Q. Where are we in the bargaining process as of Feb. 6, 2025?
CUPE 4306 - The parties were first scheduled to meet on Jan. 15 and 16, 2025. This meeting, while our first for this round of bargaining, was scheduled with a mediator because CUPE 4306 moved to mediation before we got started. Unfortunately we were unable to proceed with the dates due to a medical issue for a member of the employer’s bargaining team. Therefore, the mediator suggested that the parties exchange their initial proposals by email. Both parties exchanged proposals on Jan. 15, 2025, and subsequently exchanged clarification questions.
Unfortunately, the mediator assigned to the CUPE 4306 negotiation file has limited availability. While we would very much like to advance this process and secure the next collective agreement, we must wait for a time when all parties are available to meet face-to-face, including the mediator.
CUPE 37 - Dates to exchange proposals and commence bargaining are set for March 11 and 12.
ATA - Local bargaining will commence when central table bargaining concludes.
Q. How do current negotiations compare to prior rounds of bargaining?
In prior rounds of bargaining with all locals, we have been able to successfully negotiate agreements, either with or without the assistance of a mediator. While the Alberta Labour Relations Code allows any party to apply for mediation at any time, the move by CUPE 4306 to go directly to formal mediation before meeting face-to-face has never historically occurred within CRPS.
Q. When can a strike vote happen?
A union local can apply for a strike vote only when the mediation process has concluded. As part of that process, the union would ask the mediator to ‘write out’ or declare an impasse triggering a 14-day ‘cooling off period,’ after which a strike vote can occur. Once a strike vote has occurred and received majority (50 per cent +1) support from members, the union determines when and if a strike will take place. There is a minimum of 72 hours notice that a local must provide to the employer before a strike can take place. A strike vote is valid for 120 days.
Q. Is it legal to cross a picket line and return to work with the employer?
Employees have a democratic right to work. Unless the employer has issued a lockout notice, employees can choose to work. There is no law or legal requirement that prevents an employee from crossing a picket line and engaging in work with the employer during a strike even if it is their union that is on strike.
Q. Will I lose my job once the strike is over if I cross the picket line because the union says I will no longer be ‘in good standing’?
No. You will not lose your job if you cross the picket line, but the union may discourage you from working by threatening fines or imposing discipline. A union is prohibited by law from doing anything that would affect your employment, security and your promotional opportunities if you decide to work.
Q. Can a union impose a fine or punish its members?
We expect that a union’s constitution allows for fines. If you are not a member of a union, you are in no way bound by a union’s constitution and no action of any kind purporting to fine you can be taken. We have been informed that a union cannot collect fines. This position has been made clear in a variety of cases across Canada. So what this practically means, is that they can “fine” you, but they have no way to collect that fine.
Q. I have questions about my rights as a member of the union. Where can I go for assistance?
The Employee Labour Relations Support Program is designed for employees who are unionized or may soon become unionized who want to understand and exercise their rights and responsibilities under Alberta’s labour legislation. More information can be found on their website. They can also be reached at toll free: 1-833-644-2583 (Alberta) or by phone: 780-644-2583 (Edmonton area).
