Attendance Management - Eligible employees have the right to use sick time

Article 19 of the Provincial Collective Agreement ensures that all employees are entitled to sick time for an illness, quarantine by a Medical Officer of Health, or for an accident for which compensation is not payable under the Workers Compensation Act. While employers have a right to adopt “Attendance Management Programs,” United Nurses of Alberta is generally opposed to the implementation of programs that may discourage employees from accessing their collectively bargained right to sick leave. UNA advocates for safer and healthier workplaces to support employee attendance. Employers are permitted to implement such programs subject to the wording of Article 4, which requires policies to be fair, reasonable and professional. Therefore, employers must set reasonable standards and not use averages that employees may be unable to meet. Employers must also apply attendance standards in a fair and reasonable manner. Employers are also entitled to hold attendance management meetings with employees. However, disciplinary discussions are not permitted as part of an attendance management program. Therefore, meetings should be supportive and not focussed on blame or intimidation. An attendance management program does not excuse an employer from the requirement to accommodate employees on the basis of protected grounds of discrimination, such as mental and physical disabilities and family obligations, as set out in Article 6 of the Provincial Collective Agreement. Absences on these grounds must not be included in the employer’s calculation of absences. During the meeting there should also be no questions about any medical condition or disability. UNA encourages employers to ask during any meetings if there is anything the employee needs or any accommodation required for the employee to remain at work.

Voting in Alberta Elections

Alberta’s Election Act ensures that all eligible voters are allowed three consecutive hours for the purpose of voting. An Employee’s regular work schedule may already allow for three consecutive hours while the polls are open (from 900 to 2000 on Election Day). For example, if a shift begins at 1200, or ends by 1700, an Employee will have the three hours required by legislation to vote and would not be entitled to take additional time off. The provisions contained in Section 132 of the Election Act state: (1) If the work schedule of an employee who is an elector does not provide the employee with 3 consecutive hours to vote in an election or plebiscite during one of the days of advance voting or on election day, the employer shall allow the employee leave time for voting as required to provide the employee 3 consecutive hours to vote during voting hours on any of the days of voting, at the convenience of the employer. (3) No employer may make any deduction from the pay of an employee or impose on or exact from the employee any penalty by reason of the employee’s absence from employment during the leave time for voting referred to in subsection (1). UNA members are encouraged to speak with their Employer in advance to ensure they have the time off to vote if needed. UNA members with any questions or concerns should contact their UNA local executive or Labour Relations Officer at 1-800-252-9394.