Archive for the ‘insideAESES’ Category
AESES 2025 Children’s Winter Holiday Extravaganza Registration
Thursday, October 2nd, 2025
Join us on November 30!
The AESES Activities Committee is excited to announce the annual Children’s party! Enjoy an afternoon filled with entertainment from the Comedy Illusions of Greg & Oonaugh, colouring, crafts, a washable tattoo station, nail painting, and clowns who will provide face painting and balloon animals. food, and a visit from Santa.
Sunday, November 30
1:00 – 4:00 PM
- Comedy Illusions of Greg & Oonaugh from 1:30 – 2:30 pm
- Santa and Mrs. Claus arrive at 2:30 pm
University of Manitoba
Fort Garry Campus
MPR, 220-224
UMSU University Centre
REGISTER TODAY!
The deadline to register is November 3, 2025.
The Committee is also looking for volunteers to help during the event. Visit the registration form above to learn more.
Can You Tell Me: What is a Position Discontinuance?
Wednesday, October 1st, 2025
A Position Discontinuance refers to the removal of a particular job by the employer once they determine, for a variety of possible reasons, that it is no longer necessary. However, it is important to clarify for the member in the position that it is not the same as being fired or dismissed. A Position Discontinuance is about the removal of the job, not the member.
The Position Discontinuance process is described in Article 10 of both the AESES-UW and -UM Collective Agreements, and is similar but not exactly the same for each University. It begins when the employer provides written notice to the member that their position will be discontinued, notifies AESES, and schedules a meeting with the member and a union representative to discuss the process and the various options available through Article 10.
The notice period is 56 calendar days at UM and 40 working days at UW. During this period, the member continues to be paid normally, and may or may not continue to work. The primary goal during the notice period is to make the member whole by transferring them into a vacant job within the same classification, hours of work, and position category as the discontinued position. The member should also be able to perform the job with a minimal retraining period: 60 working days at UW, or 420 hours at UM. HR actively searches through job postings throughout the notice period to match these criteria.
If a transfer is not accomplished as outlined above, there are other choices and options available through Article 10. The details are similar between UW and UM, and also depend on the specific circumstances of the discontinued position. Some choices could include opting for the exercise of seniority or bumping, opting for severance based on the member’s seniority, either as a lump sum or biweekly payment period, or opting for a period of lay-off of up to a year in which the member retains their seniority.
A representative from AESES is available to the member for guidance starting from the initial Position Discontinuance meeting and throughout the process. The representative can help interpret the various decisions and their consequences provided under Article 10. AESES provides guidance and interpretation, but the choices are ultimately up to the member to make; there is no single, correct answer for every scenario.
AESES will always, furthermore, scrutinize the rationale provided by the employer when they discontinue a position. Legitimate reasons within the employer’s rights for discontinuing a position might include operational changes, organizational restructuring within a department, advances in technology, redundancy or reassignment of duties, expiry of grant funding, or budgetary constraints. AESES looks at each discontinuance on a case-by-case basis. It is important that AESES examines and understands the reason the decision was made in order to best inform and advise the member.
We encourage our members to reach out to the AESES Business Office with any questions or concerns related to the Position Discontinuance process or otherwise, at labourteam@aeses.ca or 204-949-5200.
President’s Message – October 2025
Wednesday, October 1st, 2025
Hello, and a happy fall to all, fellow AESES members!
As we begin another academic year, I want to extend a warm welcome back to all our members. September always seems to bring a fresh sense of excitement and anticipation, along with energy and renewal. Whether you’ve been away on vacation, enjoying time with family, or simply chilling at home, I hope your summer brought rest and renewed energy. Now, as we step into the Fall Term, AESES continues to work in support and advocate for the issues that matter most to members.
We’re excited to offer several upcoming opportunities to connect and learn together. Our Brown Bag Session: Classification Administration, will provide members a chance to ask questions to our knowledgeable Labour Relations Team regarding how classifications are initially set and the process of getting reclassified. These sessions are always well attended and can show you how to ensure you’re being compensated appropriately!
As well, members should watch for announcements of additional Fall Education Seminars. We plan to offer archery, as well as an ice fishing outing – complete with instruction and participation. These educational sessions are a great opportunity to meet and connect with other members who share the same interests.
With apologies in advance (I know, I know – it’s only OCTOBER for crying out loud!), I feel I should also mention that planning is already underway for our Annual Children’s Winter Holiday Extravaganza! This event is a highlight of the year, bringing families together for an afternoon of fun, laughter, and celebration. While the snow hasn’t arrived (yet), it’s never too early to mark your calendars for November 30th and anticipate the joy this gathering brings to our AESES family. Registration details are found in this issue of insideAESES.
With regard to bargaining, at The University of Winnipeg, bargaining is moving forward. With the Essential Services Agreement recently settled, the path is now clear to begin formal negotiations. This milestone is a significant one, and we will approach this process with the same diligence and determination that defines AESES’ work across both institutions.
Meanwhile, at the University of Manitoba, our Negotiation Committee has begun its important work. Meetings are currently taking place, and discussions will continue until the core bargaining proposals are finalized. Once this stage is complete, the smaller bargaining committee will be struck from the negotiations committee to carry forward the negotiations. These early steps are vital in setting the tone for bargaining, and we remain committed to ensuring that members’ voices and priorities guide every decision.
As always, we are reminded that the strength of AESES lies in its members – your contributions, insights, and willingness to stand together and support each other. Whether you join us at an educational outing, share your feedback at a Brown Bag Session, or attend the Children’s Winter Holiday Extravaganza or a Members’ Day Lunch, your involvement matters.
Thank you for your time, consideration, and support. All the best for a safe, happy, and productive Fall Term.
In Solidarity,
Rob
In memory of Jane Barske (1950 – 2025)
Wednesday, October 1st, 2025
Jane Barske, born November 16, 1950, passed away on August 26, 2025. Jane worked her entire career at The University of Winnipeg, starting in the print shop at 19, then moving to various departments and retiring as Communications/Records Manager in 2005, and was heavily involved with AESES from the beginning. Jane was awarded an Honourary Life Membership in 2006.
Jane was a distinguished and valuable volunteer with AESES at UW right from its inception. She worked hard as a member of the original organizing committee and getting membership cards signed. Her signature was one of the names on the original affidavit to the Manitoba Labour Board, which resulted in the AESES-UW certificate issued back on June 27, 1986.
She began her selfless service to the members of the UW by serving on the Negotiations Committee from 1987 – 1990. In that time period, AESES-UW negotiated three collective agreements.
Jane then decided to focus her attention on the other areas of the Association that needed help. She represented AESES on the UW Joint Employee Benefits Committee starting in 1989 and served on that committee as Chair until she retired in 2005.
Jane was a distinguished member of the Executive Council, serving in several positions over different periods of time: AESES Treasurer and Chair of the Finance Committee (1998 – 2001 and 2003 – 2005) and Administrative Secretary (1992 – 1993 and 2002 – 2003).
As AESES Treasurer and Chair of the Finance Committee, she was a very diligent and prudent guardian of the Association’s funds, keeping a tight rein on spending. Her final act as Treasurer was having the Board of Representatives approve a transfer of money to the Defense Fund, pushing it to over one million dollars.
She served on the Board of Representatives for 13 years from 1992 until she retired.
Jane was keenly interested in ensuring that AESES members always had a voice in matters that affected their working lives at the UW. As well as the UW Joint Employee Benefits Committee, she served on the AESES-UW Classification Committee, the AESES-UW Pension Committee, and the UW Employee Assistance Plan (EAP) Committee.
In addition, she served on the AESES Education, Constitution, and Communication Committees.
Jane was one of our most active members. She dedicated herself to serving the members she represented, making certain their concerns were heard, as well as those of all members at the UW.
Jane served AESES with distinction and dedication from the very beginning. She leaves a legacy of dedication and service. She will be truly missed. A Celebration of Life took place at the end of September.
Rest in peace, Jane.
New Members, Union Dues, and Being a Signed Member
Wednesday, October 1st, 2025
Welcome to the over 600 new members from the beginning of this year! We are truly excited for you to join AESES because of your employment with the University of Manitoba, The University of Winnipeg or St. Andrew’s College.
Now that you are a member, you might have some questions about the union dues that are listed on your pay statement. Here’s the story behind how these dues were introduced, what it means to be a signed member and why they contribute to the strength of a union.
Union dues are deducted automatically from every unionized worker’s pay according to a legal precedent set in 1946 called the Rand Formula. The case involved a strike at a Ford auto manufacturing plant in Windsor, Ontario, by the United Auto Workers. Canadian Court Justice Ivan Rand acted as arbitrator in resolving the issues of the strike. As part of his remedies in the dispute, he established this practice of automatic deduction of dues from the wages of all workers in order to pay the union collectively. Prior to his decision, only signed union members paid dues, but non-members who did not pay still benefited from the union’s negotiated contract. Furthermore, the union had to approach signed members individually to collect dues monthly.
New AESES employees are often asked to become a signed member, and the distinction of signing membership may not be immediately clear. All AESES employees benefit from the provisions of the Collective Agreements negotiated with the employers, and therefore pay union dues, automatically deducted from their pay. Signed membership, however, is voluntary. Signing allows the member to participate fully in union activities (attend certain Association events, such as the annual Members’ Day Lunch, Children’s Winter Holiday Extravaganza, Spring and Fall Education Seminars, and the Annual General Meeting), hold roles on committees, and vote on collective decisions. This distinction ultimately derives from the Rand Formula and the precedent set in 1946.
AESES members currently contribute 1.00% of their gross pay as union dues, as per AESES By-Law 4.1. This rate is among the lowest in Canada. These dues are the way in which members of our bargaining unit collectively fund the work and functions of the union. Your dues provide the necessary funds to retain legal counsel for grievances and arbitration, and to provide education to members. AESES has created a substantial Defence Fund in order to support economic action and to cover legal costs that may arise in our ongoing efforts to defend the rights of our members.
If you are interested in becoming a signed member, please visit our membership information page and submit a membership form.
Safety and Health Corner – August 2025
Friday, August 1st, 2025
AESES Safety & Health Committee Update
The Committee’s next meeting will be in Fall 2025.
Any workplace safety and health items you would like to bring to the committee’s attention can be emailed to labourteam@aeses.ca.
- For more info on UM Local Area Safety and Health (LASH) committees, visit the UM Intranet website.
- For more information on the UW Workplace Safety & Health Committee, visit the UW Human Resources website.
AESES Volunteers’ Appreciation Banquet 2025
Friday, August 1st, 2025
Annually, AESES acknowledges, thanks, and celebrates its Board of Representatives and longstanding volunteers. This year’s event took place at the Norwood Hotel at the end of April. Rob Parker, AESES President, presented the following pins and awards after supper:
Bronze Pin – 5 Years of Service
- Michaela Ablaza*
- Joey Pothe
Silver Pin – 10 Years of Service
- Debbie Armstrong
- Tessa Pearen*
- Melinda Sasek
- Colleen Thompson
Gold Pin – 15 Years of Service
- Lynne Wichenko
* pictured
Dedicated Service Award
The Dedicated Service Award was posthumously awarded to Anne Ferenc and presented to Anne’s close friend, Louise Sabourin. Anne’s consistent and unwavering dedication to AESES was recognized with this award. Anne’s contributions to AESES started over 15 years ago with the Board and various committees over the years, ending with the Activities Committee that oversaw the Children’s Winter Holiday Extravaganza, among other events.
Honourary Life Member Award
An Honourary Life Membership is the ultimate recognition by AESES and, therefore, should be considered as being somewhat restrictive. Honourary Life Membership will be granted only to those who have contributed outstanding or meritorious service to the Association over a substantial period of time. This year, Gloria Saindon was recognized with an Honourary Life Membership award at the banquet. Unfortunately, Gloria was unable to attend.
Past-President Memorial
The final presentation of the evening was by Laurie Morris in memory of Chris McCann. Laurie retold stories of Chris’ achievements for AESES and how proud she was to have known him. Laurie then presented Chris’ wife, Karey, a bronzed bison statue in honour of his commitment and past presidency to AESES. The plaque on the statue read, “Chris McCann Thank you for your tenacious commitment to AESES and its membership since 2000, culminating as president in 2024. AESES celebrates your positive and lasting legacy.” Sarah McCann then took the stage for an emotional thank you on behalf of the McCann family.
After the presentations and speeches, the night ended with fun-filled casino games.
A huge thank you to all our volunteers who provide their time and expertise to help the organization and the members. Volunteers are the lifeblood of AESES and essential to continued success and support for members.
If you are reading this and would like to volunteer, visit these respective pages: Board of Representatives or Committees, or email aeses@aeses.ca.
Can You Tell Me: Can The Employer Change My Work Schedule?
Friday, August 1st, 2025
While many members enjoy a steady routine in their hours of work, the employer does have the right to alter work schedules as operational needs may require. The employer can make these changes without the approval of the employee; the respective Collective Agreements, however, provide guidelines that ensure employees receive sufficient notice for any such changes.
The guidelines are essentially the same for both Universities, found in Article 12.5 in the UM Collective Agreement and in Article 12.4 for UW. Management is required to give three working days’ notice for a schedule change affecting 1 to 4 days. For emergency changes (UW), or circumstances beyond the employer’s control (UM), they must inform the employee before quitting time on the day before the change takes effect. When the schedule would be changed for greater than 4 days, management is required to give one calendar week’s notice. And finally, if these guidelines for notice are not fulfilled, the employee is entitled to compensation at overtime rates for the first day of the altered schedule.
The employer can alter the work schedule in ways such as the start and end of the workday, say, changing a shift from 8:30-4:30 to 9:00-5:00. However, they do not have the right to extend an employee’s workday on a time-for-time basis, bypassing the Collective Agreement’s provisions for overtime. As an example, with 7 hours being the standard workday for most AESES members, the employer should not schedule a member to work 8 hours one day in exchange for working 6 the next as a way to avoid overtime compensation. Overtime, Callback, and Modified Work Weeks are separate from the type of schedule changes described here.
We encourage our members to reach out to the AESES Business Office with any questions or concerns at labourteam@aeses.ca or 204-949-5200.
President’s Message – August 2025
Friday, August 1st, 2025
Ah – the dog days of summer!
The thought often connotes lazy doggos, lounging and relaxing in the summer heat. At least that is what I see in my mind’s eye. Historically, however, the adage has had a completely different meaning. More specifically, it was associated with the rising of the star Sirius, which ancient folk believed coincided with extreme temperatures, eventually driving people and, yes, even dogs mad!
These days, however, we understand that it is merely just a wonderful time of year to take some time off, recharge, and enjoy the hopefully great weather we all so much deserve.
Things are no different at AESES, where our folks, both paid and volunteer, look forward to taking time to spend with family and friends. Still, there are always things happening to ensure that our members are well cared for and that our best interests are kept at the forefront.
Bargaining at The University of Winnipeg is underway, and at the University of Manitoba, the deadlines for the submission of proposals and nominations for the Negotiation Committee have now passed. We have had many proposals from our members, and the negotiation committee will soon begin the work of preparing these submissions for the bargaining table. The Bargaining Committee will then be struck from this body and will begin to bargain in earnest with the University.
Information on the process at the UM can be found here if you’re interested. Please keep an eye on this space as well as on our website and social media (Facebook | Instagram | LinkedIn) for updates.
Both the Winnipeg Blue Bombers game on July 18 and the Winnipeg Goldeyes afternoon on July 27 were well attended, and a wonderful time was had by all. A huge shout-out to all four of our local sports teams for the great deal they provided again for our members!
Finally, I would like to remind you that we have deals in place for member discounts with both Perkopolis and Union Savings on a variety of goods and services. Lots of ‘em! Please take advantage! You can learn more here.
Enjoy these wonderful dog days of summer! Remember – AESES is here – whenever you need us!
In Solidarity,
Rob
Can You Tell Me: How Does Sick Leave Apply to Mental Health?
Sunday, June 1st, 2025
Sick leave as defined in our respective Collective Agreements, does not distinguish between mental and physical health conditions. For the UM, in Article 17.1, Sick Leave is defined as “the period of time an employee is permitted to be absent from work with pay by virtue of being sick or disabled, or because of an accident.” The language for the UW in Article 15.1 is identical but uses the word “injury” instead of “accident.” Sickness and disability are not limited to physical conditions, but also encompass mental health issues.
Depression, anxiety, addiction, and other psychiatric disorders, whether acute or chronic, can be just as debilitating. An employee suffering from such a condition might require the use of sick leave. They might also require time off to attend a medical appointment related to their mental health. Full-time employees are entitled to use sick leave for dental and medical appointments (UM 17.1.3, UW 15.1.2).
A medical certificate or “sick note” is not typically required for short absences, whether they are related to mental health or physical conditions. The employer does, however, have the right to request one (UM 17.4, UW 15.6), especially in cases of extended, frequent, or unusual absences. The note would include the dates the employee was/is unable to attend work, a general description of their condition (but not the diagnosis), and the expected timeframe of their return to work.
Confidentiality may be a key concern, especially given the stigma that mental illness may carry. Both Collective Agreements include rights to privacy and the protection of Personal Health Information (UM 17.2, UW 15.6). An employee is not required to disclose the nature of their illness to their supervisor or coworkers; any required medical documentation may be submitted confidentially to a designated representative in Human Resources.
Both Universities offer Employee and Family Assistance Programs (EFAPs), which provide access to free and confidential mental health and wellness services. The University of Winnipeg’s services are delivered through Blue Cross, and the University of Manitoba’s services are provided by Kii. These programs reflect each University’s commitment to supporting the health and wellness of their employees. Support is available through counselling, offered in person, by phone, or online, as well as through educational resources, crisis support, and referrals to specialized care when needed.
AESES encourages our members to reach out to the Labour Team for assistance in understanding their rights related to Sick Leave and mental health. We can be reached at 204-949-5200 or LabourTeam@aeses.ca.