The City of Moose Jaw and UNIFOR No. 4187 have reached a tentative agreement that provides a small pay increase to transit employees and boosts their health and dental benefits.
Al Bromley, director of human resources, and Chasidy Guy led the municipality’s bargaining team during the collective agreement negotiations, which concluded on Dec. 23, 2020, a city council report explained.
The proposed changes offer a total wage package of six per cent over four years, including 1.25 per cent on Jan. 1, 2019, 1.5 per cent on Jan. 1, 2020, 1.5 per cent on Jan. 1, 2021, and 1.75 per cent on Jan. 1, 2022. Retro pay will also be given to employees who have resigned, retired, or are currently working, to the previous collective agreement’s expiry date.
An increase in salary of one per cent for UNIFOR-represented employees is equivalent to roughly $8,900, the council report said. This wage increase is included in the 2021 budget.
The proposed agreement also enhances employees’ benefits:
- Effective Aug. 1, 2020, health and dental enhancements are made to vision care of $250 every two years; paramedical coverage at 80-per-cent reimbursement at $500 every year; increase to basic/major dental to a maximum of $1,750 every year; and an increase to basic dental co-insurance to 90-per-cent reimbursement; this increase is expected to cost an extra $4,400 annually
- Effective Jan. 1, 2020, shift premiums increase to $1 per hour from $0.75 per hour and are applied to shifts spread out over 10 hours and for serviceman/cleaner shifts between 5 p.m. and 8 a.m.
- Effective Jan. 1, 2021, footwear allowance increases to $150 over 12 months from $120 over 18 months
- Effective Jan. 1, 2021, the overall education fund for employees increases to $1,500 from $900 per year
- Effective Jan. 1, 2021, employees with 22 years of service receive six weeks of vacation
This round of bargaining has resulted in clarity of language, including new crew lead language that defines probation and posting of the position, the council report continued.
Meanwhile, temporary vacancies of fewer than 10 working days — an increase from five days — will be filled by spare board employees. The next available senior member will fill temporary vacancies of more than 10 working days.
Following the Saskatchewan Employment Act, a new article was added to the collective agreement to address interpersonal violence and sexual violence leave. The agreement indicates that staff may take up to 10 days of leave — with five paid — over 52 weeks. The leave can be taken intermittently or in one continuous period.
“No information will be kept on an employee’s personal file without (his or her) express written permission,” the agreement says.
Another enhancement is that timeframes in the grievance steps process are amended. The third step is now a mediation with a private mediator upon whom both parties can mutually agree. The city will cover the full cost of hiring this mediator.
During the Jan. 25 regular meeting, council voted unanimously to accept the agreement and have the mayor and city clerk sign the document between the union and municipality.
This salary rate settlement reflects what CUPE staff received during collective bargaining last year, Bromley told council. The new agreement will benefit the 11 full-time positions in the transit department, although three of those spots are currently empty.
“We’re pleased that this agreement will add to stability to our labour relations environment over the next two years,” he added.
Coun. Doug Blanc agreed with Bromley’s sentiments.
“It’s nice to have some more labour peace because it makes for a more productive workforce for people, to know they have a collective agreement and they don’t have to worry about it,” he said.
The next regular council meeting is Monday, Feb. 1.
