Alberta Union of Provincial Employees

This assignment delves into the workings of the Alberta Union of Provincial Employees (AUPE), a prominent labor union representing public sector workers in Alberta. It examines the union's historical context, its internal organization with elected officials and committees, and the diverse range of services it provides to its members. Key functions covered include advocacy for legislative changes, promoting occupational health and safety, addressing issues related to pay equity and benefits, and engaging in political action. The assignment aims to provide a comprehensive understanding of AUPE's role within Alberta's labor landscape.

Running head: ALBERTA UNION OF PROVINCIAL EMPLOYEES 1
Alberta Union of Provincial Employees
Student’s Name
Institutional Affiliation

ALBERTA UNION OF PROVINCIAL EMPLOYEES 2
Alberta Union of Provincial Employees
The Alberta Trade Union is a Canadian trade union that serves the people who are
located in Alberta province. The trade union has a population of more than eighty thousand
members, according to research that was conducted in 2013. As at today, Alberta is the largest
trade union. Majority of the members are associated with the Alberta Trade Union work in the
public sector of Canada.
The members of Alberta trade union are divided into four categories for easy
administration. The four groups of members include direct employees who are directly employed
by the Alberta government with their number being about twenty thousand. Members who are
employed in the healthcare sector of Alberta. The category of health care providers includes
individuals working in Alberta public and private healthcare facilities as well as those working
with nonprofit making organizations. Members in the healthcare category are close to forty-five
thousand in total. The other groups of members in the Alberta grouping include those involved
work with academic institutions. Academic institution category covers those in post-secondary
institutions and school boards. In this category, there are about nine thousand members,
(Williams-Whitt, 2007).Finally, in the fourth category of members, it covers those who work in
government boards and agencies. In this fourth category, there are about three thousand
members. Majority of the trade union members fall under two pieces of legislation which are
Public Service Employees Relation Act and Alberta labor Relations Code.
History of Alberta Trade Union
Alberta trade union was as a result of the expansion of Civil Service Association (CSA)
of Alberta. After the CSA become widespread in almost all parts of Alberta with its member's

ALBERTA UNION OF PROVINCIAL EMPLOYEES 3
population growing to over three thousand, the management found the need to be a full-fledged
union.
In 1974 spring, a series of demonstrations of civil servants against oppression by the
Canadian government triggered the emotions of the management of the CSA to become an
independent body that could protect the rights of workers. The demonstrations started with three
hundred members of Department of Health and Social Development as they wanted to present
their grievances due to arbitrary changes that happened in statutory holiday entitlements (Reshef,
2003). In the health workers demonstration, the government did not respond to their pleas. After
the demonstration of the health civil servants was over, the employees of Alberta Liquor Control
Board went on strike that lasted for ten days in which they were requesting for a wage increase.
Additionally, in 1974 government employees went on strike for two days also demanding a pay
increase.
In June 1976, Alberta Union of Provincial Employees and Civil Service Association of
Alberta Act were established. It is during this time when the government officials came to a
consensus that the Alberta Trade Union be formed. The president of CSA in the year 1976
became the first chairperson of the new Alberta Trade Union. In its formation, Alberta trade
Union operated under Societies Act of Canada until November 1977 when it met the
qualification to become a full-fledged trade Union. After it becomes an independent trade Union
all aspect of CSA were transferred to it (Johnson, 2002). The newly formed trade union was
empowered to fight for the rights of its members.
After it was inaugurated, Alberta trade union’s first agenda was to fight for fair pay from
the government. The trade union demanded 47% pay raise for its members at all departments of

ALBERTA UNION OF PROVINCIAL EMPLOYEES 4
the governments. During this time, the government managed to increase the ways of all civil
servants by eight percent. It was an achievement for the trade union.
In 2007, Alberta trade union under the leadership of Knight launched a campaign to
pressure the government to change labor Laws. The argument of the trade union was that some
of the laws were outdated, inconsistent and unfair and needed to be reviewed (Ponak, 1987 ).
The trade unions through the power of the people demanded that the government should
incorporate laws that favored its members. A similar strike took place involving Correctional
Peace Officers in 2013.
Internal Organization of Alberta Trade Union (AUPE)
The governing body of AUPE is elected by the delegates voting annually in a union's
convention. Every one hundred group of member select a representative who acts as a delegate
whenever the union requires their participation. The governing body elected is responsible for
establishing policies, budgeting, and creating operation procedures for a smooth running of the
organization. Executive members serve a two-year term before another election is conducted.
The governing body of AUPE has eight officials which include a president, an executive
secretary-treasurer, and vice-presidents who are six in total. The president and the executive
treasurer serve as full-time employees of the union. The vice presidents act on a part-time basis.
The president doubles as the CEO and the chief treasurer as the financial officer. The vice
presidents discharge their duties as directed by the president.
Functionalities of AUPE
AUPE serves its services to the members in thirteen permanent committees. The thirteen
committees and duties include:

ALBERTA UNION OF PROVINCIAL EMPLOYEES 5
1. Legislative Committee: Advises AUPE on matters related to constitution and policies.
2. Membership Services Committee: Ensures quality services to the members of AUPE.
3. Finance Committee: Advice the AUPE administration and finance department on proper
record keeping.
4. Committee on Political Action: Promotes education and social action by members on
matters of political concern.
5. Occupational Health and Safety Committee: Promotes occupational health and safety
among members.
6. Anti-Privatization Committee: Promotes education to members as well as the public on
privatization and contracting matters.
7. Women's Committee: Promotes members and public education on discrimination and
equality issues as they are pertinent to women.
8. Pension Committee: Involved in issues related to a pension of members.
9. Members' Benefits Committee: Reviews financial assistance applications from AUPE
members.
10. Pay and Social Equity Committee Educates members on issues related to lobbies and
pay equity.
11. Young Activists Committee: Helps in empowering young people in the course of their
working lives.
12. Human Rights Committee: Educates, promotes awareness and encourages action
among members and the public related to equality, discrimination, and related issues.
13. Environmental Committee: Educates members about issues of environmental concern.

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References
Johnson, S. (2002). Card check or mandatory representation vote? How the type of union
recognition procedure affects union certification success. The Economic Journal,
112(479), 344-361.
Ponak, A. ( 1987 ). Discharge Arbitration and Reinstatement in the Province of Alberta.
Arbitration Journal, 42(2)., 27.
Reshef, Y. a. (2003). Unions in the time of revolution: Government restructuring in Alberta and
Ontario. Toronto: University of Toronto Press.
Williams-Whitt, K. (2007). Impediments to disability accommodation. Relations
industrielles/Industrial Relations, 62(3), 405-432.