CLR-A is an employers' association representing construction companies in collective bargaining with the Building Trades Unions, collective agreement administration, labour law matters, and joint initiatives with other industry stakeholders.  We deliver comprehensive programs to foster safe, healthy and productive workplaces in the construction industry.  We support and invest in Construction Best Practices. 

What's New?

True Awards 2018 - Call for Nominations


Each year, the Lieutenant Governor's True Awards awards honour successful efforts to reduce stigma, encourage recovery and strengthen programs and services in the area of mental health and addiction. These awards were initiated by Past Lieutenant Governor Donald S. Ethell as part of his Legacy Project,the Lieutenant Governor's Circle on Mental Health & Addiction.

The Circle is focused on changing attitudes about mental illness and addiction by providing public education and sharing positive stories about perseverance, recovery and giving back to communities. People across Alberta are finding inspiring ways to address the mental health and addiction challenges faced by individuals and society as a whole.

Help us celebrate their accomplishments by nominating a deserving individual or group. This year's closing date is June 30, 2018 at midnight.

True Award Nomination Form
Youth Award Nomination Form


Kind regards, 
Glynnis A Lieb, PhD
Tel: 780-850-0533


Skills Canada Alberta Competition

May 31st & June 1, 2018
Edmonton Expo Centre
Free Admission & Parking

Skills Canada Alberta


EFFECTIVE April 2nd, 2018, ReMAP update

We are pleased to announce we will be implementing a REMAP site update April 5, 2018.  Please note the site will be closed from April 2-4, 2018, to implement the changes.

While all updates may not be readily apparent nor impact all users, the following is a list of the efficiencies you may experience:

  • Categorizing of trades & sectors:
    • All trades and sectors that have a CLR initiative as a compulsory participation requirement under the collective agreement currently in place with a BTA affiliate union will be categorized as “compulsory”.  We have attached the Compulsory Remittance Requirements form for your reference.
    • All trades and sectors that do not have a CLR initiative written into the collective agreement currently in place, but where CLR is able to extend services where work is performed under an agreement with a BTA affiliate union, will be categorized as voluntary.

  • Amalgamation of remittance forms, there will now be 2 forms:
    • The “Compulsory Remittance” form will include all commercial/institutional/industrial (CII), compulsory maintenance and compulsory UA fab shop hours & fee calculations as required by a collective agreement as well as the CII hours calculations for Non-CLR trades & TIAA.
    • The “Voluntary Remittance” form will include all hours for which a voluntary application is required where participation in a CLR initiative (CEFAP, RSAP/CM or AUDIO) is not a requirement of the collective agreement for bargaining staff, or where an organization is providing coverage for non-bargaining staff.

Should you have any questions, please contact one of our administration team members at either of our CLR offices.


January 2, 2018

To:                  Employers Affected by CLR Trade Division Collective Agreements
From:             R. Neil Tidsbury

Re: Vehicle and Travel Allowances

On December 22nd, Finance Canada posted “Government Announces the 2018 Automobile Deduction Limits and Expense Benefit Rates for Business” (see ). The relevant provisions of that release are below:

1. The limit on the deduction of tax-exempt allowances that are paid by employers to employees who use their personal vehicle for business purposes for 2018 will be increased by 1 cent to 55 cents per kilometre for the first 5,000 kilometres driven, and to 49 cents per kilometre for each additional kilometre to reflect that, since the last change to this limit, the per kilometre costs associated with owning and operating an automobile have increased by roughly 1 cent. ...

Accordingly, pursuant to the standard provisions of most collective agreements, the vehicle allowance will rise to 52 cents per kilometre effective the first pay period following May 1, 2018, through April 30, 2019.

The provisions agreed at Framework Bargaining for 2011 and 2015 addressing initial and return allowances, and rotational leave allowances will result in the following adjustments:

Initial and Return Allowances:

(i)up to 200 kilometres - $88.00 each way;
(ii)200 kilometres to 300 kilometres - $124 each way;
(iii)300 kilometres to 375 kilometres - $150 each way;
(iv)over 375 kilometres to 475 kilometres - $224.00 each way, or actual airfare if suitable proof of air transport is provided to the Employer.
(v)over 475 kilometres - as mutually agreed between the parties to this Agreement to a maximum of $344.00 each way or air fare inclusive of taxes in the event this is the most practical method of accessing the project/jobsite.

Rotational Leave Allowances:

(a)On jobs located beyond a three hundred (300) kilometre radius to a maximum of four hundred and seventy-five (475) kilometres from the centre of Edmonton or Calgary or other hiring hall location, the Employer shall:
(i)Pay an allowance of $174.00 after thirty-five (35) calendar days of employment on the job and thereafter for each subsequent thirty-five (35) calendar days of employment on the job. 
Where the employee accepts Employer supplied transportation he shall not be entitled to the above allowance.
(ii)Allow employees five (5) working days leave after each thirty-five (35) calendar days of employment on the job.
(b)On jobs located beyond a four hundred and seventy-five (475) kilometre radius from the centre of Edmonton or Calgary or other hiring hall location, the Employer shall:
(i)Provide a negotiated transportation allowance, not to exceed scheduled airline air fare where scheduled air service is available, or pay an allowance of $312.00 where airline service is not available, after thirty-five (35) calendar days of employment on the job and thereafter for each subsequent thirty-five (35) calendar days of employment on the job.

The $150 allowance in section 11.01(a) of Special Project Needs Agreements based on Template A, applicable when bus transportation is provided because air transportation is not practical, will increase to $153 effective on the first pay period following May 1, 2018.

Representatives of the Building Trades of Alberta have reviewed and concurred with this information.


Alberta Chamber of Resources’ White Papers:  Powering Alberta

In early 2016, responding to shifts in societal values at the provincial, national and international levels, the Government of Alberta mandated the elimination of coal-related carbon emissions, effectively setting a course to retirement of the present coal generation capacity by 2030. That capacity is to be replaced by renewable generation plus natural gas generation. This is an ambitious change agenda with considerations of technological change, investment attraction and construction logistics. ACR decided to contribute to the public discourse with strategic perspectives from resource sector companies which include large power consumers as well as large coal, gas and renewable power producers.

The following White Papers are an invitation to all stakeholders to engage in the dialogue – the odds for a successful transition are greatly increased when all the players are contributing expertise, wisdom and commitment at every step.   They are important reading for all Albertans.

Paper #1 | Powering Alberta – Overview

Paper #2 | Maintaining Investor Confidence

Paper #3 | Learning from the Experiences of Other Jurisdictions

Paper #4 | Planning an Orderly Transition

Please click here to download the papers.


December 8, 2016

Marijuana and the Safety Sensitive Worker – A Resource For Employers and Employees

Employers struggle with decisions respecting the safe deployment of workers using medically authorized marijuana.  The federal government is now moving towards a model of legalization, regulation and restriction of marijuana use generally in the adult population, and the challenges for employers maintaining safe workplaces is likely to escalate.  But there has not been solid information guiding employers and informing employees in respect to understanding this drug, the effect it may have on the individual worker and in the workplace, particularly with respect to safety sensitive duties, and what type of guidelines should exist in terms of procedure and policy for those individuals using the drug.

Dr. Brendan Adams has exhaustively researched these issues and has drafted a resource paper: “Marijuana and the Safety Sensitive Worker”.  Please find it as well as a useful Q&A, by clicking on the link below. It can also be downloaded in PDF form.

Marijuana and the Safety Sensitive Worker.
PDFs: main document / appendix document

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