Effective May 7, 2017 - Collective Agreement Changes
Employers Bound by the Following CLR Collective Agreements:
|Bricklayers – Refractory|
Ironworkers – Reinforcing
Ironworkers – Structural
Plumbers & Pipefitters
Sheeters, Deckers, Cladders
Wages and Benefits
In each of these collective agreements, wages adjustments are determined by the formulae based on average benchmark oil prices and changes in the cost of living. Because the average daily price for WTI Oil during the December – February period was less than $65 ($52.62), no adjustment to gross wage rates will result from the formula.
For each of the above trades, except Plasterers; Sheet Metal; and Sheeters, Deckers & Cladders, the shift premium will increase to $3.50 per hour. The premium is calculated on an “hours worked” basis, and is in addition to the overtime premium, not multiplied by the overtime multiplier.
For Sheet Metal and Sheeters, Deckers and Cladders, the shift premium will increase to $3.40 per hour, on an “hours worked” basis.
Industrial Construction Crew Supervisor (ICCS) Premium
For each of the above trades, except Sheet Metal; and Sheeters, Deckers & Cladders, the premium to be paid to supervisors that have been granted the ICCS designation by AIT will increase to $1.50 per hour, paid on an “hours worked” basis.
Some agreements provide for other changes effective May 7th, 2017. Moreover, a number of collective agreements concluded by other Registered Employers’ Organizations also provide for changes this spring. Please check agreement provisions carefully, and if there is any uncertainty, please contact any of the CLR representatives.
Alberta Chamber of Resources’ White Papers: Powering Alberta
In early 2016, responding to shifts in societal values at the provincial, national and international levels, the Government of Alberta mandated the elimination of coal-related carbon emissions, effectively setting a course to retirement of the present coal generation capacity by 2030. That capacity is to be replaced by renewable generation plus natural gas generation. This is an ambitious change agenda with considerations of technological change, investment attraction and construction logistics. ACR decided to contribute to the public discourse with strategic perspectives from resource sector companies which include large power consumers as well as large coal, gas and renewable power producers.
The following White Papers are an invitation to all stakeholders to engage in the dialogue – the odds for a successful transition are greatly increased when all the players are contributing expertise, wisdom and commitment at every step. They are important reading for all Albertans.
Paper #1 | Powering Alberta – Overview
Paper #2 | Maintaining Investor Confidence
Paper #3 | Learning from the Experiences of Other Jurisdictions
Paper #4 | Planning an Orderly Transition
With many years of program experience, CLR-A sought the advice and recommendations of addiction experts to achieve a higher level of success and better outcomes for our program participants. The revised funding eligibility time periods will be implemented over a three month period to grandfather existing files. Implementation dates will coincide with ECAA and BCA implementation.
A. Scheduling a Substance Abuse Expert Assessment (note this directly relates D. Obligations of Employers)
The current time period a worker has to schedule a Substance Abuse Expert Assessment is 120 days from the time of a Canadian Model violation.
Under the amended program, the time period a worker has to schedule a Substance Abuse Expert Assessment from the time of a Canadian Model violation will be:
B. Funding of Services
Funding (Subject to Eligibility Determination)
1st Cdn Model Violation
2nd Cdn Model Violation
Subsequent Cdn Model Violations
Construction Employee Family Assistance Program
Substance Abuse Expert (SAE) Assessment
In-Patient Readiness Counselling
A maximum of $850 in any 12 month period
Post Assessment Counselling (PAC)
Rapid Site Access Program
Case Management & Administration
C. Cost of Benefits for Workers
Workers responsible for funding of benefits/services must provide funding in advance at the listed costs plus administrative fees. Totals will vary for workers based on their specific diagnosis and the resulting treatment recommendations.
D. Obligations of Employers
Employers have an obligation to complete and submit the Alcohol & Drug Policy Violation EReferral Form immediately following a violation. The referral form is found on the CLR-A website at https://clra.org/form.
In the event the Employer, or potential Employer in the circumstances of a failed pre-access test, doesn’t submit the referral form within 30 days, the Employer may be responsible for funding.
Notification to the union from the Employer is completed automatically via submission of the online EReferral form.
January 1st, 2017
NOTICE OF CHANGES TO CLR HOURLY FEES
At the Annual General Meeting of the membership held on November 3, 2016, the Board of Directors recommended, the Council adopted and the membership ratified, the following increase to CLR Hourly Dues effective January 1, 2017:
CLR Hourly Dues: Increase from 7¢ to 11¢ per hour worked under CLR collective agreements. For work performed by member companies under other construction collective agreements, the rate will increase from 3.5¢ to 5.5¢ per hour worked, to a maximum of $25 per month per agreement.
The on-line remittance forms will be updated to reflect the above amounts for the January 2017 contributions, which will be due in February 2017.
Please call me if you have any questions or concerns respecting these adjustments.
December 8, 2016
Marijuana and the Safety Sensitive Worker – A Resource For Employers and Employees
Employers struggle with decisions respecting the safe deployment of workers using medically authorized marijuana. The federal government is now moving towards a model of legalization, regulation and restriction of marijuana use generally in the adult population, and the challenges for employers maintaining safe workplaces is likely to escalate. But there has not been solid information guiding employers and informing employees in respect to understanding this drug, the effect it may have on the individual worker and in the workplace, particularly with respect to safety sensitive duties, and what type of guidelines should exist in terms of procedure and policy for those individuals using the drug.
Dr. Brendan Adams has exhaustively researched these issues and has drafted a resource paper: “Marijuana and the Safety Sensitive Worker”. Please find it as well as a useful Q&A, by clicking on the link below. It can also be downloaded in PDF form.
February 29, 2016
There has been an addition to the CEFAP Plans Rules and Eligibility Criteria with the addition of D (iv).
February 22, 2016
December 3, 2015
RE: NOTICE OF CHANGES TO THE FEES FOR CASE MANAGEMENT AND THE RAPID SITE ACCESS PROGRAM
To employers affected by:
This notice is in respect to employment of the following trades under the above noted agreements:
Effective January 1st, 2016, the remittance rates for Case Management/Rapid Site Access Program will be:
Increase to the rates of remittances for Case Management and the Rapid Site Access Program has been required for some time. Over the past two years, the program has suffered deficits in excess of $850,000, and the Association can no longer sustain the program from our reserves. The CLR Board determined that adjustment to the contribution rates should be delayed to coincide with the need to adjust payroll systems, such as for wage adjustments. There were no adjustments to the wages for industrial work for these trades in 2015. Accordingly, the adjustment of the contribution rates was delayed to January 151, 2016 to coincide with payroll system adjustments required by changes to taxation and other payroll burdens.