APL Collective Agreement Implementation FAQ

Bargaining updates

The new agreement is in effect as of January 27, 2026, and covers the period of October 1st, 2024, to September 30, 2028.

This article was updated on:

  • Feb. 6, 2026 - Additional details added for Professional Fees Reimbursement.
  • Mar. 2, 2026 - Update to when benefits take effect for employees not enrolled.
  • Mar. 31, 2026 - Updated details for Pay Adjustments and Retroactive Pay. Additional details added for Preceptor Pay, Professional Development Days, Benefits Enhancements/New Benefits and Workload Appeal Process.
  • Apr. 7, 2026 - Updated information for employees who want to opt into benefits but didn't receive the enrollment email.
  • Apr. 9, 2026 - Updated information on issues identified for Pay Adjustments and Retroactive Pay.
  • May 13, 2026 - Updated information on Retroactive Pay dates, Preceptor Pay, issues with processing delays for increased coverage amounts for massage therapy, and Professional Fees Reimbursement.

While most changes were effective January 27, 2026, we know you still have questions! Here are some answers to frequently asked questions (FAQs) on the agreement:

Collective Agreement Proofing

The draft Collective Agreement is available through APL intranet and HSAA. The final draft is nearing completion. Once completed, a limited number of Collective Agreements will be printed.

Pay Adjustments and Retroactive Pay

Employees should be able to see their new rates of pay reflected in ePeople as of Feb. 6, 2026.

Most members received their retroactive pay deposit on Feb. 18, 2026.

*There were issues identified for some red circled employees, most of which were corrected on March 18 and April 1, 2026. At the beginning of April, further issues were identified with retroactivity, largely based on when red circling should have been removed in alignment with the new pay increases. APL is in the process of making these additional corrections to your retro and they are anticipating this additional retro adjustment to be paid on April 29, 2026, but in any event, no later than May 13, 2026.


If you have pay and/or retroactivity issues that have not been corrected, Employees should be filing an HR Contact Centre ticket, and if still unresolved, contact your respective Labour Relations Officer with your HR Contact Centre ticket # and any communication from the HR Contact Centre.

Retroactive Pay for Former Employees

Former employees must contact the employer to receive any retroactive payment for increases. The employer will not contact them. 

Former employees whose employment terminated between October 1, 2024, to January 26, 2026, may submit a written request for the retroactive payment of any increases they would have received but for the termination of employment. Requests must be received by Apr. 27, 2026; 90 days from ratification. To submit a request: 

1. Email hrssgeneral@healthsharedservices.ca 

All requests for retroactive increases should include the following information:

  • HSAA Retro (Article 1.03) as the email subject line
  • Employee legal first and last name
  • Employee e-people ID Number
  • Termination Date
  • Phone number (in case there is need for a follow up call

2. Employees who prefer to send in such requests for retroactive increases via letter may do so by mailing a letter to:

Pay Systems
Attention: APL HSAA Retroactive Termination Request
Health Shared Services
Southport Tower, 9th Floor
10301 Southport Lane SW
Calgary, AB T2W 1S7

All pay advices and T4s for former Employees will be mailed to the last address on the Employer’s file.  

Please note if your mailing address or banking information has changed, it is your responsibility to update this by calling the HR Contact Centre: 1-877-511-4455. Hours of Operation: Monday to Friday (excluding statutory holidays), 6:00 a.m. to 5:00 p.m. 

Bank account and mailing address changes will not be accepted via email or letter; verification of identity is a required condition to process such changes.   

Former employees will receive their retro payment within 2-3 pay periods of the April 27, 2026 deadline.

How Retroactive Wages Affect WCB Benefits

WCB does not provide a top-up or adjust your benefits if you receive retroactive pay. Your WCB benefits are based on your actual earnings on the date of your accident and are not adjusted based on a new agreement. WCB will not change your benefit rate, and your employer does not need to report retroactive pay to WCB for recalculating benefits. 

If WCB is paying you directly, there will be no additional top-up. Your benefits remain based on your earnings at the time of the accident, and no retroactive adjustments are made. 

However, if your employer is continuing to top up your earnings while you are on WCB leave, your pay may be adjusted. In this case, any top-up or retroactive increase comes directly from your employer based on the top up amounts, not WCB. 

Long Service Pay

Long Service Pay has been implemented, does not apply prior to January 27, 2026, and is for employees who have 20 years' continuous service with the employer, which includes previous entities if transferred into APL providing there was a transition agreement in place recognizing the continuous service (i.e. DynaLIFE to APL transition)

Preceptor Pay

Coding has been implemented and in effect as of March 27, 2026. If you are eligible for preceptorship between Jan 27 to March 27, 2026, you will receive retroactivity, on your May 13, 2026 payroll.

Additionally, the Employer has developed an FAQ (available on APL intranet) to provide guidance on how preceptorship applies. 

Member Questions Regarding Preceptor Pay

  • How will I know if I am a Preceptor?

    A Preceptor shall mean an Employee who is assigned to supervise, educate, and evaluate students.  Your Employer will assign an Employee to be a Preceptor. The Employer has developed guidelines regarding Preceptor Pay. This can be requested directly from your manager.

  • If I am assigned to precept more than one student at a time, will I receive more than $2.00 per hour?

    If there is more than one student and you have been assigned to be the Preceptor, you will still only receive $2.00 per hour and not $2.00 per student.

  • Do I still have to work and help train the student if I am not assigned as the Preceptor?

    Yes, you may still be working with that student and helping train, but the Preceptor will be the one evaluating and signing off and submitting paperwork.

  • Will my manager assign more than one person at a time to be a Preceptor for a student?

    There will only be one person assigned to precept the student at a time, and this will be per shift usually. A Preceptor will only be paid for the hours they are precepting the student. If you or the student is not at work, you will not receive the Preceptor Pay, i.e. sick. The manager may assign another person to precept during the time of absence.

Professional Development Days

These will be available for eligible employees starting April 1st, 2026 and can be requested via direct email to your manager.

Benefit Enhancements/New Benefits

  • Improved coverage for Continuous Glucose Monitoring begins May 1, 2026.
  • All other benefit improvements, including expanded massage therapy, and removal of the Benefit Waiting Period begin May 1, 2026.

We are aware of a processing delay between May 1-6, 2026, for the increased coverage amount for massage specifically. Any claims during this time are being reprocessed retroactive to May 1, 2026, automatically and there is no action required from employees.

  • Employees who are not currently enrolled in Health and Dental will receive an email inviting them to enroll on April 1, 2026.  The open enrollment period will run from April 6-19, 2026. The deadline to enroll is April 19, 2026. If an employee wants to opt into the benefits plan but did not receive the email on April 1, 2026, they should contact the HR Contact Center asap before the April 19, 2026, deadline.

Professional Fees Reimbursement

Members are now eligible for $504 in professional fee reimbursements. The employer has confirmed the process for submitting receipts for reimbursement is live through i-expense starting May 1, 2026 (see APL intranet for i-expense form). Members are encouraged to contact their employer for further information on the reimbursement process, but APL have created an employee submission guideline available on APL intranet or through your Leader. 

The employer has also confirmed that because Professional Fees were not effective until January 27, 2026 (date of ratification) that they are not retroactive, however if the deadline to renew falls January 27, 2026, or later, the employer will reimburse.

Workload Appeal Process

HSAA is developing a process and internal system with how workload appeals can be submitted to your Employer.