The Facilities Bargaining Association (FBA) – in which HEU is the lead negotiator – has reached an agreement with the  Health Employers Association of British Columbia (HEABC) on the “page 209″ benchmark series review.

The settlement includes revised benchmarks, including wage grids and an implementation agreement.  The benchmark review stemmed from the 2006-2010 facilities subsector contract, which allocated a maximum of two million dollars to be spent on wage grids for revised benchmarks, with no more than one million dollars applied per year.

After a year of progress on benchmark language changes, talks broke down when HEABC insisted that employers’ cost of related benefits be taken from the two million dollar fund.  That issue was settled in July during arbitration with labour mediator Vince Ready, which got talks between the parties back on track.

“We’re pleased that a significant number of our members affected by this benchmark review will receive wage increases,” says assistant secretary-business manager Bonnie Pearson.  “Committee members from each job, as well as Provincial Executive representative Sandra Giesbrecht, were very concrete, articulate and persuasive in providing evidence and suggestions.  We could not have made this progress without them.”

Pearson acknowledges that it’s been a very long process to reach a settlement.  “These were lengthy negotiations,” notes Pearson, “but both parties persevered and worked hard, which resulted in a positive outcome.”

Benchmark revisions and rate adjustments

As a result of the benchmark review, the language in many benchmarks was revised to reflect increased complexity, responsibilities and/or expanded scope.  For some, there were revisions to the required education, training or experience.  These benchmarks received wage grid increases (see table below).

Some benchmark language changes were of a “housekeeping” nature – meaning that the revision did not change the scope of work in terms of complexity, level of responsibility or qualifications.  Therefore, there’s no grid rate increase for those benchmarks – Ophthalmic Technician I, Stores Attendant II and III, and Perfusionist Assistant.

Through the review process, it was determined that some benchmarks would remain the same as they generally reflect the current work performed.  There were also instances where no one was matched to the benchmark.  As a result, there were no revisions to the language or to existing wage grids for this group of benchmarks.

In addition, the parties agreed that there may be instances where an individual position or job may not be reflected in the benchmarks.  As such, both sides retain their rights – outlined in the Maintenance Agreement and Classification Manual of the Facilities Subsector Collective Agreement – which includes the right to file job review requests (JRR).

Rehabilitation Assistants and Activity Workers III and IV

The parties agreed to interim rate adjustments for the term of the 2006 -2010 facilities contract for three benchmarks: Rehabilitation Assistant, Activity Worker III (now to be called Program Coordinator I), and Activity Worker IV (now to be called Program Coordinator II).

The duties, responsibilities and/or qualifications were revised for these benchmarks.  However, the funds allocated were insufficient for the parties to reach agreement on the appropriate wage grid.  The FBA will refer these three benchmarks to the classification referee to determine the final grid rate placement.  Any grid rate change that comes out of this process will be effective on the award date or April 1, 2010, whichever is later.

Retroactive date

Based on the funds available and the number of members covered by this review, the parties agreed that the effective date for all revised benchmarks will be April 1, 2008.  This means that wage grid increases will be retroactive to April 1, 2008.

Although the allocation of one million dollars per year sounds significant, wage rate changes add up quickly when the total number of full-time equivalents (FTEs) is put into the picture.  For example, a one grid increase of approximately 34 cents/hour for 140 FTEs across the province costs about $92,820.

Implementation agreement

The implementation agreement contains language to protect members where the benchmark qualifications have changed.  It’s expected that positions and members currently matched to a benchmark will continue to be matched to the revised benchmark.

The settlement also states that the FBA retains the right – under the Maintenance Agreement – to take outstanding or new JRRs forward.  There are, however, some outstanding JRRs that may be resolved as a result of this benchmark review.

Benchmarks reviewed

The following benchmarks were reviewed in the “page 209″ process:  Coordinator of Volunteers I and II, Accounting Supervisor, Accountant I and II, Medical Records Technician, Activity Worker III (now to be called Program Coordinator I), Activity Worker IV (now to be called Program Coordinator II), Nursing Assistant II (Rehabilitation Assistant), Social Service Assistant I and II, ECG Assistant, Cardiac Ultrasound Technician, EEG Assistant, Orthopaedic Technologist, Ophthalmic Technician I, II and III, Pathology Attendant I and III, Pathology Attendant II (Tissue Bank, Supervisor), Perfusionist Assistant, Physiological Laboratory Tech I and II, Renal Dialysis Technician I, II and III, Stores Attendant I, II, III, IV and V, Stores Attendant III (Receiver) and Stores Attendant IV (Receiver).

New grids and pay rates

 Publication of benchmarks

The parties must publish the revised benchmarks by December 1, 2009, and employers are required to pay the new rates to affected members as soon as possible, but no later than three pay periods after the publishing date.  Retroactive payments – back to April 1, 2008 – must be made within six (6) pay periods.

Once the benchmarks are finalized, they will be published, sent to each local, and posted on HEU’s website by December 1, 2009.

Watch for updates on the union’s website.

For more information contact your local servicing representative.

Community Health reaches tentative agreement

This weekend, the Community Health Bargaining Association (CBA) and the Health Employers Association of BC (HEABC) reached a tentative agreement.

Details of the tentative agreement include a weekend shift premium of 25 cents per hour for all weekend shifts; the establishment of a CBA/HEABC working group to improve scheduling practice changes and increase to the LPN wage, and a new wage grid benchmark for LPN supervisors.

Changes to the benefits package include a point-of-sale (Blue Net) drug card; vision care increase from $225 to a maximum of $350 every 24 months; the annual extended health benefits (EHB) deductible increased from $25 to $100; limits on access to long-term disability benefits for claimants who have pre-existing conditions, and more.

Talks break down in Community Social Services

Talks initiated by the Community Social Services Employers’ Association (CSSEA), aimed at reaching an early collective agreement, have ended without a deal.

CSSEA tabled a proposal package that failed to address any of the concerns brought forward by 10 unions in the sector that comprise the Community Social Services Bargaining Association (CSSBA).

Employers failed to offer any improvements to wages, sick leave,transportation allowance (mileage) or any other identified priorities, and refused to continue current language on employment security and protection from contracting services between employers.

Facilites bargaining to contuine in the first week of January

Health unions in the Facilities Bargaining Association (FBA) and the Health Employers Association BC (HEABC) began talks for a new collective agreement on December 17 and 18 in vancouver.

Following opening remarks from both parties, the FBA introduced proposals focusing on solutions that would improve health care services not only in the short-term but over time as well.

The unions’ presentation covered employement security including expanded job opportunities and province-wide senority; the need for increased compensation for groups like licensed pratical nurses and nursing unit assistants; ensuring workers affected by consolidated services and the Health Authorities Shared Services Organization (HASSO) remain in the FBA; reduction of prescription drug costs while safeguarding basic entitlements; reduction of injury rates particularly in long-term care, and the continuation of policy tables.

Judy Darcy, secretary-business manager of the Hospital Employees’ Union (HEU) and FBA spokesperson, says that the unions have come to the table with concrete solutions and she is confident that with the opening presentation, a solid foundation upon which talks can build has been laid despite some challenging circumstances.

Negotiations in the facilities subsector have recessed over the holiday season and will resume the first week in January, 2010.

December 21, 2009

The IUOE and the other nine unions in the Community Social Services Bargaining Association (CSSBA) are concerned that an approach from employers for early talks is already stumbling, and the possibility of an early settlement may not materialize.

The bargaining association had responded to an employer offer to explore options that could lead to an early settlement.  However, the bargaining committee reports that apart from an initial offer, there has been no significant movement on priority issues.

A major concern is that compensation in the community social services sector has fallen far below wages and benefits paid to comparable workers in health care, education and other public service.  As a result, the sector is now dealing with serious recruitment and retention problems.

There are also several outstanding concerns with language in the current collective agreement.

The IUOE will continue to update members as discussions progress.

If nothing is achieved in this early round, more formal talks will resume sometime in the new year.

December 21, 2009

The FBA is representing members – who received money as part of the Bill 29 Settlement Agreement and then were asked to repay the Employment Insurance (EI) overpayment to Service Canada – through a Representative Group Appeal.

The appeal date has been scheduled for Monday January 11, 2010.

Any new appeals related to the Bill 29 Settlement Agreement must be filed within 30 days upon notification from Human Resources and Skills Development Canada.

For additional information:

• call: 604-456-7193 or (toll free) 1-800-909-4994
• email: bill29appeal@heu.org
• write: 5000 North Fraser Way, Burnaby,  BC   V5J 5M3

December 21, 2009

The FBA is welcoming a Labour Relations Board announcement that it will determine if BCNU has enough signed cards to support its applications to move LPNs into their union.

We are very happy the LRB has decided to move forward with reviewing the membership evidence submitted by BCNU.

As part of a required submission to the LRB on December 8, we urged the Board to move quickly to assess if the applications meet “threshold support,” in other words to review the number and validity of BCNU’s signed cards.

On December 17, LRB vice-chair Ritu Mahil directed an Industrial Relations Officer (IRO) to begin this process.  Following this review, the IRO will issue a formal reprot to Mahil, setting out the findings.

It is not yet clear when this stage of the process will be completed.

On November 30, BCNU applied to represent all LPNs in the Facilities Bargaining Association and the same time made six separate, alternative applications for LPNs in Northern Health, Interior Health, Vancouver Coastal, Fraser Health, Vancouver Island and the Provincial Health Services Authority.

The Hospital Employees’ Union has urged B.C’s Labour Relations Board to immediately assess the number and validity of signed cards in the BC Nurses’ Union application to represent LPNs.

In a departure from its established process, the LRB did not schedule a full hearing with all the parties involved.  Instead, it required HEU to submit a written response to BCNU’s application, addressing legal issues only.

“We made it very clear in our written submission just how important it is that BCNU’s signed card be examined and counted,” says HEU’s organizing coordinator Susan Fisher.  “We do not believe BCNU’s application for LPNs in the Facilities Bargaining Association (FBA) meets the required support threshold of 50 per cent plus one.”

Fisher says it’s important that the integrity of the labour relations process be maintained – despite the highly irregular nature of BCNU’s application – and “the question of threshold support must be determined as quickly as possible.”

As directed by the LRB, HEU’s December 8 submission also addressed key legal issues raised by BCNU’s attempt to move B.C’s LPNs into their union.

“The potential for fragmenting the bargaining unit puts critical legal protections at risk that have existed in B.C. labour law for decades, ” explains Fisher.  “Dismantling those protections would weaken LPNs’ collective bargaining strength, and create precedent that threatens the bargaining strength for many other unionized employees.”

Fisher says these are important legal issues that cannot be ignored.  “BCNU has always known its attempt to isolate LPNs from the rest of their bargaining unit raised new and complex legal questions.

“What’s absolutely critical now, is that the question of threshold support be dealt with so that LPN can move forward with unity and focus into this upcoming round of bargaining.”

The LRB has also heard from other impacted parties including the BCGEU, the Health Employers Association of BC (HEABC), the Health Sciences Association (HSA) and the International Union of Operating Engineers (IUOE).

On November 30, BCNU applied to represent all LPNs in the FBA, but at the same time made six alternative applications for LPNs in individual health authorities.

“Filling these alternative applications speaks volumes,” says Fisher. “Clearly, BCNU is not at all confident that it has enough support for its province-wide application.  These separate applications present a real risk that LPNs in one area of B.C. could be fragmented from LPNs in the rest of the province.”

December 17, 2009

Bargaining for a new collective agreement to represent health care workers in BC’s hospitals and long-term care facilities is set to begin on December 17 and 18 in Vancouver.

After the multi-union Facilities Bargaining Association (FBA) met on December 14, two days of talks with the Health Employers Association of BC (HEABC) to begin negotiations were confirmed.

There is a lot to discuss with employers about improving health care delivery to British Columbians, providing job security and maintaing benefits for our members, and increasing compensation for LPNs, nursing unit assistants and certain other occupations with significantly greater responsibilities, educational requirements or recruitment and retention problems.

The Facilities Bargaining Association Council came together on December 14, and then the FBA Negotiating Committee – the FBA group of representatives that sits at the table with health employers – met on December 16.

The Facilities Bargaining Association is comprised of 10 unions including the HEU and the BCGEU.

December 4, 2009

In the wake of the BC Nurses’ Union’s (BCNU’s) November 30 application to represent LPNs in the Facilities Bargaining Association (FBA), BC’s Labour Relations Board is asking for submissions, instead of holding a hearing within the typical ten-day period.

This application being made by BCNU has no precedent in BC labour law.

BCNU applied to represent all LPNs in the FBA bargaining unit, but at the same time made six separate, alternative applications for LPNs in Northern Health, Interior Health, Vancouver Coastal, Fraser Health, Vancouver Island and the Provincial Health Services Authority.

This presents a risk that LPNs in one area of BC could be separated from LPNs in the rest of the province – a move that would fracture their professional unity.

They do have the ability to withdraw their application. We would hope that they choose to do the right thing.

December 3, 2009 – REGINA

A union’s proposal that Saskatchewan workers under 21 get paid a lower minimum wage than older workers has sparked outrage from a provincial umbrella group for organized labour.  But the Christian Labour Association of Canada (CLAC) says its recent submission to the province’s minimum wage board must be looked at in its entirety, noting it calls for an overall increase in the minimum wage.

“We’re also suggesting that they raise the minimum wage significantly – by at least 63 cents,” said CLAC regional director Brad Bent, explaining the increase would be based on a more precise measurement of citizens’ ability to pay for household expenses that what is currently used.

He acknowledged the union also suggests the minimum wage rate be discounted by 10 percent for young people, with CLAC contending it would encourage companies to hire young workers and also discourage early withdrawal from school.

“We want to ensure they’re getting the life skills, the work experience…not so they stay at a minimum wage but they gain that experience, that employers will employ them for that period of time, that they will have skills necessary then to move on to apprenticeship programs and skilled labour as a journeyperson or move into school,” Bent said.

“As an overall package we’re asking for a lot more money to be invested into the people of Saskatchewan.”

However, the Saskatchewan Federation of Labour, which does not count CLAC as a member, blasted the proposal, saying a provincial two-tier minimum wage would open the door to “unscrupulous employers” and exploit young workers.

“Any union that would advocate a reduction in the minimum wage in my view is not a real union.  That’s a so-called union,” Hubich said.

The provincial minimum wage board reviews the minimum wage, currently set at $9.25 an hour, every two years.

Advanced Education, Employment and Labour Minister Rob Norris said he looks forward to recieving the board’s report, but that he doesn’t see moving to a system with different minimum wages based on age.

While CLAC is already stirring controversy, it doesn’t yet represent workers in Saskatchewan, although Bent said they are looking for opportunities.  CLAC – criticized by groups such as the SFL as being company friendly - will be permitted to organize in Saskatchewan’s construction sector when the Saskatchewan Party government’s Bill 80, opposed by the NDP and trade unions in the province, passes next spring.