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?

EXPERIENCING ACTS OF VIOLENCE or TERRORISM - October 5th, 2017

Recovery and Coping Strategies

 

CEFAP RULES & ELIGIBILITY Updated August 15, 2017

There has been an important update to the CEFAP Plan Rules & Eligibility Criteria that specifically addresses the obligations of participating organizations in the event an A&D violation occurs.  This update will ensure individuals that require access to services prior to returning to work or being eligible for dispatch are able to do so efficiently and effectively. 

Under C-1 (iii)&(iv) and C-2 (iii)&(iv), the requirement for remitting Alcohol & Drug Violation Referrals is directly referenced with timeline criteria and resulting outcome when that criteria is not met, indicating:

(iii) Immediately following a violation, but in any event no more than 10 calendar days following a violation, complete and submit the Alcohol & Drug Policy Violation Referral Form found at https://clra.org/form

(iv)  In the event the Employer, or potential Employer in the circumstances of a failed pre-access test, does not submit the referral form in accordance to (iii) above, and the employee, or potential employee, is denied funding solely due to being outside the required time periods referred to in B-2 (iv), the Employer shall be responsible for funding the SAE Assessment  The assessment costs, as determined for the “Pathways to Better Outcome” launch in November 2016 and adjusted from time to time, will be invoiced by and payable to CLR. 

 

Effective May 7, 2017 - Collective Agreement Changes

Employers Bound by the Following CLR Collective Agreements:

Bricklayers – Refractory
Carpenters
Cement Masons
Insulators
Ironworkers – Reinforcing
Ironworkers – Structural
Mechanical
Millwrights
Operating Engineers
Plasterers
Sheet Metal
Sheeters, Deckers, Cladders

 
 






Wages and Benefits

In each of these collective agreements, wages adjustments are determined by the formulae based on average benchmark oil prices and changes in the cost of living.  Because the average daily price for WTI Oil during the December – February period was less than $65 ($52.62), no adjustment to gross wage rates will result from the formula.

Shift Premiums

For each of the above trades, except Cement Masons, Labourers, Plasterers, Sheet Metal, and Sheeters, Deckers & Cladders, the shift premium will increase to $3.50 per hour.  The premium is calculated on an “hours worked” basis, and is in addition to the overtime premium, not multiplied by the overtime multiplier. 

For Sheet Metal and Sheeters, Deckers and Cladders, the shift premium will increase to $3.40 per hour, on an “hours worked” basis.

For Mechanical (Enabled) Commercial/Institutional only shift premiums will remain at the current rate of $3.00.

Industrial Construction Crew Supervisor (ICCS) Premium

For each of the above trades, except Sheet Metal; and Sheeters, Deckers & Cladders, the premium to be paid to supervisors that have been granted the ICCS designation by AIT will increase to $1.50 per hour, paid on an “hours worked” basis.

Some agreements provide for other changes effective May 7th, 2017.  Moreover, a number of collective agreements concluded by other Registered Employers’ Organizations also provide for changes this spring.  Please check agreement provisions carefully, and if there is any uncertainty, please contact any of the CLR representatives.

 

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.


 

January 1st, 2017

NOTICE OF CHANGES TO CLR HOURLY FEES

At the Annual General Meeting of the membership held on November 3, 2016, the Board of Directors recommended, the Council adopted and the membership ratified, the following increase to CLR Hourly Dues effective January 1, 2017:

CLR Hourly Dues:    Increase from to 11¢ per hour worked under CLR collective agreements. For work performed by member companies under other construction collective agreements, the rate will increase from 3.5¢ to 5.5¢ per hour worked, to a maximum of $25 per month per agreement.

The on-line remittance forms will be updated to reflect the above amounts for the January 2017 contributions, which will be due in February 2017.

Please call me if you have any questions or concerns respecting these adjustments.

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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We are pleased to announce the launch of our amalgamated form for Substance Abuse Expert (SAE) Assessments under the CEFAP Plan. The form is called “A&D Policy Violation Referral Form” and replaces both the Contractor Referral Form and the Union Referral Form. Please ensure you circulate this information to anyone with your organization that is responsible for A&D referrals.