Labour Relations Information for Members
The Labour Relations Officers (LROs) represent members to respond to an Article 7 complaint, attend meetings with members where there is a potential for discipline, and handle grievances arising from violations by the employer respecting the terms and conditions of employment set out in the Collective Agreement.
Although the AASUA office is open Monday to Friday, from 8:30 AM to 4:00 PM (closed from 12:00 -1:00 PM), meetings with LROs are by appointment only.
Requesting a Meeting with an LRO
Please call 780-492-5321 to leave a voice message or email email@example.com to request a meeting. Please provide as much of the following information in advance of the meeting as possible. Your information is always held in the strictest of confidence subject to legal requirements:
- Name and phone number (please use the surname associated with your University employment);
- Appointment letter and any attached supplementary conditions;
- Details of what your concern is and any actions you took to address it (i.e. who did you contact or speak to, what was their response, etc.); and
- Any other relevant facts or evidence.
You should expect to receive a response from an LRO within two business days of the receipt of your voice message or email. Please do not contact multiple staff members about your concern.
Duty of Fair Representation
The AASUA owes a Duty of Fair Representation to its members. Decisions related to the filing and resolution of a grievance on a member’s behalf by the AASUA must not be arbitrary, discriminatory, made in bad faith, or made with serious negligence. When you contact the AASUA with a concern, the LRO will carry out a preliminary investigation of your matter to assess whether it constitutes a violation of the Collective Agreement. If you are requesting assistance with responding to a complaint or dealing with potential discipline, the LRO will look into your matter and review options or next steps with you.
Duty to Cooperate
Members who seek assistance from the AASUA have a duty to cooperate with the AASUA. When you approach the AASUA for assistance, we will ask you to provide all information related to your matter. You are also responsible for responding to further requests or communications from the AASUA in a timely fashion. The AASUA exercises the right to discontinue representation of a member who does not cooperate.
Protecting Your Own Interests
Members protect their own interests by minimizing their losses, cooperating with the union, and availing themselves of informal dispute resolution when possible. If the Grievances Committee supports the preliminary decision made by the Executive Director not to advance a concern to grievance, members have the right to appeal that decision to an Appeal Committee. The process is set out in the Membership Representation Policy. Should a member wish to appeal, process information will be provided by the LRO.
Workplace Anti-Harassment and Violence Policy
AASUA staff have the right to a safe workplace. A copy of the AASUA's Workplace Anti-Harassment and Violence Policy is posted at the AASUA office and is available on the AASUA website.
What if I need to reschedule my appointment?
Please send an email as soon as possible to the LRO.
Will the AASUA provide me with a lawyer?
The AASUA does not retain lawyers for individual members. Any legal counsel retained by the AASUA is for the purpose of representing the AASUA.
I have my own lawyer; can they represent me?
Your lawyer has no jurisdiction to represent you in matters covered by the Collective Agreement. Any legal counsel that you retain is at your own time and expense, and the LROs are not obligated to consult with your legal counsel on your matter.
Can I file my own grievance?
No. You can request that the AASUA file a grievance on your behalf. A grievance is carried solely by the AASUA. If your concern is determined to be a violation of the Collective Agreement, then the AASUA may file a grievance. Given that there are grievance timelines, please contact the AASUA as soon as possible with respect to your concern as it relates to your terms and conditions of employment.