There will be 696 recipients of compensation from Alberta Health Services (AHS), with certain workers potentially receiving up to $5,000 for lost time due to the COVID-19 epidemic. This change is a result of a recent agreement between AHS and the Alberta Health Sciences Association (HSAA).
A resolution has been reached between the Alberta Health Sciences Association (HSAA) and Alberta Health Services (AHS), paving the way for compensation for 696 AHS employees who faced work disruptions during the COVID-19 pandemic. The settlement follows a mediated process that involved addressing over 1,000 grievances from union members who chose not to receive the COVID-19 vaccination.
To navigate the disagreements, a mediator was enlisted to arbitrate the matter, leading to binding recommendations. As per these recommendations, AHS is required to provide furlough pay to all individuals compelled to work during the pandemic.
The recompense is set at $5,000 per employee who is impacted. Furthermore, employees who were granted permission to work but were required to bear the financial burden of COVID-19 testing will be reimbursed in full for all duly documented testing-related expenses. The precise reimbursement amounts remain to be ascertained, although variations are anticipated in light of specific cases.
A total of 1,650 full- and part-time AHS workers who did not get the recommended vaccine dose were placed on unpaid leave between 2021 and 2022. Certain persons were subsequently permitted to resume their jobs, but they were made to pay for the costs of the COVID-19 exam that was required before they could return to the office.
It is crucial to note that this settlement exclusively applies to individuals under the HSAA umbrella. Negotiations with other groups are ongoing, and the United Nurses of Alberta (UNA) is managing its case through an arbitrator appointed by the Labor Relations Board.
The UNA has identified 82 complaints seeking lost wages on behalf of members who provided adequate information supporting workplace accommodation or worked exclusively from home without a reasonable expectation of being called back to their regular duties. The arbitrator's role is to address these specific grievances and provide resolutions in accordance with labor relations regulations.
