Calgary, Alberta (210 nurses) and Alberta Union of Provincial Employees (AUPE) Local 048 Chapter 012
Renewal agreement: Effective Sept. 10, 2015, to Sept. 10, 2018. Signed on Sept. 10, 2015.
Wage adjustments:
HCA, RTA and PTA Classifications:
Effective Sept. 1, 2014: 2%
Effective Sept. 10, 2015: 5%
Effective Sept. 10, 2016: 3%
Effective Sept. 10, 2017: 1%
LPN Classifications:
Effective Sept. 1, 2014: 2%
Effective Sept. 10, 2015: 1%
Effective Sept. 10, 2016: 2%
Effective Sept. 10, 2017: 1%
Shift premium: $2.75 per hour for LPN classification employees working the evening shift. $2 per hour for HCA, RTA and PTA classification employees working the evening shift. $5 per hour for LPN classification employees working the night shift. $3 per hour for HCA, RTA and PTA classification employees working the night shift. $3.25 per hour for LPN classification employees working the weekend shift. $3 per hour for HCA, RTA and PTA classification employees working the weekend shift.
Paid holidays: 10 named holidays, with the two faith-based holidays — Good Friday and Christmas Day — exchangeable for any religious holiday of an employee’s own faith. LPN classification employees are given 2 additional holidays to be taken at a time agreed upon by the employer.
Vacations with pay: 3 weeks to start, 4 weeks after 5 years, and 5 weeks after 21 years for full-time HCA, RTA and PTA classifications employees. 3 weeks to start, 4 weeks after 5 years, 5 weeks after 10 years, and 6 weeks after 20 years for full-time LPN classification employees. 6% vacation pay to start, 8% after 5 years, 10% after 10 years, and 12% after 20 years for regular part-time LPN classification employees. 6% vacation pay to start, 8% after 5 years, and 10% after 20 years for regular part-time HCA, RTA, and PTA classification employees.
Overtime: Time and one-half for all hours worked beyond 7.5 hours per day or in excess of 88 hours per biweekly pay period or on scheduled days of rest for full-time employees. Time and one-half when employees are called to work during meal or rest periods.
Medical benefits: Regular full-time LPN classification employees and regular part-time LPN classification employees whose hours worked exceed 15.5 hours per week averaged over 1 shift schedule are eligible for coverage under the Desjardin Supplementary Benefits Plan. 80% payment provision for all physical or dentist-prescribed medication to a maximum of $300 per practitioner per benefit year. Premium costs are paid 70% by the employer and 30% by the employee. Regular full-time HCA, RTA and PTA classification employees and regular part-time HCA, RTA and PTA classification employees whose regular hours of work exceed 20 hours per week averaged over 1 cycle of shift schedule are eligible for the Desjardins Supplementary Benefits Plan which provides 80% payment for all physician or dentist-prescribed medication to a maximum of $300 per benefit year. 65% of the premium costs will be paid by the employer and 35% by the employee.
Dental: 80% of eligible basic services, 50% of eligible extensive services to a maximum of $2,500 per insured person per benefit year, and 50% of eligible orthodontic services to a lifetime maximum of $2,500 per insured person for LPN classification employees. 80% of eligible basic services, 50% of eligible extensive services, and 50% of eligible orthodontic services to a maximum of $1,500 per insured person per benefit year for extensive services and a lifetime maximum of $1,500 per insured person for orthodontic services for eligible HCA, RTA and PTA classification employees.
Vision: $450 every 2 years for LPN classification employees. $200 every 2 years for eligible HCA, RTA and PTA classification employees.
Paramedical: 80% payment provision to a maximum of $300 per practitioner per year for LPN classification employees.
Sick leave: 1.5 days per month to a maximum of 120 days for full-time LPN certification employees. 1.25 days per month to a maximum of 80 days for full-time HCA, RTA and PTA classification employees. 1.5 days per month to a maximum of 120 days for part-time LPN classification employees. 1.25 days per month to a maximum of 80 days for part-time HCA, RTA, and PTA classification employees. Sick days for part-time employees will be prorated.
LTD: 66.67% of the first $2,500 and 50% of the balance, up to a maximum of $12,000 up to age 65 for LPN classification employees. 66.67% of monthly earnings to a maximum of $2,000 for a maximum benefit period of 5 years for eligible HCA, RTA and PTA classifications, with the employer paying 40% of the premium costs and the employee paying 60%.
AD&D: Basic coverage for all eligible employees.
Life insurance: Equal to the annual salary of all eligible employees, with a minimum of $10,000.
Pension: Voluntary RRSP contributions by regular employees who work more than 20 hours a week in a cycle of the shift schedule. Full-time employees must have completed 6 months of employment. Part-time employees must have completes 1007.5 hours of work. Employer will match 2% per year for HCA, RTA, and PTA classification employees, 2.5% per year after 5 years, and 3% per year after 10 years. Employer will match 4% per year for all LPN classification employees.
Bereavement leave: 3 paid days with employer able to extend leave up to 2 additional days for employee’s spouse — including common law and/or same-sex relationship — child, parent, brother, sister, stepparent, stepchildren, stepbrother or stepsister, father-in-law, mother-in-law, grandchild, guardian or fiancé.
Seniority – recall rights: 2 years.
Call-in pay: Employees will be paid time and one-half if the employer calls them in to work on their scheduled days off without 14 days’ notice.
Probationary period: 480 hours worked or 6 calendar months, whichever comes first.
Discipline: Sunset clause is 2 years.
Mileage: 44¢ per km.
Sample rates of pay:
HCA, RTA, PTA classification (current, after 5% increase): $18.44 rising in 7 steps to $22.77
LPN classification (current, after 1% increase): $25.93 rising in 7 steps to $33.95
Editor’s notes: Trial period: Transfers and promotions come with a trial period of 348.75 regular hours worked, in which the employee is to demonstrate they are able to fill the position satisfactorily. Maternity leave: 12 weeks unpaid, not to exceed 15 weeks, effective no later than date of delivery. Employees are eligible after 6 months continuous employment and provided they give at least 28 days’ notice. Parental leave: 37 weeks unpaid within the first 52 weeks after a child’s birth. Employees are eligible after 6 months' continuous employment and provided they give at least 28 days’ notice. Adoption leave: 37 weeks unpaid leave within 52 weeks of the child’s placement with the adoptive parent. Employee must have 6 months continuous service and give 28 days’ notice. Wellness leave: 1 day with pay for full-time employees in the LPN classification. Lack of work: An employee reporting for work as scheduled but told by employer to leave and return for a later shift will be compensated 3 hours’ pay at their basic pay rate. Therapy: Alcoholism, drug addiction, and mental illnesses are recognized by the employer as illnesses that can respond to therapy and treatment. Absences from work due to such therapy shall be considered sick leave.
Wage adjustments:
HCA, RTA and PTA Classifications:
Effective Sept. 1, 2014: 2%
Effective Sept. 10, 2015: 5%
Effective Sept. 10, 2016: 3%
Effective Sept. 10, 2017: 1%
LPN Classifications:
Effective Sept. 1, 2014: 2%
Effective Sept. 10, 2015: 1%
Effective Sept. 10, 2016: 2%
Effective Sept. 10, 2017: 1%
Shift premium: $2.75 per hour for LPN classification employees working the evening shift. $2 per hour for HCA, RTA and PTA classification employees working the evening shift. $5 per hour for LPN classification employees working the night shift. $3 per hour for HCA, RTA and PTA classification employees working the night shift. $3.25 per hour for LPN classification employees working the weekend shift. $3 per hour for HCA, RTA and PTA classification employees working the weekend shift.
Paid holidays: 10 named holidays, with the two faith-based holidays — Good Friday and Christmas Day — exchangeable for any religious holiday of an employee’s own faith. LPN classification employees are given 2 additional holidays to be taken at a time agreed upon by the employer.
Vacations with pay: 3 weeks to start, 4 weeks after 5 years, and 5 weeks after 21 years for full-time HCA, RTA and PTA classifications employees. 3 weeks to start, 4 weeks after 5 years, 5 weeks after 10 years, and 6 weeks after 20 years for full-time LPN classification employees. 6% vacation pay to start, 8% after 5 years, 10% after 10 years, and 12% after 20 years for regular part-time LPN classification employees. 6% vacation pay to start, 8% after 5 years, and 10% after 20 years for regular part-time HCA, RTA, and PTA classification employees.
Overtime: Time and one-half for all hours worked beyond 7.5 hours per day or in excess of 88 hours per biweekly pay period or on scheduled days of rest for full-time employees. Time and one-half when employees are called to work during meal or rest periods.
Medical benefits: Regular full-time LPN classification employees and regular part-time LPN classification employees whose hours worked exceed 15.5 hours per week averaged over 1 shift schedule are eligible for coverage under the Desjardin Supplementary Benefits Plan. 80% payment provision for all physical or dentist-prescribed medication to a maximum of $300 per practitioner per benefit year. Premium costs are paid 70% by the employer and 30% by the employee. Regular full-time HCA, RTA and PTA classification employees and regular part-time HCA, RTA and PTA classification employees whose regular hours of work exceed 20 hours per week averaged over 1 cycle of shift schedule are eligible for the Desjardins Supplementary Benefits Plan which provides 80% payment for all physician or dentist-prescribed medication to a maximum of $300 per benefit year. 65% of the premium costs will be paid by the employer and 35% by the employee.
Dental: 80% of eligible basic services, 50% of eligible extensive services to a maximum of $2,500 per insured person per benefit year, and 50% of eligible orthodontic services to a lifetime maximum of $2,500 per insured person for LPN classification employees. 80% of eligible basic services, 50% of eligible extensive services, and 50% of eligible orthodontic services to a maximum of $1,500 per insured person per benefit year for extensive services and a lifetime maximum of $1,500 per insured person for orthodontic services for eligible HCA, RTA and PTA classification employees.
Vision: $450 every 2 years for LPN classification employees. $200 every 2 years for eligible HCA, RTA and PTA classification employees.
Paramedical: 80% payment provision to a maximum of $300 per practitioner per year for LPN classification employees.
Sick leave: 1.5 days per month to a maximum of 120 days for full-time LPN certification employees. 1.25 days per month to a maximum of 80 days for full-time HCA, RTA and PTA classification employees. 1.5 days per month to a maximum of 120 days for part-time LPN classification employees. 1.25 days per month to a maximum of 80 days for part-time HCA, RTA, and PTA classification employees. Sick days for part-time employees will be prorated.
LTD: 66.67% of the first $2,500 and 50% of the balance, up to a maximum of $12,000 up to age 65 for LPN classification employees. 66.67% of monthly earnings to a maximum of $2,000 for a maximum benefit period of 5 years for eligible HCA, RTA and PTA classifications, with the employer paying 40% of the premium costs and the employee paying 60%.
AD&D: Basic coverage for all eligible employees.
Life insurance: Equal to the annual salary of all eligible employees, with a minimum of $10,000.
Pension: Voluntary RRSP contributions by regular employees who work more than 20 hours a week in a cycle of the shift schedule. Full-time employees must have completed 6 months of employment. Part-time employees must have completes 1007.5 hours of work. Employer will match 2% per year for HCA, RTA, and PTA classification employees, 2.5% per year after 5 years, and 3% per year after 10 years. Employer will match 4% per year for all LPN classification employees.
Bereavement leave: 3 paid days with employer able to extend leave up to 2 additional days for employee’s spouse — including common law and/or same-sex relationship — child, parent, brother, sister, stepparent, stepchildren, stepbrother or stepsister, father-in-law, mother-in-law, grandchild, guardian or fiancé.
Seniority – recall rights: 2 years.
Call-in pay: Employees will be paid time and one-half if the employer calls them in to work on their scheduled days off without 14 days’ notice.
Probationary period: 480 hours worked or 6 calendar months, whichever comes first.
Discipline: Sunset clause is 2 years.
Mileage: 44¢ per km.
Sample rates of pay:
HCA, RTA, PTA classification (current, after 5% increase): $18.44 rising in 7 steps to $22.77
LPN classification (current, after 1% increase): $25.93 rising in 7 steps to $33.95
Editor’s notes: Trial period: Transfers and promotions come with a trial period of 348.75 regular hours worked, in which the employee is to demonstrate they are able to fill the position satisfactorily. Maternity leave: 12 weeks unpaid, not to exceed 15 weeks, effective no later than date of delivery. Employees are eligible after 6 months continuous employment and provided they give at least 28 days’ notice. Parental leave: 37 weeks unpaid within the first 52 weeks after a child’s birth. Employees are eligible after 6 months' continuous employment and provided they give at least 28 days’ notice. Adoption leave: 37 weeks unpaid leave within 52 weeks of the child’s placement with the adoptive parent. Employee must have 6 months continuous service and give 28 days’ notice. Wellness leave: 1 day with pay for full-time employees in the LPN classification. Lack of work: An employee reporting for work as scheduled but told by employer to leave and return for a later shift will be compensated 3 hours’ pay at their basic pay rate. Therapy: Alcoholism, drug addiction, and mental illnesses are recognized by the employer as illnesses that can respond to therapy and treatment. Absences from work due to such therapy shall be considered sick leave.
