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It appeared to me that I was moving far from mostly composing about politics to now concentrating on labour news. As a result, I rebranded again in the spring of 2022 to highlight this emerging focus. Which's how The Alberta Employee was born. That summer season, I likewise introduced the, where I talk to members of the working class about their life stories and their personal labour journeys.

Guiding minds

Now, let's get to the factor I am here today: labour rights, worker advocacy, and the present landscape for Alberta's post-secondary employees. I graduated from what is now Lethbridge Polytechnic in 2001. I finished their multimedia production program, and my practicum wound up becoming a full-time task, where I worked for 9 years before being laid off throughout budget cuts thanks to frozen operating grants from the provincial government at the time.

My first paid speaking gig was at Olds College. After my partner got her master's degree, one of the top places to employ her to teach was what was then Red Deer College. Needless to say, I have a special location in my heart for the colleges and institutes in Alberta.

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Because the UCP took power in 2019 under Jason Kenney, they've presented numerous pieces of legislation that have made things more difficult for workers. The first modification was really presented in their 2nd expense, the so-called Open For Organization Act, which worked in the summer of 2019. This expense decreased the base pay for student workers under 18 from $15 an hour to $13 an hour.

On top of that, they haven't changed the adult minimum wage the entire time they have actually remained in workplace, and now it's the most affordable base pay in the nation, for the very first time in over a decade. This is the 2nd longest duration given that 1965 that Alberta base pay workers have not seen a wage boost.

Prior to this bill becoming law, employees could bank their overtime hours at 1.5 times their worked hours. If someone worked 3 hours, they could bank those 3 hours, and then when they desired to take it as time off, they might take 4.5 hours off rather of 3 hours.

After Expense 2 was passed, employers could offer the banked time as straight time, which motivated them to pay overtime, rather than allow employees to take the additional time off. Finally, Expense 2 reduced statutory vacation pay, particularly for part-time and casual employees. Prior to the costs, employees got holiday pay no matter whether they worked the holiday and no matter whether the stat holiday fell on an arranged workday.

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The following year, the UCP government introduced Expense 32, otherwise called the Bring back Balance in Alberta's Workplaces Act. This brand-new legislation required unions to now get explicit approval from their members before they might utilize revenue gathered from charges for social or political causes. This increased the administrative burdens on unions, which meant extra expenses, and it restricted their capability to utilize funds for advocacy for the wider working people.

Initially, they more than doubled the certification process timeline. Before, employees might hold an accreditation vote simply 10 calendar days after they used to the Alberta Labour Relations Board for accreditation. Now, they need to wait 20 business days, essentially a whole month. This gives employers more time to unionbust.

Now, they can challenge procedural or technical problems on the accreditation procedure itself, such as minor errors in the application, supporting documents that were filed incorrectly, timing of the application, scope of which task titles are included in the proposed bargaining system, and whether the union used so-called browbeating to get assistance among the workers.

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Keep in mind that red tape is simply a business-friendly euphemism for deregulation, which is absolutely nothing more than the elimination of policies. A lot of policies fall into 3 camps: secure workers, protect the public, and protect the environment. Removing these guidelines implies increasing danger for workers, increasing risk for the public, and increasing threat for the environment.

Specific to employees, it weakened work environment safety. Prior to the costs, joint health and safety committees were compulsory in work environments with 20 or more workers and worksite health and safety agents were needed at worksites with between 5 and 19 workers. Under the new expense, the requirements moved to being risk-based, being mandatory only in work environments with greater danger of mishap, injuries, or direct exposure to hazardous conditions.