g) Negotiations Committee Doug Gamble, Bob Glover, Mike O'Reilly, Wayne Bowles, Terry Sayers, Kim Bradford, Mike Dempsey. Wayne will decline. All the rest will let their names stand. Doug Gamble volunteers to be the alternate. This is the bargaining committee: Bob Glover, Mike O'Reilly, Terry Sayers, Kim Bradford, Mike Dempsey. Bob Glover has also accepted the position of Chair of Negotiating Committee.
h) Convention Delegates Nominated: Not required. Chapters to submit names to Secretary ASAP.
i) Finance Committee Bob Glover and Kim Bradford have volunteered to assist Wayne Bowles in this endeavor.
11. New Business
a)Chapter Lists: Reps to review list distributed today, note errors, and advise Doug Gamble. Please note that wage staff are entitled to vote for a collective agreement, including those working from May - August, unless they are nonactive at the time of the vote. The ballots are mailed out based on the most current Chapter List.
b)Request from Conservation Officers Assoc.: This is a request for funds from Local 5 to send members to an International Conference in Nebraska in August 2001. This was approved last year ($500) to send members who had no other type of funding to attend the conference. This year the course is in Nebraska. It is primarily an educational conference.
Wayne Bowles made a motion to donate $500 to COAA for the conference on condition it be distributed to AUPE members attending the conference who aren't having any expenses paid. Mike Dempsey seconded the motion. The motion is carried. M/S/C
c) Negotiation Conference: Doug Gamble distributed the registration for the GSBC conference in Nisku on June 13-15. The purpose of this conference is to get a feel for how this round of negotiations will go. It is very important that all members on the negotiation committee attend.
d) Towermen: There is a "tentative agreement" in place to pay towerpersons a 'bonus' for working exceptionally long hours in High-Extreme fire hazards. This agreement was created due to violations we (the union and the Department) had to address with the Labour Relations Board in regards to working in isolation for 7 days a week all summer. There is a "Letter of Understanding" on the amount of the 'bonus' , which will be paid at the end of the season, as well as a letter between us/ the govn't and the LRB on a "scheme of employment". The "scheme of employment" is essentially an exception to the labour regulations, specifically sec. 74 of the Employment Standards Code, agreed to by all parties. Because this is a letter of understanding it can be approved now effective of the signing date. It will be attached to the collective agreement to the sub 5 agreement, and it can be voted on then.
Motion: that local 5 accept the Letter of Understanding and Scheme of Employment: moved by Wayne Bowles, and 2nded by Doug Gamble. M/S/C
Brian has letters on file from towerpeople wanting as well as not wanting in on a pension plan. Brian wants to know what to do with the letters. Some discussion ensued. We should respond to the writers of the letters: provide info on the cost of pension buybacks, and benefits. Towerpeople are not temp salary, so currently can not pay into a pension plan. The last time this was tried, most tower people revolted, due to the amount that was coming off of their paychecks. The matter is referred to the Negotiation Committee.
1150 HRS: Break for lunch.
1300 hrs: resume meeting.
12. General Discussion
a) Conservation Officers moving to Community Development: Main concern is that the two departments have botched the selection process. The 2 departments think quite differently about how to deal with those unhappy with the selection process. SRD says they would not force anyone over to CD; but CD says the staff that came over have no say in the matter. Was there bias and discrimination in the selection process? It appears new employees were given preferential treatment. None of the new recruits were moved over to the new department. (New staff as well as seasoned veterans received the same training.)
Randall: The best way to deal with being forced to move is to let one's supervisor know you are unhappy. Let everybody know you are unhappy, right up the ladder. If this doesn't work, a grievance could be considered. This would have to be looked at closely...i.e.; is there a demotion involved?
b) Northern Living Allowance: is it possible to consider an allowance for the Canmore-Cochrane corridor? It is very expensive to live in this area. This is also a concern in the Manning area. Brian recommended that staff can not only get the union to help, but like Ft. McMurray, get the MLA on your side. Do research on actual costs. Terry Sayers will send a package to anyone interested, as he was instrumental in getting it for the staff in Ft. Mc.
c) Ed Mardell came in to discuss AUPE finances. The mortage is paid off, we are now debt free. We are running about a $2.5 million surplus right now. We are taking in about $17 million in dues per annum. What should we do with the surplus? We need a defence fund. A staff severence fund needs to be established. This will be debated at P.E. We are also saving money by not paying affiliation fees, since we have been suspended. This could amount to $1 million by this time next year. Money will also be set aside for an education fund.
13. Date of Next Meeting: at the call of the chair.
14. Adjournment: 1410 hrs.
