This means checking whether the city is the best institution to provide certain services, or if some could be mandated, for example. We know that modern policing is brutally difficult. The Canadian Police Association says its members are facing a higher workload. I got a taste of it at a police ride in December 2019. The police go from call to appeal. It is a long, difficult day of work and there is good evidence that police work is becoming more and more difficult. It is also becoming increasingly difficult to recruit police officers to work at Medicine Hat. But if it is not enough to pay the local police more than Toronto`s salaries to attract the right people, there is obviously something else going on that we should address. This agreement applies only to law enforcement officers, sheriff`s investigators and the Warrant Apprehension Team of the Ministry of Justice and Solicitor General, Public Safety Division, who are assigned to rotate in 9.25-hour shifts. Paying the Hat Medicine police more than the Toronto police hurts us because we do not have the same purchasing power as Toronto.

The cost of living is cheaper in Medicine Hat, so work is cheaper – it`s one of the main competitive advantages of small towns. Referee Stan Lanyon works by motivating all arguments. He agreed with the union that Delta`s collective agreement was not a good comparator, as economic conditions and working conditions vary widely in Vancouver. But he disagreed with Calgary and Edmonton. In Lanyon`s 2014 and 2016 decision, he wrote that wages in Alberta were “too rich” for Vancouver and were not fair comparators because of Alberta`s unique provincial economy (at least at that time). From 2001 to 2015, wages in Alberta increased by 17.6% more than those in British Columbia. Another reason why local economic conditions are not reflected in police salaries is the distinction between the lack of willingness to pay a commune and the insolvency of a commune. That is an important distinction. A city has much more power than a union since the city council controls the budget.

However, we cannot simply use the budget to justify why we can no longer pay. This principle is articulated in another arbitration, Hamilton Police Services Board and the Hamilton Police Association 2002. Arbitrator Kenneth Swan wrote that a city council cannot simply control arbitration through a budget procedure. Our budget is a factor, but it does not exceed all other considerations about what a fair wage is. In other words, the city council cannot just say, “We cannot afford to pay them.” Ignoring or minimizing the impact of local economic conditions on police salaries penalizes two groups: small municipalities and metropolitan police officers. If the city and the police are unable to reach an agreement on the union plan, both parties can ask for conciliation. If mediation fails to resolve our disputes, each party may again escalate and request a binding arbitration procedure. It is always better for the city and the police union to get an agreement without an arbitrator, but it is helpful to understand how arbitration works to better educate the public, what kinds of balances and trade-offs are to be expected.

Finally, a binding conciliation is the hammer that hangs over any collective bargaining. Fifteen (15) days before the meeting, an agenda will be established and distributed. Other opinions and justifications may be put on the agenda in agreement with the two co-chairs. The final agenda is agreed by the co-chairs. The first-class constable is the standard measure for comparing canadian police salaries. It usually takes four years to reach the rank of a first-class constable. It should be noted that the police are designated as an essential service. This weakens a union by removing its most powerful bargaining instrument – its ability to strike. So we have to be particularly careful with our relationship.