Health Sciences Professionals roll out Enhanced Disability Management Program (EDMP)

BURNABY – Members of the BCGEU, CUPE and PEA who belong to the Health Sciences Professionals Bargaining Association (HSPBA) each have a negotiated employee program for Enhanced Disability Management (EDMP) that is being rolled out this month. 

HSA conducted the initial roll-out on November 1, 2013.  Following the addition of FTEs during bargaining, the remaining constituent unions are now working with the HSPBA EDMP coordinator to roll out the program to their members.

The EDMP is a holistic disability management program that works collaboratively with the employee, employer and union to ensure that employees return to work in a safe and timely manner.  It is a required program for all regular employees who are part of the HSPBA bargaining association and have either taken time off with a work-related illness/injury (WCB) after one day or are off due to a non-work related illness or injury for five days or more.

The goals of the EDMP are to:

  • Support employees who are struggling at work, possibly preventing them from being off work;
  • Facilitate early intervention and effective rehabilitation to ensure that employees either remain on the job or have access to early-return-to-work programs;
  • Promote safe, accessible, and healthy workplaces;
  • Encourage health promotion and employee wellness;
  • Ensure a process that applies to potentially all incidents of inability to work as a result of illnesses, injury, disability and impairment; and
  • Reduce the costs of sick, LTD and WorkSafeBC leave

The EDMP is intended to assist regular full-time or regular part-time employees in accessing services which can help to address medical, workplace or personal issues that represent barriers to an employee’s ability to return to work on a regular basis. It is designed as a plan the employee can use from the time they step out of the workplace through the treatment, possibly LTD, GRTW and accommodation, if required.  Referrals can come from a variety of sources, including central call-in systems, employees, unions, managers, WCB, or LTD carriers.

For more information on the Health Sciences Professionals Bargaining Association CUPE, BCGEU and PEA EDMP program, please contact:  Benita Spindel, your CUPE HSPBA EDMP representative at: health.sciences@hsp-edmp.caor via telephone at (778) 968-4411. 

Comparability Increases – Call for Submissions

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.

Five-year tentative agreement reached in community health services

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.

 

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Amendment to tentative agreement

On November 21, the Health Sciences Association (the lead union in the Health Professionals Bargaining Association) issued a letter amending the tentative agreement so that the “Economic Stability Dividend” will apply to the final four years of the agreement. (To read see attachments.)

Your Presidents Council continues to recommend that CUPE members vote NO on the tentative agreement.

If the Dividend had been in place over the previous collective agreement a member with an annual wage of $50,000 would have seen an “increase” of between $2-6 per month.

Our concerns continue to be that the tentative agreement’s minimal wage increases don’t even keep pace with inflation. We all know that times are tough, but why should you accept a pay cut?

The proposed new benefits trust could put more risk and liability on YOU, potentially leading to either higher premiums or reduced benefits.

As mentioned above, the so-called “Economic Stability Dividend” is a red herring. Regardless of how long it’s in place in this tentative agreement, it doesn’t make your life any better.

It’s essential that all CUPE members in the sector vote NO, and we remind members that the BCGEU and the PEA are also recommending a “NO” vote to their members.

The votes will be held as follows:

  • Local 1978 Wednesday, December 11 and Thursday, December 12
  • Local 4816 Monday, December 16
  • Local 15 Tuesday, December 17 and Wednesday December 18

(Members should contact their Local for time and place.)

 

To read the tentative agreement see here.

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Agreement reached on process to implement 37.5 hour work week

The spirit of the negotiated agreement surrounding the change from a 36-hour to a 37.5-hour work week was confirmed this week as the Health Science Professionals Bargaining Association (HSPBA) and Health Employers Association of BC (HEABC) reached agreement on a process to implement the 37.5 hour work week agreed to in the recently ratified collective agreement.

“While at least one health authority had jumped the gun and advised staff that the change required the elimination of EDO (earned days off) or ATO (accumulated time off) schedules, this is not the case,” said HSPBA Chief Negotiator Jeanne Meyers.

The implementation process, signed off April 15, allows for flexibility, including the elimination of extended hours schedules, and for modified schedules with similar or different extended hours schedules.

“The key to the process is that employers and employees engage in a cooperative dialogue that results in scheduling that ultimately meets the needs for delivery of health care services, while accommodating the specific needs of individual worksites and departments,” Meyers said.

CUPE represents over 500 members in the Health Science Professionals Bargaining Association (HSPBA). HSA is the lead union in the 17,000 member bargaining association. Other unions in the bargaining association include the BCGEU, PEA, and HEU.

Please see the attached documents for more information.

Health science professionals ratify collective agreement

 

March 6, 2013

VANCOUVER – Health science professionals have voted 83 percent in favour of accepting a new contract that includes wage increases totaling three percent, and protects the wages of hospital pharmacists who were threatened with wage rollbacks of up to 14 percent. The agreement was reached between the Health Science Professionals Bargaining Association (HSPBA) and Health Employers’ Association of BC (HEABC.)

The agreement includes wage increases totaling three percent, and makes permanent a market adjustment of between 9 and 14 percent for pharmacists.

The agreement brings a return to a 37.5 hour work week for health science professionals, includes a modified Pharmacare tie-in with full implementation delayed to the end of August, and a joint process which will realize savings in extended benefit coverage. Union members will benefit from the return of a pay-direct at the pharmacy card instead of the current system of reimbursement of payment for prescribed drugs.

CUPE represents over 500 members in the Health Science Professionals Bargaining Association (HSPBA). HSA is the lead union in the 17,000 member bargaining association. Other unions in the bargaining association are BCGEU, PEA, and HEU

Community Health collective agreement ratified

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.

HSBPA UPDATE: Tentative agreement reached for health science professionals

January 31, 2013

 

VANCOUVER – After almost a year of bargaining for a new contract, the Health Science Professionals Bargaining Association (HSPBA) has reached a tentative agreement for nearly 17,000 health science professionals working in hospitals and communities across British Columbia.

“In a very difficult bargaining climate we have reached a tentative agreement which reflects the important work CUPE health care professional do. This agreement will allow members to continue to provide quality health care services to British Columbians,” said CUPE bargaining committee member Chris Losito.

“Our bargaining team worked hard to hold members priorities at the forefront of negotiations and this agreement includes important enhancements for members that will result in improvements to the system,” adds Losito.

The tentative agreement includes wage increases totaling 3 percent, and makes permanent a market adjustment of between 9 and 14 percent over and above the basic wage rates for pharmacists.

It also achieves fairness for all members of the modern health care team by finally recognizing the work and commitment of the team of health science professionals who are there – day or night – to perform the life-saving services that keep British Columbians alive in medical emergencies. The provisions that protect the health and safety of health science professionals in short supply who often work on call, and fairly compensate those who work extraordinary shifts to deliver critical services, are a long-fought for recognition of contribution of these members of the modern health care team.

“The tentative agreement is in line with other BC public sector health contracts negotiated in the past several months, and preserves core benefits,” said Michael McKinley, a CUPE bargaining committee member, and an environmental health officer with Vancouver Island Health Authority.

The agreement brings a return to a 37.5 hour work week for health science professionals, who have for the past several years worked a 36-hour week.

The tentative agreement was achieved after two weeks of intensive discussions facilitated by mediator Vince Ready, and as unions in the HSBPA were surveying members about a provocative “last offer” the government tabled in December. After that offer was tabled, HSPBA stepped away from bargaining to consult members about next steps.

Members who completed the survey resoundingly rejected the government’s December proposals which called for many concessions, including unprecedented reductions in benefits, and a wholesale gutting of the classification system which could have resulted in wage roll-backs.

The tentative agreement reached today includes a commitment to a Pharmacare tie-in which is comparable to pharmaceutical coverage offered by BC Pharmacare, and a joint process to realize savings in extended benefit coverage. In exchange, union members will benefit from the return of a pay-direct card instead of the current system of reimbursement of payment for prescribed drugs.

The tentative agreement covers more than 17,000 health science professionals who deliver health care services in BC hospitals and communities.

CUPE represents approximately 550 health science professionals in the bargaining association. The majority are represented by the Health Sciences Association of BC. Other unions in the Association are the BC Government and Service Employees’ Union, Professional Employees Association and Hospital Employees’ Union.

The HSPBA bargaining committee unanimously voted to recommend acceptance of the tentative agreement, which expires March 31, 2014. Each of the member unions will consider the recommendation of the bargaining committee as they prepare to take the agreement to a vote by members covered by the contract.

Health science professionals resume bargaining as membership survey on government’s proposal continues

January 30, 2013.

Mediator Vince Ready facilitated resumption of discussions between the Health Science Professionals Bargaining Association (HSPBA) and Health Employers Association of BC (HEABC) last week.

CUPE bargaining committee member, Chris Losito, said the two days of discussion last week were productive.

“We stepped away from negotiations last December to take time to hear from our members so they could give input to the Health Science Professionals Bargaining Committee on the direction they wanted to go. We are currently in the process of surveying members through an online poll that gives them an opportunity to provide their feedback on the government’s offer,” Losito said.

CUPE National Representative Justin Schmid said the response to the survey has been good.

“We remain committed to hearing from members and ensuring they are well represented at the bargaining table. This survey gives CUPE members an opportunity to consider the elements of the government’s proposal, and to provide feedback that will help the bargaining committee work towards achieving a collective agreement that reflects the value of health science professionals on the health care team,” he said. 

Talks are continuing this week with Mediator Ready’s assistance.

The survey remains open until Friday, February 1.

 

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Unions Win Challenge of Health Authority's Punitive Attendance Management Program

January 21, 2013

Health care unions have won a significant victory protecting the rights of sick and injured workers who were being punished by Vancouver Coastal Health.

In 2008 the health authority introduced an offensive and punitive attendance management program that the unions said unfairly punished employees who use sick leave. The unions, including CUPE, HSA, BCGEU, HEU and UFCW filed a multi-union grievance against the program.

The unions challenged the employer’s assertion that it could unilaterally impose overtime bans, reduce FTE status, and even terminate employees they deemed to have taken too much paid sick time.

The unions argued that these penalties rendered the Attendance and Wellness Promotion Program (AWP) invalid, as they breached the BC Labour Relations Code, as well as longstanding principles of labour law.

Friday, Arbitrator Vince Ready agreed with the unions’ position and ordered that:

• the automatic overtime ban, FTE reduction, and non-culpable termination of employment be  

  eliminated from the AWP;
• employees who had been subjected to overtime bans or FTE reductions have those  

  punishments removed immediately

Ready noted several times throughout his written decision that it is both ineffective and inappropriate for employers to punish employees whose absence is due to circumstances beyond their control.

CUPE couldn’t agree more, and believes a far more effective way to reduce employee absenteeism is through a jointly implemented and managed health and wellness program.

“This is an important decision for CUPE members who have been suffering under the punitive practices of Vancouver Coastal Health Authority,” CUPE Local 15 President Paul Faoro said.

“CUPE vigorously fought this program and we are extremely pleased with the lifting of penalties,” he said.

“We will continue to advocate for a province-wide reallocation of funding to shift from a punitive focus on attendance management to a program that focuses on the long term health and wellness of the health workers who are so integral to the health care system,” he said.

The Community Health collective agreement reached a tentative agreement recently and the Health Science Professionals Bargaining Association resumed bargaining this week.