Last week, the Alberta Union of Provincial Employees published an update on their website regarding contract negotiations for support workers at Red Deer Polytechnic.
AUPE represents over 200 workers in a wide variety of positions at the institution formerly known as Red Deer College.
These positions include event services workers, horticulturists, studio technicians, child cared educators, educational aides, lab technicians, peer mentors, markers, technicians, personal trainers, therapists, safety coordinators, accountants, analysts, IT workers, and library workers.
Previous to May 2024, some of these workers were represented by the Canadian Union of Public Employees, but a majority of the former CUPE workers voted last May to join AUPE. As of the signing of their last collective agreement in 2022, there were about 100 CUPE workers.
The previous contract for both groups of workers (here and here) expired in June 2024, over a year ago. Red Deer Polytechnic representatives did not meet with the workers bargaining team to begin bargaining until last July, after the last collective agreement had already expired.
According to last week’s update from the workers’ bargaining team—which includes a telecommunications coordinator, a librarian, and a materials management aide—the two parties met last month to finally exchange monetary proposals, a year after bargaining began.
The bargaining team for Red Deer Polytechnic has asked for a wage freeze in the first year of the contract, followed by 10% split over the remainder of what they want to be a 4-year contract.
| 1 July 2024 | 0.00% |
| 1 July 2025 | 2.00% |
| Ratification date | 2.00% |
| 1 July 2026 | 3.00% |
| 1 July 2027 | 3.00% |
To put this request into context, here is a look at their increases in the last two collective agreements.
| 1 July 2017 | 0.00% |
| 1 July 2018 | 0.00% |
| 1 July 2019 | 1.00% |
| 1 July 2020 | 0.00% |
| 1 July 2021 | 0.00% |
| 1 July 2022 | 0.00% |
| 1 April 2023 | 1.25% |
| 1 December 2023 | 1.50% |
So that was 5 wage freezes over their last two contracts, with a combined increase of 3.75%. That works out to an average annual increase of just 0.54%.
But, how about we provide even more context?
In July 2016, the last time these workers received a raise prior to the last two contracts, the consumer price index in Alberta was 135.6. By July 2023, 7 years later, it had increased by 30.4 points to 166.0, a 22.4% jump.
Because these workers got a combined wage increase of 3.75% during a period when inflation had climbed by 22.4%, they were left with a cut to real wages of 18.67% heading into bargaining.
A 10% increase will make a solid dent into that loss of 18.67%, but it still leaves a hole of 8.67%. And remember, that 10% is spread out over another 4 years, which means, inflation during those 4 years will enlarge that 8.67% loss even more.
For example, inflation between just July 2023 and June 2025 (the latest data we have) increased 3.80%. And we still have the rest of this year, all of next year, and the first half of 2027.
And remember, if the workers accept this proposal, the increases do not even kick in until July 2025, so all hours worked in the first year of the new contract will be stuck at December 2023 wages.
The workers’ bargaining team recognized all this, calling the employer’s proposal disappointing yet unsurprising. That is why they proposed a 13% retroactive increase in the first year of what they want to be just a 3-year contract, which would be shorter than their last contract but in line with previous contracts.
Now, 14% still falls short of eliminating that 18.67% wage deficit, but they also proposed a 6.5% increase effective last month and another 6.5% bump next July.
This would be a combined increase of 26% over the 3 years, completely making up for the 18.67% wage loss and leaving 7.33% to cover inflation over the life of the new contract, which should be adequate.
Last week’s update also included a few other monetary proposals.
Both parties want to convert the current health spending account into a flexible spending account. Red Deer Polytechnic wants to keep the amount in each account at $750, but the workers would rather double it, to $1500.
Red Deer Polytechnic proposed removing accidental death and dismemberment insurance, arguing that it is too expensive for a benefit that is rarely used. That is the point of insurance, however: you hope you never have to use it, but you want to be protected if you do. No one who buys house insurance wants their house to burn down.
They also want to reduce the number of hours that would qualify for shift premiums, which currently applies to all hours worked between 18:00 and 07:00 the following morning.
Finally, the employer want to cut severance pay from 8 weeks for ever year of service to just 5 weeks per year.
In addition to their wage increase proposal, the workers’ bargaining team wants to increase shift premiums from $1.40 per hour to $2.50 per hour.
They want to temporary workers to receive health benefits and make the National Day for Truth and Reconciliation to be recognized as a paid holiday, as well as Easter Monday.
The final proposal they reported was 100% ER paid benefits.
