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Health Services (SH) Group

Highlights of the SH Group Tentative Agreement

Important Information

Ratification Summary (PDF)

Rates of Pay (PDF)

Changes Contained in Your New Agreement (PDF)

Memorandum of Agreement on Supporting Employee Wellness (PDF)

Justification for Employee Wellness and Support Program (PDF)

FAQ - MOA on EWSP (Employee Wellness and Support Program) (PDF)

Workforce Adjustment (PDF)

In contrast to previous years when the documents used during the ratification process consisted of initialled texts and a French translation that had not received the Treasury Board’s approval, we have prepared these materials to help you make an informed decision about your Group’s tentative agreement. The full collective agreement is not currently available in both languages and waiting for the Employer to provide its translation would impose an unacceptable delay on the ratification vote process. Please be assured that the information contained in these documents is both current and complete.

To all SH members,

Your SH Bargaining Team is pleased to announce that on December 09, 2016 at 12:50 a.m. we signed a tentative agreement to complete this round of collective bargaining. The Bargaining Team would like to thank all members for their support.

We believe we have reached the very best negotiated deal possible in what has been a very challenging round of negotiations.

Major obstacles that were dealt with by PIPSC and your bargaining team include:

1. We protected sick leave (as demanded by our members) by not negotiating concessions and in fact bargaining the "way ahead" to develop a more supportive and comprehensive Employee Wellness Support Program.

2. We protected many of the articles in our CA that were under attack (demands in the employer's original proposal) such as negative changes to call-back, stand-by, overtime, hours of work, vacation and rules on its use (e.g., we still have no cap on carryover of vacation credits) and overtime.

3. The labour movement (PIPSC and PSAC, in particular) were able to maintain pressure on the new government to repeal several anti-labour laws enacted by the former government.

4. We prevented Bill C-59 from being used. This legislation could have resulted in the unilateral implementation of a Short Term Disability Plan (STDP) and imposed negative changes to the current sick leave system.

The centerpieces of this tentative agreement are:

1. A Memorandum of Agreement on safety and security for Northern Nurses that will support them in providing care to First Nations populations.

2. NU/OP: near elimination of regional rates of pay resulting in two regions for both NU and OP rather than nine as per previous contracts. This will take effective on Oct. 1, 2016 (as will the market adjustments).

NU will have two regions:

  • Region 1 based on current ON rates of pay for Atlantic, QC, ON and MB.
  • Region 2 based on current BC rates of pay for Saskatchewan west to BC.

OP will also have two regions:

  • One for QC
  • One for all others

3. DE: 4% market adjustment effective Oct. 1, 2016
MD:4% market adjustment effective Oct. 1, 2016
PS: 4% market adjustment effective Oct. 1, 2016 for PS-3 PS-04 and PS-05

4. NU EMA -- 2.5 % wage adjustment at the top of pay scale.

5. SW -- $3,850 Education Allowance for Masters Level Registered S.W.
Note: this is technically a pay raise for most SW as an educational allowance is included in what is considered base salary for all pay-related issues such as overtime and pension.

6. Northern Nurse – recruitment allowance (Appendix E) increased by $1,000.00 Finally, we have secured a general 5 per cent increase for all members over the life of the agreement in addition to significant market-based adjustments for many professions.

We will of course continue to push Treasury Board for further improvements in the next round of bargaining as there are still outstanding issues for some of our members.

We are therefore recommending that members vote in favour of the deal.

By voting in favour of the deal, you will be helping to ensure that the significant gains made in this round of bargaining are secured and that your new salary and retroactive pay will take effect soon after the deal has been ratified by both parties.

By voting against the deal, you will be signalling a desire to pursue binding conciliation. This will further delay a final settlement and will leave the final decision in the hands of a conciliator. Ultimately, this may result in the loss of some of these recent gains.

In solidarity,

The SH Bargaining Team


Publish Date: 15-FEB-2017 01:58 PM
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