Jasper resort workers win first collective agreement

In April 2023, I wrote an article about workers at the Marmon Basin Ski Resort trying to unionize with Local 401 of the United Food and Commercial Workers.

The ski resort is owned by RMSI-JTAC Equipment Holdings Ltd. and is located in Jasper National Park.

Nearly a year later, in February 2024, the workers voted in favour of unionizing. Of those who participated in the certification vote, 100% indicated that they wanted to unionize with Local 401.

One of the first things workers must do after unionizing is form a bargaining committee, so they can begin negotiating their first collective agreement.

These workers did just that with their bargaining committee consisting of two of them, as well as 3 representatives from the UFCW: Sam Nuako, Felix Martinez, and Chris O’Halloran, executive director of Local 401.

Within about two months, this bargaining committee managed to negotiate a first collective agreement for these 40 or so workers, which was ratified on 29 April 2024.

The agreement brings with it a combined 21% wage increase over the its 3-year term, with about 9% in just the first year.

Here’s a breakdown of the wages for each position upon ratification.

Probationary ski patroller	$17.50
Grade 1 ski patroller	$18.00
Grade 2 ski patroller	$20.00
Grade 3 ski patroller	$22.00
Snowfarmer general labourer	$16.00
Snowfarmer lead hand	$16.50
Avalanche technician team lead	$25.00
Avalanche technician area lead	$30.00
Dispatcher	$18.50
Part-time dispatcher	$17.50

Workers received an average wage increase of 8.6% last month, and they can expect an additional 4% next November.

In addition to these wages, workers can qualify for premiums based on qualifications they’ve received.

CAA ITP Level 1	$1.10
CAA ITP Level 2	$2.20
CAA ITP Level 3	$2.20
EMR with ACP	$0.83
PCP with ACP	$2.20
ACP with ACP	$2.20
PEAK Training Facilitator	$0.55
CAA Avalanche Practitioner Membership	$0.55
CAA Avalanche Professional Membership	$2.20

The premiums are for every hour worked and are 10% higher than they were last season.

Here are some other highlights from this collective agreement.

Anyone scheduled to work 30 or more hours per week will be considered full-time.

The employer won’t contract out any work covered in the collective agreement so long as there are workers—either on layoff or at work—who can perform that labour. This doesn’t include the patrol exchange programme, which brings in labour from other ski resorts.

Related to this, the employer won’t hire new workers as long as part-time workers are qualified, willing, and able to perform the labour the employer needs done. As well, the employer can’t hire part-time workers in order to reduce the number of full-time positions.

The workers can elect up to 5 shop stewards, who will be entitled to a maximum of 5 paid hours combined to perform labour related to being a shop steward. The employer must ensure that shop stewards are present during meetings where workers could face disciplinary action or a layoff.

Union representatives are entitled to meet with new workers for up to 30 minutes within 30 days of hire to orient them regarding the union.

In the event of a layoff, the employer must provide at least 28 days notice to workers affected by the layoff.

Most workers will be scheduled for 9-hour days in the operating season and 8-hour days off season. Avalanche technicians may be scheduled for 10.5-hour days during the operating season.

Workers are entitled to a half hour unpaid meal break and two paid 15-minute breaks during the off season. During the operating season, the meal break will be paid. As well, workers will qualify for an additional 15-minute rest period at the end of their shift if they have to work at least two hours of overtime right after.

If a worker is called in to work for less than 3 hours in a shift, they’ll be paid for at least 3 hours of work.

Workers must find someone to cover their area of responsibility if they need to take a washroom break.

Overtime pay will be compensated at 1.5 times their regular rate of pay.

Workers are entitled to 3 consecutive days off per week.

The collective agreement recognizes 11 holidays that qualify for statutory holiday pay:

• New Year’s Day
• Family Day
• Good Friday
• Victoria Day
• Canada Day
• Labour Day
• National Truth and Reconciliation Day
• Thanksgiving
• Remembrance Day
• Christmas Day
• Boxing Day

The employer will pay workers 1.5 times their regular rate of pay for any hours worked on those paid holidays.

Vacation pay will be 4% of gross earning for those employed for under 2 years and 6% for those who have been with the company for over 2 years. It will be paid out when the season concludes or the employer terminates employment.

Bereavement leave for these workers will be 5 days without pay in the death of an immediate family member, including parent, sibling, spouse, child, grandparent, or guardian, including step and in-laws. It can be extended by another 2 days if travel out of the province is necessary. Also, workers are entitled to 1 day of unpaid leave to be a pallbearer.

Here are some other leaves, all unpaid:

Personal/family responsbility	5 days
Domestic violence	10 days
Long-term illness/injury	16 weeks
Maternity	16 weeks
Reservist	26 weeks
Compassionate care	27 weeks
Critical illness	36 weeks
Death/disappearance of child	52 weeks
Adoption/parental leave	62 weeks

Any workers who have completed their probationary period will receive a full day ski pass, free of charge, for every month worked. They will also get a family seasons pass.

A meal allowance of $8 will be available to all those who work a full shift.

The employer agrees to several benefits to support avalanche rescue dogs:

• Reimburse annual membership fees to Canadian Avalanche Rescue Dog Association
• Reimburse pet insurance fees up to $500 per season
• Reimburse 1 bag of dog food per month per dog
• Provide transportation for dogs on staff bus
• Provide dog housing areas
• Allow for training time and areas during work hours
• $1500 stipend per dog at the conclusion of each season

The contract also includes a non-discrimination clause:

The Employer and the Union agree that there shall be no discrimination with respect to any Employee by reason of race, colour, ancestry, place of origin, religious beliefs, gender, gender identity, gender expression, age, physical disability, mental disability, marital status, family status, source of income, or sexual orientation.

In addition to that, there are explicit sections to ensure equal treatment of queer workers.

The employer will provide a group health, dental, and life benefit to workers, but there’s a catch: they have to complete 5 seasons with the company. Those with less than 5 years will have access to a $500 health spending account that renews each season. Unused balances won’t carry over to the new season.

The employer will cover 60% of the cost of premiums during the operational season but 0% of the cost during the off season.

Workers will qualify for an RRSP programme, with the workers and the employer each kicking the same contributions, but the employer wants to max out at just 5% of the worker’s base wage.

According to the contract, workers will be required to have particular tools and gear while working. To make less onerous financially, the employer has agreed to allowances for each season.

Probation ski patrollers Grade 1 ski patrollers	$465
Grade 2 ski patrollers Grade 3 ski patrollers Avalanche observers	$930
Avalanche technician team lead Avalanche technician area lead	$1500

These allowances area a 50% increase from last season.

This collective agreement expires in October 2026.