AUPE’s hybrid-work campaign is good for all GOA members

AUPE has filed a policy grievance over the employer’s unilateral cancellation of the Interim Hybrid Work Policy.

This grievance claims that cancelling all hybrid work arrangements is “a violation of the collective agreement, established past practice, and the employer’s duty to act in good faith in administering working conditions that support the health and wellbeing of employees.”

Several individual grievances have also been filed on behalf of members who have applied to continue with hybrid working after the policy is due to end on Feb. 1. 

We expect to file more individual grievances in the coming weeks. The employer has 30 days to respond to applications, so many members have not yet been told if their application has been rejected.

We are encouraging all members who wish to continue hybrid working to file applications now, asking to continue hybrid working after Feb. 1. If those applications are rejected, please contact your Membership Services Officer (MSO) or contact the Member Resource Centre here or by calling 1-800-232-7284.

We have heard that some managers are telling staff they do not need to apply because they are already approved to continue until Feb. 1. We must be clear that we are talking about applications being filed now for the period after Feb. 1.

MSOs are aware that this is part of a campaign to pressure the employer to make the hybrid work policy permanent. It will help that campaign to have as many grievances filed as possible.

Hybrid-working campaign is for all AUPE members

Hybrid working is important to all GOA members, even those who aren’t currently using a hybrid-work arrangement.

We are pushing the GOA to make their hybrid policy permanent, rather than cancel it.

Here’s why.

Things change: Even if you don’t need to work remotely part of the time now, your circumstances might change. 
Your circumstances might change. You might have a new job where a hybrid work arrangement  will be a viable option. 

A permanent policy will ensure there’s flexibility when you need it. If the policy dies, flexibility dies for everyone.

It’s efficient: Hybrid working has been proven to work. Workers on the scheme have continued to provide first-class services to Albertans.

It saves the employer money by reducing the need for office space. Some members predict workplace overcrowding because there’s not enough space for all workers to be on site full time.

Hybrid working is a good tool for recruitment and retention. Higher retention also save money on training new workers.

It’s good for workers: Flexible work arrangements can lead to better physical and mental health for workers and help to create a better work-life balance.

It saves on cost of commuting to and from work sites. Less commuting is also good for the environment.

It’s time to resist

If we fail to push back when an employer makes this big a change in our work life (unilaterally and without supporting evidence), it will open the door to more negative changes being forced on us.

However, if thousands of members apply to continue with hybrid work and file grievances when they are rejected, it will show send a powerful message to the employer about our determination and solidarity.