ISSUE

WHAT YOU HAVE UNDER YOUR CURRENT COLLECTIVE AGREEMENT

WHAT YOU WOULD GET UNDER THIS NEW DEAL

REFERENCE

PAY

You have not received a raise since 2017.

The Employer began this round of bargaining by offering only a 0.5% increase per year for the life of the contract.

For SW, PS, VM, PH, DE, MD, ND, NU-EMA’s this deal offers a general economic increase of 7% to your pay through the life of the agreement:

October 1, 2018 - increase to rates of pay: 2.0%

October 1, 2019 - increase to rates of pay: 2.0%

October 1, 2020 - increase to rates of pay: 1.5%

October 1, 2021 - increase to rates of pay: 1.5%

In addition:

PS and SW – Wage Adjustment of 2%

DE, VM, ND, PH – Wage Adjustment of 1.75%

Wage adjustment pay applies as of October 1, 2018.

For NU and OP this deal offers a general economic increase of 7% to your pay through the life of the agreement:

October 1, 2018 - increase to rates of pay: 3.5%

October 1, 2019 - increase to rates of pay: 2.0%

October 1, 2020 - increase to rates of pay: 0.75%

October 1, 2021 - increase to rates of pay: 0.75%

Retroactive pay applies as of October 1, 2018.

For more details, see the attached documents.

Article 52

Appendix A

NU/OP

Under the current Collective Agreement, 2 different (zones) of regional rates of pay for the NU and OP Group.

We have eliminated regional rates of pay for the NU/OP Group. We have achieved the full elimination in this contract, our efforts have resulted in getting National Rate of Pay.

NU Group – National Rate of Pay to Zone 2, which is the highest rate of pay for NU.

OP Group- National Rate of Pay to Zone 1, which is the highest rate of pay for OP.

Nursing (NU) Employees who are in the Nursing Group and working in British Columbia and remote locations on the signature date of the collective agreement will be entitled to a non-pensionable amount of: $1,200

As per Commencing on a date established in accordance with 2. (a) (ii) of Memorandum of Understanding with Respect to Implementation of the Collective Agreement"

Appendix A

APPENDIX A

ANNUAL RATES OF PAY AND PAY NOTES

Restructure for the SW: Social Work Group annual rates of pay (in dollars)

Adding extra increment at top of pay scale for SW-4

Step 1 from 72814 to 78075

Step 2 from 75449 to 80709

Step 3 from 78075 to 83353

Step 4 from 80709 to 85980

Step 5 from 83353 to 88886

Step 6 from 85980 to 91891

As per Commencing on a date established in accordance with 2. (a) (ii) of Memorandum of Understanding with Respect to Implementation of the Collective Agreement"

APPENDIX U

Under the current agreement the Memorandum provided the allowance only to Nurse Practitioner, currently classified at the NU-CHN-4 or NU-HOS-4

The new Memorandum now covers all classified at the NU-CHN-4 or NU-HOS-4, NU-CHN-5 or NU-HOS-5, NU-CHN-6 or NU-HOS-6, NU-CHN-7, or NU-HOS-7, NU-CHN-8 or NU-HOS-8, in the Health Services Group.

Nurse practitioner allowance

Classification Annual amount

NU-CHN-4 or NU-HOS-4 $18,000

NU-CHN-5 or NU-HOS-5 $15,000

NU-CHN-6 or NU-HOS-6 $13.000

NU-CHN-7 or NU-HOS-7 $11,000

NU-CHN-8 or NU-HOS-8 $11,000

As per Commencing on a date established in accordance with 2. (a) (ii) of Memorandum of Understanding with Respect to Implementation of the Collective Agreement"

Appendix U

HOURS OF WORK AND SHIFT WORK

The normal work day was identified as being 7.5 hours between 7:00 AM and 6:00 PM. We argued that an earlier start time may allow our members greater flexibility, so long as it would not hinder premium payments for working outside the normal working day.

The normal work day is now identified as being 7.5 hours between 6:00 AM and 6:00 PM. This will not impact premiums for members who would otherwise have earned them.

Article 8.02(a)

CALL BACK

Language wasn’t clear when members were required to claim overtime when taking call or data line call.

An employee who receives a call to duty or responds to a telephone or data line call while on stand-by duty, may at the discretion of the Employer work at the employee’s residence or at another place to which the Employer agrees. In such instances, the employee shall be paid the greater of:

a. compensation at the applicable overtime rate for any time worked, OR

b. compensation equivalent to two (2) hours’ pay at the straight-time rate, which shall apply only the first time an employee performs work during an eight (8) hour period, starting when the employee first commences the work.

For greater clarity, this clause does not apply to employees of Indigenous Services Canada in the NU Group at Nursing Stations, Health Centres and Health Stations.

Article 10.02

CALL BACK

New language to add compensation for members who are reimbursed for travel purposes.

When an employee is called back to work under the conditions described in clause 10.01 and is required to use transportation services other than normal public transportation services the employee shall be reimbursed for reasonable expenses incurred as follows:

a. the kilometric rate normally paid by the Employer where the employee travels by means of their own automobile;

or

b. out-of-pocket expense for other means of commercial transportation.

Article 10.05

BEREAVEMENT LEAVE WITH PAY

You are entitled to seven days of Bereavement Leave with Pay following the death of a member of your immediate family.

We argued that the current definition of immediate family is too limited and the entitlement does not respond to the needs of all families.

The definition of immediate family has been broadened to include daughter-in-law and son-in-law and a person who stands in the place of a relative for the employee, whether or not there is any degree of consanguinity (descendant) between such person and the employee.

The Bereavement Leave with Pay for a person who stands in the place of a relative whether or not there is a degree of consanguinity is limited to once in their career in the federal public administration.

Bereavement Leave can now also be divided into two (2) periods.

There are specifications/restrictions about when the leave can be taken.

For more details, please see the SH tentative agreement dated May 30, 2019.

Article 17.02

LEAVE WITHOUT PAY FOR THE CARE OF IMMEDIATE FAMILY

We argued that the current definition of immediate family is too limited and does not respond to the needs of all families.

The definition has been broadened to include a person who stands in the place of a relative for the employee, whether or not there is any degree of consanguinity between such person and the employee.

Article 17.09

LEAVE WITH PAY FOR FAMILY-RELATED RESPONSIBILITIES

We argued that the current definition of immediate family is too limited and does not respond to the needs of all families.

We argued that the limitation to provide time off in the case of an unforeseeable closure of daycare facility was too restrictive and did not include situation when child is too old for day care, but still require special care.

The definition has been broadened to include a person who stands in the place of a relative for the employee, whether or not there is any degree of consanguinity between such person and the employee.

We were successful in changing daycare facility to care facility.

Article 17.12

STANDARDS OF DISCIPLINE

Notice of disciplinary action placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken.

The employer wanted to extend the two (2) year period by any periods of leave without pay.

Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period. This period will automatically be extended by the length of any single period of leave without pay in excess of six (6) months.

Article 37.08

CORRECTIONAL SERVICE SPECIFIC DUTY ALLOWANCE (CSSDA)

New language was added to include the allowance of $2000.00 for members working with offenders or in the community.

The regular supervision of offenders, or the support of programs related to the conditional release of those offenders within penitentiaries or community parole offices as defined in the Corrections and Conditional Release Act, and/or CSC Commissioner Directives.

As per Commencing on a date established in accordance with 2. (a) (ii) of Memorandum of Understanding with Respect to Implementation of the Collective Agreement"

Article 44

MEMORANDUM OF AGREEMENT ON

WORK STATION SECURITY FOR NORTHERN NURSES

Under the current Collective Agreement, the process to deal with urgent issue was though the latest MOA for Security for Northern Nurses, with a firm commitment from the Treasury Board.

During this round of bargaining, we are pursuing the work with Health Canada’s Senior Assistant Deputy Minister, First Nations and Inuit Health Branch, to deal with this matter.

We have signed once again a Memorandum of Agreement that requires the current Committee to continue the work that still need to be done.

Appendix Z

LETTER OF UNDERSTANDING CONCERNING A STUDY ON COMPENSATION COMPARABILITY AND OTHER TERMS AND CONDITIONS

Under the current agreement, the employer had no obligation to conduct a compensation study for any of our occupations.

Accordingly, the parties agree, during the life of the Agreement, to conduct compensation studies for the Psychologist and Nurse Practitioner groups, and to examine other terms and conditions that may influence the recruitment and retention of these occupations. The parties may identify other occupations for similar studies by mutual agreement.

Appendix “XX”