CBA

July 11, 2014

During bargaining, the parties agreed to provide “comparability increases” to 80 per cent of the bargaining unit.  If the benchmark your position is matched to has a comparator in the Health Services and Support Facilities Subsector collective agreement, and if 1.) the difference in wage rates is adversely affecting the provision of service to clients; 2.) there is a reasonable expectation that the comparability wage adjustment will reduce this adverse impact; and 3.) the comparability wage adjustment will not create additional demands in other sectors, you may be entitled to the comparability increases.

The Community Health Worker 2 benchmark covers approximately 51 per cent of the bargaining unit and meets the three factors above. Therefore, it has been agreed that these workers will receive the comparability increases.

All other Community Subsector benchmarks will be included in the review, and we would like to ensure that our members whose positions are attached to those other benchmarks have the opportunity to have input into the process through written submissions to the committee. Please ensure that your submission includes information on the factors identified above and which Community benchmark your position is attached to, as well as the Facilities benchmark you think is the correct comparator. The Community Subsector benchmarks can be found at http://www.bcgeu.ca/component-8-resources  at the bottom of the page. The Facilities Subsector benchmarks can be found at http://www.bcgeu.ca/component/04/resources .

Please note that if you believe that your job has been improperly matched to a Community Subsector benchmark, this process will not address that issue.  It is the occupations (benchmarks) that will be compared, not the individual positions.  To file a classification review you must determine which Community Subsector benchmark you feel is more appropriate for your job and base your appeal on the duties you are required to perform as compared to it.  The classification review form and benchmarks are posted on the BCGEU website  http://www.bcgeu.ca/component-8-resources .  A Classification Review form can be filled out online and printed, and the benchmarks are available in pdf format.

Submissions to the Occupation Comparability Review Committee should be sent to BCGEU Representative Laura O’Neill (via e-mail at Laura.O’Neill@bcgeu.ca or via facsimile at 1-604-294-5092), with a copy to Troy Clifford, CUPE National Representative & Health Coordinator (via e-mail at tclifford@cupe.ca or via fax at 1-604-291-1194).

Members who have any questions about comparability are asked to contact one of the following:

Pat Taylor – Chief Shop Steward CUPE Local 15 / VCH
Email: Pat.Taylor@vch.ca

Jill Stromnes – CUPE Local 4816 / FHA
Email: Jill.Stromnes@fraserhealth.ca

Terry Howard – CUPE Local 3495 / Positive Living BC
Email: terryh@positivelivingbc.org

Cherilyn Bray – CUPE Local 3403 / VIHA
Email: cherilyn007@hotmail.com

To be considered by the committee, all submissions must be received by September 15, 2014.

December 3, 2013.

The Community Bargaining Association (CBA) has reached a tentative agreement for the 15,000 union members working in the community health sector across the province. The CBA entered into early talks with the Health Employers’ Association of BC (HEABC) as part of a multi-sector bargaining strategy with bargaining associations representing workers in community social services and the provincial government. 

Among other things, the five-year agreement closes wage gaps between health workers with equivalent positions. 

Highlights of the tentative agreement include: 

· Wage increases that total 5.5 per cent over five years for all members; 

· Additional wage comparability adjustments totaling 2 per cent over three years for members with occupations similar to those covered by the facilities subsector agreement; 

· Increased health and welfare benefits to equal benefits in the facilities subsector agreement; 

· Examples of benefit improvements include: removal of the pre-existing condition restriction for LTD, Medical Referral Transportation benefits unlimited for a beneficiary’s lifetime and increased coverage of hormone-replacement medication; 

· Increased mileage and meal allowances to the level of the public service agreement; and 

· Maintained current provisions for employment security and protection against contracting out.

 Also agreed to by the parties is the establishment of a Joint Community Benefits Trust. The jointly-run trust will take over the management and decision-making of community health benefits starting on April 1, 2016.

 The joint benefits trust in community health contains the following assurances:

 · HEABC will provide $2.4 million in leveling funds to cover benefit cost increases over the term of the agreement. This way, the trust has the money to maintain benefit levels without increasing costs to members.

 · An additional Long Term Disability (LTD) cushion. Though projections show that the leveling funds should more than cover the cost of benefits, the first 2% of increased premium costs caused by increased use will be absorbed by HEABC.

 The new community health agreement expires March 31, 2019.

 CUPE community health workers will receive a more detailed report and information on ratification balloting in the coming days.

 The Community Bargaining Association bargains on behalf of 15,000 unionized community health workers in British Columbia.

 

cope491

February 19, 2013

VANCOUVER – Workers in Community Health have voted 86 percent in favour of a two-year contract that provides an across the board wage increase, and improved workplace and scheduling provisions.

The agreement comes after one year of difficult negotiations with the Health Employers’ Association of BC (HEABC). Ratification votes were held across the province over the past four weeks.

Highlights include:

•  3% wage increase for all employees (2% upon ratification and 1% April 1, 2013)
• Improved scheduling provisions
• Improved grievance arbitration language
• Respectful workplace provisions
• Elimination of a double probationary period for casuals
• Protection for casuals in the event of retendering

“CUPE’s bargaining committee members were committed to addressing member’s priorities throughout this round of negotiations and it’s clear from the results of this vote that members feel their concerns were addressed,” said CUPE bargaining committee member Pat Taylor. “We had to make some tough choices to achieve this contract however under the circumstances we feel we have settled a fair and reasonable agreement.”

CUPE represents approximately 500 members in the CBA which has over 14,000 members, the majority of whom are represented by the BCGEU.  Other Unions at the table are UFCW, HEU, HSA, and USWA.

 

January 15, 2013

VANCOUVER – The multi-union Community Bargaining Association (CBA) has reached a tentative collective agreement with the Health Employers’ Association of BC (HEABC).

The two-year proposed agreement covers over 14,000 workers in community health, and comes after one year of difficult negotiations. The agreement achieves our members’ key priorities including an across the board wage increase while protecting health and welfare benefits. Highlights include:

 

• 3% wage increase for all employees (2% upon ratification and 1% April 1st)
• Improved grievance arbitration language
• Respectful workplace provisions
• Improved selection criteria provisions
• Elimination of a double probationary period for casuals
• Protection for casuals in the event of retendering

Last week, mediator Debbie Cameron was able to narrow the differences and bring the parties closer together.

“It has been a difficult year of bargaining, but we are happy to announce that we have reached a tentative agreement,” says CUPE bargaining committee representative Pat Taylor. “This agreement follows the pattern set in the recently ratified agreement in Facilities and is consistent with other agreements reached in the health sector.

The CUPE bargaining committee joins with the other members of the CBA in support of the tentative agreement.  The bargaining committee is recommending that members vote in favour of the proposed settlement.

Workers in community health were without a contract since March 31, 2012 and are among the lowest paid in the public sector. They are the frontline caregivers in BC’s healthcare system, providing compassionate, quality care and support to people in their homes and other facilities.

CUPE represents approximately 500 members in the CBA, the majority of who are represented by the BCGEU.  Other Unions in the CBA include UFCW, HEU, HSA, and USWA.

January 3, 2013

VANCOUVER– Community Health Bargaining will reconvene on Monday, January 7 in Vancouver following a break over the holidays.

“CUPE community health workers have now been at the bargaining table for a year. Some progress has been made on non-monetary issues but we are frustrated that talks have now been stalled over wages and benefits,” said Pat Taylor, CUPE bargaining committee member. “It’s time for a fair and reasonable agreement for community health workers- one which reflects the true value of the services they deliver to their communities.”

No job action is planned for this week, but if an agreement cannot be reached by the end of next week, rotating strike action will continue starting as early as January 14. Workers will be contacted through their stewards or local executive if their workplace is a target for job action. 

Workers in community health have been without a contract since March 31 and are among the lowest paid in the public sector. They are the frontline caregivers in BC’s health care system, providing compassionate, quality care and support to people in their homes and other facilities.

CUPE represents approximately 500 members in the CBA which has over 14,000 members, the majority of whom are represented by the BCGEU.  Other Unions at the table are UFCW, HEU, HSA, and USWA.

For all bargaining updates and information on CUPE’s health sector in BC visit https://bcchs.cupe.ca/

December 7, 2012

VANCOUVER—Community Health bargaining will pause for the holiday season, but is scheduled to resume January 7, 2013.

“When we return to the table in the new year, we are looking for the employer to bring a solid offer to the table that meets the needs of the Community Bargaining Association,” says Jill Stromnes, CUPE bargaining committee member. “Community health workers have been without a contract for over ten months now – it’s time for a fair deal.”

CUPE represents approximately 500 members in the CBA which has over 14,000 members, the majority of whom are represented by the BCGEU.  Other Unions at the table are UFCW, HEU, HSA, and USWA.

November 23, 2012

Vancouver – The Community Bargaining Association (CBA) met in Vancouver this week, but no progress was made. The CBA and the Health Employers’ Association of BC (HEABC) are seeking additional dates.

CUPE members were picketed out today by Community Health workers in Vancouver Coastal Health Authority in Richmond and North Vancouver. The ongoing limited job action in Community Health continues to send a clear message to government that members are standing up for a fair deal.

The CBA has a strong strike mandate backing members’ demands for a fair deal, and they will continue working hard on members’ behalf to ensure a fair and reasonable wage offer for its 14,000 members who have been at the bargaining table since January.

CUPE represents approximately 500 members in the CBA which has over 14,000 members, the majority of whom are represented by the BCGEU.  Other Unions at the table are UFCW, HEU, HSA, and USWA.

 

November 19, 2012

VANCOUVER – Workers in community health continued limited job action last week, with over 60 BCGEU members picketing in Cranbrook on Wednesday. Over 200 union members were impacted by the strike at the Cranbrook Health Unit and Cranbrook Home Support.

Striking workers want to send a message to health employers and to the BC Liberal government: it’s time for a fair deal.

Workers in community health are among the lowest paid workers in the public sector, and haven’t had a pay raise since 2009.

Having been without a contract since January, the Community Bargaining Association (CBA) decided to act on the strike mandate because HEABC continues to hold the position that an increase in wages must be accompanied by an offset found within the collective agreement. Limited job action commenced November 8 with pickets up for one day at RainCity Housing and Support Society and Lookout Emergency Aid Society in Vancouver’s Downtown East Side.

“Workers need respect and compensation that reflects their contribution to our communities. It’s time to send a strong message to the government. Our members deserve a fair deal now,” says Pat Taylor, CUPE bargaining committee member.

It is important to remember that if your employer is to be targeted you will be advised of that plan by the union.

CUPE represents approximately 500 members in the CBA which has over 14,000 members, the majority of whom are represented by the BCGEU.  Other Unions at the table are UFCW, HEU, HSA, and USWA.

VANCOUVER  Hundreds rallied in support of health care workers last Wednesday afternoon and sent a strong message to Christy Clark and the BC Liberals: “health care workers deserve a fair deal too!”

The rally was held for the 70,000 BC health workers who are still without a contract and have been without one for more than ten months now.

Both CUPE BC president Barry O’Neill and CUPE National president Paul Moist attended the rally to show their support for the 1,000 CUPE workers in the health sector.

CUPE Health Coordinator Justin Schmid says that health care workers are looking for the same deal that many other public sector workers have already received.

“We’re seeking a fair and reasonable deal with no concessions,” says Schmid. “It was very apparent at the rally that workers in this sector are prepared to stand up to the Liberals to achieve a fair contract.”

Schmid says that the CBA has taken a successful strike vote and HSBPA is in the midst of taking a strike vote.

Preparations continue through this week setting up the strike headquarters and organizing picketing plans. The Union will provide 72 hours notice of picketing to the employer and members should job action be necessary.

CUPE represents approximately 1,000 members who are part of two bargaining associations- the CBA and HSPBA. Other unions involved in these bargaining associations include BCGEU, UFCW, HEU, HSA USWA and PEA.