportunities. <

In Solidarity,

Jason HeistadAUPE Executive Secretary-Treasurer

TV media buy 3 weeks - all Alberta marketsNumbers are approximate, plus taxes and fees

TV ad production One 30-second spot producedNumbers are approximate

$123,400

NEW VENDOR

$13,440

PRODUCED IN-HOUSE

It

Support Social Justice Education in Our SchoolsThe Aspen Foundation brings community values of social justice and a respect for fairness and equality to the classroom. The Foundation for Labour Education works to educate youth to allow them to work, live, and participate fully in a democratic society. AFLE encourages the use of materials, resources, and speakers in our schools that reflect the best traditions in community values and democratic principles of our society.

How can I contribute?Please mail your charitable donation to:Aspen Foundation for Labour Education11 Bonin Place, Leduc AB T9E 6H6

Charitable donations can be made online:www.canadahelps.org

For more information:Phone: 780-986-1745Email: afle@telus.netWebsite: www.afle.ca

The Aspen Foundation for Labour Education is now a recognized charity by Canada Customs and Revenue Agency (BN 881720510RR0001). You can support labour and social justice education in our schools with your charitable donation.

“Supporting Labour and Social Justice Education

in our Schools”

THE ALBERTA LABOUR HISTORY INSTITUTETHE ALBERTA LABOUR HISTORY INSTITUTE

LEARNING FROM OUR PAST TO BUILD A BETTER FUTURELEARNING FROM OUR PAST TO BUILD A BETTER FUTURE

ALHI is proud of its ongoing work with AUPE in support of the union’s centennial project. We also appreciate the strong support from AUPE activists and leaders for our efforts to preserve and make public the

vital, rich historical contributions of Alberta’s working people.

Social Workers: Advocating for Albertans Across Alberta, Registered Social Workers can be found helping others. Often, you will find us advocating for those who are not able to speak for themselves.

Alberta’s income disparity gap is a good example. A growing gap between the haves and have nots has resulted in more homelessness, more working poor, an affordable housing crisis and many other social problems.

As social workers, we are on the front lines, urging government to repair major cracks in our social infrastructure and to adopt social polices that look after the needs of vulnerable Albertans.

Access to resources to meet basic human needs is every person’s right. Alberta’s 6000 Registered Social Workers are advocates for fairness and social justice. Advocacy is a fundamental aspect of our professional ethics and at the heart of what we do.

The Alberta college of Social Workers regulates social work practice in Alberta. Its primary focus is to serve and protect the public interest by promoting skilled and ethical social work. www.acsw.ab.ca

Registered Social Workers (RSW):The professional standard in social work

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