Board Minutes October 2025: Difference between revisions
Jump to navigation
Jump to search
→Bargaining Committee Report
Adam.burgess (talk | contribs) |
Adam.burgess (talk | contribs) |
||
| Line 54: | Line 54: | ||
=== Bargaining Committee Report === | === Bargaining Committee Report === | ||
* | * The CBA is largely unchanged from last time. Minor changes: changed "shop manager" to "co-director." Articles 23 & 24 combined. Details re general holiday pay: "average daily wage is 5% of what an employee has earned in the previous 4 wks." There was some back and forth around OT-- OT will be banked as in-lieu time only, at double-time. | ||
* Definition of overtime? Derek K says AB govt definition is >8h/d or >44h/wk. Language in the CBA is vague. Heather believes the intention was for it to be any hours greater than their regularly contracted. Brad says "regular works hours" means "the average of the last 2 pay periods." Adam noted that if this was overused it might lead to a need for a "no overtime" policy, but Brad advocated that this would indicate too much of a pre-emptive lack of trust in staff, and also there is sometimes a legitimate need overtime. Adam brought up whether, to retain flexibility, the staff could be work fewer hours one week and then work those hours the next week without calling it overtime. This was not directly answered-- it could be up to the LMCC. Rebecca felt that if there's a concern for flexibility, that concern needs to come from staff at the CBA is re-assessed in the bargaining process going forward. CUPE already showed some flexibility by giving up cash overtime. | |||
* Banked time: Derek K feels there's usually a maximum, and a timeframe in which is has to be used-- those restrictions are not reflected in the CBA currently. Brad thinks the board could set a policy limit on how much can be banked-- disagreement about whether the current text allows this. Maybe the LMCC could set a policy. | |||
* 23.02: "If additional funding is received, the Parties, with mandatory Union attendance, will discuss options for the disbursement of the funds at the Labour-Management Consultation Committee." In what situations would this apply? Becomes a little more clear in the context of 23.01. | |||
* The dispute resolution clause purports to govern disputes beyond just those between board and staff. Brad says that only staff would be able to insist on rights imbued by the CBA, but as written maybe staff could insist on board help mediating a dispute with a client or volunteer. Brad also feels that under 11.04a, the path to request an in-house mediator must be validated by either Board or Union. | |||
=== Governance Committee Report === | === Governance Committee Report === | ||