Undefined Benefits

  • September 22 Voting Day

    On September 22nd is your chance to come out and vote for the new tentative agreement. Please encourage and bring a co-worker with you. This is your chance to voice and show your support and right to vote.

    Below is a list of times and locations of the voting stations, If you have any other questions on the new contract there will be AUPE Local 52 Council members manning the stations that will have highlights and can answer questions, a copy of the tentative agreement is on the website on the home page near the top and was sent out to all the members via email on the AUPE-L mailing list.

    Science Theaters Foyer
    06:00  - 18:00

    Kinesiology Atrium
    06:00  - 16:30

    HRIC Atrium
    06:00  - 17:00

    Kannanaskis

    08:00  - 09:00

    Spy Hill

    10:30  - 13:00

    Down Town Campus
    08:30  - 10:30

    Physical Plant
    11:30  - 13:00

    Olympic Volunteer Center
    13:30  - 14:30

    Edmonton HQ

    08:30 - 16:30


     

  • Tentative Agreement (TA) information sessions

    Hello Local 52,

    Today Wednesday September 9th we are in Kinesiology (KN) with the
    Electronic Grey Card
    updating program. We will be in the hallway asking for you to update your
    information with
    AUPE. Please stop by and say hi. 08:30a.m.-4:30p.m. (16:30).

    Today September 9th will be our Tentative Agreement (TA) information
    sessions on Main Campus.
    12:00-1:00p.m. (13:00) EEEL161
    9:00p.m.-10:00p.m. (21:00-22:00) ST 143

    Tomorrow September 10th we will be in HRIC Atrium from 08:30-4:30p.m.
    (16:30) for the Electronic Grey Card updating so be sure to stop by and
    see us there.

    As well tomorrow September 10th we will hold the Foothills Campus TA
    information sessions in Theatre Three.
    12:00-1:00p.m. (13:00)
    9:00p.m.-10:00p.m. (21:00-22:00)

    Voting for the Tentative Agreement will be held Tuesday September 22nd.
    Details to follow.

    Hope to see you there.
    Kevin Barry
    Your Local 52 Chair
    Your Local Bargaining Committee Chair


  • Bargaining Tentative Agreement

    Hello Local 52,

    On August 24th we met with the Employer and were able to sign a Tentative Agreement. (TA)
    Information sessions are planned for the following dates and locations.

    Main Campus
    Wednesday September 9th 12:00p.m.-1:00p.m. (12:00-13:00) EEEL 161
    Wednesday September 9th 9:00p.m.-10:00p.m. (21:00-22:00) ST 143

    Foothills Campus
    Thursday September 10th 12:00p.m.-1:00p.m. (12:00-13:00) Theatre 3
    Thursday September 10th 09:00p.m.-10:00p.m. (21:00-22:00) Theatre 3

    Below is a summary of the major highlights of the agreement but does not give all the
    changes which are incorporated in the new Collective Agreement. (CA)

    Attached is the full CA for you to look at. It will have strike throughs of things that have changed and
    bolding as well. No need to worry it is left in to help see the changes in the agreement.

    Space is limited in EEEL 161 but was the only large room available at the time we needed.

    Voting is planned to take place on Tuesday September 22nd. Please stay tuned for further
    information regarding this.

    On behalf of your Local 52 Bargaining Committee
    Kevin Barry

    Summary of Tentative Agreement *

    2%, 2.25%, and 2.25% across the board salary increases over 3 year term April 1, 2015 – March 31, 2018 *

    One-time 1% lump sum payment in exchange for the reduction of the annual merit increment from 3.25% to 3.0% *

    Introduce a mid-year re-evaluation for those who have had the increment withheld *

    Increase weekend premiums by $0.25 upon ratification to $1.50 , and $0.25 to $$1.75 effective April 1, 2016 *

    Increase shift differential premiums by $0.25 to $2.00 upon ratification *

    Increase caps of benefit premium contributions for extended health by $3 single and $7 family, dental by $3 single and $7 family. *

    Employees with 16 consecutive years of service completed will now qualify for five (5) weeks of vacation per year *

    Reduce appointment time with pay from 2.5 hours to 2 hours and confirm that medical information will be strictly confidential that shall be kept separate from any central HR file (Staff Wellness) *

    Increase paid union leave for the Chief Steward by an additional two days/week. Now will be five (5) days/week. *

    Separate the Collective Agreement into three parts (Part A Common, Part B Operating and Part C Fixed Term) to clarify what terms apply to each group *

    Incorporate language committing to a respectful and harassment-free workplace * Introduce an informal step in the grievance process to promote early resolutions *

    Electronic bulletin boards in six (6) locations for Union communication


  • BBQ 50/50 winners

    Hello Local 52,

    Well we had two very successful events once again. The weather did not let
    us down which we always appreciate.

    We collected 6 bins of food for the Campus Food Bank.
    We collected $264.60 in donations for the Campus Food Bank.
    Amazing generosity once again from our Local 52 Membership.

    Now here are the number for the 50/50 you have been looking for.

    Main Campus collected $767.00 of which 1/2 goes to the winner $383.50.
    White Ticket 2334342
    Contact Kevin Barry at the Union office to claim your prize. 220-4042

    Foothills Campus collected $177.00 of which 1/2 goes to the winner $88.50.
    Yellow Ticket 648762
    Contact Justin Huseby at the Foothills Campus for your prize. 220-2442

    A cheque on behalf of the Local will be going to the Campus food bank for a
    total of $736.60.

    Please watch our website for updated information on issues that may affect
    you, events
    that we are having, and communications from your Local. Please watch the
    AUPE website
    to keep up to date what is happening with your Union.

    Kevin Barry
    Your Local 52 Chair
    http://local052.aupe.ca/
    http://www.aupe.org/


RSS Feed

BBQ's 50/50 prize winners

Hello Local 52,

Well we had two very successful events once again. The weather did not let
us down which we always appreciate.

We collected 6 bins of food for the Campus Food Bank.
We collected $264.60 in donations for the Campus Food Bank.
Amazing generosity once again from our Local 52 Membership.

Now here are the number for the 50/50 you have been looking for.

Main Campus collected $767.00 of which 1/2 goes to the winner $383.50.
White Ticket 2334342
Contact Kevin Barry at the Union office to claim your prize. 220-4042

Foothills Campus collected $177.00 of which 1/2 goes to the winner $88.50.
Yellow Ticket 648762
Contact Justin Huseby at the Foothills Campus for your prize. 220-2442

A cheque on behalf of the Local will be going to the Campus food bank for a
total of $736.60.

Please watch our website for updated information on issues that may affect
you, events
that we are having, and communications from your Local. Please watch the
AUPE website
to keep up to date what is happening with your Union.

Kevin Barry
Your Local 52 Chair
http://local052.aupe.ca/
http://www.aupe.org/


Undefined Benefits

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Ignoring expert warnings and employee protests, Progressive Conservatives turn pensions upside down

by Mark Wells

Communications Staff

By the time you pick up this issue, you and your colleagues have e-mailed more than 19,000 letters to MLAs, demanding that they reverse course on plans to water down your pensions. Thousands of you have attended townhall meetings across the province, in person, online and by telephone to learn about the Progressive Conservatives’ attack on your retirement plans. Hundreds more have taken the brave step of confronting Progressive Conservative MLAs face to face, demanding answers (with unsatisfying results). And on the first Sunday of March, 2,000 employees like you, from unions across the province, braved -30 C temperatures to join in a massive downtown Edmonton rally to defend your retirement security. But despite all of these efforts, and increasing nervousness from back-bench Progressive Conservatives about their prospects for re-election, the government is intent on carrying out its destructive plans for your pension.

On Feb. 24, Finance Minister Doug Horner (Redford’s favourite commander in the war on public employees) announced that the government was implementing massive changes to the Local Authorities Pension Plan and the Public Service Pension Plan, without further consultation. Of course, true to form, they had carried out no true consultation before the announcement either. Instead, the government simply requested submissions from each affected union and then ignored the recommendations, choosing to sweep away the 85 factor, increase early retirement penalties, and remove the guarantee of already inadequate cost-of-living adjustments.

"I’m immensely frustrated and disappointed by this government. Facts mean nothing to them. Their only concern is trying to score political points by picking fights with their employees," said AUPE President Guy Smith.

"The truth is that there is no crisis in the pension plans. Members are paying higher contribution rates now that will pay off the unfunded liability no later than 2026. Even the Finance Minister has admitted that there is no crisis. The Auditor General has weighed in saying the government has failed to prove any of their changes to the plans will improve long-term sustainability. But it’s not

by Mark Wells

Communications Staff

enough to persuade a government that fundamentally objects to helping their employees obtain a secure retirement," Smith said.

Indeed, the Auditor General’s February report on the pensions was a damning indictment of the government’s handling of the pension file. He recommended that the government:

• validate the objectives for the review with stakeholders,

• evaluate and report on how each proposed change meets the objectives of the review, cost and stress-test all proposed changes to assess the likely and possible future impacts on the plans,

• conduct or obtain further analysis of what effect the proposed changes might have on employee recruitment and retention.

By the time Horner had announced his changes to the plan, not one of those recommendations had been followed. But perhaps the most worrying was the Auditor General’s comment that despite all of the changes proposed by the Redford government, the pension plans may be no better off than they had been before, as the government had failed to test the impact of their changes.

The report stated that when the audit was conducted, "the plans had not yet been stress-tested with all options incorporated into the testing to support this conclusion. Stress testing means modeling how the plan would perform if significant risks were to occur…It is therefore unclear whether the proposed reforms significantly increase the likelihood of the plans’ sustainability."

Equally concerning was the fact that the government had failed to ask any of the employers in the plan how the changes would affect employee recruitment and retention. "We did not identify a coordinated process amongst public sector employers that would enable the department to assess the impact of proposed changes to the pension plans on employee recruitment and retention," the Auditor General’s report stated.

"We are hearing numerous reports of employees who are planning to leave the public service as a result of these changes. And that’s worrying because a run on the plan would only drive the unfunded liability up to a much higher level, leaving the plan in worse shape than when they started," said AUPE Executive Secretary-Treasurer and chair of AUPE’s Pension Committee Jason Heistad.

"Frankly, this PC government’s failure to examine how the changes to the LAPP and PSPP would affect public service retention is an insult to employees and degrades the importance of public sector careers. They don’t realize that these changes, combined with their insistence on a wage freeze, are systematically turning public service jobs into a second-tier employment option in the competitive Alberta job market," he said.

LAPP & PSPP changes on Jan. 1, 2016

End of the 85 factor

The "85 factor," which allowed employees to retire with an unreduced benefit as early as age 55, if they had accumulated 30 years of pensionable services, has now been replaced with a 90 factor. To retire five years early, at age 60, an employee will now need 30 years of service instead of 25.

Increased early retirement penalties

For employees that don’t have the "90 factor" benefits will now be reduced by five per cent each year of early retirement, up from three per cent. So a $1,000 per month benefit will reduced to $750 per month if you retire five years early, rather than $850 per month.

COLA indexing

Your pension has been adjusted to make up for 60 per cent of increases in the cost of living. Now, COLA indexing has become conditional on the financial performance of the pension plans. The bottom line is that if the plans do poorly, you could end up with a lower benefit.

Contribution caps

The Finance Minister has stated that a contribution cap will be brought in "after further consultation with stakeholders." This is the most destructive of all the planned changes. What a contribution cap means is that if the plan faces another stock-market crash, the only option will be to reduce benefits. In essence, your retirement benefit will no longer be defined, even if you are forced to continue paying high contribution rates.

a tale of two pensions

Peter Watson has suggested everyone is pitching in to achieve government’s objectives. But some can afford to pitch in more than others. Here are two hypothetical pension scenarios, based on actual salaries.

Admin Support employee, Age 65

Retiring Dec. 13, 2015

35 years PSPP membership

Final average earnings: $57,900

Income replaced: 54%

Annual pension $29,748

Deputy Minister, Exec. Council, Age 65

Retiring Dec. 13, 2015

35 years MEPP membership

Final average earnings: $342,631

(Peter Watson’s salary)

Income replaced: 70%

Annual MEPP/SRP pension: $239,841