Last week, the Mediation Services department of Alberta Jobs, Economy, and Trade published the July 2025 Bargaining Update.
This monthly report provides information about the unionized workforce, primarily in Alberta. In July, Mediation Services received settlement information regarding 19 private sector and 15 public sector bargaining settlements, covering 2,179 and 4,684 workers respectively.
Among those settlements was a contract for about 6 workers employed by the Workers’ Resource Centre.
Based in Calgary, the non-profit organization helps workers understand their rights, access benefits, and file complaints and appeals with employment-related agencies. They also support workers experiencing job loss, lost wages, workplace discrimination, injury, illness, and disability.
Local 4731 of the Canadian Union of Public Employees represents these workers, which include case workers, public legal educators, intake coordinators, medical beenfits caseworkers, communications specialists, and team leads.
Their previous contract expired last December. Their new contract was ratified last month, 7 months after the last one expired.
These workers are set a single wage increase in this 2-year contract, which is shorter than their previous collective agreement (3 years).
| 1 January 2025 | 3.00% |
| 1 January 2026 | TBD |
The new collective agreement clarified that there will be a wage reopener at the start of next year to negotiate whether to receive another wage increase, and, if so, what it will be. They had wage reopeners in their last two contracts.
This will result in a combined increase of 9.5% over the life of the collective agreement. That averages out to, well, 3.17% per year.
Here is what they received in their previous contract.
| 1 January 2021 | 0.00% |
| 1 January 2022 | 0.00% |
| 1 January 2023 | 5.00% |
| 1 January 2024 | 5.00% |
That works out to a combined increase of 10%, or $2.50 per year on average, less than the new contract, so far.
The new contract is retroactive to 1 January 2025, and will result in new wages of between $39.91 and $43.00 per hour for all unionized workers.
Here are some highlights of other things that are in this new contract.
The maximum length of a temporary worker term has been extended from 1 year to 18 months.
Both versions of the contract contains information regarding alternative shift lengths. The following clause was added into the new collective agreement.
The benefits and flexible work arrangements provided in Sections (a) through (f) are to support Employees in maintaining work-life balance while fulfilling their job responsibilities. Continued access to these arrangements may take into consideration the Employee’s performance, provided that any performance concerns have been previously communicated to the Employee in writing and standard performance review process.
Any decision to modify, suspend, or revoke flexible work arrangements shall be made in a fair and reasonable manner and shall not be arbitrary or punitive in nature. The Employee shall be given appropriate notice of any such decision.
There was also a new clause added regarding hybrid work.
7.05 Hybrid Work Arrangement
Employees are required to work a minimum of 2 days per week from the office. The remaining 3 days may be worked remotely at the Employee’s discretion. Employees must provide the Employer with their hybrid work schedule at least 1 month in advance.
Employees may adjust their hybrid work schedule with reasonable notice. If a last minute change is necessary, Employees must inform the Employer as soon as possible.
Hybrid work arrangements shall take operational needs into consideration and may be subject to reasonable discussion between the Employee and Employer. Any changes to an Employee’s hybrid schedule shall not be arbitrary or unreasonable and must be communicated with appropriate notice.
The following clauses were added to the collective agreement.
9.03 Mileage will be paid at the current allowable mileage rate at time of travel according to the Canada Revenue Agency Mileage Guide.
Reimbursable mileage includes travel between the Employee’s primary workplace and off-site work locations, client meetings, training sessions, or other business-related destinations.
Personal commuting between an Employee’s home and their regular place of work is not eligible for reimbursement. However, travel from home to a temporary work location or a work-related meeting outside of the regular workplace may be reimbursed in accordance with CRA guidelines.
9.04 Employees required to travel for work within Canada, or the United States shall be entitled to per diem allowances to cover meals and incidental expenses.Per diem amounts shall be paid in accordance with the rates outlined in Appendix B.
Here is another brand new clause.
10.05 Faith or Religious Observance
Employees may substitute statutory holidays enumerated in Article 10.01 for religious or faith-based observances. Employees must provide reasonable notice of the substitution.
This clause was added to the section on vacations.
In circumstances where the Employer determines, based on operational requirements, that an Employee will be unable to take their accrued vacation within the prescribed period, the Employer may require the Employee to schedule and use their remaining vacation time before year-end.
There was also a new section added regarding retroactive pay.
18.04 Retroactive Pay
(a) In the event of a negotiated wage increase, Employees shall receive retroactive pay for all hours worked from the effective date of the increase.
(b) The Employer shall process retroactive payments as soon as reasonably possible and no later than 60) days from the date of ratification, unless otherwise mutually agreed.
Per diem rates for incidentals has increased from $30 to $50 for travel in Canada or the United States.
