Bcgeu Paramedical Collective Agreement

The arbitrators agreed to in Appendix “E” are selected on a rotational basis provided that they are available to convene a hearing within thirty (30) calendar days (ten (10) business days in accordance with Article 8.11). If none of these arbitrators is available within thirty (30) calendar days, the parties may select an alternative arbitrator by mutual agreement. Collective bargainingThese improvements in social benefits and other monetary achievements are examples of the many gains we have made in collective bargaining for the 2019-2022 collective agreements. The current agreements expire on March 31, 2022 and we will soon be back at the negotiating table. Please consider any additional improvements you would like to see in your agreement, as your union will contact you to determine these priorities soon. The OCGEU is the main union in the collective bargaining association, which consists of 10 unions, including CUPE, HEU, HSA, USW, UFCW, CSWU, CLAC, UNCO and SEIU. Community Social Services consists of three collective agreements: Community Living Services, General Services and Indigenous Services.For more details and to view your collective agreement, please ensure that your contact information is up-to-date and accurate by visiting: my.bcgeu.ca/login and ask your employees to do the same. Out of solidarity, Andrea Duncan, Vice President of Component 3Selena Kongpreecha, Staff Representative On October 29, 2019, an agreement was reached on the details of the HSPBA rates of pay negotiated for the 2019-2022 collective agreement for health professionals. The finalized salary grids can be found here. Please note that there are several salary scales related to the job and that you must refer to the salary grid that corresponds to your profession. m) Shift Rotation – If shift rotation within the department is the norm, it is done on an equitable basis among employees in a classification. By mutual agreement, a worker exercising her seniority may choose more than her share of non-daily shifts. Locations; one that indicates that the employee has read and accepted the notice, and the other that indicates that the employee does not agree with the review.

The employee must sign at one of the designated locations. No employee may make a complaint about the content of an evaluation report unless the signature indicates a rejection of the evaluation. Upon request, an employee will receive a copy of this assessment report at the time of signing. An assessment report may not be amended without the employee`s knowledge after an employee has signed it, and such changes are subject to the complaint procedures set out in this Agreement. (a) All matters relating to the provision of tools and certificates shall be by mutual agreement between the two parties. (a) New or amended classifications: the employer may introduce new classifications in addition to the classifications listed in Annex A. Where such a new classification is introduced, the employer shall set the rate corresponding to it and submit the classification and rate to the Union in writing, as well as the classification and rate. It must be demonstrated that the new classification and the new rate of pay are the subject of an agreement between the Union and the employer. Within thirty (30) business days of such submission and secondment, the union may, if it deems it necessary, request a meeting with the employer to review the classification and tariff, and if no amicable agreement can be reached, the difference may be submitted to arbitration in accordance with section 9. Any change in the rate resulting from discussions between the parties or as a result of a referral to arbitration applies retroactively to the date on which the new classification was introduced by the employer.

If the parties fail to reach an agreement within sixty (60) calendar days of the date on which the Union received notice from the municipality of its intention to introduce technological changes and various issues remain outstanding, the parties shall submit such matters to arbitration within twenty-one (21) calendar days of the non-agreement. (ii) an equivalent exemption of his choice, provided that such exemption is provided for by mutual agreement; Lifting this cap – commonly referred to as “8 Bucks sucks” – has been a significant gain for our members and one of the priorities that the Bargaining Committee has been able to achieve at the negotiating table. Other performance improvements have been implemented over the past year, such as increasing the annual limit for physiotherapist services from $500 to $700 and increasing hearing aid coverage for adults to $1500 every 48 months and for children every $1500 every 12 months. Significant gains include additional resources to address the pay gap between community social services and the health sector. The third low wage bracket will also be applied to collective salary scales and will come into effect during the first full salary period after April 1, 2021.Click here for the joint newsletter on April 1, 2021 wage increases. (a) where the municipality has notified the Union of its intention to make technological changes, the parties undertake to meet within the next thirty (30) calendar days and to hold constructive and meaningful consultations with a view to reaching agreement on the solutions to the problems arising from this proposed change and on the measures to be taken by the municipality; to protect workers from adverse effects. The Municipality and the Union agree to bargain in good faith on all aspects of the proposed amendment. The parties may resolve these issues by mutual agreement.

In the event that such an amicable solution requires an amendment to the collective agreement, these changes will be implemented in the next round of negotiations or earlier, if the parties agree. .