While Canada Post complains of its dire financial condition, its subsidiary Purolator found the means to purchase Livingston International, Canada’s “largest customs brokerage firm,” for an undisclosed sum.
Cuts won’t help solve Canada Post’s financial problems. According to a recent report from the Universal Postal Union, aggressive cost-cutting measures like closing post offices “backfire economically.” In fact, “closing post offices to cut costs actually worsens” operators’ financial performance.
How can you show support?
1. Join a Picket!
CUPW Pickets
Delton Depot, 12725 82nd St, 6 am – 6 pm, M-F
Edmonton Mail Processing Plant, 12135 149 St, 24/7
South Corporate Retail Outlet, 7506 Gateway Blvd, 6 am – 6 pm, M-F.
Sherwood Park Depot, 26 Cranford Way, 9 am – 3 pm, M-F.
2. Reach out to your MP
“Hands Off My Postal Office” Campaign. Go to theCUPW website for more information
Do you want more information on why the Canadian Postal Workers are on Strike? Go to the CUPW website and click on “Did You Know?”.
The death of Joyce Echaquan is not just a tragedy — it is a mirror held up to health care. As a mother, daughter, sister, auntie, and grandmother, Joyce entered a hospital seeking care but instead encountered racism, neglect, and humiliation. Her final act, recording the racist words directed at her, revealed to all of Canada what Indigenous patients have long known: systemic racism in health care can have life-limiting consequences.
For nurses, remembering Joyce is both an ethical and professional obligation. This spotlight calls on Alberta’s community nurses to embrace decolonization in practice and education, moving beyond Western biomedical dominance to honour Indigenous worldviews, knowledge, and resilience. It highlights the seven elements of colonization and how they continue to shape health outcomes, underscoring that racism is not just historical but ongoing, with devastating effects.
Ginetta Salvalaggio is a practicing Edmonton family physician, Professor with the University of Alberta Department of Family Medicine, and Associate Scientific Director with the Inner City Health and Wellness Program. She received her degree in Medicine from the University of Alberta and completed a family practice residency in Thunder Bay, Ontario. Initially practicing as a rural locum, she eventually returned to Edmonton to establish a maternity care and family practice. She has also completed a Master’s of Science in Population Health through the University of Alberta School of Public Health.
She co-leads a community-based program of research with structurally vulnerable people who use drugs. Her academic interests include social accountability, co-design in healthcare, and partnered advocacy.
If you have registered and can no longer attend, please cancel your registration in DMS or email Local196Education@una.cabefore the registration deadline.
The Local newsletter was sent via MailChimp with updated member contact information from the Provincial UNA Office. It was sent to personal email addresses only. Please update your contact information in UNA’s DMS system if you have not received our newsletter.
Click HERE to listen to the newest podcast episode.
In this episode, Geri Ruston sits down with Dr. Bob Barnetson to examine the state of Occupational Health and Safety (OH&S) in Canadian workplaces, with a focus on Alberta and the realities faced by nurses.
Dr. Bob Barnetson is a Professor of Labour Relations at Athabasca University, whose academic and professional work centers on the political economy of workplace regulation in Alberta. His experience includes prior roles with the Alberta Labour Relations Board, Alberta Workers’ Compensation Board, and Alberta Employment and Immigration, giving him both policy and institutional insight into OH&S and workers’ rights.
The conversation covers:
The true number of workplace injuries each year—likely double the official statistics—and why underreporting is so common.
The role of the Workers’ Compensation Board (WCB) and why some employers may discourage workers from filing claims.
The impact of Bill 47 and how it has reshaped workers’ rights to refuse unsafe work.
The gender bias in how “dangerous work” is perceived, and why hazards faced by nurses and care workers are often minimized.
Why increased reporting in unionized workplaces makes it appear that more injuries occur there, when in fact it reflects a culture of transparency and protection.
1. Does the reimbursement apply to both the CRNA license and the CNPS insurance?
Yes. In 2025, Employees who achieve the total 684.6 hours required for reimbursement will be reimbursed the full cost of their professional fees to CRNA or CRPNA, as well as the cost of professional liability protection required by the Health Professions Act.
Starting in 2026, Employees will be able to combine hours worked at more than one Employer covered by this Collective Agreement to achieve the total 684.6 hours required for reimbursement.
2. Will the reimbursement be taxed?
If your employer reimburses you for your nursing licence or registration fees, this reimbursement is considered taxable income. You cannot claim that portion of the expense as a deduction if you’ve already been reimbursed for it. CRA generally disallows claiming a cost that’s already been covered through taxable income or employer reimbursement.
3. Will the entire amount be reimbursed in the first pay period in October?
Nothing has changed with the process this year regarding CRNA reimbursement, other than the amount. Those who meet the minimum number of hours will have the entire cost amount reimbursed on their pay cheque. This is typically the first full pay period in October, so it should be the Oct 29th pay cheque, but that has not been confirmed.
Any members wishing to attend the UNA Provincial AGM (October 28-30, 2025,Edmonton Expo Centre) as a delegate or an observer – a nomination formmust be completed and emailed back to local196exec@una.ca before the September 18, 2025, deadline.
Your LOA or time off must be approved before submitting your nomination form. There have been issues in the past with individuals being nominated to attend and then not being able to get the time off after the fact. We now require that time be pre-approved.
Elections for delegates and observers will be held at the September 25, 2025, local meeting. You can register for the September meeting in DMS
Local 196 Conference Funding for 2026
Two Office Rep/Committee members and two general members will be drawn at the September 25, 2025, local meeting to attend a labour-affiliated conference up to a maximum of $5000.00.
To be eligible, Office Reps/Committee members/general members must have attended at least 2 Local meetings in the previous 12 months.
Attendees for eligible conferences shall be drawn from ballots received before the September 18, 2025, draw deadline in DMS
The form for Office Rep Honorarium is live in DMS. Click HEREto access the form. The deadline to submit is November 30, 2025, at 23:59h If you don’t complete this form, you won’t be paid for your time and effort as an Office Rep for this year.
United Nurses of Alberta and Alberta Health Services have released a joint communicationwith information for Employees who take temporary positions with different Employers after the new provincial health agencies or provincial health corporations have been established, but before the introduction of the separate payroll systems.
Currently applies to:
Recovery Alberta (RA)
Primary Care Alberta (PCA)
Assisted Living Alberta (ALA)
Acute Care Alberta (ACA)
Will also apply to (when established):
Cancer Care Alberta (CCA)
Give Life Alberta (GLA)
Emergency Health Services (EHS)
Until the Payroll Transfer Date from AHS to the new provincial health agency or provincial health corporation, everything will continue to be administered as though they remain a single Employer and nothing will change for Employees’ terms and conditions of employment.
At this time, a specific date has not been identified for when the payroll system will transfer from AHS to any of the new provincial health agencies or provincial health corporations.
Once new payroll systems are implemented:
Agencies become separate Employers.
Movement between Employers will be governed by the Collective Agreement (similar to the agreement between AHS and Covenant).
During the interim period (after new health agencies are established but before separate payroll systems are in place):
Employees can freely apply for temporary positions across AHS and all new health agencies or corporations.
They will be treated as internal candidates for these positions.
If successful, the employee must request a Leave of Absence (similar to Article 22.02), strictly for administrative tracking — cannot be denied.
This process ensures the employee has the right to return to their original position after the temporary assignment, even if it ends after payroll systems are separated.
Return rights and placement obligations are governed by Article 14.08(c)(ii) — either reinstatement to the former position or another suitable role, in consultation with the Union.
These same return protections also apply if the temporary position starts and ends before the new payroll systems are implemented.
Assisted Living Alberta is a new provincial health agency in Alberta, officially launched on April 1, 2025, and is becoming fully operational by Fall 2025
United Nurses of Albertahas been informed that, effective September 1, 2025, close to 5,000 positions held by Registered Nurses represented by the union have been identified for transfer from Alberta Health Services to Acute Care Alberta (ACA), the three provincial health care corporations overseen by ACA, and Assisted Living Alberta (ALA). The process is expected to be the same as previous transfers (i.e. from AHS to Recovery Alberta and from AHS to Primary Care Alberta)
The government says these position transfers affecting UNA members will be broken down as follows:
56 to the Emergency Health Services (EHS) provincial health care corporation, under ACA
936 to the Cancer Care Alberta (CCA) provincial health care corporation, under ACA
3,969 to the Assisted Living Alberta provincial health care agency
Letter of Understanding: RE: Transition of Employees Pursuant to the Health Statutes Amendment Act
The Health Statutes Amendment Act, 2024, enables the government to establish provincial health agencies and transfer employees from Alberta Health Services (AHS) to these new agencies. AHS and the United Nurses of Alberta (UNA) have agreed on a plan to support a smooth transition while protecting patient services.
The agreement will remain in effect until March 31, 2027, unless the parties agree otherwise in writing.
Employees whose positions are designated for transfer will receive official notification via their AHS email accounts. Formal transfer notices are expected to be sent to employees between July 21 and 24, 2025
Upon notification, employees have the following options:
Accept the Transfer: Employees who accept will transition, retain their current terms and conditions of employment, including pay, benefits, pension, seniority, and vacation entitlements.
Decline the Transfer: Employees who decline can exercise their rights under Article 15: Layoff and Recall to remain with AHS. Depending on available positions, this may involve displacement or reassignment within AHS.
Key points from the agreement:
The Employer will notify all affected employees and provide them with the option to transfer or decline. Those who don’t respond by the 10-business-day deadline will be considered to have agreed to transfer.
Employees on leave (e.g., medical, WCB) will be notified when they’re ready to return, and their transfers will be delayed until they return to work.
Transferred employees won’t need to redo their probation periods.
Employees already working in AHS and the new health agency can hold casual jobs with both.
More information can be found in the Collective Agreement Highlights in the:
United Nurses of Alberta, Local 196 
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