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It appeared to me that I was moving away from mainly discussing politics to now specializing in labour news. As a result, I rebranded again in the spring of 2022 to stress this emerging focus. Which's how The Alberta Employee was born. That summer season, I also released the, where I talk to members of the working class about their life stories and their individual labour journeys.

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

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

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Considering that the UCP took power in 2019 under Jason Kenney, they have actually presented a number of pieces of legislation that have actually made things more difficult for employees. The first change was actually presented in their 2nd bill, the so-called Open For Organization Act, which worked in the summertime of 2019. This costs decreased the minimum wage for trainee workers under 18 from $15 an hour to $13 an hour.

They have not altered the adult minimum wage the whole time they have actually been in workplace, and now it's the lowest minimum wage in the country, for the first time in over a years. This is the 2nd longest period because 1965 that Alberta base pay employees have not seen a wage boost.

Prior to this bill ending up being law, employees might bank their overtime hours at 1.5 times their worked hours. If somebody worked 3 hours, they might bank those 3 hours, and then when they wanted to take it as time off, they could take 4.5 hours off instead of 3 hours.

After Costs 2 was passed, employers could provide the banked time as straight time, which motivated them to pay out overtime, rather than allow workers to take the additional time off. Bill 2 decreased statutory holiday pay, especially for part-time and casual workers. Prior to the bill, workers got vacation pay regardless of whether they worked the holiday and no matter whether the stat holiday fell on a set up workday.

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The list below year, the UCP federal government introduced Costs 32, otherwise referred to as the Restoring Balance in Alberta's Workplaces Act. This brand-new legislation needed unions to now get explicit permission from their members before they could utilize profits gathered from fees for social or political causes. This increased the administrative concerns on unions, which indicated additional costs, and it limited their ability to utilize funds for advocacy for the more comprehensive working class.

Initially, they more than doubled the accreditation process timeline. Before, workers might hold a certification vote simply 10 calendar days after they applied to the Alberta Labour Relations Board for certification. Now, they have to wait 20 company days, generally an entire month. This gives employers more time to unionbust.

Now, they can challenge procedural or technical problems on the accreditation procedure itself, such as small errors in the application, supporting files that were submitted improperly, timing of the application, scope of which task titles are included in the proposed bargaining unit, and whether the union utilized so-called coercion to get assistance amongst the employees.

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Red tape is simply a business-friendly euphemism for deregulation, which is absolutely nothing more than the removal of regulations. Many regulations fall under 3 camps: protect employees, secure the public, and safeguard the environment. Eliminating these policies suggests increasing threat for workers, increasing danger for the general public, and increasing threat for the environment.

Specific to workers, it weakened work environment safety. Prior to the bill, joint health and safety committees were compulsory in offices with 20 or more workers and worksite health and security agents were needed at worksites with between 5 and 19 employees. Under the new expense, the requirements shifted to being risk-based, being compulsory just in workplaces with higher risk of accident, injuries, or exposure to dangerous conditions.