AUNP CBA FAQ’s 

What does “readily available” mean for the new availability during meal periods provision?

‘Readily available’ means you are required to remain available to be contacted via phone/computers/pagers/etc during your meal period if needed. 

When an NP is required to remain readily available during a meal period, that meal period is paid at straight time. It does not count toward overtime.

This language recognizes the reality that many NPs continue to be responsible for clinical coverage, urgent questions, pagers, secure chats, learners, and other patient care needs during scheduled meal periods. The intent is not to remove flexibility or require rigid break scheduling. Instead, it ensures NPs are not unpaid for a meal period when they are still required to remain available for duty.

You should follow your site process for reporting readily available meal periods, such as the WFM Add to Pay form below (check Readily Available and include 30 minutes – where applicable), and keep a record of any issues or inconsistencies so they can be addressed, as necessary. We are aware that the format of the Readily Available form may slight vary slightly between employers so, should there be any issue with accessing a local form, kindly follow up with your manager or HR. This is a significant new addition to your collective agreement, and we would encourage all “readily available” members to avail themselves of this provision.For further information regarding how to enter “readily available” hours into WFM, please log into the Members Only Portal for by-step instructions.

Yes, you (including Casual Employees) are entitled to receive reimbursement for the full cost of Professional Fees and Professional Liability Protection and Core Services provided by the Canadian Nurses Protective Society levied annually by The College of Registered Nurses of Alberta (CRNA). This entitlement is for the 2024/2025, the 2025/26 registration years, and subsequent years. For Nurse Practitioners, the registration year is October 1st to September 30th in the following year.

Yes, to qualify for such reimbursement, you are required to have accumulated 684.6 hours at the Basic Rate of Pay in the previous year for the purpose of reimbursement for the 2024/25 and 2025/26 registration years. For subsequent registration years Employees who work at multiple Employers shall be eligible to count hours worked with other participating Employers towards the threshold for reimbursement however in no event shall an Employee receive reimbursement for more than the total cost of the professional fees and liability insurance in any registration year. 

Expenses must be submitted by the Employee into iExpense. Please log into the Members Only Portal for further instructions on the reimbursement process. 

  • You are required to submit a report from Employee Self Service confirming that you worked the required 684.6 hours with a combination of any of the Employers effective in the 2026/27 registration year.
  • If hours worked are from multiple Employers, you are responsible for providing this information utilizing Employee Self Service Reports in ePeople.
  • The hours must have been worked as a Nurse Practitioner in the registration year and paid at the Basic Rate of Pay.
  • Regular and Temporary Employees who worked extra hours at the Basic Rate of Pay will have those hours worked included within that specific discipline.
  • Employees who have a Casual status and a Regular/Part-time position at the same time, must submit their reimbursement on their Part-time or Regular position. Casual and regular hours are used in total hours for reimbursement.

Yes, if you are required to provide a personal vehicle for business use you are entitled to a parking location proximate to your work site at no cost and/or to be reimbursed reasonable parking expenses incurred while using your vehicle for business purposes.Please log into the Members Only Portal for further instructions on the parking reimbursement process. 

Yes, effective May 13, 2026, reimbursement for kilometrage changed to the rate of $0.73/per kilometer. If you are not required to provide an automobile for use in your employment and choose to use your own vehicle (e.g. for a call-back), the reimbursement is $0.575 per km (or at Government of Alberta rates, whichever is greater).

The Employer’s travel policy, along with the provisions in the new Agreement allows for reimbursement for approved business travel in 3 relevant circumstances:

  1. When you travel from home to an alternative work site, or from an alternative work site home, only the portion of mileage over your normal commute is reimbursable.
  2. Mileage incurred while traveling between sites is eligible for reimbursement.
  3. Regular home to designated home-site commuting is not reimbursable.

For example: 

A vehicle is required for your position as you go from facility to facility per your offer letter. Say, your location site is Southwest Centre 1 (SW1), although your job posting may say “at or out of SW1”

Assume your mileage is as follows: 

Home to SW1 – 10 km

SW1 to Facility #1 – 16 km

SW1 to Facility #2 – 25 km 

SW1 to Facility #3 – 19 km

Further assume on Monday mornings you go from home to Facility #1, work in the AM there and move to Facility #2 in the PM, before heading home. 

This is repeated 2 other times during the week. The other 2 days you go to one site and spend the entire day there.

The cleanest way to look at it is this:

Your regular commute from home to SW1 is 10 km, and that ordinary commute is not reimbursable. However, where you are required to travel to facilities as part of your assigned work, that travel is reimbursable as business travel, subject only to the normal-commute deduction for the home-to-first site and last-site-to-home portions.

Using your Monday example, where you travel from home to Facility #1, then to Facility #2, then home, the calculation should be:

Home to Facility #1: reimbursable mileage is the amount over your normal 10 km commute 
Facility #1 to Facility #2: full mileage is reimbursable as travel between work sites 
Facility #2 to home: reimbursable mileage is the amount over your normal 10 km commute.

Given the the distances from SW1 to the facilities, we can identify the worksite-based mileage as follows:

SW1 to Facility #1: 16 km 
SW1 to Facility #2: 25 km

So, if the Employer is using SW1 as the reference point for your assigned site, the Monday mileage would reasonably be:

16 km + actual mileage from Facility #1 to Facility #2 + 25 km

That gives a known total of:

41 km plus the actual mileage between Facility #1 and Facility #2.

For the three days per week where you repeat that pattern, that would be:

123 km per week, plus the actual Facility #1 to Facility #2 mileage for each of those three days.

For the two days where you attend only one facility for the full day, using SW1 as the reference point, the round-trip mileage would be:

Facility #1: 16 km each way = 32 km 
Facility #2: 25 km each way = 50 km 
Facility #3: 19 km each way = 38 km

If you have any additional questions, please reach out and we’d be glad to work with any additional examples of travel and your entitlement.

Yes, if you are authorized to handle job-related matters without returning to the workplace, you are entitled to be paid at double time (2X) for a minimum of 30 minutes, or for the total accumulated time spent on remote call-back(s) during the period between scheduled shifts. If you are part time or casual, you need to complete your daily or weekly regular hours of work before claiming the remote callback pay.The Employer may assign an alternative Employer Representative to be on call to receive and/or respond to off-hour calls.

For full-time staff: regardless of whether you are on a modified rotation or not – any extra shift above your regularly scheduled shifts is overtime.For part-time and casual staff: you must exceed a 77.5-hour threshold in two weeks regardless of whether you are on modified shifts or not.

No, overtime will be calculated separately by each Employer. In other words, hours worked with, say, AHS and hours worked with Covenant would not be combined for the purpose of determining whether the 77.5-hour threshold has been exceeded.The new overtime provisions would apply within each Employer based on that Employer’s daily, weekly, or bi-weekly schedule, as applicable. Overtime may apply where you work more than the applicable threshold with that Employer, or where you work on an unscheduled day.

Yes, you are entitled to an annual ‘top up’ for hours worked at other employers and have those hours applied for the purpose of achieving further increments on the Salary Appendix. 

Please log into the Members Only Portal for further instructions on how to submit your hour increments.