Classifications review for all HSPBA members coming this fall

This fall, all members in the Health Science Professionals Bargaining Association will have the opportunity to help modernize the healthcare system, ensure your role in that system is clearly recognized, and confirm that you are paid for the full range of the work you do.

Health science professionals work in over 70 different professions. The work is complex and becomes more complex with each passing year.

But for many of BC’s health science professionals, the current classification system has not kept pace with the change in their work.

For over twenty years, previous governments have refused to modernize the classification system. In the last round of bargaining, however, the HSPBA and the current government struck an agreement to complete the design and implementation of the new profile-based redesigned classification system.

Why this matters

Your wage is determined by your classification. Your classification is determined by the health science profession you belong to, and the level of duties and responsibilities of your job. A good classification system keeps pace with the ever-changing ways in which the healthcare system is structured and delivers care. It also ensures that your role in that system is clearly recognized and that you are paid for the full scope of the work you do.

The classification structures have been mostly unchanged since 1990, despite the fact that your work has become more complex and acute. In some cases, there aren’t enough classification/pay levels, leaving health science professionals stuck with little room for career advancement. In other cases, members are paid less than colleagues performing work of the same scope and level of responsibility. The classification system needs to be updated to apply uniformly to workers across the full spectrum of health science professionals to reflect the reality of the healthcare system as a whole.

The bottom line is this: While the healthcare system has become much more complex in the last thirty years and continues to evolve, the system that determines your rate of pay has not kept up. Improvements to the classification system will deliver overdue recognition of specialized work and, perhaps more importantly, create a foundation that can support new levels of specialization as health science professions continue to develop. This means that the system will be able to assign the appropriate level of pay proactively, not reactively.

Who is affected?

All members who work in health science professions under the Health Science Professionals Bargaining Association (HSPBA)

How do I know if I am included?

You can contact the union to confirm that you are or are not a member under the HSPBA.

When does this happen?

Employers are currently compiling job descriptions for all HSPBA members and will provide these to you directly in the early fall. While the timing is up to individual employers, they are required to do this by no later than September 22.

What do I need to do?

For now, nothing. The first step will be taken by the employer, who will be preparing to provide you with your job description and notification of what classification profile they’ve assigned to your job. They will provide this to you directly by September 22, 2023.

Between September 22 and November 15, you’ll need to fill out forms provided by CUPE. These will guide you through the assessment of your job to determine if the employer has assigned your job to the right classification profile.

If the employer has misclassified your job, the union will advocate for assignment to the correct classification profile starting in late November.

What are the Next Steps?

CUPE will be providing more information to all HSPBA members later this summer. In the meantime, please ensure that your contact information is correct, and encourage your worksite colleagues to be sure that your Local Union has their contact information as well.

NBA Ratifies new collective agreement

Greetings CUPE 1004 Nurses,

Members of the Nurses’ Bargaining Association (NBA) have successfully ratified a new three-year collective agreement with B.C.’s health employers, effective April 1, 2022, to March 31, 2025. In addition to the terms of the contract, nurses will now see the benefits of hundreds of millions of dollars in funding agreements reached between the NBA and the provincial government.

Sixty-one per cent of NBA members voted in favour of the tentative agreement reached on March 31, 2023. The contract applies to nurses working in acute care, community, public health, long-term care, and other settings within the province’s health care system.

The agreement includes the following general wage increases for all employees:

  • Year 1: $0.25 /hr plus 3.24%, retroactive to April 1, 2022
  • Year 2: 6.75%, retroactive to April 1, 2023
  • Year 3: 2% increase, plus a potential cost-of-living adjustment (to a maximum of 3%)

In addition to the general wage increase, the collective agreement includes a significant wage schedule redesign that provides meaningful wage gains, including new increment steps at years 10, 15, 20, 25 and 30. There are also significant increases to shift premiums, on-call rates, responsibility pay and isolation travel allowance.

The agreement also includes significant improvements in job flexibility and access to leaves, as well as investments in workplace health and safety. New contract language will also advance the principles of diversity, equity and inclusivity to ensure that all nurses are welcome in their workplaces. A genuine commitment to truth and reconciliation, cultural safety, and strategies to address Indigenous-specific racism in the healthcare system is also incorporated into the agreement.

The ratification of the collective agreement secures the following historic funding agreements reached between the NBA and provincial government:

  • $750 million to support the establishment of minimum nurse-patient ratios ($200M, $250M and $300M ongoing), making B.C. the first province in Canada to implement this transformative staffing model;
  • $100 million to establish a nurse support fund and career laddering opportunities for LPNs to become RNs; and
  • $108.6 million in ongoing funding to support retention strategies that include, but are not limited to, mentorship and preceptorship incentives.

Yours in solidarity,

Andrew Ledger
CUPE Heath Sector Coordinator

HEABC and Nurses’ Bargaining Association (NBA) reach tentative agreement

The HEABC-led employer bargaining team and the Nurses’ Bargaining Association (NBA) have reached a tentative agreement under the Province’s Shared Recovery Mandate. Negotiations commenced for a new collective agreement on December 8, 2022. Negotiations under the Shared Recovery Mandate support government’s key priorities to improve public services and the health care system, while supporting the province’s continued economic recovery for all.

Highlights of the tentative agreement include:

  • General wage increases (GWI) for all employees effective:
  • April 1, 2022: $0.25 per hour and then 3.24 per cent
  • April 1, 2023: 5.5 per cent plus up to 1.25 per cent Cost of Living Adjustment (COLA) (Now confirmed that 1.25 per cent COLA will apply)
  • April 1, 2024: 2.0 per cent plus up to 1.0 per cent COLA
  • A revised wage schedule with new increments at 10 years, 15 years, 20 years, 25 years, and 30 years
  • Indigenous specific anti-racism language consistent with other health sector agreements
  • Participation with the new Provincial Health Human Resources Coordination Centre (PHHRCC) for bargaining associations and a PHHRCC working group focused on diversity, equity and inclusion
  • A new premium for regular status employees of $2.15 per hour, for each hour worked, excluding overtime
  • Increases to shift premiums, on-call rates, responsibility pay, business allowance and isolation allowance
  • Expansion of voluntary shift exchanges and job share language to enhance flexibility

Further details will be available in the coming weeks as the ratification processes for both union members and employers unfold.

Community Bargaining Association unions ratify new three-year collective agreement

BURNABY— The member unions of the Community Bargaining Association (CBA) have ratified a new three-year collective agreement with the Health Employers Association of British Columbia (HEABC).

The deal, ratified by a vote of more than 94 per cent, is retroactive to April 1, 2022 and effective until March 31, 2025. The CBA made substantial gains in key areas identified by members, including significant wage increases averaging 14 to 16 per cent over three years, protection of workers’ benefits, and greater control over working conditions.

“Working through a global pandemic, overdose death emergency, and housing crisis, our members told us that achieving a fair wage increase that closes the gap with other health sector workers was their top priority,” said CBA Bargaining Committee member Andy Healey.

“CUPE members will experience significant monetary gains and have a stronger Collective Agreement that will improve safety and psychological well-being, with working conditions that will help members provide care and support for the communities we work with.”

CUPE representatives on the CBA negotiating committee—CUPE 1004’s Healey, CUPE 15’s Liza Taylor and CUPE Health Coordinator Andrew Ledger—will now work together with the seven other constituent unions of the bargaining association to implement the new provisions.

The committees and working groups will also begin working on full mobility in Health Authorities, OH&S initiatives, and any further changes or updates to the Joint Community Benefit Trust funding structure.

Nurses’ Bargaining Association Update – Talks Continuing

The Nurses’ Bargaining Association (NBA) Bargaining Committee is back at the table with bargaining representatives from the Health Employers Association of BC (HEABC), exchanging article language proposals that address many of the shortcomings in the current contract. In addition to lead negotiator, Jim Gould, other bargaining committee members are presenting to the employer group, and keeping the voices of working nurses in the conversation by providing compelling examples of the ways misinterpreted language is leading to nurses being woefully disrespected.

Gould was sharp in his reminder to the employer representatives: this is an historic opportunity to reset the relationship between nurses and employers. While the Union’s proposals may appear to add more financial pressure to the healthcare system in the short term, Gould has insisted these changes are required for recruitment and retention. Gould strongly asserted that if employers do the right thing today, these changes will result in nurses staying in the profession for the long term, and will also help return qualified nurses back to the workplace.

When not presenting proposals to HEABC, the Bargaining Committee meets in smaller groups to review the Employer’s counterproposals carefully. This micro approach gives the team more time to assess and challenge the intention of changes being proposed. Talks remain focused on housekeeping-type changes before moving into more complex language and monetary proposals in the weeks ahead.

The NBA Bargaining Committee is steadfast in its resolve. We will continue to bring the voice of nurses to the table, and call out the disconnect between those negotiating for the HEABC and what the employers are actually doing.

2022 HSPBA Pay Increases Expected in Approximately Six Weeks

CUPE HSPBA members can expect to begin receiving pay raises towards the end of next month.

Timing and delivery of the new pay rates are entirely in the hands of the employer. With the recent agreement on the formulation of wage schedules, the employer is expected to begin making the necessary payroll changes. This is expected to take about six weeks, in line with the implementation seen in comparable contract negotiations.

Pay increases negotiated as part of the 2022-2025 Health Science Professionals Bargaining Association Collective Agreement, ratified by members on December 21, 2022, will also deliver retroactive payments going back to the first pay period after April 1, 2022. Again, in line with the implementation seen in comparable contract negotiations, retroactive payments can be expected to take a further three weeks after members see the new higher rates on their pay statements.

Members can expect an average general wage increase of 3.83 percent in the first year of the new contract, ending March 31, 2023. Pay increases will be at least 5.5 percent and 2 percent in the second and third years respectively, plus any Cost of Living Adjustment (COLA) increases should inflation remain above the negotiated percentage wage increases. Over the three-year agreement, all members will see a pay increase of a minimum of approximately 12 percent to 14 percent, plus increases that may result from the comprehensive review of job classifications in 2023 and 2024.

Tentative Agreement for Community Health

We are pleased to announce that the Health Services & Support – Community Subsector Association (CBA) reached a tentative agreement in the early hours of Sunday, January 15, 2023.

The CBA Spokesperson was joined at the bargaining table by eight unions, including CUPE, representing workers covered by the agreement. Representatives on the bargaining committee from every union unanimously support the tentative agreement and encourage all members to vote in favour of ratification.

In the coming days, we will share details of the tentative agreement along with invitations to upcoming information sessions and information on how and when you can vote.

Thank you for standing with our bargaining committee through this challenging round of bargaining. Your support and solidarity gave our committee the courage to reject previous offers from the employer and keep fighting until we secured the best possible deal.

Thanks to you, we have secured an agreement that we are proud to recommend. We are excited to share more details on the significant wage increases, stronger language, and the benefits included in this agreement.

 

Yours in solidarity,

CUPE CBA Bargaining Committee

Health science professionals ratify new collective agreement

Members of the Health Science Professionals Bargaining Association have voted 77 per cent in favour of accept a new collective agreement effective April 21, 2022 to March 31, 2025.

Highlights of the contract include a general wage increase of about 12-14 per cent over three years for all members, plus additional increases for most members based on a review of all classifications over this period. The general wage increase is retroactive to April 1, 2022.

“The CUPE bargaining committee went to the table with our members’ priorities clear from the start. These included making significant wage increases, given that we had fallen behind our colleagues in other provinces and even other health authorities within B.C.” said HSPBA bargaining committee and CUPE 15 member Jennifer Kassimatis.

“Our members also wanted us to address recruitment and retention, as so many health science professionals continue to struggle with unsustainable workloads. We were determined to achieve an agreement that would reflect the true importance of health science professionals within the health care system.”

HSPBA lead negotiator Jeanne Meyers said the new collective agreement also includes strategies and action addressing severe staff shortages in the health science professions.

“This contract is important for health science professionals, not just because it raises wages to competitive levels across the country but also because it establishes ongoing processes to address shortages and vacancies, and it recognizes the critical role health science professionals play on the health care team, including asserting their right to a safe and healthy workplace,” said Meyers.

For the first time in decades, the contract provides significant pay increases. In addition:

  • Cost of Living Adjustments are built in to protect pay against longer-term increases in inflation.
  • Improvements to premiums for on-call, short-notice, super shifts and weekend shifts will put more money in many members’ pockets.
  • A long-overdue update to the classification system provides more recognition of the complexity and scope of work, more opportunity for career advancement, and more respect.
  • Specific provisions address the recruitment and retention crisis.
  • Occupational health and safety changes address mental health under duress, unsafe workloads, infection control standards, access to personal protective equipment and prevention of violence in the workplace.
  • Enhanced education leaves support professional development.
  • A new focus on implementing recommendations to support the inclusion of Indigenous workers, patients and clients will work toward reconciliation and culturally-safe health care.
  • Inclusion of communities that experience marginalization in the health care system is a major priority.

In addition to Indigenous-specific anti-racism measures agreed to in the collective agreement, HSPBA was successful in negotiating a ground-pilot project to explore alternatives to the Christian/colonial focus on statutory holidays to better reflect the diverse cultures and practices of health care workers.

The general wage increases are retroactive to the first pay period after April 1, 2022, and the new premium rates are effective as of December 22, 2022.

Nurses’ Bargaining Association contract talks formally underway

VANCOUVER—Wages and premiums are the number one priority for nurses. There will be no concessions in this round of bargaining, and the stripping away of any member health benefits is not on the table. The priorities of CUPE members have been shared with the constituent unions in the Nurses’ Bargaining Association (NBA), and we will continue to push for meaningful change on those issues.

These are the key takeaways from the NBA’s opening presentation to the Health Employers Association of BC (HEABC) on December 8. The NBA’s membership includes 35 nurses who are members of CUPE 1004.

The NBA bargaining committee dominated the initial session with HEABC, bringing the indisputable power of nurses’ voices from around the province. The committee provided first-hand accounts of the personal and professional impact of the nurse staffing crisis, highlighting how desperately nurses need help.

HEABC representatives were greeted by large boards signed by delegates at the October provincial bargaining conference answering the question, ‘For this round of bargaining, nurses deserve…’.  The boards included impactful messages from members, including calls for better wages, respect, and safe workplaces, forcing the negotiators to appreciate that all discussions will have one audience in mind: working nurses.

Lead negotiator and BCNU interim CEO Jim Gould made NBA’s position clear: with health authorities falling short of provincial targets for safe care delivery, the NBA has leverage thanks to outstanding levels of public support. Nurses are furious, and this is the round of bargaining to do things differently.

Gould shared a series of statistics that underscore the need for this round of bargaining to seriously address shortcomings in the system directly linked to recruitment and retention issues. Among them:

  • 88 per cent of B.C. nurses say they’re working short at least once a week;
  • Each additional patient added to a nurse’s assignment increases the odds of patient death by 16 per cent;
  • 79 per cent of nurses say they have witnessed patients suffering adverse health outcomes due to poor nurse staffing; and
  • 36 per cent report experiencing workplace discrimination, while 54 per cent report witnessing it.

The Committee shared its expectation that principles of diversity, equity, and inclusion be incorporated throughout the bargaining process to recognize our membership’s social diversity, including race, class, gender, sexuality, ability, nationality, religion, language, and age. The Committee also expressed its desire to have both parties recognize the Indigenous-specific racism and discrimination in the healthcare system and incorporate the findings of the <In Plain Sight Report (2020)>, specifically that negotiators maintain an anti-racist mindset when considering contract language.

The Committee advised the employer that 99 per cent of members at the last bargaining conference said that they’d be prepared to strike to achieve their top five “must haves”: Improved wages and premiums, mandatory nurse-patient ratios, safety on the job, flexibility and leaves, and benefits.

Dates for contract talks have been set for this week, after which bargaining will pause over the holiday season. Meetings will resume in January.

 

 

 

 

 

January CBA bargaining dates set to hear a new offer

As we continue engaging with the membership about the status of bargaining, we would like to let you know that HEABC has asked us to return to the table to hear a revised offer in January. The constituent unions of the CBA bargaining committee have agreed to return to the table and hear this offer.

We are scheduled to meet with HEABC on January 10, 2023, and we have a series of consecutive days scheduled should they be needed. There is no guarantee that an amended offer will allow us to reach a tentative agreement, but that is the goal of the Bargaining Committee.

As you know, it’s been a tough year of negotiations, and the committee has been disappointed with the employer’s position. Of particular concern is the monetary offer, which outside of core wage increases, does not allow the CBA to keep up with other bargaining associations.

In response, your CUPE delegates to the CBA Bargaining Committee took a break from the table in November and began returning to the membership for feedback. (See our November 21 bulletin for details on providing your input, as this work will continue in the weeks ahead. View PDF here).

Know that your support for our union and the bargaining committee gave us the courage and confidence last month to say “Not good enough!” It’s the only reason we have made it this far. When we reach a tentative agreement, it will be because of your support and commitment to fairness for healthcare workers in the community.

In solidarity,

Your Community Bargaining Association (CBA) Negotiating Committee