Calgary Police Collective Bargaining Agreement

Paying the Hat Medicine police more than the Toronto police hurts us because we do not have the same purchasing power as Toronto. The cost of living is cheaper in Medicine Hat, so work is cheaper – it`s one of the main competitive advantages of small towns. Bruce J.A. found that arbitrators who simply use external wage parity to resolve wage disputes distort the collective bargaining process. Wage parity is a formal term for similarity in wages. In other words, the arbitrator cannot simply say medicine to the police should pay X, because the Toronto police paid X. If the city and the police are unable to reach an agreement on the union plan, both parties can ask for conciliation. If mediation fails to resolve our disputes, each party may again escalate and request a binding arbitration procedure. It is always better for the city and the police union to get an agreement without an arbitrator, but it is helpful to understand how arbitration works to better educate the public, what kinds of balances and trade-offs are to be expected. Finally, a binding conciliation is the hammer that hangs over any collective bargaining.

Referee Stan Lanyon works by motivating all arguments. He agreed with the union that Delta`s collective agreement was not a good comparator, as economic conditions and working conditions vary widely in Vancouver. But he disagreed with Calgary and Edmonton. In Lanyon`s 2014 and 2016 decision, he wrote that wages in Alberta were “too rich” for Vancouver and were not fair comparators because of Alberta`s unique provincial economy (at least at that time). From 2001 to 2015, wages in Alberta increased by 17.6% more than those in British Columbia. This should not indicate that police salaries accurately reflect differences in the cost of living in each municipality (which would swing the pendulum at the other extreme), except that local economic conditions cannot be ignored. But the de facto pay parity of the police throughout the country suggests that cities and/or arbitrators favour wage parity over local economic conditions. I think this imbalance needs to be corrected. As a primary collective entity, act under the Collective Police Workers Act to negotiate and manage collective agreements on wages and working conditions and to comply with the non-arbitrary, discriminatory or bad faith act of representation of members. The arbitrator will try to counter a fair and reasonable agreement.

The definition of what is “fair and reasonable” begins with the consideration of other collective agreements in the same sector and geography to be used as comparators. The first-class constable is the standard measure for comparing canadian police salaries. It usually takes four years to reach the rank of a first-class constable. Ignoring or minimizing the impact of local economic conditions on police salaries penalizes two groups: small municipalities and metropolitan police officers. assistance to members who are investigated and/or charged in connection with disciplinary offences while performing their legal duties as police officers; The City of Medical Hat wants to be a big employer. We want to set a good example for the private sector, but the choice is not between a private company (looking for profits) and a union – it is the taxpayer and the police.