Last month, the Mediation Services department of Alberta Jobs, Economy, and Trade published the May 2026 Bargaining Update.
This monthly report provides information about the unionized workforce, primarily in Alberta. In May, Mediation Services received settlement information regarding 14 private sector and 13 public sector bargaining settlements, covering 1,517 and 2,421 workers respectively.
Among those settlements was a contract for about 30 workers employed at the Allen Gray Continuing Care Centre, which is owned by the Gray House Guild.
The facility is a 56-bed, voluntary, continuing care centre operating within Alberta Health Services.
These workers are registered nurses, registered psychiatric nurses, graduate nurses, and nursing educators. They are members of the United Nurses of Alberta.
Their previous collective agreement expired in March 2024. Workers ratified their new collective agreement this past February, nearly a year later, which is less time than the 2.5 years it took on the previous contract.
This new collective agreement brings with it a 3% wage increase in each of the first 4 years. In the final year, all salaries shall be adjusted to match those paid for the corresponding classification by Assisted Living Alberta in accordance with the collective agreement between Assisted Living Alberta and the United Nurses of Alberta.
| 1 April 2024 | 3.00% |
| 1 April 2025 | 3.00% |
| 1 April 2026 | 3.00% |
| 1 April 2027 | 3.00% |
| 1 April 2028 | TBD |
| 11.00% |
That means at least 12% over the 5-year contract. Their previous contract was 7.5% over 4 years.
The new collective agreement also includes a 4% market adjustments in 2024 and an automatic wage grid bump as of the date of ratification, which would move everyone up one step in the wage grid, assuming they were not already maxed out.
Here are some highlights from the new contract.
Mileage has increased from 50.5¢ per kilometre to 56.5¢ per kilometre for anyone who must use their personal vehicle for assigned duties.
The following clause:
14.01.f The employer retains the right to create positions that entail regularly working on more than 1 unit, and when such positions are created, the posting will clearly indicate this. Although the employer retains the right to create multiunit positions and float positions, the norm will be that employees will continue to be employed in a single unit. This does not preclude the employer from requiring an employee to “float” to another unit on an exceptional basis in order to meet operational requirements; or preclude an employee from agreeing to work additional Shifts on other units.
has been changed to this:
14.01.f The employer retains the right to create multi-floor positions and float positions; however, the norm will be that employees are assigned to work on a single floor. The employer retains the right to assign employees to either floor as operationally required. Employees may work additional shifts on either floor.
This one was also changed:
14.05 The name of the employee who is appointed to fill the transfer, promotion and/or vacancy shall be posted forthwith on a bulletin board provided for that purpose and shall remain posted for not less than 8 calendar days. All other applicants for the transfer, promotion and/or vacancy and the union shall be informed in writing of the name of the successful applicant within 5 calendar days of the appointment.
to this:
14.05 All unsuccessful applicants for the transfer, promotion and/or vacancy and the union shall be informed of the name of the successful applicant within 5 calendar days of the appointment.
Charge pay has increased from $2.00 an hour to $3.50 an hour for workers who are designated in charge of a floor. This is on top of their basic pay rate.
Preceptor pay has been added to the collective agreement. It was not listed in the previous agreement. It is an extra $2 an hour for workers who are assigned to supervise, educate, or evaluate students.
In the previous contract, workers could take their annual vacation in an unbroken period of up to 2 weeks in duration. The maximum duration has been increased to 3 weeks.
The following clause:
18.03.b In addition to an alternate day off, an employee who is obliged to work overtime on a named holiday shall be paid at 2.5✕ their basic rate of pay for all hours worked on the named holiday.
was changed to:
18.03.b An employee obliged to work on Christmas Day or Heritage Day shall be paid for all hours worked on the named holiday at 2✕ the employee’s basic rate of pay plus:
- an alternate day off at a mutually agreed time; or
- by mutual agreement, a day added to the employee’s next annual vacation; or
- by mutual agreement, the employee may receive payment for such day at the employee’s basic rate of pay.
Related to that, the following clause was added to the contract:
18.03.c In addition to an alternate day off, an employee who is obliged to work overtime on a named holiday shall be paid as follows:
- at 2.5✕ their basic rate of pay for all hours worked on the Named Holiday
- for all overtime hours worked on Heritage Day and Christmas Day 3✕ their basic rate of pay.
The following was added to the clause regarding sick notes:
Where the employee must pay a fee for such proof, the full fee shall be reimbursed by the employer. The employee, employer, and union will cooperate in providing a sufficient level of relevant medical information to enable appropriate decisions in regard to the employee’s illness or wellness with respect to the ability to perform the work.
The new collective agreement removed the $2000 annual maximum on precription coverage.
The following clause was added to the agreement:
21.01.b.iii Effective April 1, 2027, short-term disability (income replacement for a period of up to 120 working days during a qualifying disability equal to 66 2/3% of basic weekly earnings to the established maximum following a 7 day elimination period where applicable. The short-term disability shall become effective on the first working day following the expiry of sick leave credits in the case of absence due to injury or hospitalization. In the particular case of employees who have insufficient sick leave credits to satisfy the 7 calendar day elimination period, the short-term disability shall commence on the 8th day following the commencement of non-hospitalized sickness);
Personal leave is now 3 days. In the previous agreement, it was 4 days for full-timke workers and 3 days for part-time workers.
There is a new domestic violence leave of 10 days.
The hourly allowance for workers with a certificate in gerontology has increased from 50¢ to 70¢.
