Archive for the ‘member emails’ Category
Can You Tell Me: How can workload issues be addressed?
Monday, April 7th, 2025
How can workload issues be addressed?
AESES members should not work through breaks or lunch and normally should only work beyond regular hours if compensated at overtime rates. While extra work may sometimes be necessary to manage workloads, working unpaid hours is not the appropriate solution. This practice can obscure underlying workload issues, creating the false impression that more work can be completed in a typical day than is realistic. Additionally, performance concerns can arise if extra time is reduced or stopped, leading to the assigned work no longer being completed within previously established timelines—timelines that may have become the employer’s expectation.
Both the AESES-UW and AESES-UM Collective Agreements include a Letter of Understanding (LOU) regarding managing excessive workloads. At UW, the LOU outlines that the employee should first discuss their concerns with their supervisor, who will attempt to resolve the matter. If unresolved, the employee should contact AESES. If necessary, AESES and the Human Resources Department will further discuss the issue. If both parties agree the concern is reasonable and likely to persist, they will explore potential solutions to assist the employer in addressing the issue. The process at UM is similar, with AESES and the University meeting to discuss concerns and possible solutions as needed.
If workload demands become difficult to manage, the first step is to speak with your supervisor, as outlined in the LOU. Potential solutions, such as reassigning tasks or setting new priorities within the department, are within the employer’s control. It is important to inform the employer when struggling with workload so that appropriate solutions can be identified.
To prepare for this discussion, start by tracking time over a week or two, noting instances when working beyond scheduled hours occurs. A helpful next step is to prepare a written outline of the workload issues, including specific examples. For instance, one might say, “I was only able to take a half-hour lunch instead of the full hour on this day for the following reason.” While potential solutions can be suggested, it is important to understand that the employer has control over the final decisions and may choose a different approach. Once prepared, consider presenting your summarized concerns to your supervisor so that solutions can be explored.
If workload issues remain unresolved after these steps, the AESES Labour Team can assist by engaging in discussions with HR on your behalf. Please contact LabourTeam@aeses.ca for further support.
President’s Message – April 2025
Monday, April 7th, 2025
Of the many things that AESES does, bargaining on your behalf for a fair and equitable contract is certainly among the most important. Whether early in the life of a contract, or getting closer to the expiration of one, getting the best possible deal from the employer is always at the top of the list of concerns for most of our members.
Rightly so.
Besides bargaining for the best possible monetary outcome for our membership, AESES also bargains to ensure that the protections and rights afforded us via the current agreement are not eroded, and that improving other rights and benefits beyond the monetary are also explored and advocated for.
Protecting and championing the rights of our membership is central to AESES’ mission, and our membership is intrinsically aware of this. This is evidenced by the fact that we routinely receive questions in anticipation of our next round of bargaining, such as when the process will begin, and how folk might get involved.
This is very encouraging to see!
Bargaining at The University of Winnipeg is already underway, with the Negotiations Committee (who is responsible for vetting proposals from the membership) having put forward many proposals for action by the Bargaining Team (who is selected from the negotiations committee and does the actual bargaining with the employer). We will be scheduling a membership meeting to approve the final list of proposals in the very near future.
Still, AESES has other things in store for the coming months, as well. Our Members’ Day Lunches will be taking place in May (Brodie Centre, May 7, Fort Garry, May 21, and The University of Winnipeg, May 28). More information to follow. We also still have a few spots open in some of our Spring Educational Seminars, which include two invaluable sessions on labour relations led by our very own Labour Team.
There is also time to register for the AESES Annual General Meeting, to be held virtually on April 8th. It’s a great opportunity to find out what’s being going on with your union over the past year, including the financials and reports from standing committees.
Finally, as always, remember we are here for you. Should you feel like you’re being unfairly treated, or have questions regarding things such as reclassification, please don’t hesitate to contact the office. We’re here to help!
In Solidarity,
Rob
Register to Attend the Annual General Meeting – April 8
Tuesday, March 18th, 2025
Tuesday, April 8, 7:00 PM
All signed* AESES union members are invited and encouraged to attend this year’s virtual AESES Annual General Meeting (AGM). In 2024, we had many members join us for the evening.
The AGM allows our executive team and committee chairs to review AESES financials with attendees, speak about the union’s activities, explain how our programs can benefit our membership, and preside over a question period.
Join us on April 8 to meet the people behind the decision-making process for spending your union dues and learn more about our programs and services. There will also be time for asking questions to members of the Executive Council and the Board.
* Please note that only signed AESES members can attend the AGM and vote on any issues that arise. If you are interested in attending the AGM but not yet a signed member, please visit aeses.ca/membership to fill out a membership form.
insideAESES – February 2025
Wednesday, February 5th, 2025
Welcome to February! We are still working on what works best for our members, so there might be a few hiccups along the way. If you have any questions or comments about the new format, please email contact@aeses.ca.
With that being said, here’s what you might find interesting for this issue:
- President’s Message
- Contract Admin
- Coldest Night of the Year Fundraising Walk 2025 – Donate to Chris McCann’s Crew: Team AESES!
- AESES Appointments – February 2025
- New Faces
- Can You Tell Me: How Seniority Plays a Role in Vacancy Selections
- Save the Date – Annual General Meeting – April 8
- Call for Volunteers – Committees and the Board
- Safety and Health Corner – February 2025
- Spring Education Seminars Coming Soon
insideAESES – December 2024
Tuesday, December 10th, 2024
Welcome to December and in a blink of an eye we will be in 2025! But before we think ahead to the new year, let’s enjoy the upcoming winter break! Here’s our December issue, which lives on the website just like our October issue. We are still deciding on what works the best for our members, so there still might be a few hiccups along the way. If you have any questions or comments about the new format, please email contact@aeses.ca.
With that being said, here’s what you might find interesting for this issue:
- President’s Message
- Contract Admin – There are no contract admin updates for either university.
- AESES Appointments – December 2024
- New Faces
- 2025 Proposed Budget
- Can You Tell Me? Modified Work Hours
- Coldest Night of the Year Fundraising Walk 2025 – Donate to Chris McCann’s Crew: Team AESES!
- AESES 2024 Children’s Winter Holiday Extravaganza
- Members Events, Community Events and Initiatives
Enjoy the winter break!
AESES Announces New Executive Director – Colleen Thompson
Friday, November 8th, 2024
The Executive Director Hiring Committee is pleased and excited to announce that Colleen Thompson is the successful candidate in our search for a new Executive Director.
As most of you will know, over the last six years of employment with AESES, Colleen has become an important member of our Labour Relations Team and a crucial member of our outstanding business office staff. Her knowledge of our collective agreements and bargaining processes as well as her experience with appeals, grievances, and championing our membership is extensive.
Before joining the University of Manitoba, Colleen earned a Bachelor of Arts degree from the University of Victoria. During her time with Security Services, she served as an AESES Board Representative, contributed to numerous committees, and held a position on the Executive Council as the UM Contract Administrator. Colleen’s deep understanding of AESES operations and knowledge of university dynamics will serve her well as she takes on this leadership role. Her longstanding commitment to our members and dedication to the university community reflect a passion for fostering growth and support across AESES and the University of Manitoba, The University of Winnipeg, and St. Andrew’s College.
As President of AESES, I rely heavily on the support and direction provided by the Executive Director, and I’m confident Colleen will be an exceptional colleague to work with. Colleen is currently shifting into the role with Lisa’s help.
A thank you also goes out to the hiring committee (Robert Dvorski, Joan Duesterdiek, and Karen Simpson) for their excellent work and to Lisa McKendry for her patience and superb guidance in the process!
Please join the hiring committee and me in congratulating Colleen on her exciting new role at AESES!
Rob Parker
AESES President
AESES Announces New President – Rob Parker
Thursday, September 12th, 2024
At the September 10, 2024, meeting of the AESES Board of Representatives, Rob Parker was elected by acclamation for the position of President on the Executive Council for the term ending May 2026. Rob has worked in the UM Dean’s Office, Faculty of Arts since 1998 and was the UM Contract Administrator since 2022. Rob has been on various AESES committees such as Classifications, Negotiations, and Bargaining, and is currently on the Activities (chair), Communications (chair), and Education.
Rob stated, “I have always believed strongly in the mission and value of labour unions in general and of AESES in particular. I see protecting, championing, and supporting the needs of our membership as a privilege and a responsibility. I am happy to play a part in ensuring this in any role I can.”
Over the coming weeks, Rob will begin to adjust to the new role and his duties with the AESES Business Office. Welcome, Rob!
Thank you to our members for your patience and support during this period of change. We appreciate it.
We would also like to thank the Board of Representatives and particularly, Karen Simpson, Executive Vice-President and interim President, for her help over the past few months. Thank you, Karen!
Position Vacancy – Executive Director
Monday, September 9th, 2024
Applications are invited for the full-time position of Executive Director for the Association of Employees Supporting Education Services (AESES), the bargaining agent for more than 3,200 employees of the University of Manitoba, The University of Winnipeg, and St. Andrew’s College.
Letters of application, accompanied by a current resume, may be submitted by Friday, September 27, 2024 to:
AESES Business Office
c/o Lisa McKendry
880 Harrow Street East
Winnipeg, MB
R3M 3Y7
Applications may also be submitted by email to lmckendry@aeses.ca.
Printable PDF – AESES Executive Director Ad – September 2024
| Position: | Executive Director |
| Salary (Annual): | $80,589.60 – $122,977.40, plus benefits package |
| Proposed Start Date: | December 2, 2024 |
| Hours of Work: | 8:30 a.m. – 4:30 p.m., Monday to Friday (occasional overtime will be required with this position) |
| Probation/Trial Period: | 840 hours worked |
| Location: | AESES Business Office, 880 Harrow Street East |
RESPONSIBILITIES:
Management, Policy and Organization
Providing advice and support to the President, Executive Council, Board of Representatives and Standing Committees, the Executive Director:
- Ensures that the Association’s constitution, by-laws and policies are observed, and that legal and contractual obligations are met.
- Acts as a professional advisor to the elected officers on all areas of the Association’s activities and objectives. Enables the Executive and Board to fulfill their responsibilities by
ensuring that they are kept abreast of immediate events and providing options for decision making. - Participates with the Executive and Board to develop a vision and strategic plan to guide the Association.
- Analyzes the effect of new laws or administrative regulations on human resources and labour relations matters. Recommends policies and designs procedures for Executive and/or
Board approval. - Assist with conducting the business of the membership at the Board and Executive meetings by working collaboratively with the President to develop agendas for meetings and participates in meetings as a non-voting member.
- Implements decisions of the Executive, Board and membership by direct action, delegation to other staff or communication with appropriate elected officers or committees.
- Develops and organizes educational workshops for the Board of Representatives and may facilitate workshops and/or meetings.
Administrative and Personnel Management
In relation to the Business Office Staff:
- Responsible for coordinating all administrative requirements of the Association. Determines and implements procedures and policies of this area.
- Responsible for the day-to-day supervision, allocation of work assignments, approval of vacation time and other requests, conducting yearly performance appraisals, and ensuring that all office employees’ job descriptions are accurate and up to date. Coaches and mentors staff as appropriate to improve performance.
- Establishes a positive, healthy and safe work environment in accordance with all appropriate legislation and regulations.
- Responsible for the hiring, disciplining and dismissal of all staff.
- Participates in hiring committees as defined in policies and procedures for hiring staff. Vets applications for all hiring committees.
- Investigates and co-ordinates the staff benefits of the Association employees. Maintains staff records.
- Identifies and facilitates professional development opportunities for staff.
- Responsible for ensuring records and office security.
In relation to the Association:
- Accountable for all the Association’s accounting including all financial reports, banking and investments, working in conjunction with the Association Treasurer. Provides information, advice and recommendations on the status of accounts to the officers of the Association.
- Responsible for the general ledger postings and year-end audit with the Association auditor.
- Ensures the Association complies with all CRA, WCB, and other legislation and regulations regarding payroll, including preparation and submission of T4 slips.
- Oversees the preparation of a draft yearly budget for approval by the Finance Committee and, ultimately, the Board of Representatives. Responsible and accountable to ensure that the Association stays within the yearly budget.
- Ensures all lease obligations are fulfilled through dealing with the building owners/managers and lawyers. Determines leasehold improvement requirements ensuring completion of same.
- Determines the need of all major equipment and furniture purchases. Coordinates purchase and set-up of new systems, training of staff when necessary and resolves computer-related problems.
- Confers with the President regarding current issues of the Association. Develops and/or recommends a review or changes to Association procedures and policies.
- Advises on the Association’s public profile and on public relations matters, such as grievances, bargaining, etc. This includes advice to the President on all statements to the media and overseeing all news releases. The Executive Director maintains contact with the media and may speak on behalf of the Association only by delegation from the President.
- Provides oversight and advice regarding Association communications, including the work of the Communications Officer.
- May prepare proposals/applications for available grant funding.
- Attends courses/seminars and meetings with experts in a particular field to keep up to date on implementation and/or changes in legislation or benefits.
- Monitors legislative developments affecting the Association or its objectives. Proposes options or advice for action; participates in the writing of briefs and submissions, as well as meetings with government officials.
- Participates with Association officers in meetings with the employers and with other external bodies.
- With the Association President, establishes and maintains good relationships and collaborative arrangements with other University of Manitoba and University of Winnipeg unions and student organizations.
Relations with Committees
Providing advice and support to the President, Executive Council, Board and Standing Committees, the Executive Director:
- Advises and recommends on areas of discussion as required. Receives the input of these officials regarding Association policies and/or goals.
- Communicates with members of the Association on matters of the Association’s activities and is the liaison between the Business Office and various committee chairs. The Executive Director will monitor the committees’ activities and, where necessary, delegate to another staff member, or may recommend that contact be made by an elected officer.
- Provides advice and guidance to Association committees to decide on events, subjects, areas of concern and direction.
- May be required to write articles on subjects of general interest to the membership.
Contract Administration and Collective Bargaining
- Works with staff and elected officials directly responsible in contract administration, including grievances, arbitrations, and Labour Board hearings, providing guidance and advice and participating in meetings when required.
- Interprets the Association’s collective agreements.
- Together with the Association’s labour team, provides advice and assistance to members and elected officials on contract matters. Negotiates with the universities’ administration in the interpretation, application and implementation of the terms of the Collective Agreements and working conditions generally, in a manner consistent with the interests of individual members of the Association, and in accordance with Association policy. Maintains documentation of problems and resolutions for the reference of other Association employees and officers.
- Participates in the development of Association-wide strategies for dealing with members’ concerns and alternative dispute resolution strategies.
- Assumes responsibility for grievances and arbitrations where there may be a conflict situation between two members, or where a member has escalated a matter beyond the labour team.
- Attends meetings with laid off employees and employer representatives, when required, to explain provisions of the Collective Agreement.
- Participates on Negotiation Committees and Bargaining Teams as required by providing assistance in reviewing and drafting contract proposals; drafting contract language; and providing information, advice and bargaining strategies.
- Identifies problem areas in the Collective Agreement(s) and recommends new provisions and amendments.
- Assists in drafting correspondence, proposals, and/or briefs with respect to contract administration.
- Serves as primary contact with the Association’s legal counsel together with the Labour Relations Officer.
Compensation and Classification Administration
- Responsible, together with the labour team, for the application and implementation of compensation related matters for all bargaining units, reviewing issues with the Contract Administrator(s).
- Works with the AESES Classification Committees to evaluate job descriptions using the Hay System of job evaluation and supports the committees with matters related to classification administration and the review and appeal processes.
- May represent the Association on joint University/AESES committees to research, discuss and provide advice on classification families, Hay point ranges and classification specifications for classification levels.
- May be assigned to represent AESES on the Universities’ Classification Review and/or Appeal Committees.
QUALIFICATIONS:
Formal Education, Designations and Experience:
- Relevant post-secondary degree with 8 years of directly related administrative experience, preferably in a unionized environment.
- Supervisory and/or management experience is required.
- Experience and knowledge of labour law principles and functions including related acts and legislation dealing with accommodation, collective bargaining, grievance, and arbitration administration.
- An acceptable equivalent combination of education and experience may be considered.
Skills, Knowledge, Abilities:
- Must have superior organization, verbal and written communication skills.
- Excellent leadership, judgement, problem-solving and conflict resolution skills.
- Ability to negotiate complex issues involving strategy, policy, financial matters, and personnel matters is required.
- Ability to organize, schedule, supervise and assess the work of others.
- Ability to motivate staff in a positive manner and deal effectively with all members of AESES, University personnel and the other external contacts is required.
- Strong computer skills and proficiency in Microsoft Office, financial accounting software, and membership databases.
- Experience in job evaluation (Hay Method of Job Evaluation) would be an asset.
AESES is committed to the principles of equity, diversity and inclusion during the hiring process and provide accessibility accommodations when required.
Bursary Opportunities – Deadline October 2024
Saturday, September 7th, 2024
October is fast approaching, and it is also the deadline for the AESES Bursary, CCU/CSC John St-Amand / Madeleine Parent Bursary, and new for 2024 the Manitoba Unions Indigenous Bursary in Labour Studies. To ensure your dependent child is included in the selection process, please apply before the deadline.
AESES Bursary
Dependent children (who are under 25 years of age prior to enrollment in the current academic year) of signed AESES members studying at either The University of Winnipeg (UW) or the University of Manitoba (UM) may be eligible to apply for one of our $1,000 bursaries. The deadline for both UW and UM is October 1, 2024.
Details for UW Students
Three $1,000 bursaries are available at UW. More information is available here: UW’s Office of Awards and Financial Aid. Apply here: uwinnipeg.ca/awards/apply-for-awards
Details for UM Students
Seven $1,000 bursaries are available at UM. More information and to apply is available here: UM’s Financial Aid and Awards Office. The application form is available here: umanitoba.ca/financial-aid-and-awards/bursaries under “Bursaries requiring application”
CCU/CSC John St-Amand Bursary and Madeleine Parent Bursary
The Confederation of Canadian Unions (CCU/CSC) provides annual bursaries of $1,000 for dependent children of members of unions belonging to the CCU/CSC to further their post-secondary education.
Visit the John St-Amand / Madeleine Parent Bursary page for more information and to apply. The deadline is October 3, 2024.
New for 2024
Manitoba Unions Indigenous Bursary in Labour Studies
The bursary has a value of $5,000 and will be offered for the first time in 2024-2025 to an Indigenous undergraduate student in the Labour Studies department at the University of Manitoba.
Visit the Manitoba Federation of Labour page for more information and to apply. The deadline is October 1, 2024.