Back in 2022, I wrote an article about workers trying to unionize at a brand new care home in Edmonton.
Local 1099 of the Canadian Union of Public Employees filed the certification application on behalf of about 60 workers employed by Revone Westmount LP.
Revone is partnership between the Ontario-based Revera and the Edmonton-based ONE Properties. The operate Glenora Park, a 290-suite, 23-storey senior living facility that provides a range of living options, ranging from independent living to assisted care and memory care.
The Alberta Labour Relations Board awarded the workers union certification in September 2022, and the workers spent the next two years negotiating their first collective agreement, which was settled this past September.
The 3-year contract brings with several wage increases:
| 1 January 2024 | 2.0% |
| Date of ratificiation | 1.0% |
| 1 January 2025 | 2.0% |
| 1 January 2026 | 2.0% |
This is a combined 7% over 3 years, averaging 2.33% per year.
On top of that, receptionists were to get a 6% market adjustment at ratification, and health care aides were to receive a 1% market adjustment at ratification.
Because this is a first contract, I don’t have much to compare in the new contract, but I can highlight a few things in the contract, some of which may have already been available to workers.
For example, the employer has to give the union 15 minutes to meet with new workers to introduce them to the union.
The probationary period for new workers is 450 hours worked; although it can be extended if the two parties agree to it.
Workers are entitled to have a union steward present during meeting with the employer, including disciplinary and investigative meetings.
The bargaining committee will consist of 2 workers employed at Glenora Park, and they won’t receive a pay deduction when meeting with the employer on union business.
A normal work day for full-time workers is 7.5 hours per day and 75 hours for a 2-week period. These don’t include rest periods.
Speaking of which, every worker with a shift of at least 5 hours will be entitled to a 30-minute unpaid rest period during that shift. As well, workers will get 1 paid 15-minute rest period for shifts more than 4 hours and 2 paid 15-minute breaks for shifts between 6 and 7.5 hours.
Overtime pay will be 1.5 times the base pay rate and will apply to hours worked beyond 7.5 hours in one day and beyond 75 hours over two weeks.
Workers are entitled to 5 days of paid bereavement pay in connection with the death of child (incuding foster, step, or legal ward) or spouse (including common law, fiancé, or adult interdependent partner. Bereavement leave is only 3 days for parent (inlcuding step), siblings (including step and in-law), children-in-law, niblings, piblings, guardians, grandchildren (including great), and grandparents.
To be eligible for health benefits, workers must have worked for at least 450 hours with the employer and maintain at least 60 hours every two weeks.
The employer pays 100% of all health benefit premiums.
Life insurance covers workers for 100% of their annual earnings, at least until they reach 65 years of age, at which time, it drops to just 50%. It hits 0% if they happen to still be working there when they’re 70 years old.
Accidental death and dismemberment is similar, except there is no 50% cutoff for workers who reach 65 years of age.
Life insurance covers a worker’s spouse for $10,000 and each dependent child for $5,000.
Workers have a 10% copay for eligible health expenses, although that’s reimbursed, so they need to pay out of pocket first. They will receive a medication card if they require prescriptions.
Vision care coverage is $175 every 2 years, but that doesn’t include eye exams, which are $50 every 2 years.
Paramedical coverage is $350 per year per practitioner and includes chiropractor, speech therapist, podiatrist, clinical psychologist, physiotherapist, osteopath, naturopath and massage therapist.
Orthotics are covered up to $300 per year.
Hearing aids are $300 every 5 years.
Dental coverage has a 20% copay on basic dental expenses and 50% copay on major expenses, such as crowns, bridges, and dentures. As well, all dental coverage maxes out at $1,500 per year per person.
Workers are entitled to paid vacations, depending on their length of employment with the employer.
| Length of employment | Vacation | Pay |
|---|---|---|
| < 3,900 hours | 2 weeks | 4% |
| 3,900–15,600 hours | 3 weeks | 6% |
| 15,600–29,250 hours | 4 weeks | 8% |
| 29,250+ hours | 5 weeks | 10% |
The collective agreement lists the following 13 paid holidays, which will be used to determine stat pay:
- New Year’s Day
- Family Day
- Good Friday
- Easter Monday
- Victoria Day
- Canada Day
- Heritage Day
- Labour Day
- National Day for Truth and Reconciliation
- Thanksgiving Day
- Remembrance Day
- Christmas Day
- Boxing Day
Full-time workers who’ve completed their probationary period will be eligible to 52.5 hours of sick pay. Part-time workers will be eligible for just 22.5 hours. Casual workers get no sick days.
If the employer plans to contract out work that could result in layoffs, they must provide workers 90 days written notice.
A uniform allowance of 8¢ per hour worked is available for all non-probationary workers, which workers can use to clean their uniforms.
The contract expires at the end of next year.
