Archive for the ‘News Feed’ Category
Can You Tell Me: What Personal Medical Information is the Employer Entitled to Receive?
Wednesday, April 1st, 2026
Sick leave can be a stressful and confusing time, and members may be unsure what information they need to share with the employer. Understanding what personal medical information the employer can request is important for protecting medical privacy and helps navigate both short and long-duration sick leave confidently. The details of the right to medical privacy are outlined in our respective Collective Agreements through Article 15.6 at The University of Winnipeg and 17.2 at the University of Manitoba.
For brief sick leave absences, members may be required to provide some basic information. The employer can ask about the general nature of the illness, but typically not the specific medical diagnosis or detailed treatment information. Examples of this distinction might include reporting a “mental health issue” as opposed to “anxiety and depression,” or “respiratory illness” as opposed to “bronchitis.” They can also ask about the length of the absence and the expected date of return. This information can help the employer plan operations and staffing while still considering the member’s privacy.
Extended sick leave absences may require sharing more information. As with shorter leaves, the employer can request a prognosis for return and a general description of the condition. Additionally, they may ask further questions to explore potential support and accommodation. This often comes in the form of a medical questionnaire to be provided to the member’s medical practitioner. The Collective Agreement entitles the employer to some information for the administration of sick leave, coming from Article 17.4 (UM) and 15.6 (UW). Requests for information will depend on the individual circumstances and should be evaluated on a case-by-case basis.
The purpose of these types of questions is not to pry into private medical details, but rather to help the employer better understand the condition and any limitations it imposes. It is important for the member to cooperate with the process in these scenarios. Failure to furnish necessary medical information could result in undesirable consequences, as per Article 17.4 (UM) and 15.6.3 (UW). The additional information not only helps the employer to plan temporary adjustments in their operation, but also to provide necessary accommodations and ensure a safe, supported return.
Members should know that they do not have to navigate these questions on their own. Please contact the AESES Business Office if you are unsure whether a question from the employer related to medical information or sick leave is appropriate. We are able to clarify your rights to privacy and help balance that right what information the employer can request.
Cosmic Glow Bowling Recap – March 2026
Wednesday, April 1st, 2026
Thanks for everyone who attended on March 21 at Billy Mosienko Lanes. Almost 50 members and their friends and families enjoyed pizza, prizes and bowling!
Thanks to Blair Zelinsky for the photos of the event!
The winning teams:
Round 1
Tessa Pearen, Frank and Marie Leskovjan, Angela Carlson, Nick Yates, and Laura Butler
Round 2
Dave Nicholls, Montana and Kirsten Quiring, Mark, Aria and Jack Nuttall
Round 3
Viviana Burgos Camacho, Gustavo Abella, Brandy Currie, and Tracy McDonald
Annual General Meeting – April 14
Tuesday, March 24th, 2026
Tuesday, April 14, 2026
7:00 PM
ONLINE
All signed* AESES union members are invited and encouraged to attend this year’s virtual AESES Annual General Meeting (AGM). In 2025, 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 14 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.
Call for Volunteers – Committees and the Board
Monday, February 2nd, 2026
Help shape the future of AESES by filling an open position in these important roles!
- Diversity Committee
- University of Manitoba, Districts 01, 04, 07, 08, 30, 32, 34, 35, and 37
- The University of Winnipeg, Districts 52 and 56
- St. Andrew’s College, District 61
Contact the AESES Business Office at 204-949-5200 or aeses@aeses.ca to learn more.
President’s Message – February 2026
Sunday, February 1st, 2026
As I sit down at the computer to compose my first Message from the President for insideAESES, I find myself reflecting on the significant changes that have come my way since I began my term as Executive Vice-President in May 2024. After serving two terms as Interim President, I am honoured to have been voted into the role of President for the remainder of this term, ending May 2026.
I would like to take a moment to thank Rob Parker for his 20 plus years of dedication to AESES. Having served as a Board member, Contract Administrator, member of various committees and most recently as President, Rob’s tireless work on behalf of our members will not be forgotten. His insight and commitment will be greatly missed.
January was a time of cold reflection, warm hot chocolate and time well spent with family and friends as we endure yet another Winnipeg winter anticipating warmer days ahead. While the weather is cold, the work within AESES remains as active as ever.
The Education Committee and Activities Committee are gearing up for another great year of fun and educational events that our members can attend. Watch your email and aeses.ca in the coming months for details.
Our Labour Relations Team remains extremely busy ensuring your workplace concerns are heard and your rights are protected from your employer. If you feel your rights under the collective agreement have been compromised, please reach out to labourteam@aeses.ca. As always, all dealings with the AESES Business Office are strictly confidential.
The University of Winnipeg has concluded bargaining sessions with the employer and that AESES should have a contract offer to present to AESES-UW members in the upcoming weeks. For the University of Manitoba, the Negotiations Committee has been hard at work, vetting numerous proposals submitted by you, our members. We will soon schedule a AESES-UM membership meeting to approve the final list of proposals. Watch your email for further details about these important meetings. As Rob noted in his final President’s message, AESES stands firm in our commitment to securing strong, fair collective agreements.
In Solidarity,
Karen
Can You Tell Me: What is an Investigatory Meeting?
Sunday, February 1st, 2026
An investigatory meeting is a formal process initiated by the Employer when they are considering a situation that may lead to discipline. These meetings are a precursor to formal disciplinary action and are governed by our respective Collective Agreements.
The rules for investigatory meetings differ slightly between UW and UM. At UW, Article 9.4 generally requires that an investigation take place before discipline is imposed except in exceptional circumstances. At UM, Article 9.1 does not prescribe an investigation in all cases but allows the Employer to investigate alleged culpable activity that may give rise to discipline. At both Universities, the Employer must inform the Employee that the meeting is an investigation and advise them of their rights to AESES representation, although it is typically the Employee’s responsibility to request that representation.
Upon request, an AESES representative will speak with the member in advance of the meeting to help explain the process, discuss the context for the investigation, and consider what the Employer may be seeking to establish. In some cases, a member could be called as a witness to a situation involving others and may not be personally culpable. AESES can also advise the member on the potential relevance of disclosure, remorse, honesty, and any mitigating circumstances, such as medical issues, as part of preparing for the meeting.
The investigatory meeting normally includes representatives from HR and management, the member, and an AESES representative if requested. The Employer will outline their concerns and ask a series of questions in order to establish facts. Having AESES representation at the meeting is important to support the member during a potentially stressful process and to ensure accurate documentation of the investigation.
Several outcomes may follow the investigatory meeting. The Employer may decide to gather additional information at another meeting, take no further action, or issue formal discipline. Discipline typically follows the path of progressive discipline, beginning with an Oral Warning, though in more serious situations the Employer may proceed directly to suspension or dismissal.
If discipline is issued and a member believes it to be unjust, it may be possible to challenge it through the grievance process as outlined in the Collective Agreement (UM Article 23; UW Article 21). Documentation of the investigatory meeting can be an important way to support that process. Members who have been summoned to an investigatory meeting, or who have questions about this process, are encouraged to contact the AESES Business Office at 204-949-5200 or LabourTeam@aeses.ca.
AESES Announces New President – Karen Simpson
Thursday, January 15th, 2026
At the January 13, 2026, meeting of the AESES Board of Representatives, Karen Simpson was elected by acclamation for the position of President on the Executive Council for the term ending May 2026.
Karen has worked for the University of Manitoba, Bannatyne Campus for 44 years, starting in the Computer Department and currently with the Department of Psychiatry.
Karen recently held the roles of Interim President, Executive VP and VP Bannatyne, and was previously Secretary in May 2022-2024. Karen joined the AESES Board of Representatives in 2018 and has contributed in a number of capacities over the years, including serving on the Ad Hoc COVID Assistance Fund and Education Committees.
Karen is a dedicated, loyal and hardworking individual who is committed to the betterment of our members and looks forward to working with the Executive Council, Board of Representatives and the AESES Business Office staff in her new role.
Over the coming weeks, Karen will begin to adjust to the permanent role and their duties with the AESES Business Office. Welcome, Karen!
As a result, the roles as Exec VP and VP Bannatyne were vacated. Divjyot Grewal was elected as Executive VP (and remains VP Fort Garry campus). Danielle Saj was elected as VP Bannatyne campus. We congratulate Divjyot with their additional role and welcome Danielle to the Executive Council.
Each role’s term will end at the May 2026 Board meeting, once the new Board of Representatives and Executive Council is elected.
Thank you to our members for your patience and support during this period of change. We appreciate it.
Happy Holidays and Season’s Greetings from AESES!
Friday, December 19th, 2025
Wishing you and yours joy and laughter for the season
and time well spent with friends and family!
All the best for 2026!
Season’s Greetings from
Karen, Colleen, Lorne, Leanne, Daniel, Judy, Blair, and Joey
Our office will be closed from December 24, 2025 to January 2, 2026. We will reopen on Monday, January 5, 2026 at 8:30 am.
Resignation of Rob Parker, AESES President
Wednesday, December 3rd, 2025
The AESES Executive Council would like to share that Rob Parker has stepped down from his role as President and from his committee positions effective December 2, 2025. Rob has been an incredible asset to AESES, serving as President since September 2024 and contributing meaningfully in several capacities over the years, including in his work as UM Contract Administrator. His dedication, leadership, and commitment to supporting our members have had a lasting and positive impact on the organization.
Rob will be greatly missed, and we extend our sincere gratitude for his service and our very best wishes as he moves forward.
During this transition period, our Executive Vice-President, Karen Simpson, will serve as interim President. The Executive Council and AESES Business Office will continue to support members and carry out the work of the union without interruption. Further information about next steps will be shared with the membership as it becomes available.
In solidarity,
AESES Executive Council
Can You Tell Me: What is the Employee and Family Assistance Program?
Monday, December 1st, 2025
The Employee and Family Assistance Program (EFAP) is a benefit offered by both Universities aimed at the well-being of their employees and employees’ family members. AESES members at both Universities have access to EFAP guaranteed by their respective Collective Agreements: Article 27.1 (UW) and Article 32.1 (UM).
At the University of Winnipeg, the program is administered through Manitoba Blue Cross and is available to all employees who are eligible for Blue Cross benefits. The employee’s spouse and dependent children may use the service as well. The program can be accessed by placing a call to the Manitoba Blue Cross Employee & Family Assistance Centre at 204-786-8880 and requires the Blue Cross Client and Certificate Number to verify. More information is available through the U of W HR’s EFAP page.
At the University of Manitoba, the program is offered through Kii by CloudMD and is available to all employees covered by the AESES-UM Collective Agreement as well as their immediate family, including dependent children. Kii can be accessed through an online portal with the organizational access code, available through the UM Sharepoint along with other details about the plan. Registration does not require a work email address; a personal address can be used for the purpose of confidentiality. In addition to counselling, Kii provides a library of health and wellness articles.
The objectives of the EFAPs are employee health and wellness. The free short-term personal counselling offered through the EFAP is not restricted to mental health, however, and can support a variety of other potential areas such as addiction, physical health, financial advice, legal issues, and connecting with child or elder care resources. Employees who have not considered using the program may be surprised by the breadth of assistance and resources it offers.
A central concern when using the EFAPs, due to the sensitive topics they support, is confidentiality. The employer will not be notified that an employee or family member has accessed their EFAP whatsoever. The employer provides the EFAP but does not administer it in any way other than providing access. Members’ inquiries through the program are completely confidential.
The EFAPs are a negotiated benefit in our respective Collective Agreements and provide confidential counselling and resources on a breadth of topics and issues that members may not expect. AESES encourages members to make use of these resources when needed. For any inquiries related to the EFAPs, please reach out to the AESES Business Office at 204-949-5200 or LabourTeam@aeses.ca.