Bargaining Proposal Prioritization by

Supplemental Mental Health Benefit Fund

cwh33 — 2024-09-24 03:18:27 UTC

(similar to BCNU) to cover reimbursement once counseling and psychology services have been maxed with Pacific Blue Cross (extended health)

Expand definition of family for application of special leave/ bereavement leave

cwh33 — 2024-09-24 03:19:57 UTC

Increase Bereavement Leave from 22.5 hours to 37.5 hours.

cwh33 — 2024-09-24 03:20:41 UTC

Increase Psychologists pay to be more closely aligned to private practice/ post secondary rates

cwh33 — 2024-09-24 03:21:09 UTC

Changing "marriage leave" to reflect a different leave type that is more inclusive to all employees, whether to choose to wed or not

cwh33 — 2024-09-24 03:22:23 UTC

Pensionable earnings: hours of on-call and call back should be made pensionable

cwh33 — 2024-09-24 03:26:12 UTC

Create "personal leave" days

cwh33 — 2024-09-24 03:26:41 UTC

For time off not covered by a different type of leave

Routine/permanent coverage of professional fees and other certifications required as part of job duties

cwh33 — 2024-09-24 03:37:06 UTC

e.g. first aid certification

Create provisions for flexible work options, including extended workdays, whereby staff work pre-scheduled longer workdays and subsequently earn a scheduled day off

cwh33 — 2024-09-24 03:38:07 UTC

e.g. work an 8-hour workday and earn one scheduled day off every three weeks

P2A Additions:

cwh33 — 2024-09-24 03:39:41 UTC

Add all restricted activities as as defined by the province: https://www2.gov.bc.ca/gov/content/health/practitioner-professional-resources/professional-regulation/scope-of-practice-reformb.

Add medical therapeutic diets (eg. Ketogenic, metabolic),

Add Certified Diabetes Educator

Add specialty seating

Add dysphagia management/treatment

P2BS Additions:

cwh33 — 2024-09-24 03:41:16 UTC

Add members who work in quaternary care centres (e.g., specialized treatments for rare and/or complex diseases that require expertise not available in other hospitals).

Wage rate should match the rest of the P2B group

P1 + P2B: create a classification for members who are expected to carry out a combination of duties

cwh33 — 2024-09-24 03:42:33 UTC

Re-classify advanced allied professionals above an entry (P1) level who serve patients and clients provincially, regarding unique and complex populations (e.g. BC Children’s, BC Cancer) who have specialized knowledge, skills, education and experience in niche and practice areas.

cwh33 — 2024-09-24 03:43:34 UTC

Classification system similar to nurses (L1-L6) where members who work in specialized areas or who do higher level work are classified differently and compensated appropriately, even those who's primary role is patient care

cwh33 — 2024-09-24 03:44:17 UTC

Move Child Life Specialists under the definition of “disciplines allied to social work”

cwh33 — 2024-09-24 03:45:07 UTC

Increase Qualification Differential amounts

cwh33 — 2024-09-24 03:45:42 UTC

Add language to HSA contract that allows additional qualifications to work for the qualification differential

cwh33 — 2024-09-24 03:46:02 UTC

Create varying grid levels to recognize the different levels of skill or specialty required to work

cwh33 — 2024-09-24 03:46:55 UTC

A projection of increasing grid levels with increasing skill levels, and with proper wage increases, will properly categorize health science professionals within their working group in the new classification system.

More levels within the Occupational Therapy, Physical Therapy and Speech Language Pathology professions

cwh33 — 2024-09-24 03:47:14 UTC

Language to compel the employer to create accurate job descriptions

cwh33 — 2024-09-24 03:48:09 UTC

Employer and union will review all non-clinical roles (e.g. educators, coordinators, quality control, discharge planning, campus wide projects) across the organization and identify roles where they can remove the RN qualification/language AND ensure pay equity regardless of who holds the role

cwh33 — 2024-09-24 03:49:12 UTC

Increase access to leadership positions for HSA members

Current grade II positions should be classified as P2A

cwh33 — 2024-09-24 03:49:38 UTC

e.g. year 1 residency trained pharmacists

Relative wage values between profiles should remain the same (i.e. wage value differential between P1, P2B(s) etc should remain consistent based on what the wage value differential was previously)

cwh33 — 2024-09-24 03:50:34 UTC

e.g. for pharmacists: Bring P2BS aligned with the other P2B (E/R/Q) on the wage grid or should scale >/= 11.8% increase over current grade II pharmacists

Include a baseline wage profile for supervisors (in line with S3 up to 8FTE wages)

cwh33 — 2024-09-24 03:51:02 UTC

Expand and strengthen language related to safety for members engaging in the harassment complaint process.

cwh33 — 2024-09-24 03:52:31 UTC

e.g. paid time for making the complaint, external investigators to be used when the complaint is based on a human rights protected ground, and include clarification as to the details of who has access to the details of the complaint and for what purposes

Add language about the misuse of managerial authority and targeting employees/ inconsistent application of policies

cwh33 — 2024-09-24 03:54:04 UTC

e.g. BCGEU language that states “misuse of managerial authority occurs when a person who supervises exercises that authority in a manner that serves no legitimate work purpose which a reasonable person would consider inappropriate”.

Employers must provide each member with a dedicated workspace, with appropriate ergonomical set up, privacy features & access to necessary equipment

cwh33 — 2024-09-24 03:54:38 UTC

Defined limits on workload as well as a way of quantifying workload

cwh33 — 2024-09-24 03:55:00 UTC

Proof of sickness: modify language to include sick notes can only be requested if 3-5+ days in a row missed and the employer pays 100% of sick note fee

cwh33 — 2024-09-24 03:56:17 UTC

Hybrid work language (or work from home) if the employee is not required on site to perform their job duties and can effectively be done off site.

cwh33 — 2024-09-24 03:56:51 UTC

General wage increase + COLA adjustment/ increase to better reflect cost of living and ensuring fair compensation for all employees

cwh33 — 2024-09-24 03:57:15 UTC

Create a premium for hours that staff work outside of their work site/ an additional premium for staying overnight in a different town.

cwh33 — 2024-09-24 03:59:43 UTC

Include all hours away, even when not working.

Create a working short premium

cwh33 — 2024-09-24 04:00:32 UTC

Additional steps in the wage grid to allow pay raises between year 6 and year 25

cwh33 — 2024-09-24 04:01:01 UTC

‘Preceptor pay’ for whenever members are asked to be teaching over and above daily workload. (including training staff or precepting students)

cwh33 — 2024-09-24 04:01:40 UTC

Create different levels of on call: High Acuity Premium vs Standby

cwh33 — 2024-09-24 04:07:08 UTC

For high acuity professions where a rapid response is required,such as perfusion, create a high acuity level premium for call. High acuity call would be attached to the minimum wage in BC

On Call Wage improvement/ Bonus for on call hours

cwh33 — 2024-09-24 04:08:15 UTC

Receive a bonus once a certain hours of on-call are hit: (ie. $5000 for 250 hours)

For every 8 hours of call compensated 2 regular wage hours of pay for high acuity professions (30 minutes response time)

Wage matching to other provinces to address shortage of Perfusionists

cwh33 — 2024-09-24 04:08:53 UTC

Implement an ER/ICU/CCU Premium

cwh33 — 2024-09-24 04:09:42 UTC

($2/h as per BCNU contract)

Difficult to fill position retention bonus(for staff already in positions in affected professions)

cwh33 — 2024-09-24 04:11:44 UTC

Improved supplemental payment & benefits for maternity or parental leave

cwh33 — 2024-09-24 04:14:50 UTC

i.e. implement Supplement Employment Benefits for parental leave minimum 75% of base salary

Modify language to allow a change in status between full time and part time without triggering a job posting if within 0.2FTE (and vice versa)

cwh33 — 2024-09-24 04:17:02 UTC

Improved evening, weekend, night and on call premiums.

cwh33 — 2024-09-24 04:17:37 UTC

Compensate staff better for shifts that are known to have detrimental effects on over all health

Premium for staff holding permanent roles

cwh33 — 2024-09-24 04:17:50 UTC

Amend wage grids to account for education, additional training, patient acuity and responsibility in Medical Imaging

cwh33 — 2024-09-24 04:18:16 UTC

Pediatric Speciality Recognition

cwh33 — 2024-09-24 04:18:44 UTC

Recognize pediatrics as a speciality ie. imaging at BCCH as special procedures

Increasing the minimum pay gap between supervisors and the members they supervise

cwh33 — 2024-09-24 04:19:02 UTC

Adjust CT, IR, Nuc Med, X-Ray technologists to be on the same grid as MRI technologists

cwh33 — 2024-09-24 04:19:20 UTC

Move Technical Coordinator MLTs to the “S” profile

cwh33 — 2024-09-24 04:19:35 UTC

Change instances of “7.5 hour leave” to one “one shift” to account for extended shift workers

cwh33 — 2024-09-24 16:41:50 UTC

Premium based on Geographical location that accounts for the difference in costs of living/ Urban City Centre Allowance

cwh33 — 2024-09-24 18:48:39 UTC