Updated October 4, 2019
Information regarding Edmonton Public Library Negotiations will be posted here.
The Union has been hearing a number of concerns from our members who work less than full-time hours in regards to general holiday pay. On September 1, 2019, a change was made to Employment Standards legislation which implemented the “5 of 9” rule. If we use Labour Day Monday as an example, this means that in order for an employee to be eligible for general holiday pay for that day, the employee must have worked 5 out of the previous 9 Mondays. If employees met the “5 of 9” criteria, then general holiday pay is calculated as an “average daily wage”. As defined by Employment Standards, “average daily wage” is calculated as 5% of the employee’s wages + vacation pay + general holiday pay in the preceding 4 weeks (or 28 days).
The implementation of the “5 of 9” rule, as part of recent changes to the Employment Standards Code, meant that a number of our members working less than full-time hours became excluded from receiving general holiday pay. In order to address this matter, EPL immediately reached out the Union and informed us of the change and the impact on members. In addition, EPL decided to back-pay members who did not receive general holiday pay for Labour Day. This back-pay only applies to members that did not receive general holiday pay (“HOL”) on September 24, 2019. It will be reflected on the October 8, 2019 pay advice and be indicated as “SHP”.
We understand from EPL that there are currently pay system challenges to removing the “5 of 9” rule. EPL has indicated until a new solution is found, General Holiday Pay for those staff who have not met the “5 of 9” rule will be manually processed in the pay period following the general holiday (e.g. Thanksgiving falls on a Monday, those staff members who have not worked 5 of the 9 previous Mondays before Thanksgiving will receive their general holiday pay on the pay period after Thanksgiving (November 19, 2019).
In addition, since the Union and EPL will begin collective bargaining soon, we have decided to discuss this matter further during the collective bargaining process. In the meantime, the Union and EPL have signed a Letter of Understanding to exclude the “5 of 9” rule until collective bargaining has concluded. This means that for now, general holiday pay will continue to be paid to employees working less than full-time hours, based on “average daily wage”, which is how general holiday pay was calculated prior to September 1, 2019.
President, CSU 52
June 26, 2019
The Collective Agreement between the Edmonton Public Library (EPL) and Civic Service Union 52 (CSU 52) expired on December 22, 2018. As per the Alberta Labour Relations Code, the current agreement remains in effect until a new agreement is negotiated and ratified.
The CSU 52 Negotiations Committee has been meeting since the fall of 2018 and are ready to exchange proposals with EPL. The bargaining information meetings were well attended and there was an excellent response to our Negotiations Survey. The Union feels very confident that our proposals will reflect what we heard from our members.
The bargaining process usually starts with a meeting to introduce the teams to each other, set ground rules and exchange proposals. At the second meeting, the proposals are broken down into three categories: monetary, non-monetary and housekeeping. Monetary items deal with anything that has an incremental or new cost, non-monetary items attempt to provide new or improved language with which to administer the agreement, and housekeeping corrects spelling and grammar errors. As bargaining continues the parties discuss the under-lying interests of their proposals and try to fashion win/win solutions. Proposals that the teams can’t reach agreement on are withdrawn or tabled. At, or near, the end of bargaining some tabled items may be traded to facilitate a negotiated agreement. Bargaining usually starts with non-monetary items and advances to monetary issues.
If the parties fail to reach a negotiated agreement, they can apply (separately or jointly) to Mediation Services (Government of Alberta) requesting the services of a mediator who can hopefully help the parties reach a negotiated agreement. If an agreement is not concluded in mediation and, subsequent to a two-week cooling down period, the Union can legally strike or take job action and/or the employer can lock out their workers.
We have not exchanged proposals with EPL. Why?
EPL traditionally follows the City of Edmonton contract monetarily. On March 11, 2019 the City of Edmonton’s Executive Leadership Team called all of their Union Presidents to a meeting informing them of City Council’s mandate of 0% for wage increases in both 2019 and 2020, along with no other increases to any monetary items. This is an unprecedented action that signals a round of archaic hard bargaining. In response to this proclamation, CSU 52 had decided not to immediately enter into negotiations with the City of Edmonton nor with EPL, however, in good faith CSU 52 will be setting bargaining dates and will rely on the good will of both parties to find a way to address issues at EPL.
This cap on monetary issues is particularly troubling, considering EPL has profound and systemic Occupational Health and Safety issues. Your Bargaining Team’s issue is how can we effect changes to create a safe work space if EPL is monetarily handcuffed and unable to deal with safety issues? Currently, the Negotiations Committee, President Lanny Chudyk and the CSU 52 Board of Directors are considering options to move bargaining forward. The Union’s goal is to expedite bargaining with the constraint of providing a fair and reasonable offer to the membership. Your patience is appreciated.
Your Negotiations Committee,
- Joe Childs, Chief Negotiator/Spokesperson
- Amanda Pickett, Labour Relations Officer
- Lori Jeffery-Heaney, CSU 52 EPLUnit Director
- Jason Schneck, Member-at-Large
- Andrea Thompson-Dick, Member-at-Large
June 27, 2019
On June 21, 2019, EPL and CSU 52 finalized an amendment to LOU #1.
June 14, 2019
As you may be aware, the new provincial government is going forward with implementing a ‘youth minimum wage’ (effective June 26, 2019) that will see a lower $13/hour rate for students working up to 28 hours/week – $2/hour less than the general minimum wage of $15/hour.
Letter of Understanding #1 in the current Collective Agreement between Edmonton Public Library (EPL) and CSU 52 sets the pay rate for Student Pages:
“It is the understanding of the parties that the students employed as Student Pages shall be excluded from the Library Job Classification scheme.
The rates of pay to apply to Student Pages shall be as follows:
Step 1: Minimum wage plus fifteen percent (15%)
Step 2: Minimum wage plus twenty percent (20%)
Step 3: Minimum wage plus twenty-five percent (25%)
The rates of pay to apply to Student Pages shall be based on the minimum wage as established in the Government of the Province of Alberta current Minimum Wage Order. Changes in these rates will result only from a change in the minimum wage by the Provincial Government, or as determined through negotiation between the Employer and the Union during the negotiation of a new Collective Agreement. The employment of a Student Page shall end at the student’s eighteenth (18th) birthday or the end of the summer (no later than September 16th) after their graduation from Grade 12, whichever is first.”
At the time of last round’s bargaining, neither party had taken into consideration the possibility of the government implementing a separate minimum wage for youth workers. It was an oversight where the current “minimum wage” language would unfortunately place Student Pages into the ‘youth minimum wage’ category, resulting in a decrease of pay.
On Thursday, June 13th, EPL and CSU 52 agreed to meet in the near future to amend Letter of Understanding #1 so that Student Page rates remain unaffected by the ‘youth minimum wage’ and stay at the current $15/hour rate plus the appropriate Step premium, until a new Collective Agreement is reached.
CSU 52 would like to thank EPL for working together to resolve this issue.
EPL Members, the current Collective Agreement expires on December 22, 2018. Your Negotiations Committee needs your input.
Please complete the survey to inform our preparation for negotiations on your behalf. The survey will complement the information we collected in the information sessions.
Accessing the Survey
- Go to: https://www.surveymonkey.com/r/EPL2018
- A case-sensitive password is required to proceed. If you did not receive an email with this information, please contact the Union Office at 780-448-8900 or email@example.com
- You will have until 4:30 p.m. MST of Wednesday, December 12, 2018 to complete the survey. After this time, the survey will be disabled. Please note that it will take 5-10 minutes to complete. If you exit the survey without completing/submitting it, you will lose your answers and will have to restart the survey.
The survey must be completed on your own time. Please use your time before or after work, or your scheduled breaks. The survey is compatible with your smart phone.
While the Union has sent this survey out through work and personal email addresses, only the Union has access to the survey responses. Any personal information that is provided will be kept confidential.
If you experience any difficulties with the survey, please call the Union Office at 780-448-8900.
The Union’s Edmonton Public Library Negotiations Committee members are already at work. Your committee members are:
Joe Childs, Chief Negotiator/Spokesperson
Amanda Pickett, CSU 52 Labour Relations Officer
Lori Jeffery-Heaney, CSU 52 Edmonton Public Library Unit Director, Idylwylde Branch
Andrea Thompson-Dick, eplGO Heritage Valley
Jason Schneck, eplGO West Henday
Posted September 13, 2018
Edmonton Public Library Members, is has been eight years since there have been any substantial changes to the Collective Agreement. Now that the current Collective Agreement is about to expire, we want to hear from you. Your Union Negotiations Committee is holding communication sessions to provide you with an opportunity to tell us what is important to you, and outline the bargaining process. What are your top three proposed changes that you would like to see?
Please drop in and take a few moments at your convenience to speak with your Negotiations Committee.
Refreshments and light snacks will be provided at all meetings.
Tuesday, September 18
7:45 p.m. to 8:30 p.m. (following the Shop Steward Training Session; all Members invited)
Norwood Legion, 11150 – 82 Street NW —Google Maps—
Stadium LRT station is within walking distance
Tuesday, September 25
Contractual Unit Meeting: Workplace Safety will also be discussed
6:30 p.m. to 8:30 p.m.
CSU 52 Office, 10212 – 112 Street NW —Google Maps—
Please enter through rear door; Free parking available in rear lot
Wednesday, September 26
6:30 p.m. to 8:00 p.m.
Whitemud Crossing Branch, 4211 – 106 Street NW —Google Maps—
Free parking available
Wednesday, October 3
11:00 a.m. to 4:00 p.m.
Clareview Rec Centre, 3804 – 139 Avenue NW —Google Maps—
Multipurpose Room 3
Free parking available
Wednesday, October 3
4:45 p.m. to 7:15 p.m.
Penny McKee – Abbottsfield Branch, 3410 – 118 Avenue NW —Google Maps—
Free parking available
Posted August 28, 2018
Lori Jeffery-Heaney (Contractual Unit Director, City of Edmonton) would like to thank everyone who submitted their Expression of Interest to be a part of the 2018 CSU 52 / Edmonton Public Library Negotiations Committee, and is proud to announce that two members have been selected to join Lori, Joe Childs (Chief Negotiator & Director of Labour Relations) and Amanda Pickett (Labour Relations Officer):
- Jason Schneck
- Andrea Thompson-Dick
The Committee will meet on multiple occasions over the next several months to prepare a Negotiations Survey for EPL Members, discuss proposals and serve notice to EPL to commence bargaining for the Collective Agreement expiring on December 22, 2018.
Posted May 18, 2018
CSU 52 is recruiting Negotiations Committee Members for the Edmonton Public Library Collective Agreement negotiations.
Applicants are to be active (dues paying) CSU 52 Members who are confident in their ability to represent and articulate the interests, concerns and aspirations of employees in all areas of the Library. Committee Members will be inclusive, collaborative and attentive in their support of Library Member employees who will contribute to the bargaining process.
Building the Process
Committee Members will engage the Library Membership in bargaining, work to identify issues and opportunities for collaborative action, and ensure the relevance of all proposals for bargaining.
Committee Members will be responsible to attend all meetings associated with the bargaining process and fully contribute to research and communication tasks.
Committee Members will commit to building a supportive team where individual skills are recognized and utilized. Joe Childs (Director of Labour Relations, CSU 52) will act as Chief Negotiator and be responsible for the Committee.
Interested CSU 52 / EPL Members must submit an email detailing their interest in being a member of the Negotiations Committee. All interested Members will meet with Joe Childs (Chief Negotiator), Lori Jeffery-Heaney (Contractual Unit Director, Edmonton Public Library) and Lanny Chudyk (President, CSU 52) as part of the selection process.
All applications should be forwarded by June 15, 2018.
RE: EPL Negotiations Committee