Town of Coaldale residents deserve excellent public services, but delivered in a way that respects both employees and taxpayers. That's why over the past year, the Town has worked in good faith with the Alberta Union of Provincial Employees (AUPE) to arrive at a balanced collective agreement with Coaldale's unionized municipal employees. Despite the Town’s good-faith efforts to reach a new agreement, however, AUPE has - from the very outset of bargaining - sought to impose a “no-rollback” precondition (which the Town has never agreed to and never will agree to) and has continually pressed for unrealistic increases in both wages and benefits. These demands underscore a widening disconnect between public-sector compensation expectations, current private-sector wage trends, and what taxpayers - who ultimately foot the bill for municipal wages, salaries, and benefits - can reasonably afford.
What AUPE Initially Asked For
On November 15, 2024, AUPE submitted the following general wage increase proposal to the Town:
- April 1, 2024: 17.5% (13% to all classifications + a 4.5% Cost-of-Living Adjustment)
- April 1, 2025: 6.5% to all classifications
- April 1, 2026: 6.5% to all classifications
In total, this general wage increase proposal amounts to 30.5% over 3 years.
In addition to a 30.5% general wage increase, however, AUPE also proposed the following increases to employee benefits:
- Increase Health Spending Account to $1500 per person from $1000.
- Vision – Increase to $400 every 2 years for exams and corrective lenses, annually for dependent children.
- Dental – Improve maximum from $1500 to $2500 ortho and increasing basic coverage to 100%.
What the Town of Coaldale Initially Offered
On November 15, 2024, the Town submitted the following general wage increase offer to AUPE:
- April 1, 2025 – 2.5%
- April 1, 2026 – 2.5%
- April 1, 2027 – 2.5%
In total, this general wage increase offer amounts to 7.5% over 3 years.
In addition to this general wage increase offer, the Town asked for the following rollbacks:
- That the overtime rate moves from double time (2X) to time-and-a-half (1.5X)
- That the partial payout of unused sick leave hours be discontinued, and that the annual number of sick days remain at 12 (recognizing that the Town has both short-term and long-term disability plans in place for permanent employees)
- That call-outs (for on-call staff) be at 1.5X the regular rate of pay as opposed to 2.0X
What AUPE Eventually Proposed
Given the difference between what AUPE initially proposed and what the Town initially offered, on June 24, 2025, AUPE adjusted its general wage increase proposal to the following, while maintaining its proposed increases to benefits:
- January 1, 2025 – 15.5% (2.5% + an estimated 13% (on average) in market adjustments to base pay)
- January 1, 2026 – 2.75% to all classifications
- January 1, 2027 – 2.75% to all classifications
- January 1, 2028 - 3.00% to all classifications
In total (compounding included), this general wage increase proposal amounts to an average 25.97% increase over 4 years.
What the Town Finally Offered
On June 16, 2025, the Town submitted Comprehensive Offer #3 to AUPE for consideration. That offer included:
- A four-year agreement with annual general wage increases of:
- January 1, 2025 - 8.5% (2.5% + 6% (on average) in market adjustments to base pay)
- January 1, 2026 - 2.75%
- January 1, 2027 - 2.75%
- January 1, 2028 - 3%
- 12 paid sick day/year;
- 12 paid statutory holidays/year;
- 4 weeks of paid vacation after 2 years of service;
- 1 paid personal day /year;
- 5 paid parental leave days upon the birth or adoption of a child;
- a $1000 annual Health Spending Account;
- 100% employer funded health and dental benefits;
- participation in the LAPP defined benefit pension program;
- standby pay of $60 (weekday), $90 (weekend), and $125 (statutory holiday);
- 2.5X the normal hourly rate of pay on statutory holidays;
- a $3/hour shift differential for working evenings and weekends;
- a $250/year winter boot allowance;
- a $250/year safety boot allowance; and
- a 2% vacation pay boost for casual and seasonal employees (from 4% to 6%).
In total (compounding included), this general wage increase offer amounts to an average 18.65% increase over 4 years.
In the spirit of give and take, and in return for the above, the Town also requested a few modest rollbacks including:
- that the overtime rate moves from double time (2X) to time-and-a-half (1.5X);
- that the partial payout of unused sick leave hours be discontinued, and that the annual number of sick days remain at 12 (recognizing that the Town has both short-term and long-term disability plans in place for permanent employees); and
- that call-outs (for on-call staff) be at 1.5X the regular rate of pay as opposed to 2.0X; and
- that the joint Employer (1%) / Employee (0.75%) Group RRSP program, which is a benefit that falls outside the Collective Agreement, be discontinued.
Overall, the Town of Coaldale’s offer to its union staff represented a significant increase in total compensation—especially when compared to current wage trends in the private sector, where many workers continue to suffer from stagnant wage growth and inflation.
What AUPE Rejected
On August 6, 2025, unionized municipal employees voted to reject Comprehensive Offer #3 through a Labour Relations Board-supervised secret ballot vote, prompting AUPE to issue a media release in which the offer was called "insultingly bad".
In accordance with this "insultingly bad" offer:
- AN ACCOUNTS PAYABLE CLERK - responsible primarily for processing invoices, answering phones, and reconciling accounts - would start at $32.83 per hour and receive 12 paid sick days, 4 weeks of paid vacation after 2 years of service, a 100% employer-funded benefits package, participation in the LAPP pension plan, and a $1,000 annual health spending account, bringing this employee's total annual compensation package to $80,023 per year. Within 4 years, annual wage progression would raise their hourly rate to just over $39 per hour, bringing this employee's total compensation package to $95,086 per year. Meanwhile, the median per hour rate for this employee's private sector counterpart in the Lethbridge-Medicine Hat region is currently $23.08 per hour.
- AN ARBORIST - responsible for tree care - would start at $37.99 per hour and receive 12 paid sick days, 4 weeks of paid vacation after 2 years of service, a 100% employer-funded benefits package, participation in the LAPP pension plan, and a $1,000 annual health spending account, bringing this employee's total annual compensation package to $98,774 per year. Within 4 years, annual wage progression would raise this employee's hourly rate to just over $45 per hour, bringing their total annual compensation package to $117,364 per year. Meanwhile, the median per hour rate for this employee's private sector counterpart in the Lethbridge-Medicine Hat region is currently $22 per hour.
- A PUBLIC WORKS LEAD HAND - responsible primarily for the day-to-day supervision of general labourers, operating heavy machinery, and overseeing road/sidewalk repairs - would start at $32.83 per hour and receive 12 paid sick days, 4 weeks of paid vacation after 2 years of service, a 100% employer-funded benefits package, participation in the LAPP pension plan, and a $1,000 annual health spending account, bringing this employee's total annual compensation package to $85,358 per year. Within 4 years, annual wage progression would raise their hourly rate to just over 39$ per hour, bringing this employee's total annual compensation package to $101, 426 per year. Meanwhile, the median per hour rate for this employee's private sector counterpart in the Lethbridge-Medicine Hat region is currently $22 per hour.
Finally, this "insultingly bad" offer would have seen these same employees receive (in addition):
12 paid statutory holidays;
Standby-pay at a rate of $60 for each weekday, $90 for each weekend and $125 for each statutory holiday;
$3 / hour shift differential for working evenings and weekends;
2.5X the normal hourly rate for working on a statutory holiday
One (1) paid personal day off per year;
A $250 winter boot allowance and a $250 safety boot allowance per year; and
5 paid days of paid parental leave after the birth or adoption of a child.
What It's Like to Work for the Town of Coaldale
Beyond excellent pay and benefits, the Town of Coaldale cultivates a collegial and supportive workplace environment. Staff are encouraged to celebrate each other’s successes through annual long service award ceremonies, while regular staff breakfasts provide opportunities for casual connection across departments, helping to strengthen relationships and foster teamwork. This approach to employee engagement and recognition contributes directly to high morale and exceptionally low staff turnover - a sign that employees feel valued, supported, and satisfied in their roles. The focus on collaboration, mutual respect, and shared celebration ensures that the workplace culture is as rewarding as the financial package. Employees not only enjoy financial stability but also benefit from being part of a team that celebrates achievements, supports personal and professional growth, and fosters long-term loyalty.
If you are interested in working for the Town of Coaldale, please click on the button below to view current opportunities.