Posts Tagged ‘insideAESES’
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.
AESES Delegate Experience at the Biennial Convention of Confederation of Canadian Unions
Monday, December 1st, 2025
Tessa Petrychko (UM) and Sarah Steidl (UW) were randomly selected from all submissions to attend the Biennial Convention of Confederation of Canadian Unions in Ottawa as AESES Delegates. Read about their personal experiences attending the convention.
Building Solidarity at the 2025 CCU Convention
Tessa Petrychko
Attending the 2025 CCU Convention in Ottawa as a first-time attendee and delegate of AESES was an inspiring reminder of what unionism in action truly looks like. Joining unions from across Canada to discuss the current state of labour in our country was both energizing and motivating. Hosted in historic downtown Ottawa, the convention was filled with passionate discussions, meaningful connections, and a shared commitment to standing up for the rights of workers—a spirit that could be felt in every room.
The keynote speakers brought in by the CCU made a lasting impression on me. Lawyer Daniel Legris (JD) spoke about what independent unions can do in support of reconciliation, emphasizing the importance of bridging the political gap by sharing expertise and lived experiences. His message was a powerful reminder that reconciliation is not just a government responsibility, it’s also a shared duty for all of us within the labour movement.
Professor Brian McDougall provided an engaging look at the history of the labour movement in Canada. He shared historical documents and accounts of major labour protests and strikes in Ottawa, highlighting their significance and reminding us of where we came from—and what we continue to work toward.
Photographer and broadcaster Tod Maffin offered a moving reflection on what it means to be Canadian, saying, “It’s about stepping in where we’re needed, helping when we can, and then quietly moving on to the next people that need our help.” His words are a reminder of what the spirit of unionism itself—showing up for one another, standing together in solidarity, and continuing the work quietly but persistently to improve conditions for all workers.
Beyond the speakers, one of the most valuable parts of the convention was the collaborative work among delegates. We reviewed and debated proposed resolutions—an exercise that allowed sisters, brothers, and friends from across the country to share perspectives and engage in healthy, respectful debate. Reports from trustees and committees provided valuable updates on the ongoing work within their unions, offering insight into the collective progress being made across the CCU.
Throughout the convention, it was clear that the CCU’s work is vital in supporting unions like AESES. The CCU advocates for the advancement of workers’ rights, promotes unity among small and medium independent unions, and strives for fair and progressive legislation. This collective approach strengthens us all, allowing our unions to come together as part of a truly democratic and national labour movement.
The convention reminded me that our collective voice is strongest when every member is engaged. I’m proud to bring that spirit of solidarity back to AESES as we continue advocating for fairness, dignity, and respect in our workplaces.
I would like to sincerely thank AESES, our Executive Board, our President, and the CCU for allowing me the opportunity to take part in this inspiring and meaningful experience as a delegate.
In solidarity,
Tessa Petrychko
CCU Convention AESES Newsletter Write-Up
Sarah Steidl
I had the pleasure of attending the Canadian Confederation of Unions’ 32nd Biennial Convention in Ottawa from October 18- 20. I would like to extend my sincere thanks to AESES for making this exciting and valuable opportunity possible. As an AESES delegate, I was able to participate in the convention and learn more about the CCU’s structure, mandate, and operations. I also appreciated the opportunity to get to know my fellow AESES delegates, including members of the AESES leadership team and Board of Directors.
The gathering began with a one-day labour school that featured talks from three engaging keynote speakers: Daniel Legris, Brian McDougall, and Tod Maffin. These speakers focused on a range of topics, including opportunities for union collaboration and solidarity with Indigenous Peoples, the history of the labour struggle, both in Ottawa and nationally, and the importance of upholding our Canadian identity in the face of an increasingly polarized and nationalistic world.
The gathering continued with the opening of the two-day CCU 32nd Biennial Convention on October 19. The convention brought together delegates from CCU union affiliates, representing workers in a wide range of industries. It was eye-opening to see the different perspectives that delegates brought to the table that reflected their own experiences in the workplace, and within their unions and the broader labour movement.
The convention began with a talk by Greg Meekis, Coordinator of the Odawa Native Friendship Centre, who shared his story and highlighted what ‘truth and reconciliation’ means to him. The day also included presentations by Tim McSorley, National Coordinator for the International Civil Liberties Monitoring Group, who spoke on stopping the ‘Strong Borders’ Acts and defending privacy, civil liberties, and human rights in the face of Bills C-2 and C-12, and Emily Leedham, a journalist and photographer who spoke about her experience reporting on labour movements.
I really enjoyed being able to participate in the CCU’s process of voting on policy and constitution resolutions, which included a review of the proposed resolutions, respectful and engaged debate amongst delegates regarding proposed resolutions, and ultimately, a democratic vote on each proposed resolution. A cornerstone of democracy is that everyone’s voice is heard, and everyone’s vote is counted equally, and these principles were upheld throughout the resolutions process, as delegates were given the opportunity to speak to resolutions, raise concerns, and propose amendments.
Being able to participate in this process provided me with a valuable look into the CCU’s operations. During the two-day convention, we voted on a wide-ranging slate of proposed resolutions. I was also able to participate in the election of CCU National Executive Board Members, including the roles of President, Vice-President, Treasurer, and Secretary. Nominations for these positions are accepted at every biennial convention, and appointees serve for two-year terms.
My biggest takeaways from attending the CCU labour school and 32nd Biennial Convention were an improved understanding of the CCU and a renewed enthusiasm and respect for unions and the important work being done by AESES’ executives, staff, and board members to advocate on behalf of union members. Membership in the CCU allows AESES to be part of a larger movement and connect with other unions, while still maintaining its own independence and control over governance and policies. Throughout the keynote speeches and group conversations, the importance of solidarity with our fellow union members in times of struggle was highlighted.
Thank you again to AESES for providing me with this opportunity!
AESES Children’s Winter Holiday Extravaganza 2025
Monday, December 1st, 2025
On Sunday, November 30th, 249 guests, made up of members, children and their families, attended the Children’s Winter Holiday Extravaganza to enjoy the sights and sounds of the holidays at UMSU University Centre on the UM Fort Garry Campus.
Everyone enjoyed a fun afternoon of food, gifts, face painting, cookie decorating, clowns, and main stage entertainment by Comedy Illusions of Greg & Oonaugh, Santa and Mrs. Claus also stopped for a visit and photos.
Thank you to the AESES Activities Committee and all the dedicated volunteers who made the event possible again this year! Also, thanks to Leanne Shumka and Denis Côté (UM) for the use of their photos.
2026 Proposed Budget
Monday, December 1st, 2025
Below is the AESES Finance Committee’s proposed budget for 2026. These estimates are subject to approval by the Board of Representatives at their meeting on December 9, 2025. AESES Proposed Budget 2026 (PDF)
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.
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.
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.