2019 - 2022 PROVINCIAL COLLECTIVE AGREEMENT between · 2020-01-10 · 2019 - 2022 PROVINCIAL...

2019 - 2022

PROVINCIAL COLLECTIVE AGREEMENT

between

NURSES’ BARGAINING ASSOCIATION

April 1, 2019 – March 31, 2022

NBA bargaining booklet3.indd 1 8/29/2019 9:14:37 AM

Nurses’ Bargaining Association

British Columbia Nurses’ Union 4060 Regent Street, Burnaby, BC V5C 6P5

Phone: 604 433 2268 Fax: 604 433 7945

Toll free Phone: 1 800 663 9991

Toll free Fax: 1 888 284 2222

www.bcnu.org

Health Sciences Association of British Columbia 180 East Columbia Street, New Westminster, BC V3L 0G7

Phone: 604 517 0994 Fax: 604 515 8889

Toll free Fax: 1 800 663 6119

www.hsabc.org

300-2889 East 12th Ave, Vancouver, BC V5M 4T5

Phone: 604 736 5909 Fax: 604 736 2715

www.heabc.bc.ca

2019 - 2022

PROVINCIALCOLLECTIVEAGREEMENT

between

NURSES’ BARGAININGASSOCIATION

April 1, 2019 – March 31, 2022

Phone: 604 433 2268 Fax: 604 433 7945

Toll free Fax: 1 888 284 2222

www.bcnu.org

Phone: 604 517 0994 Fax: 604 515 8889

Toll free Fax: 1 800 663 6119

www.hsabc.org

Phone: 604 736 5909 Fax: 604 736 2715

www.heabc.bc.ca

Phone: 604 433 2268 Fax: 604 433 7945

Toll free Fax: 1 888 284 2222

www.bcnu.org

Phone: 604 517 0994 Fax: 604 515 8889

Toll free Fax: 1 800 663 6119

www.hsabc.org

Phone: 604 736 5909 Fax: 604 736 2715

www.heabc.bc.ca

Table of Contents

ARTICLE 1 - PREAMBLE AND DEFINITIONS ............................................ 11.01 Preamble .................................................................................... 11.02 Definitions ................................................................................... 1

ARTICLE 2 - PURPOSE OF AGREEMENT .............................................. 3ARTICLE 3 - MANAGEMENT RIGHTS ........................................................ 43.01 GeneralRights ........................................................................... 43.02 EmployerPolicies ....................................................................... 4

ARTICLE 4 - UNION RECOGNITION ........................................................... 44.01 UnionRecognition ...................................................................... 44.02 ScopeofAgreement ................................................................... 4

ARTICLE 5 - UNION SECURITY .................................................................. 45.01 Security ...................................................................................... 45.02 UnionDeductions ....................................................................... 4

ARTICLE 6 - UNION RIGHTS AND ACTIVITIES ......................................... 56.01 IndividualAgreement .................................................................. 56.02 ContractingOut .......................................................................... 66.03 Employer’sBusiness .................................................................. 66.04 Stewards .................................................................................... 66.05 UnionRepresentativeVisits ....................................................... 76.06 SuperiorBenefits ........................................................................ 86.07 PersonnelFile ............................................................................ 86.08 CopiesoftheProvincialCollectiveAgreement ........................... 96.09 NewEmployees ......................................................................... 96.10 ListofNewandTerminatingEmployees .................................... 96.11 BulletinBoards ........................................................................... 9

ARTICLE 7 - STRIKES OR LOCK-OUTS .................................................. 10ARTICLE 8 - UNION/MANAGEMENT COMMITTEE ................................. 108.01 CompositionofCommittee ....................................................... 108.02 Chair ......................................................................................... 108.03 Meetings ................................................................................... 108.04 PurposeoftheCommittee ........................................................ 108.05 ScopeoftheCommittee ............................................................118.06 Stewards ...................................................................................11

ARTICLE 9 - GRIEVANCES ........................................................................119.01 Preamble ...................................................................................119.02 GrievanceProcedure ................................................................119.03 SingleEmployerPolicyDispute ............................................... 139.04 ApplicationofSingleEmployerArbitrationDecisions ............... 139.05 AmendingTimeLimits .............................................................. 149.06 ResolutionofEmployeeDismissalorSuspensionDisputes ......149.07 IndustryWideApplicationDispute ............................................ 149.08 ClarificationoftheNatureoftheDispute .................................. 159.09 DeviationfromGrievanceProcedure ....................................... 159.10 OtherProcesses ....................................................................... 159.11 InformationSharingandReferraltoRegistrar .......................... 169.12 CaseReviewMeeting .............................................................. 16

ARTICLE 10 - ARBITRATION .................................................................... 1610.01 ReferencetotheBCHOA ......................................................... 1610.02 ExpeditedArbitration ................................................................ 17

ARTICLE 11 - DEFINITION OF EMPLOYEE STATUS AND BENEFIT ENTITLEMENT ........................................................................................... 1911.01 RestrictionofEmployeeStatus ................................................ 1911.02 RegularFull-TimeEmployees .................................................. 1911.03 RegularPart-TimeEmployees ................................................. 2011.04 CasualEmployees ................................................................... 21

ARTICLE 12 - ANNIVERSARY DATE AND INCREMENTS ....................... 3612.01 Definition .................................................................................. 3612.02 AnniversaryDate ...................................................................... 3612.03 Increments ................................................................................ 36

ARTICLE 13 - SENIORITY ......................................................................... 3613.01 Definition .................................................................................. 3613.02 PortabilityofSeniority ............................................................... 3713.03 Seniority–MaintainedandAccumulated ................................. 3713.04 EmploymentinExcludedPositionsandWithinOther

BargainingUnits ....................................................................... 3713.05 MergedSeniorityLists .............................................................. 3813.06 SeniorityLists ........................................................................... 38

ARTICLE 14 - PROBATIONARY PERIOD ................................................. 39

ARTICLE 15 - TERMINATION OF EMPLOYMENT .................................... 3915.01 EmployeeTermination .............................................................. 3915.02 WaiverofNotice ....................................................................... 4015.03 Notice–Penalty ....................................................................... 4015.04 EmployerTerminations ............................................................. 40

ARTICLE 16 - EMPLOYEE EVALUATION ................................................. 4116.01 Evaluations ............................................................................... 4116.02 EmployeeRights ...................................................................... 4116.03 RecordsRemoved .................................................................... 41

ARTICLE 17 - VACANCY POSTINGS ........................................................ 4217.01 Postings .................................................................................... 4217.02 TemporaryAppointments .......................................................... 4317.03 TemporaryPositions ................................................................. 4517.04 SeasonalPart-timePositions ................................................... 4617.05 RegularReliefPositions ........................................................... 4717.06 Multi-SiteReliefPositions ......................................................... 4717.07 RegularFlexPositions ............................................................. 4717.08 AdvancedHirePositions .......................................................... 4817.09 IncreasingorDecreasingRegularPart-TimeEmployee

FTEStatus ............................................................................... 4817.10 PostingofSuccessfulCandidate .............................................. 49

ARTICLE 18 - PROMOTIONS, TRANSFERS AND DEMOTIONS IN THE FILLING OF VACANCIES OR NEW POSITIONS .............................................4918.01 FirstConsideration ................................................................... 4918.02 FillingVacancies ....................................................................... 5118.03 QualifyingPeriod ...................................................................... 5118.04 OrientationandTraining ........................................................... 5118.05 ReturningtoFormerlyHeldPosition ........................................ 5218.06 SalaryonPromotion ................................................................. 5218.07 IncrementAnniversaryDate ..................................................... 5318.08 RelievinginHigher-orLower-RatedPosition .......................... 5318.09 VoluntaryDemotion .................................................................. 53

ARTICLE 19 - LAY-OFF & RECALL ........................................................... 5319.01 DisplacedEmployees ............................................................... 5419.02 AdvanceNotice ........................................................................ 59

19.03 BenefitsContinued ................................................................... 6019.04 Recall ....................................................................................... 6119.05 RecallPeriod ............................................................................ 62

19.06 LeavesofAbsence ................................................................... 62ARTICLE 20 - TECHNOLOGICAL CHANGE, AUTOMATION ......................6220.01 TechnologicalPolicy ................................................................. 6220.02 TechnologicalDisplacement ..................................................... 6220.03 WagesonReassignment ......................................................... 6320.04 Lay-OffDuetoTechnologicalChange ...................................... 63

ARTICLE 21 - CREATION OF NEW POSITION ......................................... 6321.01 EmployerNotice ....................................................................... 6321.02 Implementation ......................................................................... 63

ARTICLE 22 - CHANGE IN CLASSIFICATION .......................................... 6422.01 EmployerNotice ....................................................................... 6422.02 Implementation ......................................................................... 6422.03 EmployeeGrievance ................................................................ 65

ARTICLE 23 - JOB DESCRIPTIONS ......................................................... 65ARTICLE 24 - JOB CLASSIFICATION AND PAY EQUITY PROCESS ..... 65ARTICLE 25 - WORK SCHEDULES ........................................................ 6625.01 MasterWorkSchedule ............................................................. 6625.02 DeterminationofWorkSchedules ............................................ 6625.03 InternalScheduleChange ........................................................ 6625.04 Self-Scheduling ........................................................................ 6725.05 PostingofWorkSchedules ...................................................... 6825.06 RequirementsofWorkSchedules ........................................... 6825.07 RequirementsofWorkSchedules(Employeeson

FlexibleWorkSchedules) ........................................................ 6825.08 InsufficientNotice ..................................................................... 7025.09 VoluntaryShiftExchange ......................................................... 7125.10 LeaveofAbsenceRefused ...................................................... 7125.11 ExtendedWorkDayMemorandum .......................................... 7125.12 ThreeDifferentShiftsWorked .................................................. 71

ARTICLE 26 - HOURS OF WORK, MEAL PERIODS, REST PERIODS ... 7226.01 HoursofWork ........................................................................... 72

26.02 ConsecutiveHoursofWork ...................................................... 7226.03 MealPeriods ............................................................................ 7326.04 RestPeriods ............................................................................. 7426.05 On-CallTime ............................................................................ 7426.06 Standard/DaylightSavingsTimeChange ................................. 7426.07 PaidEndofShiftWork ............................................................. 74

ARTICLE 27 - OVERTIME .......................................................................... 7427.01 Definition .................................................................................. 7427.02 Authorization ............................................................................ 7527.03 Employee’sRighttoDeclineOvertime ..................................... 7527.04 Application ................................................................................ 7527.05 OvertimePayCalculation ......................................................... 7527.06 OvertimeOfferedandAccepted ............................................... 7727.07 OvertimeBySeniority ............................................................... 77

ARTICLE 28 - SHIFT PREMIUMS .............................................................. 7728.01 EveningandNightPremium ..................................................... 7728.02 WeekendPremiums ................................................................. 7728.03 SuperShiftPremium ................................................................ 7828.04 WorkingShortPremium ........................................................... 7828.05 ShortNoticePremium .............................................................. 79

ARTICLE 29 - ON-CALL, CALL-BACK AND CALL-IN ............................. 8029.01 Definitions ................................................................................. 8029.02 Application ................................................................................ 8029.03 On-Call ..................................................................................... 8029.04 Call-Back .................................................................................. 8129.05 ApplicationofCall-Back ........................................................... 8129.06 Call-BackTravelAllowance ...................................................... 8229.07 Call-In ....................................................................................... 8229.08 InsufficientOff-DutyHours ....................................................... 82

ARTICLE 30 - RESPONSIBILITY PAY ....................................................... 83ARTICLE 31 - NON-DISCRIMINATION ...................................................... 84ARTICLE 32 - OCCUPATIONAL HEALTH AND SAFETY PROGRAM ..... 8432.01 JointOccupationalHealthandSafetyCommittee .................... 8532.02 MedicalExaminations .............................................................. 86

32.03 SafeWorkplace ........................................................................ 8632.04 ProvisionforImmunizations ..................................................... 88

ARTICLE 33 - LEAVE – COMPASSIONATE .............................................. 8933.01 Application ................................................................................ 8933.02 Leave–WithPay ..................................................................... 8933.03 Leave–WithoutPay ................................................................ 89

ARTICLE 34 - LEAVE – COURT APPEARANCE ...................................... 89ARTICLE 35 - LEAVE – EDUCATION – STAFF DEVELOPMENT PROGRAMS ............................................................................................... 9035.01 TransferofFunction ................................................................. 9035.02 In-ServicePrograms ................................................................. 9035.03 GeneralEducationPrograms ................................................... 90

ARTICLE 36 - LEAVE – ELECTIONS ........................................................ 93ARTICLE 37 - LEAVE – GENERAL ........................................................... 9337.01 Application ................................................................................ 9337.02 Notice ....................................................................................... 9337.03 Increments ................................................................................ 9337.04 DomesticandSexualViolenceLeave ...................................... 94

ARTICLE 38 – MATERNITY AND PARENTAL LEAVE .............................. 9438.01 MaternityandParentalLeave–BirthingParent ...................... 9438.02 MaternityLeaveAllowance ...................................................... 9638.03 ParentalLeave–Non-birthingParent ..................................... 9738.04 BenefitsContinuation ............................................................... 9838.05 NoticeRequirement .................................................................. 9838.06 ReturntoEmployment .............................................................. 9838.07 BridgingofService ................................................................... 9938.08 CasualEmployees .................................................................. 99

ARTICLE 39 - LEAVE – PAID HOLIDAYS ............................................... 10039.01 PaidHolidayEntitlement ........................................................ 10039.02 PaymentforPaidHolidays ..................................................... 10039.03 WorkonaPaidHoliday .......................................................... 10139.04 PremiumRatesofPay ........................................................... 10139.05 PaidHolidayCoincidingwithaRestDay ............................... 10239.06 PaidHolidayCoincidingwithaVacation ................................ 10239.07 SchedulingofPaidHolidays ................................................... 103

ARTICLE 40 - LEAVE – PROFESSIONAL MEETINGS ........................... 103ARTICLE 41 - LEAVE – PUBLIC OFFICE ............................................... 103ARTICLE 42 - LEAVE – SICK .................................................................. 10342.01 Accumulation .......................................................................... 10342.02 Payment ................................................................................. 10442.03 ProofofSickness ................................................................... 10442.04 BenefitsAccrue ...................................................................... 10442.05 NoticeRequired ...................................................................... 10542.06 ExpirationofSickLeaveCredits ............................................ 10542.07 Leave–Workers’Compensation ........................................... 10542.08 EnforceableLegalClaim ........................................................ 10742.09 Appointments ......................................................................... 10742.10 SixMonthsService ................................................................. 10742.11 Cash-InofSickLeaveCredits ................................................ 10842.12 SickorInjuredPriortoVacation ............................................. 10842.13 VoluntaryTreatment ............................................................... 108

ARTICLE 43 - LEAVE – SPECIAL AND PERSONAL .............................. 10943.01 SpecialLeave ......................................................................... 10943.02 PersonalLeave .......................................................................110

ARTICLE 44 - LEAVE – UNION ................................................................11044.01 UnionLeaveofAbsence .........................................................11044.02 PeakPeriodRestrictions .........................................................112

ARTICLE 45 - LEAVE – VACATION ..........................................................11245.01 VacationEntitlement ................................................................11245.02 TerminatingEmployees ...........................................................11545.03 SupplementaryVacation..........................................................11545.04 SchedulingofVacation ............................................................11645.05 VacationEntitlementEarnedDuringVacation .........................11845.06 VacationPayAdvance .............................................................118

ARTICLE 46 - MEDICAL, EXTENDED HEALTH AND DENTAL COVERAGE, LONG-TERM DISABILITY AND GROUP LIFE INSURANCE ..............................................................................................11846.01 MedicalCoverage ...................................................................11846.02 ExtendedHealthCareCoverage ............................................11846.03 DentalCoverage ....................................................................119

46.04 Dependents ............................................................................ 12046.05 Long-TermDisabilityInsurancePlan ...................................... 12046.06 GroupLifeInsurancePlan ...................................................... 121

ARTICLE 47 - WORKERS’ COMPENSATION ......................................... 121ARTICLE 48 - EMPLOYMENT INSURANCE ........................................... 12148.01 Coverage ................................................................................ 12148.02 Rebates .................................................................................. 122

ARTICLE 49 - PENSION PLAN ................................................................ 12249.01 MunicipalPensionPlan .......................................................... 122

ARTICLE 50 - EXEMPT AND SAVE HARMLESS .................................... 122ARTICLE 51 - PORTABILITY ................................................................... 12351.01 Portability ................................................................................ 12351.02 PortableBenefits .................................................................... 123

ARTICLE 52 - PREVIOUS EXPERIENCE ................................................ 12552.01 RegularEmployees ................................................................ 125

ARTICLE 53 - QUALIFICATION DIFFERENTIAL .................................... 12553.01 SpecialClinicalPreparation ................................................... 12553.02 CHA/CNAandBCITCourses ................................................. 12653.03 RegisteredPsychiatricNurse ................................................. 12653.04 UniversityPreparation ............................................................ 12653.05 BaccalaureateDegree ............................................................ 12753.06 Master’sDegree ..................................................................... 12753.07 MultiplePaymentsProhibited ................................................. 12853.08 ApprovalofQualifications ....................................................... 128

ARTICLE 54 - ISOLATION ALLOWANCE ............................................... 128ARTICLE 55 - SEVERANCE ALLOWANCE ............................................ 12955.01 EligibilityforSeveranceAllowance ......................................... 12955.02 SeveranceAllowanceEntitlement .......................................... 13055.03 CalculationofSeveranceAllowance ...................................... 13055.04 PortabilityofServiceforSeveranceAllowancePurposes ........... 13155.05 Service ................................................................................... 131

ARTICLE 56 - PAYMENT OF WAGES ..................................................... 13156.01 Wages .................................................................................... 13156.02 RetroactivePayandBenefits ................................................. 131

56.03 PayDays ................................................................................ 13156.04 StatementofWages ............................................................... 132

ARTICLE 57 - GENERAL CONDITIONS ................................................ 13357.01 TransportDuty ........................................................................ 13357.02 UseofPersonalVehicleonEmployer’sBusiness .................. 13457.03 PersonalPropertyDamage .................................................... 13557.04 Laundry .................................................................................. 13557.05 Registration ............................................................................ 13557.06 BusinessAllowance ................................................................ 136

ARTICLE 58 - AMENDMENTS ................................................................. 136ARTICLE 59 - PROFESSIONAL RESPONSIBILITY CLAUSE ......................136ARTICLE 60 - DIRECT PATIENT CARE STAFFING ................................ 140ARTICLE 61 - EFFECTIVE AND TERMINATING DATES ........................ 143ARTICLE 62 - WAGE SCHEDULE CLASSIFICATIONS .......................... 143ARTICLE 63 - WAGE SCHEDULES ......................................................... 145SIGNATURES OF THE PARTIES ............................................................. 153MEMORANDUM OF AGREEMENT ......................................................... 154RE:ExtendedWorkDay/CompressedWorkWeek ............................... 154

APPENDIX A ............................................................................................ 170ENHANCEDDISABILITYMANAGEMENTPROGRAM ........................ 170SectionA–GeneralPrinciplesandApplication(effectiveApril1,2011) 170SectionB-LongTermDisability(LTD)Plan–WaitingPeriod (dateofdisabilityonorafterApril1,2011) ............................................ 176

APPENDIX A.1 ......................................................................................... 189ENHANCEDDISABILITYMANAGEMENTPROGRAM- ADMINISTRATION ................................................................................ 189

APPENDIX A.2 .......................................................................................... 190ENHANCEDDISABILITYMANAGEMENTPROGRAM– REGIONALREPRESENTATION .......................................................... 190

APPENDIX A.3 .......................................................................................... 191NBAOCCUPATIONALHEALTH,SAFETYANDVIOLENCEPREVENTIONINITIATIVES .................................................................. 191

APPENDIX A.4 .......................................................................................... 192PREMIUMMAINTENANCEWHILEAWAITINGLTD ............................ 192

APPENDIX A.5 .......................................................................................... 193LONGTERMDISABILITYPLAN–PREMIUMMAINTENANCE ..................... 193

APPENDIX A.6 .......................................................................................... 193EARLYRETIREMENTINCENTIVEBENEFIT ....................................... 193

APPENDIX A.7 .......................................................................................... 194DUTYTOACCOMMODATE–PERMANENT ACCOMMODATIONS ........................................................................... 194

APPENDIX B............................................................................................. 195AGREEMENTONPRINCIPLESREGARDINGAPPLICATIONOFSECTIONB-7.4OFTHEENHANCEDDISABILITYMANAGEMENTPROGRAM ............................................................................................ 195

APPENDIX C............................................................................................. 197LONG-TERMDISABILITYINSURANCEPLANS (dateofdisabilitypriortoApril1,2011) ................................................ 197Section1-Eligibility............................................................................... 198Section2–WaitingPeriodandBenefits ............................................... 199Section3–TotalDisabilityDefined ....................................................... 201Section4–ExclusionsfromCoverage .................................................. 207Section5–IntegrationwithotherDisabilityIncome .............................. 207Section6–SuccessiveDisabilities ....................................................... 208Section7–LeaveofAbsence ............................................................... 209Section8–BenefitsUponPlanTermination ......................................... 209Section9–Premiums............................................................................ 209Section10–WaiverofPremiums ......................................................... 210Section11–Claims ............................................................................... 210Section12–Administration ....................................................................211Section13–ProvincialCollectiveAgreementUnprejudiced ..................211Section14–LTDPlanEarlyRetirementIncentiveProvision ................... 211

APPENDIX D............................................................................................. 213WORKINGGROUPFORAPROVINCIALFRAMEWORKONOCCUPATIONALHEALTHANDSAFETY(OHS)INHEALTHCARE ... 213

APPENDIX D.1.......................................................................................... 215RE:PSYCHOLOGICALHEALTHANDSAFETYIN THEHEALTHCAREWORKPLACE ..................................................... 216

APPENDIX E ............................................................................................. 217RE:WORKPLACEVIOLENCEPREVENTION .................................... 217

APPENDIX F ............................................................................................. 224RESILIENCYEDUCATION ................................................................... 224

APPENDIX G ............................................................................................ 224ADDRESSINGWORKPLACEVIOLENCEANDRESPECTINTHEHEALTHWORKPLACE ........................................................................ 224

APPENDIX H............................................................................................. 225LAIDOFFEMPLOYEESANDEXTERNALHEALTHAUTHORITYVACANCIES .......................................................................................... 225

APPENDIX I .............................................................................................. 226RESPONSIVESHIFTSCHEDULES(RSS)/ROTATIONS ..................... 226

APPENDIX I.1 .......................................................................................... 227CONSECUTIVESHIFTS ....................................................................... 227

APPENDIX J ............................................................................................. 229EXCESSIVEON-CALLANDCALL-BACK ............................................ 229

APPENDIX K............................................................................................. 230PENSIONPLANREVIEW ..................................................................... 230

APPENDIX L ............................................................................................. 233STIIPPLANS–PAYOUTOFSICKLEAVE ........................................... 233

APPENDIX M ............................................................................................ 233MANAGINGSTAFFINGCHALLENGESINTHEHEALTHCARESYSTEM................................................................................................ 233

APPENDIX N............................................................................................. 235ARTICLE25,27,28&RELATEDARTICLES–COMMUNITY-BASEDSERVICESSECTION,FLEXIBLEWORKSCHEDULES,OVERTIME,SHIFTPREMIUMS ................................................................................ 235

APPENDIX O ............................................................................................ 235AGENCYNURSES ................................................................................ 235

APPENDIX P ............................................................................................. 235INCENTIVEPAYMENTFORPREANDPOST-RETIREES ......................235

APPENDIX Q ............................................................................................ 236CLIENTSPECIFICNURSESFROMHOMESUPPORTAGENCIES ... 236

APPENDIX R............................................................................................. 239PERFORMANCEFEEDBACKWORKINGGROUP .............................. 239

APPENDIX S ............................................................................................. 242EXTENDEDHEALTHCAREANDDENTALBENEFITS ....................... 242

APPENDIX T ............................................................................................. 242DRUGCOVERAGE ............................................................................... 242

APPENDIX U............................................................................................. 243SUSTAINABILITYOFNBABENEFITSPLANS .................................... 243

APPENDIX U.1.......................................................................................... 246HEALTHANDWELFAREBENEFITS .................................................... 246

APPENDIX V ............................................................................................. 250JURISDICTIONALAGREEMENT .......................................................... 250

APPENDIX W ............................................................................................ 251FULL-TIMESTEWARDPOSITIONS ..................................................... 251

APPENDIX X ............................................................................................. 254NEWGRADUATES:MENTORSHIPPROGRAM .................................. 254

APPENDIX Y ............................................................................................. 254PENSIONFORRETIREES ................................................................... 254

APPENDIX Z ............................................................................................. 255RECOGNITIONOFSENIORITY ........................................................... 255

APPENDIX AA .......................................................................................... 255JOBSHARING ...................................................................................... 255

APPENDIX BB .......................................................................................... 258JOBSECURITY ..................................................................................... 258

APPENDIX CC .......................................................................................... 260CONTRACTINGOUT ............................................................................ 260

APPENDIX DD ......................................................................................... 260LISTOFEMPLOYERS .......................................................................... 260

APPENDIX EE .......................................................................................... 281INTEGRATIONOFLICENSEDPRACTICALNURSESINTOTHENBAPROVINCIALCOLLECTIVEAGREEMENT ....................................................281

APPENDIX FF ........................................................................................... 285IMPLEMENTATIONOFIMPROVEMENTSINDISPUTEMANAGEMENT;BRITISHCOLUMBIAHEALTHCAREOFFICEOFARBITRATION .........285

APPENDIX GG.......................................................................................... 289BCCOLLEGEOFNURSINGPROFESSIONALS REGISTRATIONFEESFUND .............................................................. 289

APPENDIX HH .......................................................................................... 290JOBDESCRIPTIONS ............................................................................ 290

APPENDIX II ............................................................................................. 291SUPPORTFORIMPLEMENTATIONOFSTAFFINGPROVISIONSOFTHENBAPROVINCIALCOLLECTIVEAGREEMENT(“PCA”) ............ 291

APPENDIX II.1 .......................................................................................... 293STRATEGICNURSESTAFFINGCOMMITTEE .................................... 293

APPENDIX JJ .......................................................................................... 295RE:STRATEGICANDPROFESSIONALPARTNERSHIP .................... 295

APPENDIX JJ.1 ....................................................................................... 298EDUCATIONFORNURSESLINKEDTOSTRATEGICPRIORITIES .. 298

APPENDIX JJ.2 ........................................................................................ 299SPECIALTYEDUCATION ..................................................................... 299

APPENDIX JJ.3 ........................................................................................ 299NURSINGSCOPEOFPRACTICE ....................................................... 299

APPENDIX JJ.4 ........................................................................................ 305RURALANDREMOTENURSING ........................................................ 305

APPENDIX KK .......................................................................................... 306PROFESSIONALRESPONSIBILITYPROCESS .................................. 306

APPENDIX LL ............................................................................................311BASELINESTAFFINGINFORMATION ..................................................311

APPENDIX MM ......................................................................................... 312MAINTENANCEOFSTRAIGHTTIMEPAIDHOURSOFNURSES .... 312

APPENDIX NN .......................................................................................... 312ADDITIONALNURSEFTES ................................................................. 312

APPENDIX OO.......................................................................................... 315ACUTECARE/LONGTERMCARESTAFFREPLACEMENT–LONGTERMABSENCES–VACATIONRELIEFFTE ....................................... 315

APPENDIX PP .......................................................................................... 315PRIMARYANDCOMMUNITYCAREMODELIMPLEMENTATION ..... 315

APPENDIX QQ.......................................................................................... 318CLINICALMENTORSHIP ...................................................................... 318

APPENDIX RR .......................................................................................... 319EMPLOYEDSTUDENTNURSE(ESN) ................................................ 319

APPENDIX SS .......................................................................................... 323NEWNURSEASSISTANCEFUND ...................................................... 323

APPENDIX TT ........................................................................................... 324PREVENTIONANDASSISTANCEFUND ............................................. 324

APPENDIX UU .......................................................................................... 324TRAINING/EDUCATIONPARTNERSHIPFUND ................................ 324

APPENDIX VV .......................................................................................... 325WORKINGSHORTREBATEFUND...................................................... 325

SUBJECT INDEX ...................................................................................... 327

PROVINCIAL COLLECTIVE AGREEMENT ARTICLE 1 - PREAMBLE AND DEFINITIONS

1.01 Preamble(A) TheUnions,Nurses’BargainingAssociation,theEmployers

and theHealthEmployersAssociation ofBritishColumbiaagree toabideby the termsandconditions setout in thisProvincialCollectiveAgreement.

(B) Forclarityandbrevity throughout thisProvincialCollectiveAgreementtheterm“HEABC”shallbeusedtodescribetheHealthEmployersAssociationofBritishColumbia.

(C) WhereverthefeminineisusedinthisAgreement,thesameshallbeconstruedasmeaningthemasculine,unlessother-wisespecificallystated.

(D) Wheretheasterisk(*)isusedthroughoutthisAgreement,itisagreedthatthereferencetotwenty(20)workdaysleaveofabsencewithoutpayistobeappliedovertheapplicablecalendaryear.Shouldanemployeeterminatepriortocom-pletionofsuchyear,thetwenty(20)workdayswillbepropor-tionatelyreduced.(Example:Six(6)monthsequalsten(10)workdays.ReferenceArticle37–Leave–General.)

(E) ForthepurposeofcalculatingbenefitscommencingthefirstpayperiodpriortoSeptember30,1993,thebasedaywillbe7.2hours.

(F) ForthepurposeofcalculatingbenefitseffectiveApril1,2013,thebasedaywillbe7.5hours.

1.02 DefinitionsASSOCIATIONmeansNurses’BargainingAssociation.

BCHOAmeanstheBritishColumbiaHealthcareOfficeofArbitra-tionasdescribedintheLetterofAgreementRe:ImplementationofImprovementsinDisputeManagement;BritishColumbiaHealthcareOfficeofArbitration.

CALENDARDAYmeansatwenty-four(24)hourperiodendingatmidnight.

CALENDARYEARmeansaperiodof twelve (12)consecutivemonthscommencingonthefirstdayofJanuary.

CERTIFICATIONmeans the certification awardedby the LabourRelations Board of British Columbia to any Union included in theNurses’BargainingAssociation.

COMMON-LAWSPOUSEmeanstwopeoplewhohavecohabitatedasspousalpartnersforaperiodofnotlessthanone(1)year.

CONSOLIDATED CERTIFICATION means the certificationawardedby theLabourRelationsBoardofBritishColumbia to theNurses’BargainingAssociation.

DAYSHIFTmeansashiftinwhichthemajorportionoccursbe-tween0730and1530hours.

DEMOTIONmeansachangefromanemployee’spositiontoonewithalowermaximumsalarylevel.

EMPLOYEEmeansanypersonwhoiscoveredbythecertifica-tionawardedbytheLabourRelationsBoardofBritishColumbia(oranysucceedingActs).

EMPLOYERmeansthecorporation,society,person(s),organi-zation,facility,agency,orcentre(representedbytheHealthEmploy-ersAssociationofB.C.)aslistedintheappendixattachedtothecer-tificationissuedbytheLabourRelationsBoardofBritishColumbia.

EVENINGSHIFTmeansashiftinwhichthemajorportionoccursbetween1530and2330hours.

HEADOFFICEOFTHEASSOCIATIONmeanstheheadofficeoftheBritishColumbiaNurses’Union.

HEADOFFICEOFTHEUNIONmeanstheheadofficeforeachof theUnions included in theNurses’ BargainingAssociation.TherespectiveheadofficesshallbedesignatedbyeachUnion.

NIGHTSHIFTmeansashift inwhich themajorportionoccursbetween2330and0730hours.

PROMOTIONmeansachangefromanemployee’spositiontoonewithahighermaximumsalarylevel.

SCHEDULEDDAYOFFmeansanydayaregularfull-timeem-

ployeeisnotscheduledtowork,otherthanapaidholiday.

SHIFTmeansthenormalconsecutiveworkhoursscheduledforeachemployee(regularfull-time,regularpart-timeorcasual)whichoccur inany twenty-four (24)hourperiod. Ineach twenty-four (24)hourperiodthereshallnormallybethree(3)shifts,namely:day,eve-ningandnightshift.

STEWARDmeansanemployeewithin theEmployer’s serviceelectedorappointedby theUnionor itsmembers to represent theUnionanditsmembers.

TRANSFERmeansthemovementofanemployeefromoneposi-tiontoanotherwhichdoesnotconstituteapromotionordemotion.

UNIONmeansanyUnionincludedintheNurses’BargainingAs-sociationasthecontextrequires,unlessotherwisespecificallystated.

UNIONREPRESENTATIVEmeansamemberofthestaffoftheUnionordesignatedsubstitute.

WORKSITEmeansa facility, agency, centre, program, organi-zationor locationwhereanemployee isassignedtoworkeitheratorfrom.

YEARmeansaperiodfromanygivendateinonemonthtotheimmediatelyprecedingdatetwelve(12)monthslater.

TOUROFDUTYmeansoneormorecompletedshifts.

ARTICLE 2 - PURPOSE OF AGREEMENT

ThepurposeoftheAgreementistomaintainaharmoniousandmutuallybeneficial relationshipbetweentheEmployerandemploy-eesandbetweentheUnionandtheEmployer,andtosetforthcertaintermsandconditionsofemploymentrelatingtoremuneration,hoursofwork,benefitsandgeneralworkingconditionsaffectingemployeescoveredbytheAgreement.

All parties to the Agreement share a desire to provide qualityhealthcareinBritishColumbia,tomaintainprofessionalstandards,topromotethewell-beingandincreasedefficiencyofemployeessothatthepeopleofBritishColumbiaarewellandeffectivelyserved.

ARTICLE 3 - MANAGEMENT RIGHTS3.01 General Rights

ThemanagementoftheEmployer’soperationsandthedirectionoftheworkingforces,includingthehiring,firing,promotionanddemo-tionofemployees, isvestedexclusively in theEmployerexceptasmaybeotherwisespecificallyprovidedinthisAgreement.

3.02 Employer PoliciesEmployeesshallbegovernedbywrittenpoliciesadoptedbythe

Employeraspublicizedonbulletinboards,orbygeneraldistribution,providedsuchpoliciesarenot inconflictwith theprovisionsof thisAgreement.

ARTICLE 4 - UNION RECOGNITION4.01 Union Recognition

TheEmployerrecognizestheUnionastheexclusivebargainingagentforallemployeesforwhomtheUnionhasbeencertified.

4.02 Scope of AgreementThisAgreementapplies toallemployeesof theEmployerwho

areincludedwithinthebargainingunitforwhichtheUnionisthecer-tifiedbargainingagent.

ARTICLE 5 - UNION SECURITY5.01 Security(A) Employeescoveredbythecertificationwhoaremembersof

theUnion,shallmaintaintheirmembershipingoodstandingasaconditionofcontinuingemployment.

(B) New employees covered by the certification shall becomemembers of theUnion, and shallmaintainmembership ingoodstandingintheUnionasaconditionofcontinuingem-ployment.

5.02 Union DeductionsAllemployeeswhoarecoveredbythecertificationwiththeUnion

shall,asaconditionofcontinuingemployment,authorizeadeduction

fromtheirpaychequesoftheamountofthedues,leviesandassess-mentspayabletotheUnionbyamemberoftheUnion.TheEmployershallprovideacopyof theauthorization form,whichhasbeenfor-wardedbytheUnion,toeachnewemployee.

UponreceiptofwrittennoticefromtheUnion,theEmployershallterminatetheservicesofanyemployeewhodoesnotauthorizethedeductionasabove.

TheEmployeragreestodeducttheamountoftheUniondues,leviesandassessmentspayabletotheUnionbyanemployeeintheUnion’sbargainingunit.

TheUnionshallinformtheEmployerinwritingoftheamounttobededucted fromeachemployee.TheUnionshalladvise theEm-ployerinwritingsixty(60)calendardaysinadvanceofanychangeintheamounttobededucted.

TheEmployershallremitsuchdues,leviesandassessmentstotheUnionwithintwenty-eight(28)calendardaysfromthedateofde-duction,togetherwithawrittenstatementlistingtheemployee’sfirstname, lastname,phonenumberprovidedby theemployee, incre-mentstep,worksitename,bargainingassociationaffiliationandthepayperiodscovered,withstartandenddatesofthepayperiods.TheEmployerwillprovidetheduesreporttotheUnionineitherMicrosoftExcelor.cvsformatprovidedthatitcanbedonesoatnoadditionalcosttotheEmployer.

TheEmployershallsupplyeachemployee,withoutcharge,are-ceipt for income taxpurposesshownon theT4slip in theamountofthedeductionspaidtotheUnionbytheemployeeinthepreviousyear.SuchreceiptsshallbeprovidedtotheemployeepriortoMarch1ofthesucceedingyear.

Deductionsforleviesandassessmentsshallbeapercentageofwages.

ARTICLE 6 - UNION RIGHTS AND ACTIVITIES6.01 Individual Agreement

TheEmployeragreesnot toenter intoanyagreementorcontractwiththeemployeescoveredbythisAgreementindividuallyorcollectivelywhichinanywayconflictswiththetermsandprovisionsofthisAgreement.

TheAssociationandtheUnionagreenottoenterintoanyagree-mentorcontractwiththeEmployerscoveredbythisAgreementwhichinanywayconflictswiththetermsandprovisionsofthisAgreement,recognizingthattheHEABCistheaccreditedbargainingagent.

6.02 Contracting OutThisarticleisimpactedbytheHealthandSocialServicesDeliv-

eryImprovementAct.

TheEmployeragreesnottocontractoutbargainingunitworktoanyoutsideagencyorindividualthatwillresultinthelay-offofem-ployeeswithinthebargainingunit.(SeeAppendixCC)

6.03 Employer’s BusinessEmployees requiredby theEmployer to attendmeetingsor to

attendhearingsortositonaboardestablishedbytheEmployer,shallcontinuetoreceivetheirsalaryfor thetimeperiodsasrequired.AllprovisionsofthisCollectiveAgreementsuchasovertime,call-back,etc.,shallapplyforthetimeperiodsasrequiredabove.TheEmploy-ershallreimburseemployeesforallexpensesincludingreasonabletraveltimeincurredbytheemployeesduringthesetimeperiods.

6.04 Stewards(A) Recognition of Stewards TheEmployerrecognizesemployeeswhoaredesignatedby

theUnionasstewardstoactonbehalfoftheemployees.

(B) NotificationofChangeofStewards TheUnionshallsupplytheEmployerwithalistofthenames

ofthestewardsandshalladvisetheEmployerofchangestothatlist,suchchangestobemadeinwriting.

(C) Duties and Responsibilities Thedutiesofstewardsincludebutarenotlimitedtothefol-

lowing:

(1) investigatingcomplaintsofanurgentmatter,and

(2) investigatinggrievances,and

(3) assistingemployeesinpreparingandpresentingagrievanceinaccordancewiththegrievanceproce-dure,and

(4) supervisingballotboxesandotherrelatedfunctionsduringratificationvotes,and

(5) attendingmeetingscalledbymanagement,and

(6) accompanyinganemployee,at their request,atameetingcalledbytheEmployer,wheredisciplinaryactionisanticipated,and

(7) meetingwithnewemployeesasagroupduringtheorientationprogram,and

(8) acting as appointees to the Union/ManagementCommittee;and

(9) accompanyinganemployee,at their request,atarespectfulworkplacemeeting.

(D) Conditions Governing Stewards Stewardsshallbeentitledtoreasonabletimewhileonduty

withoutlossofregularpayandbenefitstoperformtheabovedutieswhenthey:

(1) have received prior consent from their supervisorbefore leaving theirwork area such consent shallnotbeunreasonablywithheld,and

(2) make every endeavour to complete their businessinasshortatimeaspossible,and

(3) advise their supervisor of their return to the workarea.

Stewards shall not interrupt the normal operations of theworksite.

6.05 Union Representative VisitsTheUnionshall informtheEmployer inadvancewheneverthe

designatedrepresentativesoftheUnionintendtovisittheEmployer’spremisesforthepurposeofconductingUnionbusiness.Suchvisits

shallnotinterferewiththenormaloperationsoftheworksite.

ReasonableaccommodationwillbemadetoallowthePresidentsof theUnions to have access to unionmembers to conduct unionbusiness.

6.06 SuperiorBenefitsEmployees receiving benefits and/or wages specified in this

Agreement, superior to thoseprovided in thisAgreement, shall re-mainat thesuperiorbenefit levelwhichwas ineffecton theeffec-tivedateofthisAgreement,untilsuchtimeassuchsuperiorbenefitsaresurpassedbythebenefitsand/orwagesprovidedinsucceedingagreements.ThisprovisionappliesonlytoemployeesonstaffasoftheeffectivedateofthisAgreement.

6.07 Personnel File(A) Employee Access Employeesareentitledtoreadandreviewtheirpersonnelfile

and,without limitingthegeneralityoftheforegoing,shallbeentitledtoinspecttheirperformanceevaluations,writtencen-sures,lettersofreprimand,andotheradversereports.Uponrequest,employeesshallbegivencopiesofallsuchpertinentdocuments. The Employer further agrees that no personalfilesordocumentsonemployeesshallbekeptoutsideofthepersonnelfile,apartfrompayrollorhealthservicesfiles.

(B) Union Representative or Steward Access A Union representative or steward shall, upon written au-

thorityof theemployee, beentitled to readand reviewanemployee’spersonnelfileinordertofacilitatetheinvestiga-tionofagrievance.Uponrequest,theUnionrepresentativeorstewardshallbegivencopiesofallsuchpertinentdocu-ments.

(C) ConfidentialNatureofPersonnelFile Alldocumentswithinanemployee’spersonnelfilearecon-

sideredtobeconfidentialandshallremainwithinthesoleju-risdictionandpurviewoftheEmployerandemployeeunlessotherwisestipulatedinthisAgreement.

6.08 Copies of the Provincial Collective AgreementTheUnionandtheEmployeragreethateveryemployeeshould

befamiliarwiththeprovisionsofthisAgreementandtheirrightsandobligationsunderit.Forthisreason,theEmployershallmakeavail-able copies of theProvincialCollectiveAgreement in booklet formtoallof itsemployees.ThecostofprintingshallbesharedequallybetweentheUnionandtheHEABC.

TheAgreementshallbeprintedinaUnionshopandbeararec-ognizedUnionlabel.TheUnionandtheEmployershallagreeonthesize,printandcolouroftheAgreementandallotherparticularspriortoitbeingprinted.PrintingshallbecompletedassoonaspossibleafterthesigningoftheProvincialCollectiveAgreement.

6.09 New EmployeesAt the timeof hire, theEmployer agrees to acquaint newem-

ployeeswiththefactthataProvincialCollectiveAgreementisinef-fectandwiththeconditionsofemploymentassetoutintheArticlesdealingwithUnionRecognition,Security,RightsandActivities.TheEmployer further agrees to provide new employeeswith copies oftheProvincialCollectiveAgreementandthenamesofthestewards.

Astewardshallbeadvisedofthedate,timeandplaceoforienta-tionsessionsfornewemployeesinorderthatastewardshallbegiv-enareasonableanopportunitytotalktonewemployees.Stewardswillbeadvisedofthenamesofthenewemployeeshired.Thereshallbenodeductionofwagesandbenefitsbecauseoftimespentbythestewardduringthesesessions.

6.10 List of New and Terminating EmployeesTheEmployershallprovidetheUnionwithamonthlylistofnew

andterminatedemployeesspecifyingthestatus,positionandwageclassificationlevelofeachemployee.

6.11 Bulletin BoardsTheEmployershallprovideadequatespaceonbulletinboards

fortheexclusiveuseoftheUnionforthepurposeofpostingUnionbusiness.The size and sites of the bulletin boards shall be deter-minedbymutualagreementbetweentheEmployerandtheUnion.

ARTICLE 7 - STRIKES OR LOCK-OUTS

During the termof thisCollectiveAgreement theUnionagreesthatthereshallbenostrikeandtheEmployeragreesthatthereshallbenolock-out.

SubjecttoanyLabourRelationsBoard(oranysucceedingbody)directives,ifanemployeeemployedunderthetermsofthisCollectiveAgreementrefuses ingoodconscience tocrossa legalpicket line,theemployeeshallbeconsidered tobeabsentwithoutpay,and itshallnotbeconsideredaviolationofthisAgreementnorshall itbegroundsfordisciplinaryaction.

ARTICLE 8 - UNION/MANAGEMENT COMMITTEE8.01 Composition of Committee

AUnion/ManagementCommitteeshallbeestablished foreachEmployercoveredbythisAgreement.TheEmployerandtheUnionshalleachappointaminimumoftwo(2)andamaximumoffour(4)representativestotheUnion/ManagementCommittee.

Where there are fewer than four (4) nurses employed at aworksite,thenthenumberofUnionandmanagementrepresentativesmaybelimitedtooneeachwithanalternate.

8.02 ChairTheChairof theUnion/ManagementCommitteeshallalternate

between an Employer representative and a representative of theUnion.

8.03 MeetingsMeetingsoftheCommitteeshallbeheldatthecalloftheChairas

promptlyaspossibleuponrequestinwritingofeitherparty.

8.04 Purpose of the CommitteeInordertofosterbetterrelationsbetweentheparties,thepurposeof

theCommitteeshallbetodiscussmattersofmutualconcernincludingmatterspertaining to the improvementofqualityhealthcareandsafenursingpractice.TheCommitteeshallhavethepowertomakerecom-mendationstotheUnionandtotheEmployer.

8.05 Scope of the CommitteeTheCommitteeshallnothavethepowertobindtheUnionorits

members,ortheEmployertoanydecisionorconclusionreachedindiscussion.

TheCommitteeshallnothavejurisdictionoveranymattercon-tainedinthisCollectiveAgreement,includingitsadministrationorre-negotiation.

TheCommittee shall not supersede the activities of any othercommitteeoftheUnionoroftheEmployer.

8.06 StewardsStewardswho attendUnion/Management andProfessional Re-

sponsibilityCommitteemeetingsoutsideofscheduledworkhoursshallbepaidatstraighttimeratesfortimespentatthemeetings.

ARTICLE 9 - GRIEVANCES9.01 Preamble

IfadifferencearisesbetweentheEmployerandanemployee(s)orbetween theEmployerand theUnionconcerning the interpreta-tion,application,operationoranyallegedviolationoftheAgreement,theemployee(s)shallcontinuetoworkinaccordancewiththeAgree-mentuntilthedifferenceissettled.

Theparties recognize that theyhaveacommon interest in re-solving grievances. Such resolution is promoted through providingeachotherwithbackgroundinformationanddocumentationdirectlyrelatedtothegrievancesothatinformeddiscussionoftheissuecantakeplaceatthislevel.Theprovisionofinformationanddocumentsdoesnotaffecttherightsofthepartiesatarbitration.

9.02 Grievance ProcedureThe followingprocedureshallbeused for theresolutionofdif-

ferencesreferredtoinArticle9.01,otherthanforthesuspensionordismissalofemployeesassetoutinArticle9.06anddisputesunderArticle9.03or9.07.

For the purposes of this Article, “Employer” means a persondesignatedbytheEmployertoreceivegrievances.Thephrase“the

aboveexpressionoftheparties’commoninterest”referstotheprin-ciplesetoutinthesecondparagraphofArticle9.01.

Step 1Withinfourteen(14)calendardaysoftheoccurrenceofthedif-

ference,orwithinfourteen(14)calendardaysofwhentheemployeefirstbecomesawareof themattergiving rise to thedifference, theemployeewiththestewardshalldiscussthedifferenceinameetingwiththeEmployer.ThestewardandtheEmployermaydetermine–attheconclusionofthemeetingorwithinanagreedspecifiedtime(nottoexceedseven(7)calendardays)-thatthegrievanceisresolvedorunresolved.Failingjointdetermination,thegrievanceisdeemedtobeunresolved.

Step 2a)IfthegrievanceisnotresolvedthroughtheStep1meeting,

theUnionmaysubmitawrittengrievancetotheEmployerwithin fourteen (14)calendardaysafter thedate that thegrievance isdetermined(ordeemedtobe)unresolvedatStep1.Thegrievancemustbesubmittedonthecommongrievance form, with all the information required by theform.

b)Followingreceiptofthewrittengrievance,theEmployerwillprovideawritten response to theUnionwithin seven (7)calendardays.Theresponsemustoutlinethebasisuponwhichthegrievancehasbeendenied.TheUnionandtheEmployerwillexchangelegallypermissiblerelevantdocu-ments,inaccordancewiththeaboveexpressionofthepar-ties’commoninterest,andthenmeetwithinafurthertwen-ty-one(21)calendardays,orasagreedbytheparties,todiscussthegrievanceandattempttoresolvetheissue(s).

c)Withinafurtherseven(7)calendardaysoftheStep2meet-ing,ifthegrievanceisnotresolved,theEmployermustpro-videawrittenresponsetotheUnioninaccordancewiththeaboveexpressionoftheparties’commoninterest.

d)TheUnionmust refer its grievance to theBCHOAwithinninety(90)calendardaysaftertheUnionreceivestheEm-ployer’swrittenresponseunderArticle9.02(c).

AsettlementofagrievanceunderArticle9.02iswithoutprejudiceinanyothergrievanceorarbitrationunless theUnionandHEABCagreeinwritingthatthesettlementiswithprejudice.

Theforegoinggrievanceprocedure(Article9.02)appliestoEmploy-erfiledgrievancesinaccordancewithpastpractice(i.e.,substitute“Em-ployer”for“Union”andviceversaintheaboveprocedure),otherthanthosegrievancessetoutinArticle9.03andArticle9.07.

9.03 Single Employer Policy DisputeIfadifferenceofageneralnaturearisesbetweentheUnionorits

membersandasingleEmployerconcerningtheinterpretation,appli-cation,operationorallegedviolationofthisAgreementorMemoran-da,theaggrievedpartymaysubmitawrittengrievancetotheotherpartywithintwenty-one(21)calendardaysofbecomingawareofthemattergivingrise to thedifference,andStep2ofArticle9.02shallapply.AcopyofthegrievanceshallineverycasebeforwardedtotheUnionandtheHEABC.

Where aHealthAuthority produces awritten policywhich hasapplicationthroughouttheHealthAuthority,agrievanceregardingthepolicymaybefiledatoneworksitewithintheauthority.Ifthegriev-anceisresolvedorarbitrated,theresolutionreachedwillbebindingonallHealthAuthorityworksites.

IfthegrievedpolicyhaslimitedapplicationthroughouttheHealthAuthority,theHealthAuthorityRepresentativeattheStep2grievancemeetingwill confirmwith theUnion towhichwork sites the policydoesnotapply.

9.04 Application of Single Employer Arbitration Decisions(A) The arbitration award arising froma grievance filed under

Article9.02or9.03 isbindingon thesingleEmployer, theemployeesoftheEmployer,andtheUnionorAssociation(asthecontextrequires)inrespecttothatsingleEmployer.

(B) ThedecisionisnotbindingonothermembersofHEABCorontheUnionorAssociation(asthecontextrequires)inre-specttoothermembersunlesstheAssociationandHEABCmutuallyagree.

(C) HEABCand theAssociationmay rely upon the arbitration

award in arguing other arbitrations respecting othermem-bersoftheAssociation.

9.05 Amending Time LimitsIfapartyfailstocomplywiththetimelimitsinArticles9.02,9.03,

9.06(Step2)and9.07,thenthegrievanceshallbeconsideredaban-doned,unlessthepartieshaveagreed,inwriting,toextendthetimelimits or as otherwise ordered by an arbitrator or Registrar of theBCHOA.Bothpartieswillendeavourtomeetthetimelines,however,whereitisnotpossibleforonepartytodoso,agreementtoextendthetimelinewillnotbeunreasonablywithheldbytheotherparty.

9.06 Resolution of Employee Dismissal or Suspension DisputesThefollowingprocedureshallbeusedfortheresolutionofdis-

putesrelatingtothedismissalorsuspensionofanemployee(s):

Step 1Withinseven(7)calendardaysofnoticeofthedismissalorthe

suspension(paidorunpaid),theEmployershallnotifytheheadofficeoftheUnionofsuchterminationorsuspension.

Step 2Withinafurtherfourteen(14)calendardaysofreceiptofnoticein

Step1ofthisArticle,theUnionmayinstitutethegrievanceprocedureatStep2ofArticle9.02.

9.07 Industry Wide Application DisputeStep 1

IfadifferenceofageneralnaturearisesbetweentheUnion(onbehalfofitsmembers)andHEABC(onbehalfofitsmembers)con-cerningtheindustrywideinterpretation,application,operationoral-legedviolationofthisAgreementorMemoranda,theaggrievedparty(theNBAorHEABC),shallsubmitawrittengrievance to theotherpartywithintwenty-one(21)calendardaysofbecomingawareofthemattergivingrisetothedifference.Acopyofthegrievanceshall ineverycasebeforwardedto theconstituentUnionsof theNBAandHEABC.

ForthepurposesofthisArticle,adifferenceofageneralnature

isdefinedasonearisingasamatterofgeneralinterpretation/appli-cationorgeneraloperation/allegedviolationbasedonthelanguageoftheAgreement.

Step 2TheNBAandHEABCshallmeetwithinsixty(60)daysorsuch

later timeasmaybemutuallyagreed toattempt to resolve thedif-ference.Failingresolution,eitherpartymaysubmitthedifferencetoarbitrationpursuanttoArticle10withinsixty(60)daysofthemeeting.

Notwithstandinganydecision(s) issuedpursuanttoArticle9.02or9.03,thedecisionoftheArbitrationBoardunderthisArticleshallbebindingonallmembersoftheNBAandallmembersofHEABCwhoarecoveredbythisAgreement.

WhereanarbitratorhasbeenappointedtohearadisputeunderArticle9.02or9.03andthedisputeisonthesameissueasthematterin dispute underArticle 9.07, the9.02/9.03arbitration proceedingswillbeheldinabeyance.TheinterpretationestablishedbytheArticle9.07Awardshallthenbeappliedonaremedialbasisbythepartiestoresolvethe9.02or9.03disputesonthesameissue.

9.08 ClarificationoftheNatureoftheDisputeIf theNBAorHEABCdisputes thearticleunderwhichagriev-

ancehasbeenfiled,therespondentmayrefertheissueofwhetherthegrievancewasfiledundertheappropriateprocedure(i.e.Article9.02,9.03,9.06orArticle9.07),asapreliminarymattertotheRegistraroftheBCHOA.

9.09 Deviation from Grievance ProcedureTheEmployeragreesthat,afteragrievancehasbeendiscussed

atStep1ofthegrievanceprocedure,theEmployeroritsrepresenta-tivesshallnotinitiateanydiscussionornegotiationswithrespecttothegrievance,eitherdirectlyorindirectly,withtheaggrievedemploy-eewithouttheconsentofthestewardortheUnion.

9.10 Other ProcessesThefollowingprocesses,setoutintheCollectiveAgreement,are

excludedfromreferraltotheBCHOA:

a)Article59;b)AppendixA(exceptassetoutinAppendixA,9.2);c)AppendixC;and,d)LOAImplementationofSafeStaffing.

9.11 Information Sharing and Referral to RegistrarInaccordancewithArticle9.01,eachpartyagrees toshareall

legally permissible information during the grievance procedure. If,in theopinionofeitherparty, thegrievanceprocedurehasfailedtoprovide sufficient information tounderstand themerits of theotherparty’scase,eitherpartymayapplytotheRegistraroftheBCHOAforanorderfortheproductionofdocumentsand/orparticulars.Thisapplicationmaybemadeimmediatelyanddoesnotrequireareferraltoarbitration.Wherethereisanapplication,theRegistrarmustdealwith itexpeditiouslyandmayorder the respondentorbothparties’documentsand/orparticulars.

9.12 Case Review MeetingTheEmployer and theUnionmust designate senior level rep-

resentativeswith theauthority to resolve issues to review theout-standingissuesasmutuallyagreed.Therepresentativesmaymeetastheydeemnecessarytomaintaintheefficiencyofthegrievanceprocedure.

ARTICLE 10 - ARBITRATION10.01 Reference to the BCHOA(A) Disputesshallbeadjudicatedwithin the followingstreams,

allofwhichshallbeprecedentsetting,finalandbinding,un-lessotherwiseagreed:

(1) Expedited arbitration or classification arbitration (assetoutinArticles21and22)-thepartiestoadisputewillberepresentedbyemployeesofHEABC/HA,andNBAunions.

(2) Full arbitration (mattersofmutual significance) - thepartiestoadisputemayberepresentedbycounselorotherwiseastheymayrespectivelyelect.

(B) EithertheUnionortheEmployerand/orHEABCmayrefertheirunresolvedgrievancesthroughtheprocessinArticle9totheBCHOA,exceptassetoutinArticle9.10.Thepartyre-ferringthegrievancetotheBCHOAmustdosoontherefer-ralformandprovideacopytotheotherparty,eitherHEABCortheUnionasthecasemaybe.

(C) Alldisputesreferredto theBCHOAwillbescheduledonafirstreferred,firstheardbasis,exceptasotherwiseagreedorasdirectedbytheRegistrar.

(D) TheBCHOAmaydeterminewhetheranymatterisarbitrablewithinthetermsoftheCollectiveAgreementandsettlethequestiontobearbitrated.

(E) Thearbitratorshallnotdecideadisputewithoutahearing.Anarbitratorshallhave theability todefine thescopeandparametersofahearing,inaccordancewithanarbitrator’spowers under the LabourRelationsCode. Each partywillhave the right toexamineallwitnesses called togiveevi-denceatthehearing.

10.02 Expedited Arbitration(A) All grievances are suitable for expedited arbitration, except

grievancesreferredunderArticle 9.03orArticle9.07.HEABCortheUnionmayrequirethatagrievancereferredtoexpedited arbitrationberesolvedbyfullarbitration,provideditnotifiestheotherpartyandtheBCHOAat leasttwenty(20)calendardaysprior to thedayscheduled for theexpeditedhearing.Alternatively,the partiesmayagreethatamatterreferredtofullarbitrationberesolvedbyexpeditedarbitration.

(B) All casesbeing referred toexpeditedarbitrationshouldbeidentifiedtotheRegistrarofthe BCHOAbythefirstbusinessdayofeachmonth.

(C) Forcasesreferredtoexpeditedarbitration,theRegistrarofBCHOAwill:

(1) Holdcasemanagementmeetings,whichmaybeheldbyconferencecallorinpersonas requestedbythepartiesordirectedbytheRegistrar;

(2) Assign,inconsultationwithHEABCandtheUnion,cas-estothearbitratorbasedonthe hearingdatesprevious-lyconfirmedbyHEABCandtheUnion,andwillnotifytheparties ofthesame;

(3) Attherequestofeitherpartyand/oraspartofthecasemanagement process, assist the parties in reachingagreements, where possible, on pre-hearing mattersincluding: the articulation of the issue/or question indispute, the material facts, disclosure of relevant andmaterialdocuments,theevidencetobeleadathearing,includinguseofwillsay statementsand/or limitedvivavoce evidenceifnecessary;

(4) Attherequestofeitherpartyand/oraspartofthecasemanagementprocess,the Registrarmayreviewmateri-als,whichmay includedocuments,particulars,willsay statements,andjointstatementsoffact,priortoArbitrationtoassisttheparties;

(5) Makepreliminaryandproceduralorders,orreferthoseissuestothearbitratorselected tohearthecase;

(6) And,ifthepartiesagree,assistwithpre-hearingmedia-tionofacase.

(D) TheRegistrarshalladministeraprocessthatfosterscondi-tionsfavourabletotheorderly, constructiveandexpeditioussettlementofdisputes,including:

(1) Enforcingatimeframeofthree(3)monthsfromreferraltoexpeditedarbitrationtohearingunless theRegistrar,in their discretion, grants an order to extend the timeframe;

(2) Atleastthree(3)businessdayspriortothehearing,thepartieswillprovidethearbitrator withtheissuesindis-pute,theagreedstatementoffactsandthebriefoutlinesof position;

(3) Ifanyparty fails tocomplywithanorderof theRegis-trar,theRegistrarhasthe discretionofmakinganorderlimitingthecasetheycanmakebeforetheArbitrator, in-cludinglimitingorexcludingevidencefromthehearing

orlimitingthescopeofthe claimordefencetotheclaim.(E) At the hearing, the partywith the onuswillmake the first

presentation which will include an opening statement, theremedysought,theevidenceinsupportandtheparty’swrit-ten submission summarizing its position. The other partywillthenhavethesameopportunityto presentitscase.Theparties’submissionsshouldbeshortandconciseandshouldincludethe jurisprudencethatthepartiesarerelyingon.

(F) Thearbitratorwillprovidethepartieswithawrittendecisionnolaterthantwenty-eight(28) calendardaysafterthehearing.

ARTICLE 11 - DEFINITION OF EMPLOYEE STATUS AND BENEFIT ENTITLEMENT

ForthepurposeofthisArticle“regularlyscheduled”meansanycombinationofshiftsscheduled inadvanceand issuedby theEm-ployer.(ReferenceArticle25.05–PostingofWorkSchedules)

EmployeesatthecommencementoftheiremploymentandatalltimesshallbekeptadvisedbytheirEmployer intowhichemployeestatustheybelong.

11.01 Restriction of Employee StatusThestatusofallemployeescoveredbythisProvincialCollective

AgreementshallbedefinedunderoneofthethreedefinitionsfoundinArticles11.02,11.03,and11.04.Ifadisputearisesovertheproperallocationofemployeestatus,suchdisputeshallberesolvedthroughArticle9Grievances.

11.02 Regular Full-Time Employees(A) Definition Regularfull-timeemployeesarethosewhoareregularly

scheduledtoworkthefullhoursofworkasprovidedinArticle26.01HoursofWork.

(B) BenefitEntitlement Regularfull-timeemployeesareentitledtoallbenefitsof

thisAgreement.

(C) Seniority Regularfull-timeemployeesaccumulateseniorityin

accordancewithArticle13.01(A)Seniority–Definition.

11.03 Regular Part-Time Employees(A) Definition Regular part-time employees are those who are regularly

scheduledtoworkaminimumoffifteen(15)hoursorequiv-alent perweekbut less than the full hours as provided inArticle26.01HoursofWork.

Employeeswhoareregularlyscheduledtoworkaminimumoffourteenpointfour(14.4)hoursorequivalentperweekbutlessthanfifteen(15)hoursatthetimeofthetransitiontoa37.5hourworkweek,willbedeemedtoberegularpart-time.

Theeffectivedateforthisprovisionisthesameastheeffec-tivedateforthe37.5hourworkweek.

Regularpart-timeemployeesmayholdpositionsatuptotwoworksites with the same Employer provided the employee’smultiplepositionsdonotexceedatotalof1.0FTE.

(B) BenefitEntitlement Regular part-time employees are entitled to all benefits of

theAgreementonaproportionatebasiswiththeexceptionofmedical,extendedhealthanddentalplancoverage,LTDandgroup life insurancepremiums,whichshallbepaidon thesamebasisas for regular full-timeemployees. (ReferenceArticle12AnniversaryDateandIncrements;ReferenceArti-cle46Medical,ExtendedHealthandDentalcoverage,LTDandGroupLifeInsuranceCoverage.)

(C) Seniority Regularpart-timeemployeesaccumulateseniorityinaccor-

dancewithArticle13.01(A)Seniority–Definition.

Where itwill not result inovertime, theemployer shall offer shifts topart-timeemployeesonasenioritybasisafterexhaustingthecasuallist.

11.04 Casual Employees(A) Definition Casual employeesmaybe employed towork full shifts or

partshiftsonacontinuousor intermittentbasis incapacitiessuchas:

(1) Sicknessrelief.

(2) Vacationrelief.

(3) Leaveofabsencerelief.

(4) Reliefpendingaregularemployeeappointment(Refer-enceArticle17.02TemporaryAppointments).

(5) Temporarywork load, includingbutnot limited to,sup-plementalshiftcareservicesprovidedtospecificclientsforpalliativecarepurposes.

(6) Paidholidayrelief.

(7) Overtimeowingrelief.

(8) Maternityleaverelief.

(9) ClientSpecificAssignmentsfromHomeSupportAgen-cies.Theseassignmentsareclientspecific,subjecttocancellationwithoutnotice,andmaybefilledwithinthetotaldiscretionoftheclient.TheseassignmentsaredeemedtobeincompliancewithArticles11.04(B)through(F)whichshallnotapply.(SeealsoAppendix“Q”)

(B) OffDutyRightsWhencallsaremadebytheEmployerforcasualemployeestoreporttowork,theacceptanceofsuchworkshallbeattheem-ployee’sdiscretion.

(C) Letter of Appointment(1) All casual employeesshall receivea letterof appoint-

ment immediately following recruitment clearly statingtheir employment status, their classification andwagelevel, their worksite(s) (units, departments, or clinicalservice areas) and if the employee is seeking regular

employment it shall benoted.This letter shall also in-cludeamutuallyacceptablestatementofthecasualem-ployee’sdaysandshiftsofavailabilityforworkofacasualnature,notationofanyspecialistqualificationsheldbythe employee, and themutually agreed units, depart-mentsandprogramsinwhichthecasualemployeewillwork.

TheEmployermayrequireacasualemployeetoworkaminimumof400hoursoveratwelve(12)monthpe-riod.EffectiveJanuary1,2020,theEmployermayalsorequireacasualemployee toworkfiftypercent (50%)ofthe400hoursinMarch,June15–September15,orDecember.Distributionofthe200hourrequirementwillbebymutualagreementbytheEmployerandtheem-ployee.Theseminimumsshallbeoutlinedintheletterofappointment,and(C)(5)(a)shallapply.

(2) General Availability The commitment to availability specified in the

letter of appointment shall be subject to mutually acceptable revision.Such revisionwill occuronceperyearor, ifmutuallyagreedbetween theEmployerandtheemployee,onamorefrequentbasis.TheEmployerwill issuea revised letterofappointment to reflectap-provedchangestoemployee’sgeneralavailability.

Casualemployeeswhoarenotoffered400hoursoveratwelve(12)monthperiod,withintheiragreeduponavail-ability,arenotrequiredtomeettheminimumstandard.

Casualemployees’preferencesforspecificshiftsorar-easofworkwillnotbeaccommodatedattheexpenseofregularemployees’schedulesorareasofwork.Casualemployeeswillbeexpectedtoworkinanyareatheyareassignedtoormovedtoduringashiftunlesstheydonothavetherequisiteskillsororientationrequiredtoprac-ticeinthatarea.

(3) Short-Term and Long-Term Availability(a) Exceptasnotedin(C)(3)(b),allcasualemployees

shallprovideforeachmonthavailabilityschedulesinwriting(orbyanalternativemethodcontemplatedin(E)(I)(7))totheEmployer.Theseschedulesmustbeprovidedbythefirstdayofthemonthpriortothestartof thefollowingmonth,andmust indicatetheshiftsanddayswhentheyarenotavailable,ifthatavailabilitydiffersfromtheirstatedavailabilityforthepreviousmonth.

(b) DuringJune,July,andAugust,thecasualemploy-ee’s monthly availability shall not be inconsistentwiththeirletterofappointment,apartfromapprovedvacationperiods.

(c) TheEmployermayoffercasualemployeestheoppor-tunitytoprovidetheiravailabilityandbookshiftsasfar as six (6)months in advance inwriting (or byusinganalternativemethodcontemplated in(E)(I)(7)).

(d) TheEmployerisnotrequiredtocallcasualemploy-eeswhodonotprovidetheiravailabilityasrequiredin(C)(3)(a).

(e) TheEmployerisnotrequiredtocallcasualemploy-eesforshiftsforwhichtheyhaveindicatedtheyarenotavailable.

(4) Casual Availability Bonus(a) WheretheEmployerdeterminesthatthereisaneed

to provide a casual availability bonus (CAB) for aspecificunit,areaorprogram,theEmployerwillde-termine the number of casual employees that arerequiredtobeontheCABlistforthespecificunit,areaorprogram.SuchcasualswillbeeligibleforaCABwherethefollowingrequirementsaremet:

(i) theEmployerandcasualemployeemeet toreviewthecasualemployee’sgeneral,short-term and long-term availability to assesswhether such availability meets operationalandreliefneeds;

(ii) where the availabilitymeets operational andreliefneedsasper4(a)(i),thecasualemploy-eeacceptsandworksshifts85%ofthetimethattheyareofferedinaccordancewiththeiragreed availability during a three (3) monthperiod. Inaddition,nomore thanonehalfoftheshiftsrefusedareonevenings,nightsandweekendswithinsuchperiods.

(b) At the endof each three (3)month period, casualemployees who are eligible for the CAB shall re-ceiveapremiumoftwodollars($2.00)perhourforallhoursworkedwithinsuchperiod.Thispremiumshallbeinadditiontoanyotherapplicablepremiumwithinthecollectiveagreement.

(5) InsufficientandNon-Availability(a) WheretheEmployerrequiresacasual

employeetoworkaminimumof400hoursoveratwelve(12)monthperiod,thefollowingshallapply:

(i) If the employee has worked less than 200hours in the six (6) month period followingthe employee’s start date, and any six (6)monthperiod thereaftercalculatedfromthatstartdate,theEmployershallissuealettertotheemployeewhichshallstatethenumberofhourstheemployeehasworked,andfurtheradvisethatiftheemployeedoesnotworktherequiredminimumof400hoursovertheap-plicabletwelve(12)monthperiodorprovideabonafidereasonfornotdoingso,thentheymayberemovedfromthecasualregisterandtheiremploymentwillend.This letterwillbevettedbythemanagerpriortobeingsenttotheemployeebyregisteredmailattheirlastknownaddressordeliveredbyhandandwillbecopiedtotheUnion.

(ii) If the employee has worked less than 400hoursoveratwelve(12)monthperiodfollow-

ingtheemployee’sstartdate,andanytwelve(12)monthperiodthereaftercalculatedfromthat start date, the Employer shall issue aletter to thatemployeewhichshallstate thenumber of hours the employee hasworkedintheprecedingtwelve(12)monthsandthat,unless the employee provides a bona fidereasonfornotworkingtherequiredminimumwithin thirty(30)daysofreceiptof the lettertheymayberemovedfromthecasualregis-terandtheiremploymentwillend.Thisletterwillbevettedbythemanagerprior tobeingsent to the employee by registered mail attheirlastknownaddressordeliveredbyhandandwillbecopiedtotheUnion.ThisletterwillbedeemedtobethenoticetotheUnionde-scribedinArticle15.04.

(iii) IfthecasualemployeeappearsonmorethanonecasualregisterwithanEmployerandhasnotworkedanyoftheofferedhourswithinasix(6)monthperiodononeormoreofsuchcasual registers, theEmployermay removethe employee from such registers and ad-vise the employee via their preferred emailaddress, copying the Union, advising thattheymayberemovedfromthosecasualreg-ister(s)where they have notworked unlesstheyprovideabona fide reason for not ac-ceptingworkwithinthirty(30)daysofreceiptof the letter.The letterwill becopied to theUnion.

(b) WheretheEmployerdeclinestorequireacasualemployeetoworkaminimumof400hoursoveratwelve(12)monthperiod,thefollowingshallapply:

(i) Whereacasualemployeehasnotacceptedany work for a period longer than three (3)months the Employer and the Union shallmeettodiscussthebonafidesoftherefusal

andthecontinuedemploymentoftheemploy-ee.

(ii) Where there is no bona fide reason for therefusalofworkandafurtherthree(3)monthshaselapsedwithoutanyshiftsworkedbytheemployeethecasualemployeewillbedelet-edfromthecasualregister.

(iii) If the casual employee’s monthly availabili-ty over a three (3)month period (excludingJune, July, andAugust) is inconsistent withtheir availability specified in the employee’sletterofappointment, theEmployerand theUnionshallmeettodiscussthebonafidesoftheinconsistencies.

(6) NewQualifications Casualemployeeswillprovide theEmployerwithdoc-

umentation identifyinganynewspecialist qualificationstheyhaveobtained.Suchinformationshallbenotedontheemployee’spersonnelfileandwillbeaddedtotheirletterofappointmentatthenextrevision.

(7) Orientation TheEmployerwillprovidecasualemployeeswithorien-

tationtoalltheunits,departmentsandprogramsmutuallyagreedintheemployee’sletterofappointment.

(D) Casual Register(1) Acasualemployeeshallberegisteredforworkinthose

units,departmentsandprogramsspecifiedintheletterofappointment.

Casualemployeesmayrequestplacementonthereg-ister for additional units, departmentsor programs.Allsuchrequestsmustbeinwriting.

WhentheEmployeridentifiesashortageofcasualemploy-eesonaparticularunit,departmentorprogram,theywillconsiderrequestsforplacementontheregisterforthose

units,departmentsorprograms,fromexistingcasualem-ployeesbeforehiringadditionalcasualemployees.Suchrequestswillnotbeunreasonablydenied.

By mutual agreement with the Employer, casual em-ployeeswillbeaddedtotheregisterforadditionalunits,departmentsorprograms.Wheresuchagreementhasbeenreached,arevised letterofappointmentshallbeissued.

(2) TheEmployer shallmaintain amaster casual registerwhich shall include a list of all casual employees em-ployedbytheEmployerat thatworksite indescendingorderoftheirseniority,theseniorityhours,andthemu-tuallyagreedunits,departments,andprogramsinwhichthecasualemployeewillwork.

(3) Seniorityonthemastercasualregistershallbeupdatedeverythree(3)monthsasofthelastdateofthepayrollperiodimmediatelypriortoJanuary1,April1,July1andOctober 1 each year. The updated list shall bemadeavailableattheworksite.

(4) Forthepurposesofselectiontoavacancy,theEmploy-ershalluseseniorityhoursfromthelastdateofthepay-rollperiodimmediatelypriortothepostingclosingdate.

(E) Procedure for Casual Call-ln(I)Themannerinwhichcasualemployeesshallbecalledto

workshallbeasfollows:

(1)TheEmployershalloffercasualworkasdefinedinArticle11.04(A)tocasualemployeesinorderofseniorityprovidingthecasualemployee:

(a) isregisteredforworkintheunit,departmentorprogramwheretheworkexists;and

(b) hasthequalificationsandcapabilitiestoperformtheworkbeingrelieved;and

(c) has been orientated to the unit, department orprogram.

Wherethecasualemployeedoesnotmeettheabovecriteria,theEmployerwillpassontothenextcasualemployee.

(2) ExceptionstotheabovemayoccurtoaddresstheneedtoconsolidatetheskillsofnewgraduatesaspertheMemorandumofAgreementonNewGradu-ates(seeAppendix“X”).

(3) Notwithstanding(1)above,wheretheEmployerhasreceivedforty-eight(48)hours’orlessnoticeofavacancycreatingreliefworkasperArticle11.04(A),thefirstshiftofthevacancyandanyremainingshiftsinthatblockmaybefilledastheEmployerdeemsmostefficient.

Where the shift pattern has not allowed for proba-tionarycasualemployees tobeproperlyassessed,theEmployermayarrange foramaximumof three(3)shiftsoutofseniorityorderwithasupervisororclinician,toconducttheassessment.

(4) Whereacasualemployeeiscalledforacasualassignmentwhichwouldattractovertime,theymustsoadvisetheEmployerwhenasked.TheEmployershallthenhavetheoptionofcallinganotheremploy-ee.

(5) WhereEmployersareseekingcasualemployeesforblocksofworkwhichareknownmorethanamonthinadvance,theEmployermayposttheseblocksattheworksiteandinvitecasualstoindicatetheirpref-erencesfortheworkavailable.Workassignmentsshallbemadeinaccordancewithseniorityasper(E)(I)above.

(6) Telephone Call-In(a)TheEmployershallcallbytelephoneonlythoseca-

sualemployeesontheregisteratanumberprovidedbytheemployee.TheEmployershallcommencebycallingthemostsenioremployeeintheregisterwhomeetsthecriteriaspecifiedin(E)(I).TheEmployer

shallpermitthetelephonetoringaminimumofeight(8)times.

(b)Allsuchcallsshallberecordedinalogbookshow-ingthesignatureofthepersonmakingthecall,theemployeecalled,thepositiontheyarebeingcalledtofill,thetimethecallwasmade,andwhethertheemployeeacceptsordeclinestheinvitationtoworkorfailstoanswerthetelephone.IntheeventofadisputetheUnionshallhavereasonableaccesstothelogbookandshallbeentitledtomakecopies.

(c)Intheeventthatreliefisrequestedwithlessthantwenty-four(24)hours’notice,thedateandtimeofthenotificationshallberecordedinthelogbook.

(7) Alternative Process for Casual Call-In TheEmployermay introduceaprocess for theas-signment of casualworkwhich is an alternative totelephone call-in (set out in (E)(6)) using availabletechnology.IftheEmployerelectstousesuchanal-ternativeprocessitwilladvisetheUnion.

Thisalternativeprocessmayputtheonusontheem-ployee to respond topostedschedulesorcirculatedoffersofworkwithinaset timeperiodwhichwill bespecific to the alternative process used. By mutualagreementwhichshallnotbeunreasonablywithheld,theEmployerand theUnionwill determinehow theproceduressetoutin(E)(6)needtobemodifiedforthealternativeprocess.Theprinciples inSections11.04(E)(1) to (5) shall beapplied,and reasonableprovi-sionswill bemade for employeeswhodonot havereliableaccesstotheinternetorothertechnology.

(8) Ablockofworkisdefinedastheshiftsbetweenregulardaysoff,or,ifmutuallyagreedatalocallevel(i.e.:unit/department/programorworksite),anycombinationofshifts.

(II) Anarbitratorshallhavetheauthoritytoawardmon-etary damages in response to a violation ofArticle

11.04(E)(I)bytheEmployer.

(III)Straighttimecasualworkthathasbeenofferedandaccepted cannot be cancelled by either the casualemployeeor theEmployerwithoutabonafiderea-son(e.g.circumstancesbeyondtheemployerorem-ployee’scontrol).

(F) Wage Entitlement(1) Casual employees shall be paid in accordancewith

thewageschedule.

(2) Casualemployeesshallmove to thenext incrementstepuponcompletionofatotalannualFTequivalenthours(1950)workedfortheEmployerattheincrementstepandforanotherhealthcareemployersignatorytothisAgreementduringthesameperiod.Inthecaseofhoursworked for another employer, the hoursmustbeworkedwithin theUnion bargaining unit and theemployeeshallhavetheonusofprovidingwrittenver-ificationofhoursworkedandemployerswillcooperateinprovidingverificationpromptlyuponrequest.CreditforsuchhourswillbeeffectivethedatetheEmployerreceivestheverification.

(a) Acasualemployeehiredhavinglessthanone(1)years’experience(1950hours)shallbeplacedatthefirststepoftheincrementscale.

(b) Acasualemployeewho terminateswithanEm-ployer listed in the attachments to the Consoli-datedCertification,and isemployedwithin thirty(30)calendardaysasacasualemployeewithanEmployerunder thisAgreement,shall retain theincrementstepattainedwiththepreviousemploy-er.Subsequentincrementsshallbegrantedpur-suanttoArticle11.04(F)(2).

(c) A new casual employee hired and not eligibleto retain their incrementsteppursuant toArticle11.04(F)(2)(b) shall receive credit for previoushoursofexperienceonthewageincrementscale

asfollows:One(1)incrementstepforeach1950hoursshallbegrantedforrelevantnursingexpe-rienceasdeterminedby theEmployer,providednotmorethantwo(2)yearshaveelapsedsincesuchexperiencewasobtained.Wheremorethantwo(2)yearshaveelapsedsincesuchexperiencewasobtained,salaryrecognitionshallbegrantedasfollows:

One annual increment for every 1950 hours ofprevious experience minus one increment foreachyear inexcessof two (2) years toamax-imumof a five (5) year lapse. Ifmore than five(5)yearshavelapsed,thereshallbenocreditforpreviousexperience.

(3) Aregularemployeewhoterminatestheiremploy-mentandisre-employedbythesameEmployerasacasualemployeewithin thirty(30)calendardays shall retain the same increment step at-tainedasaregularemployeeandbecreditedwiththeappropriatehoursworkedatthatstep.

(4) Whenacasualemployeeappliesforandreceivesa regular positionwith the sameEmployerwithwhom theyhavebeenemployed, theemployeeshall either retain the same increment step at-tainedasacasualorbeplacedattheincrementstepwhichrecognizes theirpreviousexperiencein accordance with the provisions of Article 52(Previous Experience) whichever is higher, andshalladvancetothenextincrementontheiranni-versarydateofemployment.

Notwithstandingtheabove,casualemployeeswillalsoreceivecredit forallcasualhourssincethelastincrementonaproratedbasis.

(G) BenefitEntitlement(1) Grievance and Arbitration

Casualemployeeshaveaccess to thegrievanceandarbi-

tration procedures. (ReferenceArticle 9 - Grievances andArticle10-Arbitration.)

(2) Vacation Pay and Paid Holidays Casualemployeesshallreceive12.6%oftheirstraighttime

pay,exclusiveofallpremiums,inlieuofscheduledvacationsandpaidholidays.

(3) OtherBenefits Casualemployeesshallbepaidanyearnedshiftpremium,

specialallowance,overtime,on-call,call-backandcall-backtravelallowancepay,isolationallowance,andpremiumpayforworkonapaidholiday.

TheprovisionsofArticle56PaymentofWages,Ar-ticle 61WageScheduleClassifications,Article 62WageSchedules,andArticle6.06SuperiorBene-fits,applytocasualemployees.

(4) Health and Welfare Coverage(a) BenefitEntitlement

Allcasualemployeeswhohavecompleted180hourswiththe Employer may elect to enroll in the following benefitplans –medical services plan, dental plan, and extendedhealthplaniftheemployeepaysthefullmonthlypremiumsinadvancetotheEmployer.

Anemployeemakingsuchanelectionunderthisprovisionmustenroll ineachandeveryoneofthebenefitplansandshallnotbeentitledtoexceptanyofthem.

Whereacasualemployeesubsequentlyelectstowithdrawfrom the benefit plans, they must withdraw from all threeplans. Casual employees failing to maintain the requiredpaymentsshallhavethebenefitplansterminated.Thereaftertheemployeeshallonlybeentitledtore-enrolliftheemploy-eesoelectsbetweenDecember1andDecember15inanyyeartobeeffectivetheJanuary1nextfollowingyear.

(b) BenefitPremiumRefund

Subjecttothefollowingconditions,casualsshall,onenrolmentintheaforementionedbenefitplans,beentitledtoanannuallumpsumrefundpaidbytheEmployerattheappropriaterateforthecover-ageobtained.Suchpaymentisareimbursementforeachmonthlybenefitpremiumpaidbytheem-ployeetoamaximumoftwelve(12)months.

(i)Inordertobeeligible,casualemployees,onceenrolled in the plan, must have worked 975hourswiththeEmployerduringtheyearlype-riodOctober1toSeptember30.Thisincludesallregularandcasualhoursworkedbytheem-ployeefortheEmployer.

Alternatively, if a casual employee works 500hoursintheperiodMarch,June15toSeptem-ber15orDecember,theywillalsobeeligiblefor the benefit premium refund as identifiedabove.

(ii)TheEmployershallpayeligibleemployeesthelumpsumrefundbyNovember1ofeachyear.

(5) BenefitsforCasualEmployeesinTemporaryAppointmentsIfacasualemployeeacceptsatemporaryappointmentpur-suant toArticle 17, theywill have their status changed toregularforthedurationofthetimeworkedinthetemporaryappointmentand thenwill revert tocasualstatusupon theconclusionofthetemporaryappointment.Theemployeewillreceiveregularbenefitsfortheentireduration,withtheex-ceptionof long-termdisability,which theywill receive foramaximumoftwo(2)yearsfollowingthecommencementofthetemporaryappointmentandtheemployeewillnotbeeli-gibletomakeasuccessivedisabilityclaim.

Notwithstanding theabove, thesebenefits donot apply totemporaryappointmentsunderArticle17.02(A)

(H) Seniority

Seniorityforcasualemployeesisdefinedasthetotalnum-berofhoursworkedbytheemployeeattheworksiteuptoamaximumoftheannual full-timeequivalent(1950)hoursperyear.

**Thecalculationof seniorityprior toApril1,2013will bebasedon1879.2hours.

Casualemployeesshallbeentitledtoaccumulateseniorityin accordancewithArticle13.01(B)Seniority–Definition.

Casualemployees,whilereceivingWorkers’CompensationBenefits(wagelossreplacementandrehabilitationbenefits)will,uponreturntowork,becreditedwithseniority.Thiscreditwillbebasedon thenumberofhoursworkedasacasualemployeeduringthetwelve(12)monthperiodprecedingthedateofillnessoraccident,calculatedasfollows:

1. Determinethenumberofhoursworkedinthetwelve(12)monthperiod.

2. Dividebyfifty-two(52)weeks.

3. MultiplybythenumberofweeksonapprovedWorkers’Compen-sationBenefits (wage loss replacementandrehabilitationbene-fits).

If the employee has held casual status for less than twelve (12)monthspreceding thedate of illness or accident, then this shorterperiodwillformthebasisofthecalculation.

Acasualemployeewhoisthesuccessfulapplicantonaregularposition:

(i) isentitledtosenioritycreditintheregularpositionforthetotalnumberofhoursworkedasacasualatallworksitesof a health care employer signatory to this Agreementuptoamaximumoftheannualfull-timeequivalent1950hoursperyear;and

(i) thecasualseniorityhoursworkedatallworksitesreferredtoin(i)abovewillbeextinguished.

(I) Overtime Pay(1)A casual employee shall be entitled to overtime pay

inaccordancewithArticle27.05 in the followingcircum-stances:

(a)Thehoursofworkinonedayexceedeither:

(i) thenormaldailyfullshifthoursasdefinedinAr-ticle26.01HoursofWork;or

(ii) thelengthoftheextendedshiftofferedandac-cepted.

(b)Foranyshiftsworkedinexcessoffour(4)con-secutiveextendedshiftswheretheshiftlengthisgreaterthaneight(8)hours.

(c) Foranyshiftsworkedinexcessofsix(6)con-secutiveshiftswheretheshiftlengthisbetweensevenandone-half(7.5)andeight(8)hours.

(d)For any shifts worked in excess of five (5)consecutive shiftswhere three (3) ormore ofthefive(5)aregreater thaneight (8)hours inlength.

(e)Foranyshiftsworkedinexcessof6consecu-tiveshiftswherefour(4)ormoreofthesix(6)shiftsarebetweensevenandone-half(7.5)andeight(8)hoursinlength.

(2) Overtime for shift care and client specific nursingassignments will be payable in accordance withcurrentpractice.(ReferenceArticle11.04(A)(5)and11.04(A)(9)).

(J) Probationary Period(1) Newlyhiredcasualemployeeswillbeprobationaryduring

their first threemonthsof employment or 487.5hoursworked,whicheverisgreater.

(2) For nurses working client specific assignments fromhomesupportagencies, theprobationperiod fornewlyhiredcasualemployeesshallbe487.5hoursworked.

(K) Employer Approved Education Programs

CasualemployeesattendingEmployerapprovededucationprogramsshallbesubject to the requirementspursuant toArticle35.03(E)–EmployerApprovedEducationLeave.

ARTICLE 12 - ANNIVERSARY DATE AND INCREMENTS12.01 Definition

Increment stepmeans theannualgradationofwageswithinaclassificationassetoutinArticle61WageScheduleClassifications.

12.02 Anniversary DateAregularemployee’sinitialdateofcurrentemploymentwiththe

Employerasaregularemployeeshallbetheiranniversarydateforthe purpose of determining benefits and for the purpose of deter-miningincrementanniversarydate.(ReferenceArticle6.06SuperiorBenefitsandArticle12.03Increments).

12.03 IncrementsAregularemployeeshallbeentitled to incrementsbasedona

year’slengthofservicesubjecttoArticle37Leave–General.

ARTICLE 13 - SENIORITY

ThisArticleiseffectiveontheimplementationdateasdefinedintheConsolidationofCertificationsAppendix.

13.01 Definition(A) Regular Employee Seniorityforaregularemployeeisdefinedasthelengthof

theemployee’scontinuousemployment(whetherfull-timeorpart-time) from thedateof commencementof regular em-ployment,plusanyseniorityaccrued,whileworkingasaca-sualemployeeoftheEmployer.

(B) Casual Employee Seniorityforacasualemployeeisdefinedasthetotalnum-

berofhoursworkedbytheemployeeattheworksiteuptoamaximumoftheannualfull-timeequivalent1950hoursperyear.Aregularemployeewho,at thediscretionoftheEm-

ployer,transferstocasualstatusorwhovoluntarilyresignstheiremploymentandisrehiredbythesameEmployerasacasualemployeewithinthirty(30)calendardaysshallretaintheirseniorityaccruedasaregularemployeeandshallmain-tainallaccumulatedseniorityandbenefitstothedateofthetransfer.

13.02 Portability of SenioritySeniorityrelatestosenioritywiththeEmployerandisnotportable

withtheexceptionof51.02(H),orwhenanemployeeistransferredaccordingtoSection4of theHealth Authorities and Social Service Delivery Improvement Act.

13.03 Seniority – Maintained and AccumulatedSeniorityshallbemaintainedandaccumulatedunderthefollowing

conditions:

(A) whileinreceiptofWorkers’Compensationbenefits(wagelossreplacementandrehabilitationbenefits);

(B) absenceduetomaternityleaveasprovidedforinthisAgreement;

(C) absenceduetoanypaidleavefortheperiodoftheleave;

(D) absenceduetotheconductofUnionbusiness;

(E) absenceduetolay-offs,forthefirsttwenty(20)workdays;

(F) absenceduetoageneralunpaidleaveofabsence,forthefirsttwenty(20)workdays;and

(G) absencewhileonalong-termdisabilityclaim(includingthequalifyingperiod).

Fortimeperiodsinexcessofthoseexpressedabove,seniorityshallbemaintainedbutnotaccumulated.

13.04 Employment in Excluded Positions and Within Other Bargaining Units

(A) An employee accepting a position of a continuous naturewhich iswith the sameEmployer but outside of their bar-gainingunit,shallretaintheirseniorityaccumulateduptothe

dateofleavingthebargainingunit,foraperiodofninety(90)calendardays.

(B) Anemployeetemporarilysubstitutinginanexcludedpositionorwithinanotherbargainingunit,shallcontinuetoaccumu-latetheirseniority.Themaximumtermofanysuchsubstitu-tion inanexcludedpositionshallbenogreater thantwen-ty-four(24)monthsinlengthunlessotherwiseagreedtowiththeUnion.

13.05 Merged Seniority ListsSeniority lists for employees covered by this collective agree-

mentwillbemergedregardlessofUnionmembership.

PreambleThe parties agree to standardize seniority lists and to provide

additionalmemberinformationtotheNBAsothatitcanbettercom-municatewithitsmembers.

13.06 Seniority Lists(A) On the last date of thepayroll period immediately prior to

January1andJuly1ofeachcalendaryear, theEmployershallpostmasterlistsshowingtheseniorityofallemployeesattheworksiteandseparatelistsshowingtheseniorityofallemployeeswithin eachUnion.The lists shall be electroni-callypostedorwhereelectronicalpostingisnotpossibleoneachUnionbulletinboardandacopyshallbeforwardedtotheHeadOfficeofeachoftheUnions.

Thesenioritylistshallcontainthefollowinginformation:

(i)firstname,middlename(s) (whereprovidedby theem-ployee)andlastname;

(ii)preferredname,whereprovidedbytheemployee;

(iii)nursetype(LPN,RN,RPN),wherepossible;

(iv)job status and posted FTE (regular full-time, regularpart-time,casual);

(v)hiredates;

(vi)wagescheduleclassification;

(vii)senioritydate;

(viii)seniorityhours;

(ix)jobtitles;

(x)worksite.

(B) HEABCagreestomeetwiththeNBAtoexploreoptionsfora secure unique employee identifier that is compliantwithprivacylegislation.

(C) TheEmployerwillprovideeachsenioritylisttotheUnionineitherMicrosoftExcelor.csvformatprovidedthatitcanbedonesoatnoadditionalcosttotheEmployer.

ARTICLE 14 - PROBATIONARY PERIOD

(A) Allregularemployeesshallbeprobationaryduringtheirfirstthree(3)monthsofemployment.Uponthecompletionofthisprobationaryperiod,theemployeeshallbegrantedsenioritydatingfromthefirstdayofemploymentwiththeEmployer.

Theterm“three(3)months”isdefinedastheperiodfromanygivendateinonemonthtotheimmediatelyprecedingdatethree(3)monthslater.

(B) BymutualwrittenagreementbetweentheEmployerandtheUnion,theprobationaryperiodmaybeextended.

(C) Duringtheprobationaryperiod,theemployeemaybetrans-ferredordismissedbytheEmployeriftheEmployerfindstheemployeetobeunsuitable,providingthefactorsinvolvedinsuitabilitycouldreasonablybeexpectedtoaffectworkper-formance.

ARTICLE 15 - TERMINATION OF EMPLOYMENT15.01 Employee Termination(A) Regularemployeesotherthanthoseservingaprobationary

period,shallgivetwenty-eight(28)calendardayswrittennoticeofterminationtoarepresentativedesignatedbytheEmployer

withtheauthoritytoacceptsuchwrittennotice.

(B) Inadditiontothetwenty-eight(28)calendardaynotice,reg-ularemployeesinpositionsabovethelevelofgeneralstaffnurseshallinformtheEmployeroftheirintentiontoterminateassooninadvanceaspossible.

(C) Theperiodofnoticeassetforthin(A)abovemustbefortimescheduledtobeworkedandmustnotincludeaccruedvaca-tion, unless such vacation has been previously scheduledandapprovedinaccordancewithArticle45.04(SchedulingofVacation).

(D) Provided that twenty-eight (28) days’ notice in advance ofcommencementofvacationhasbeengiventotheEmploy-er,aretiringemployeeisexemptfromtheprovisionsof(C)aboveandmayscheduleanyportionoftheiraccruedvaca-tionentitlementimmediatelypriortoretirement.

15.02 Waiver of NoticeTheEmployermaywaivethewrittennoticeassetforthinArticle

15.01.

15.03 Notice – PenaltyAregularemployeewho fails togive twenty-eight (28)calendar

days’noticeofterminationshallbepaidtheirearnedvacationentitle-mentlesstwopercent(2%);forexample;anemployeeentitledto8%shallbepaid6%;anemployeeentitledto10%shallbepaid8%;etc.

15.04 Employer TerminationsTheEmployershallnotify theUnionofallemployeeterminations

withinseven(7)calendardaysof thenoticeof termination. (Refer-enceArticle9.06ResolutionofEmployeeDismissalorSuspensionDisputes.)

Employerterminationsaresubjecttothegrievanceandarbitra-tionprocedure.(ReferenceArticle9GrievancesandArticle10Arbi-tration.)

ARTICLE 16 - EMPLOYEE EVALUATION16.01 Evaluations

Formalwrittenperformanceevaluationsofeachemployeeshallbecarriedoutduringtheprobationaryperiod.Notlessthanannuallythere-after,Employerswillprovideemployeeswithperformancefeedback.

16.02 Employee Rights(A) Whensuchaformalwrittenevaluationiscarriedouttheem-

ployeeshallbemadeawareoftheevaluationandshallsig-nify inwritingawarenessof theevaluation. Ifanemployeedisagreeswiththeevaluation,thentheemployeemayobjectinwritingtotheevaluation,andsuchobjectionshallbere-tainedbytheEmployerwiththeevaluation.

(B) Anemployeeshallbeentitled,uponreasonablenotice,ac-cesstotheirpersonnelfileand,withoutlimitingthegeneralityoftheforegoing,shallbeentitledtoinspecttheformalwrittenevaluationandallwrittencensures,lettersofreprimandandadversereportsofperformanceevaluations.Anemployeeshallbemadeawareofallsuchevaluations,censures,lettersandreportsanduponwrittenrequestshallbeprovidedwithcop-iesofthesame.

(C) Anyemployeewhodisputesanycensure,reprimandorad-versereportmayhaverecoursethroughthegrievancepro-cedureandtheeventualresolutionthereofshallbecomepartoftheemployee’spersonnelrecordwithsuchamendmentsordeletionsthatmayberequisite.

16.03 Records Removed(A) Records of Disciplinary Action

Uponrequestoftheemployee,allrecordofanydisciplinaryaction taken by the Employer shall, with the exception ofsuspensions,beremovedfromtheemployee’sfileandde-stroyedeighteen(18)monthsafterthedateoftheincident.Recordofsuspensionswillremainonfileforaperiodofeigh-teen(18)monthsfollowingtheexpiryofthesuspension.

Theforegoingprovisionsapplyprovidedthatnofurtherdisci-

plinaryactionhasoccurredwithintheinterveningperiod.

(B) Letters of ExpectationUponrequestoftheemployee,aletterofexpectationshallberemovedfromtheemployee’sfileanddestroyedeigh-teen(18)monthsafterthedateoftheletter.

Theforegoingprovisionappliesprovidedthatthebehaviourorconductthatresultedintheletterofexpectationbeingissuedhasnotreoccurredwithintheinterveningperiod.

ARTICLE 17 - VACANCY POSTINGS17.01 Postings(A) TheEmployershallpostnoticeofallnursingvacancies,de-

scribing the position, department, worksite(s), the date ofcommencement, hoursofwork, a summaryof the jobde-scriptionand therequiredqualifications.Multi-sitepostingsshallspecifythehomeworklocationfortheposition.WheretheEmployerhasthecapabilitytodoso,allvacanciesshallbepostedelectronically.

(B) Positions will be posted twice a week on Tuesdays andThursdaysforaperiodofseventy-two(72)hours.TheEm-ployerwillmakeselectiondecisionswithinseven (7)busi-nessdaysofthepostingclosedate,unlessthereisabonafidereasontoamendthistimeframesubjecttomutualagree-mentbetweentheEmployerandtheUnion.

Acopyofeachnewelectronicpostingwillbeemailed to thestewardcoordinatorordesignateattheworksite.

(C) TheEmployerwill notify the successful applicant byemailnotificationtotheemployee’spreferredemailaddress.Incir-cumstanceswheretheEmployerdoesnothavethecapacityforemailnotification for thepostingprocess, theEmployershall utilize anothermanner of notification as per theEm-ployer’s operational policy.Once the notification has beensentandconfirmationofreceiptreceived,theemployeeshallaccept or decline the positionwithin forty-eight (48) hoursof the time of confirmed receipt of offer. In the event thatthe employee is unavailable to respond, theymay submit

a response throughadesignate. If theEmployerdoesnotreceive a responsewithin this time period, the jobwill beofferedtothenexteligibleapplicant.

(D) NotwithstandingArticle17.01(A)above,nursingvacanciesinmentalhealthservicesandinlongtermcarehomeswillbedualpostedforRNsandRPNs.

(E) TheEmployerwillpostallNurse3and4positionswithouttherequirementforaBScNdegree.

(F) Notwithstanding Article 17.01(A), 17.01(B), 17.01(C) and17.01(D)above,ifanemployeeispromotedortransfersintoanewpositionwithinninety(90)daysofcommencingworkinapreviousposition,theEmployermayawardtheresultingvacancy in thepreviousposition to thenexteligiblecandi-dateforthatpositionwithoutre-postingthevacancy.

17.02 Temporary Appointments(A) The Employermaymake a temporary appointment, without

posting,toavacantpositionprovidedsuchpositionisoneinwhichtheformerincumbenthasterminatedemploymentwiththeEmployer.Thetemporaryappointmentshallnotexceedthirty (30)work days, unless theUnion and theEmployermutuallyagreetoextendthistimelimit.

(B) TheEmployermaymakeatemporaryappointmenttoaposi-tioninwhichthepresentincumbenthasbeengrantedleaveofabsence.Wheresuchleaveofabsenceisforaperiodinexcessofnine(9)calendarmonths,theEmployershallposta notice relative to the nursing vacancy, including the ex-pecteddurationoftheposition.Suchtemporaryemploymentshallnotexceedtwenty(20)months,unlesstheUnionandtheEmployermutuallyagreetoextendthistimelimit.TheEmploy-ershalladvisetheUnionofsuchlong-termappointments.

(C) Anemployee that accepts a temporary appointment up totwenty(20)months in lengthshallcommit toremain in theappointmentforitsentiredurationunlesstheemployeehasabonafidereason.

Notwithstandingtheabove,withinthefirstthirty(30)daysin

theposition, theemployeemayelect to leave thepositionandreturntotheirpreviouslyheldposition.If theemployeeelectstoleavetheposition,theywillgivetwenty-eight(28)days’noticetotheEmployer.Employerswillnotberequiredtore-postthetemporaryappointmentandcanselectthenexteli-giblecandidate.

Acasualemployeewhoholdsatemporaryappointmentmayapplyonanyregularpositionwhich isavailableduring thetermoftheappointment.Ifthecasualemployeeisthesuc-cessfulcandidatefortheposition,thenthatpositionshallbeheld for the casual employee until the term of the currenttemporaryappointmentiscomplete.

Aregularemployeewhoholdsatemporaryappointmentwillbeabletoapplyonanyregularpositionwhichmaybecomeavailableduringthetermofthetemporaryappointmentpro-vided that the vacancy arises in the same unit where thetemporaryappointmentexists.

Aregularemployeewhoholdsatemporaryappointmentmayapplyonanyregularpositionoutsideoftheunitwherethetemporaryappointmentexists,where it results ina0.08orgreater increase in their FTEof their permanent position orisapromotion.Aregularemployeewhoholdsatemporaryappointmentmayapplyonanyotherpositionoutsideoftheunitwherethetemporaryappointmentexistswithineight(8)weeksoftheexpirationofthetemporaryappointment.

TheEmployermay,attheirdiscretion,releasetheemployeeintotheregularpositionwhichtheyhavebeenawarded.Inthealternative,theEmployermaypostandfilltheregularpo-sitionwithanotheremployeeinaccordancewiththisArticleuntilsuchtimeasthesuccessfulapplicantforthepositionisreleasedfromthetemporaryappointment.

Ifacasualemployeeacceptsatemporaryappointment,theywillhavetheirstatuschangedtoregularforthedurationof thetimeworkedinthetemporaryappointmentandthenwillre-vert tocasualstatusupon theconclusionof the temporaryappointment.The employeewill receive regular benefits fortheentireduration,with theexceptionof long-termdisabil-

ity,which theywill receive foramaximumof two (2) yearsfollowingthecommencementofthetemporaryappointmentandtheemployeewillnotbeeligibletomakeasuccessivedisabilityclaim.

(D) Aregularemployeewhoisassignedto,orontheirownvoli-tion,fillsatemporaryappointmentshallreturntotheirformerpositionandpayratewithout lossofseniorityandaccruedperquisiteswhenthetemporaryappointmentends.

(E) Intheeventthatanapplicantforthepostedpositionisnotavailable to start the positionwithin four (4) weeks of thecommencementdateofthetemporaryposting,theEmployershallnotberequiredtoconsidersuchapplication.

17.03 Temporary Positions(A) TheEmployermaycreateregulartemporarypositionsforup

tosix(6)monthsdurationforvacationrelieforskillconsoli-dation.

(B) The Employermay create regular temporary project posi-tions (i.e. grant funded, pilot projects, or term specific as-signments) forupto twelve(12)months’duration,with theexceptionofcapitalprojectswhichmaybepostedforuptothirty-six(36)months.Thesepositionsarenotrenewableaf-tertheenddateoftheproject,unlesstheUnionandEmploy-eragreetorenew/extendthetimelimits.

(C) ThesepositionswillbepostedandfilledinaccordancewithArticle17.01Postings.Thepostingwill includetheproject-ed end date of the position.A casual employeewho bidsinto any vacancy pursuant to 17.03(A) and (B) abovewillhavetheirstatuschangedtoregularforthedurationofthetimeworkedinthetemporarypositionandwillthenreverttocasualstatus.Internalregularemployeeswillreturntotheirpreviousstatusandexternal candidateswill return to theirpre-employmentstatus.Employeesinthesepositionswillbegiven aminimumof ten (10) calendar days’ notice of anychangetotheprojectedenddateoftheposition.

17.04 Seasonal Part-time Positions(A) ForthepurposesofthisArticleofthecollectiveagreement,

seasonalpart-timepositionsarepositions thatarecreatedby the Employer to address ongoing staffing challenges,such as those in geographic locations that have seasonalchangesinservicedeliveryneeds.

(B) Aseasonalpart-timepositionmaybecreatedbycompress-ingaspecifiedannualFTEintoasmaller portionofayear(for example. an employee could work a 0.5 FTE com-pressed into full-time hours over a six (6) month period).During the remainingmonths (for example. the remainingsix(6)months),the employeewouldbeundernoobligation,andcouldnotbecompelled,toacceptanyscheduledor un-scheduledworkwith theEmployer.ThesepositionswillbepostedpursuanttoArticle17–VacancyPostings.

(C) Employeesworkinginseasonalpart-timepositionsshallbecoveredbytheprovisionsofthisAgreement exceptaspro-videdotherwisebelow.

(D) Anemployeeworkinginaseasonalpart-timepositionmaychoosetobepaideither:

1. forthosehoursactuallyworked;or 2. as a part-time FTE (for example, in the situation de-

scribedinArticle17.04(B)above,asa0.5FTE)overthe wholecourseoftheyear,bothwhenworkingthecom-pressedfull-timehoursandwhennot workingduringtheremainderoftheyear.

(E) Seasonalpart-timeemployeesareentitledtoallprovisionsofthisAgreementpursuanttoArticles11.03(B)&(C).

(F) Aseasonalpart-timepositionmaybeeliminatedatthedis-cretionof theEmployeruponsixty (60)days’notice to theemployee.Iftheseasonalpart-timepositioniseliminatedbytheEmployer, the employee that hadbeenworking in thepositionmayelecttoreceivethefullbenefitoftheseasonalpart-timeposition(oraprorationthereof).

Theemployeewillbeentitledtoalldisplacementrightsunder

Article19andmayelecttomaketheirdisplacementchoiceeither when the notice is received or when they return towork.Iftheychoosetomaketheirchoicewhentheyreturntowork,theirchoicewillbebasedonthevacanciesandsenior-itylistcurrentatthattime.

17.05 Regular Relief Positions(A) Where theEmployer believes that it is operationallymore

efficientandcosteffectivetoregularizereliefforworkasde-finedinArticle11.04(A),theEmployermayestablishregularrelief positions.Toensure the full utilizationof theseposi-tions,theEmployermayreassigntoregularrelief,workpre-viouslyassignedtoacasualemployee.TheEmployershallpostandfillthesepositionsinaccordancewithArticle17.01Postings.

Regularreliefpositionswillhaveamasterrotationinaccor-dancewithArticle 25 and are not required to be replacedwhenonleave.

Areliefemployee isa regularemployeewho isutilized forworkasdefined inArticle11.04(A)ondesignatedunit,de-partment,orprogram,oraseriesofunits,departmentsorprogramsatorfromadesignatedworksite(s),whichshallbeindicatedontheposting.

17.06 Multi-Site Relief PositionsWhere appropriate, a relief employeemay be required to per-

formworkatmorethanoneworksiteoftheEmployer.AllexpensesincurredwillbepaidbytheEmployer.

17.07 Regular Flex Positions(A) The employer may create unit, facility or Health Authori-

ty-based regular flexpositionsdesignated tofill short-termandlong-termvacancies.

(B) Regularflexpositionswillbepostedasa0.8FTEposition.Employeesworking inregularflexpositionswillbebookedsix(6)weeksinadvancefor0.4FTE,andmaybescheduledforshort-noticeshiftsfortheremaining0.4FTE.

(C) Regularflexemployeeswillbepaida1.0FTEsalary,inclu-siveofbenefits,regardlessofwhethertheywerecalledintofillashift.

(D) Regularflexpositionswillnotbeincludedonthemasterworkschedule.

(E) Insufficient notice per Article 25.08 will not apply to theschedulingoftheremaining0.4FTE.

(F) Thepartieswillmeetwithinninety(90)daysofratificationtodeterminethelogisticsofimplementationofthesepositions.

17.08 Advanced Hire Positions(A) TheEmployermaypostregularadvancedhirepositions in

anticipationofexpectedneedsorvacancies.

(B) Oncetheexpectedpositionbecomesavailable,theEmploy-ermayappointtheadvancedhiretothatpositionwithouttheneedtofurtherpostunderArticle17.01.

(C) Notwithstandingtheabove,theEmployerwillnotmakeanyadvancehireappointmentsuntil the completionof internalschedulechangespursuanttoArticle25.03.Theadvancedhirewillnotparticipateintheinternalschedulechange.

(D) TheEmployermayplaceanadvancedhireemployeeintoaregularor temporaryunfilledvacancyontheunitonwhichtheyhavebeenworkingprovidedthatthevacancyisequaltotheirexistingFTE(F/TtoF/TandP/TtoP/Twithin0.08oftheirFTE).TheEmployerwillprovidetheemployeewithaminimumtwenty-eight(28)days’noticeofthisplacementunlessotherwiseagreedbytheemployee.

17.09 Increasing or Decreasing Regular Part-Time Employee FTE Status

(A) Whereanincreaseordecreaseinhoursisrequiredinaunit,department,orprogram,theEmployerwilldeterminewherethesehourswouldbebestutilized/reduced.Further,wheretheEmployer’sschedulingobjectivesaremet,theEmployerwillofferapart-timeemployee,byseniority,theopportunitytohavethehoursintheirexistingscheduleincreasedorde-

creased.Wheretheemployeeacceptstheoffer,thereshallbenorequirementfordisplacementnoticeorvacancypost-ingofthatposition.Thisprovisionshallnotapplyifitresultsinachangeofemployeestatus.

(B) Whereachangeinscheduledhoursresultsinanon-goingchangeinanemployee’sFTEstatusof+/-0.08orless,theEmployerwillnotberequiredto issuedisplacementnoticetotheincumbent.Wheredisplacementistriggered,theparttimeemployeemaywaivedisplacementandselectalineontherotation.Achangeunder thisclauseshallbe limited toonceayearexceptbymutualagreement.

17.10 Posting of Successful CandidateThenameofthesuccessfulcandidateshallbepostedwithinseven

(7)calendardaysofmakingtheappointment(s).

ARTICLE 18 - PROMOTIONS, TRANSFERS AND DEMOTIONS IN THE FILLING OF VACANCIES OR

NEW POSITIONS18.01 First Consideration(A) TheEmployeragreesthatwhenavacancyoccursoranew

positioniscreatedattheworksitewhichiswithintheUnionbargainingunit,theEmployershallgiveitsemployees,pro-videdtherearenoemployeescurrentlyonlay-off,firstnoticeandfirstconsiderationinfillingthevacancyornewposition.Eachemployeewhoappliesforthevacancyornewpositionshallbegivenequalopportunity todemonstratefitness forthepositionbyformalinterviewand/orassessment.Whereanemployeewithin thebargainingunit isnotappointed tofill the vacancyornewposition, they shall begiven, uponrequest,anexplanationastowhytheirapplicationwasnotaccepted.Therequestforreasonsmustbemadewithinfour-teen(14)calendardaysofbecomingawarethattheemploy-eeisnotthesuccessfulcandidate,pursuanttoArticle17.10.The Employer shall provide such reasons within a furtherfourteen(14)calendardays.

(B) Non-Specialty Positions

ThepartiesagreetoexpeditethefillingofvacancieswhereaNurseLevel 1 orNurseLevel 3 applies onnon-special-ty vacancieswithin their same level (N1 toN1 position orN3toN3position)andwithinoracrossoneormoreoftheenumeratedprogramareasbelowwithout theneed for aninterviewprocess and based on seniority.Applicantsmustpossesstheregistration,skillsandabilitiesassetoutinthejobdescription.Nurseswillbeprovidedwiththeusualunit/programorientation.

An employee applying on a non-specialty position will bedeemed qualified and competent and will not need to gothrough the interview process where they move within oracrossthefollowingprogramareas:

i. Generalmedical/surgicalinpatientunits

ii. Community services (e.g. home health, primaryhealthcare,mentalhealth)

iii. Residentialcare

Nurseschoosingtomovefromresidentialcaretoacutecaremaybe required to participate in an informal conversationwiththemanageroftheacutecareunittodiscussthepros-pectforasuccessfultransition.

(C) Rural/PediatricWhereanemployeeisapplyingforavacancyineitheraruralorpediatricprogram,anemployeemayberequiredtopartic-ipateinaninterviewprocess.

(D) Mechanism for management to discuss patient safety and/or practice concernsAfter thepositionhasbeenawarded to the senior internalN1/N3applicant, insituationswhere theworkenvironmentandpatientpopulationissignificantlydifferentthanthenursehasexperiencewith,andifthemanagerhaspatientsafetyorpracticeconcerns,themanagerwill:

i. Meetthesuccessfulapplicant,withtheunionstew-ard,sharetheconcernsanddescribetheprogram/

unit’susualorientation;and

ii. Proceedwiththeorientation,whichmayincludeanassessmentoftheindividual’spotentialforsuccess-fultransition.

18.02 Filling VacanciesInthefillingofvacancies,newpositions,transfersorpromotions,

appointmentsshallbemadetotheemployeewiththerequiredqual-ifications,andlevelofcompetencyandefficiencyasrequiredbythepositionspecifications,andwheresuchrequirementsareequal,se-niorityshallbethedeterminingfactor.

TheEmployerwillmakeallreasonableeffortstoplacethesuc-cessfulemployeeinthepositionwithinthirty(30)daysofthepostedstartdate.

18.03 Qualifying PeriodIf a regularemployee ispromotedor transferred toaposition,

thenthatemployeeshallbeconsideredaqualifyingemployeeintheirnewpositionforaperiodofninety(90)calendardays.

If a regular employee is promoted or transferred to a positioneitherwithinoroutsidethecertificationandisfoundtobeunsatisfac-tory,theyshallbereturnedtotheirpreviouslyheldposition.

Ifaregularemployeeispromotedtoaposition,eitherwithinoroutside thecertification,andfinds theposition tobeunsatisfactory,theyshallbereturnedtotheirpreviouslyheldposition.

18.04 Orientation and TrainingTheparties to thecollectiveagreement recognize thevalueof

orientationprogramsforemployeesandthattheresponsibilityforpro-vidingsuchprogramslieswiththeEmployer.TheEmployeragreestoprovidesuchorientationinamanneritdeemsappropriatetoemploy-eesnewtotheworksiteornewtotheunit,departmentorprogramtoenabletheemployeetoadjust.

Orientationshallinclude:

(A) fireanddisasterplan

(B) organizationalstructure

(C) relevantpoliciesandprocedures

(D) physicallayoutoftheworksiteandunit

(E) dutiesoftheposition

Employeesrequiredtoattendsuchprogramswillbepaidattheapplicablerateofpay.

18.05 Returning to Formerly Held Position(A) FromOutsideofBargainingUnit

The returningemployeewhowaspromotedoutsideof thecertification shall return without loss of seniority and ac-cruedbenefitsandshallbeslottedattheincrementsteptowhichtheywouldhavebeenentitledhadthepromotionnotoccurred.Thesetermsandconditionsapplyforaperiodofninety(90)calendardaysfromthedatetheycommenceworkinthenewposition.(ReferenceArticle13.04-EmploymentinExcludedPositionsandWithinOtherBargainingUnits.)

(B) FromWithinBargainingUnit

Aregularemployeepromotedortransferredwithinthecerti-ficationandreturningtotheirformerlyheldpositionshalldosowithoutlossofseniorityoraccruedbenefits.

(C) OtherEmployeesAffected

Anyotheremployeewhowaspromotedortransferredasaresultofthepromotionsortransfersasstatedabove,shallbe returned to her formerly held position under the sametermsandconditionsasstatedin(B)above.

18.06 Salary on PromotionApromotedemployeeshall receive the loweststep in thenew

incrementstructurewhichshallgiveheraminimummonthlyincreaseoftwohundreddollars($200.00).Themaximumrateofthenewin-crementstructureshallnotbeexceededbecauseoftheapplicationofthisprovision.

Theemployeeshallreceivethenewpayratefromthefirstday

worked(includingorientation)intheposition.

18.07 Increment Anniversary DateApromotionshallnotchangeanemployee’sincrementanniver-

sarydate.(ReferenceArticle12–AnniversaryDateandIncrements.)

18.08 Relieving in Higher- or Lower-Rated Position(A) Anemployeerelievinginahigher-ratedpositionshallreceive

therateofpayattractedbytheposition.TheEmployerwillapply thepromotional language (18.06)and theemployeewillreceivethehigherrateofpayfromthefirstdayworkedintheposition.

(B) Ifaregularemployeeistemporarilyassignedtoalower-rat-edposition,theemployeeshallincurnoreductiontowagesorbenefits.

(C) Acasualemployeewhoacceptsashiftandissubsequentlyreassignedtoalower-ratedshiftshallincurnoreductiontowagesorbenefits.

(D) Anemployeewhovoluntarilyacceptsashiftwillbepaidtheappropriaterateofpayforthatposition.

18.09 Voluntary DemotionAnemployeerequestingavoluntarydemotionfromahigher-rat-

edpositionandwhoissubsequentlydemotedtothelower-ratedpo-sition,shallbepaidontheincrementstepappropriatetotheemploy-ee’scontinuousservicewiththeEmployer.Avoluntarydemotionshallnotchangeanemployee’sanniversarydate.

ARTICLE 19 - LAY-OFF & RECALL

ThisArticleiseffectiveontheimplementationdateasdefinedintheConsolidationofCertificationsAppendix.

Theseprovisionsshallbeutilizedtoprotectregularemployees,whereverpossible, from lossofemployment,with theexceptionofemployeeswhoaredismissedforcause.

19.01 Displaced EmployeesIntheeventofareductionintheworkforce,regularemployees

shallbelaid-offinreverseorderofseniority,providedthatthereareavailableemployeeswithgreatersenioritywhoarequalifiedandwill-ingtodotheworkoftheemployeeslaid-off.

Anemployeewho isqualifiedandyetunwilling todo theworkshallbelaid-off.

(A) Notice to the UnionAtthetimenoticeofdisplacement is issued,acopyof thenoticeshallbesenttotheUnionsteward.

(B) Displaced Employees’ OptionsAmeetingwillbearrangedbetweenthedisplacedemployeeandhis/her shop stewardandEmployer representative(s).TheEmployerwillmakeavailablealistofcurrentunionva-cancieswithintheirworksite,alistofunfilledvacancieswith-intherespectiveEmployer,acurrentunionsenioritylistfortheworksite(seeArticle13.06)aswellasasenioritylistfortherespectiveEmployer,andinformationregardinganyoth-eroptionsthatmaybeavailableatthetime.

DisplacedemployeeswillnotifytheEmployerinwriting,nolaterthanseven(7)calendardaysfromthedateofthemeet-ingin19.01(B)above,ofthepositiontheyhavechosenun-derArticle19.01(B)(1)orArticle19.01(B)(2)(d).

Attheendoftheseven(7)dayperiodnotedabove,orearlierifitisagreedthatnocomparableworksitebumpisavailableperArticle19.01(B)(2)(d)priortothattime,thedisplacedem-ployeewillhaveafurtherseven(7)calendardaystonotifytheEmployerinwritingofthepositiontheyhavechosenun-derArticle19.01(B)(2)(e).

Employeesona leaveofabsence forany reasonmaybeserved displacement notice and can elect to make theirchoicewhileon leave,orwhentheyreturntowork. If theychoosetomaketheirchoicewhentheyreturntowork,theirchoicewillbebasedonthevacanciesandsenioritylistscur-rentatthattime.

RegularemployeesidentifiedbytheEmployerasdisplacedduetoareductionintheworkforceshallhaveaccesstothefollowingprovisions:

(1) Vacancies(a) Inanticipationoftheutilizationofvacanciesfor

displaced staff, theEmployermaymake tem-porary assignments to fill regular vacanciesfortwo(2)monthspriortotheissuanceofdis-placementnotices.

(b) Displacedemployeesshallhavefirstconsider-ationintheselectionofvacantornewpositionswhetherornotsuchvacancieshavebeenpost-ed,orunfilledvacanciesthathavebeenprevi-ouslypostedandgoneunfilled.Theselectionofthevacantpositionsshallbeinaccordancewithseniority,providedtheemployeehasthecapa-bilitiesandqualifications toperformthedutiesofthevacantposition.

(c) IntheeventthattheEmployerdeemsthatthedisplacedemployeeisnotqualifiedforthecho-senvacantposition,theEmployershallprovidetheusualunitorientation,educationandtrain-ing to thenurseprovided thatsuchusualunitorientation,educationandtrainingdoesnotex-ceedsix(6)weeksorasmutuallyagreed.Afterthenursehassuccessfullycompletedtheusu-al unit orientation, education and training, thenursewillbedeemedqualifiedforthepositionby theEmployer.Thisoption isonlyavailableto displaced employees once per layoff. If adisplaced employee is unsuccessful followingtheabove,theemployeewillberequiredafillacomparablevacancy.

(d)Throughoutthetermoftheemployee’seduca-tion and training, and until the employee hascommencedemploymentintheirnewposition,theEmployershallcontinuetopaytheemploy-

eeatthesamewagerateasthatoftheirprevi-ouspositionandcontinuetoprovidebenefits.

Forvacanciesandunfilledvacancies,firstconsideration isgiven to displaced employees at the originating worksite,secondconsiderationisgiventodisplacedemployeesfromotherworksiteswithintheEmployer,andthirdconsiderationisgiventoallotheremployees.

(2) Bumping(a) Displacedemployeeswhohavechosennotto

selectanavailablevacancy,ordonothaveac-cesstoavacancy,canelecttobumptoaposi-tioninlinewithseniority(subjectto2(c)below).

(b) IntheeventthattheEmployerdeemsthatthedisplacedemployeeisnotqualifiedforthecho-senbump,theEmployershallprovidetheusualunit orientation, education and training to thenurseprovidedthatsuchusualunitorientation,educationandtrainingdoesnotexceedsix(6)weeks or asmutually agreed.After the nursehassuccessfullycompleted theusualunitori-entation,educationandtraining,thenursewillbedeemedqualifiedforthepositionbytheEm-ployer.Nurseswhoelect to bump into a spe-cialtypositionmustpossesstherequirededu-cation.

Throughout the term of the nurse’s edu-cationandtraininganduntilthenursehascommencedemploymentintheirnewposi-tion,theEmployershallcontinuetopaythenurseatthesamewagerateasthatoftheirprevious position and continue to providebenefits.

This option is only available to displacedemployeesonceper layoff. If a displacedemployee is unsuccessful following theaboveoptions,theemployeewillberequiredtobumpintoacomparableposition.

(c) Displacedemployeeswillchooseapositiontobumpintobydesignating:

(i) theFTE;

(ii) the unit/department/program (program forcommunitynursesonly);and

(iii) the shift pattern.Shift patterns are identi-fied as days/evenings; days/nights; eve-nings/nights;days;nights;orevenings.

They will then bump to the position heldby the junioremployeewith thedesignat-edFTE,shiftpatternandunit/department/program (program for community nursesonly).Employeeswhoarebumpedwillbeserveddisplacementnoticeandtreatedinaccordance with the provisions of Article19.01(B).

(d) WorksiteBumping

Displacedemployeeswillreviewtheirbumpingop-tionsintheirownworksitefirstandfollowthebump-ingproceduresaslistedin(a)-(c)above.

(e) Bumpingoutsideoftheworksitewhereapplicable

(i) Should a displaced employee not be able tobumpintoapositionthatiscomparable,andtheydonotvolunteertobumpintoanon-comparableposition,theywillbedeemedtohaveexhaust-ed their bumping options at the worksite andmayexercisetheirbumpingrights,asabove,atotherEmployerworksites.

(ii) Acomparablepositionwillbedefinedasaposi-tionthatis:

(a) withinafieldofpracticesharingacom-monclinicalfocus(e.g.:medical,surgical,extendedcare,intensivecare,psychiat-riccare,etc.)withtheemployee’spre-dis-

placementfieldofpractice;

(b) +/-0.2FTEof theemployee’spre-dis-placementFTE;and

(c) does not require the employee tochangetheirstatus;and

(d) withintheirpre-displacementwagerate.

(3) Lay-offIfadisplacedemployeefindsthereisnosatisfactorypositionavailabletoher,theymayelectlay-off.

(4) Access to Casual WorkAlaid-offemployeemayhaveaccesstocasualworkwithoutaffectingherstatusasalaid-offregularem-ployee.SuchanemployeeshallonlybeentitledtosuchbenefitsasareavailabletocasualemployeesexceptasoutlinedinArticle19.03.

(5) Severance AllowanceA laid-off employee shall be entitled to severanceallowancepursuanttoArticle55.

(C) Displacement Processes(i) TheEmployermayelect toprocessall displacements,

selectionofvacanciesandbumpsastheyoccur,ordelaythemovementofindividualsintopositionsselecteduntilallsubsequentpostings/bumpingplacementsareknown.

(ii) Ifanemployee,whohasbeenpreviouslyaccommodat-edasa resultofamedicallydocumenteddisability, isdisplacedorbumpedbyanotheremployee,Unionrepre-sentativesandrepresentativesoftheEmployerwillmeettofindaplacementwhichmaintainsareasonablelevelofaccommodationforthedisabledemployee,oridentifyalternativeoptionsforthesenioremployee.

(iii) AnemployeeselectingorbumpingintoapositionunderArticle19.01(B)(1)or19.01(B)(2)shallbeconsideredaqualifyingemployeepursuanttoArticle18.03andshall

beentitledtoorientationasspecifiedinArticle18.04.Iftheemployeeisfoundtobeunsatisfactoryinthequalify-ingperiod,theyshallbeentitledtooneadditionalaccesstotheprovisionsofArticle19.01(B).Iffoundtobeunsat-isfactoryasecondtime,theyshallbelaidoff.

(iv) Any change in position underArticle 19.01(B)(2) shallnot result in a promotion or demotion unless agreeduponbetweentheUnionandtheEmployer.

(v) Adisplacedemployeefillingalower-ratedpositionunder19.01(B)(1)or(2)shallcontinuetobepaidathercurrentrateofpayuntiltherateofpayinthenewpositionequalsor exceeds it with the exception of displaced employ-eeschoosingtobumporfillalower-ratedpositionunder19.01(B)(1)or (2) rather thanaccepting avacancyorunfilled vacancywithin their own classification at theirworksite or within their geographical area, which theyarequalifiedandcapabletoperform.Suchemployeesshallassumetherateofpayofthelower-ratedposition.

(vi) “GeographicalArea”meansaworksitelocatedwithinfifty(50)kilometersoftheemployee’soriginatingworksite.

19.02 Advance NoticeRegularemployeeswhoare laid-offby theEmployerandwho

havebeenregularlyemployedbytheEmployerfortheperiodsspeci-fiedbelow,shallreceivenoticeorpayinlieuasfollows:

(A) Regular Full-Time Employees

(1) Less than five (5) years’ service – twenty-eight (28) calendardays’noticeorregularpayfortwenty(20)workdays;

(2) minimumoffive(5)years’butlessthanten(10)years’service–forty(40)calendardays’noticeor

regularpayforthirty(30)workdays;(3) more than ten (10) years’ service – sixty (60)

calendardays’noticeorregularpayforforty(40)workdays.

(B) Regular Part-Time Employees

Regularpart-timeemployeesrequirethesamenotice, however,payinlieuofnoticeshallbecalculatedasfollows:

hourspaidpermonth*(excludingovertime)x**(workdaysinlieuofnotice(162.5hours)

*Includes leave without pay up to twenty (20) work days. (ReferenceArticle37–Leave–General.)

** Entitlementasin(A)(1),(2)or(3).

(C) Application

(1) servicewithapreviousEmployershallnotbeinclud-edasserviceforthepurposeofthisArticle;

(2) theperiodofnoticemustbeforthetimescheduledtobeworkedandmustnotincludeaccruedvacation.

19.03 BenefitsContinued(A) Employeeswithone(1)ormoreyearsofservicewhoarelaid-

offshallaccruebenefitsfortwenty(20)workdaysandshallhave their benefitsmaintained for thebalanceof aone (1)yearperiodoftime.(ReferenceArticle37–Leave–General.)

(B) Employeeswithlessthanone(1)yearofservicebutmorethan three (3)monthsof servicewhoare laid-offshall notaccruebenefitsfortwenty(20)workdaysbutshallhavetheirbenefitsmaintainedforone(1)yearperiodoftime.

(C) Probationary employees who are laid-off shall not accruebenefitsfortwenty(20)workdaysbutshallhavetheirbene-fitsmaintainedforthree(3)months.

(D) For the first twenty (20) work days of lay-off as expressedin (A)above, theEmployershall continue topaypremiumsundertheMedicalPlan,ExtendedHealthCarePlan,DentalPlan, Long-Term Disability Plan, and Group Life InsurancePlan.Forthebalanceofaone(1)yearperiod,orthetimepe-riodsexpressedin(B)and(C)above,whicheverisapplicable,employeeswhoremainlaid-offmaycontinuetobeinsuredun-dertheabovenamedplansuponpaymentoftheappropriatepremiumtotheirEmployeratsuchtimesasmayberequiredpursuanttothesaidplan(s).

19.04 Recall(A) Shouldregularvacanciesoccurfollowinglay-off,thoseem-

ployeesonlay-offshallberecalledtothesepositionsinorderofseniorityprovidingtheyhavethecapabilitiesandqualifica-tionstoperformthedutiesofthevacantposition.

Laid-offemployeesmaydeclinerecalltooneregularpositionwithin theGeographicalAreawithout affecting their lay-offstatus.LaidoffemployeeswillbeofferedbutarenotrequiredtoacceptregularpositionsoutsidetheGeographicalArea.

(B) TheEmployershall giveseven (7) calendardays’noticeofrecallforworkofanongoingnaturetotheemployeeandsuchnoticeshallbebyregisteredmail.TheemployeeshallkeeptheEmployeradvisedatalltimesofhercurrentaddress.

Laid-off employees failing to report for work of a regularnaturewithinseven(7)calendardaysof thereceiptof thewrittennoticeshallbeconsideredtohaveabandonedtheirrighttore-employment.EmployeesrequiredtogivenoticetoanotherEmployershallbedeemedtobeincompliancewiththisseven(7)calendardayprovision.

(C) AnyrecallshallnotresultinapromotionunlessagreeduponbetweentheUnionandtheEmployer.

(D) Ifnoemployeeon lay-offpossesses the requiredcapabili-tiesandqualifications,thevacantpositionwillbepostedinaccordancewithArticle17.01.Nonewemployeenorcasualemployeeshall behired to fill regularpositionsuntil those

laid-offhavebeengivenfirstoptionofrecall.

(E) An employee recalled to a position shall be considered aqualifyingemployeepursuant toArticle18.03andshallbeentitledtoorientationasspecifiedinArticle18.04.Iftheem-ployeeisfoundtobeunsatisfactoryinthequalifyingperiod,theyshallbereturnedtotherecalllist.Totaltimeontherecalllistshallnotexceedoneyear.

19.05 Recall PeriodPostprobationaryemployeeswhoarelaid-offbeyondaone-year

periodof timeshallbedeemedtobeterminated.Probationaryem-ployeeswhoarelaid-offbeyondathree(3)monthperiodoftimeshallbedeemedtobeterminated.

19.06 Leaves of AbsenceEmployeeson leaveofabsencearenotsubject to lay-offuntil

completionofsuchleave.

ARTICLE 20 - TECHNOLOGICAL CHANGE, AUTOMATIONThisarticleisimpactedbytheHealthandSocialServicesDelivery

ImprovementAct.

20.01 Technological PolicyTheEmployeragreestotakeallreasonablestepssothatnoem-

ployeeshallloseemploymentbecauseoftechnologicalchange(auto-mationorintroductionofanewmethodofoperation)whichadverselyaffectstherightsofemployeesortheirwagesorworkingconditions.

20.02 Technological Displacement(A) EmployeeNotified Employeesaffectedbytechnologicalchangeshallbenoti-

fiedinwritingatleasttwenty-eight(28)calendardaysinad-vanceoftheimplementationofsuchtechnologicalchange.

(B) UnionNotified(1) TheEmployer shall notify theUnion twenty-eight (28)

calendardaysbeforetheintroductionofanytechnologi-

calchangewhichadverselyaffectstherightsofemploy-eesortheirwagesorworkingconditions.

(2) Anydisputearisinginrelationtoadjustmenttotechno-logicalchangeshallbediscussedbetweentheEmploy-erandtheUnion.Ifsubsequenttothisdiscussionadis-putestillexists,theneitherpartymayreferthemattertoarbitrationforfinalandbindingconclusionasprescribedinArticle10–Arbitration.

20.03 Wages on ReassignmentAnemployeereassignedtoalower-ratedpositionbecauseofthe

introductionoftechnologicalchange,automationornewmethodsofoperationsshallcontinuetobepaidattheircurrentwagerateuntilthewagerateinthenewpositionequalsorexceedsit.

20.04 Lay-OffDuetoTechnologicalChangeWhenitisnecessarytoreducestaffduetotechnologicalchange,

thelay-offsshallbedoneinaccordancewiththeprovisionsofArticle19–Lay-OffandRecall.

ARTICLE 21 - CREATION OF NEW POSITION21.01 Employer Notice

IftheEmployercreatesanewposition,itshallgivewrittennoticetotheUnionclassificationdepartmentofthejobclassification/wagelevelithasassignedtothatposition,pursuanttoArticle61andshallprovideacopyofthenewjobdescriptiontotheUnion,pursuanttoArticle23.

21.02 Implementation(A) IftheUnionobjectstotheEmployer’sclassificationassignment,

itmustdosoviatheJobClassificationReviewProcedure.

(B) JobClassificationReviewProcedure

(i) Where theUnionhas initiated theJobClassificationRe-viewProcedure,representativesoftheUnionandHEABCshallwithin twenty-eight(28)daysconsiderwhichprofilebestdescribesthecorefunctionofthejobinquestionandhowthejobfitsintotheindustrystandardforlikejobs.Atthe requestofeitherparty, thepartieswill completeand

utilize the jobquestionnaire(s) in this consideration.Thepartiesshallattempttoresolvethematterthroughnego-tiations.

(ii) Failingresolutionofthematterbynegotiations,themat-termaybe referredbyeitherparty to theBCHOAasaclassificationarbitration.TheArbitratorshallconsiderthesamecriteria(seeArticle21.02(B)(i))asthepartiesinde-terminingtheappropriateclassification/wagelevelforthejobinquestion.

(iii) Classificationarbitrationswillbegovernedbythefollow-ingprocesses:thepartieswillbelimitedtofour(4)hours’presentationeach,thepartieswillutilizestaffrepresenta-tivesoftheUnionandHEABCtopresentcases,andtheawardwillbeissuedwithinthirty(30)daysofthehearing.Thearbitrator’sdecisionshall be limited todeterminingtheappropriateclassification/wagelevelofthejob.

ARTICLE 22 - CHANGE IN CLASSIFICATION22.01 Employer Notice

If theEmployermakes a significant change in the job contentof a position, it shall givewritten notice to theUnion classificationdepartmentofthejobclassification/wagelevelithasassignedtothatposition,pursuanttoArticle61andshallprovideacopyofthenewjobdescriptiontotheUnionpursuanttoArticle23.

22.02 Implementation(A) IftheUnionobjectstotheEmployer’sclassificationassignment,

itmustdosoviatheJobClassificationReviewProcedure.

(B) JobClassificationReviewProcedure

(i) UponinitiationoftheJobClassificationReviewPro-cedure, representatives of theUnion andHEABCshallwithin twenty-eight (28) days considerwhichprofile best describes the core function of the jobin question, and how the job fits into the industrystandardforlikejobs.Attherequestofeitherparty,the partieswill complete and utilize the job ques-tionnaire(s)inthisconsideration.Thepartiesshall

attempttoresolvethematterthroughnegotiations.

(ii) Failingresolutionofthematterbynegotiations,themattermaybereferredbyeitherpartytotheBCHOAas a classification arbitration. TheArbitrator shallconsider thesamecriteria (seeArticle21.02(B)(i))asthepartiesindeterminingtheappropriateclassi-fication/wagelevelforthejobinquestion.

(iii) Classification arbitrations will be governed by thefollowing processes: the parties will be limited tofour(4)hours’presentationeach,thepartieswilluti-lizestaffrepresentativesof theUnionandHEABCtopresentcases,andtheawardwillbeissuedwith-inthirty(30)daysofthehearing.Thearbitrator’sde-cisionshallbelimitedtodeterminingtheappropriateclassification/wagelevelofthejob.

22.03 Employee GrievanceIf anemployee considers therehasbeena significant change

to the jobcontentof thepositionheld, theemployeemay initiateagrievancebyusingStep1oftheGrievanceProcedure.Iftheissueisnotresolvedatthisstep,theJobClassificationReviewProcedureofArticle22.02(B)aboveshallbeutilized.

ARTICLE 23 - JOB DESCRIPTIONS

DuringthelifeofthisCollectiveAgreement,theEmployershallpreparejobdescriptionsforallclassificationscoveredbytheCertifi-cateofBargainingAuthority.Jobdescriptionsshouldcontainthejobtitle,worksite,nameofthedepartment,titleoftheimmediatesupervi-sor,classificationandwagelevelofthejob,asummarystatementofthejob,alistoftheduties,qualificationsandthedateprepared.SuchjobdescriptionsshallbepresentedinwritingtotheUnion.Employeesshallhaveaccesstoacopyofthecurrentjobdescriptions.

ARTICLE 24 - JOB CLASSIFICATION AND PAY EQUITY PROCESS

Thepartiesagreetotheprinciplesofpayequity.

ARTICLE 25 - WORK SCHEDULES25.01 Master Work Schedule

Whenanewmasterworkscheduleisbeingdeveloped,theEm-ployer shall,wherever possible, developanequitablemasterworkscheduleofoff-dutyandon-dutydaysandshifts.Eachregularem-ployeeshall beassigned toaplaceon themasterworkschedule.TheEmployershallmakeeveryeffortnottochangetheplaceofanemployeeonamasterworkschedule.

25.02 Determination of Work SchedulesWorkschedules,wheneverpossible,shallbedeterminedbymu-

tual agreement between theEmployer andemployeesat the locallevel.

Employees who would like an opportunity to create a masterworkschedulewillbeprovidedwithallthenecessaryinformationtoallowthemtocreatearotation.Uponreceivingtheinformation,theemployeesshallreceivetwenty-eight(28)daysinwhichtocreateaproposed rotation.Masterwork schedulesmust satisfy operationalrequirements,andbecompliantwiththisAgreement.

25.03 Internal Schedule ChangeWherealineonaunit,departmentorprogrambecomesvacant

(the“originalvacancy”),theoriginalvacancywillbeofferedtoalloth-erregularemployeesonthatunit,departmentorprograminorderofseniority.

TheEmployerwillofferregularvacanciestoregularemployeeswithinaparticularunit,departmentorprogramonthebasisofsenior-ityandwithintheirexistingjobstatus(F/TtoF/TandP/TtoP/Twithin0.08oftheirFTE)withoutarequirementtopostthevacancyorcon-ductaninterview.Atnotimeinthisprocesscanlinechangesresultinachangeinclassification,statusorresultinadifferenceofmorethan0.08FTEfromtheoriginalvacancyFTE.TheremainingvacancywillbepostedinaccordancewithArticle17.01(B).

Theaboveschedulechangemustbecompletedbythenextpost-ingcycleasdescribedin17.01(B)butallowforaminimumofseven-ty-two(72)hours.

25.04 Self-SchedulingThepartiesrecognizethatself-schedulingisanoptiontoconsid-

erthatprovidesflexibilityforemployees’workschedules.

Self-scheduling is amethod of scheduling shifts on the samemasterschedule for regularbaselineemployeesof thesameclas-sificationandwithin their requiredFTE.Self-schedulingmustbe inaccordance with thisAgreement and the operational requirementsdefinedbytheEmployerfortheunit/worksite.

Whereamajorityofemployeesonaunit,programordepartmentagreetoconsiderself-schedulingtheemployeeswillfollowtheEm-ployers’self-schedulingguidelines.

TheEmployerwillcreatestandardguidelinesfortheimplemen-tationofself-schedulingforemployeesandmanagers.Theseguide-linesmustincludethefollowingcoreelements:

(A)Writtenstaffcommitmenttotheprocess;(B)Vacationplanningprocess(C)Optinandoutprocess(D)Shiftselectionprocess;and(E)Cleartimelinestocompletethefinalworkschedule.

TheEmployerwillaccommodateaself-schedulingrequestwhen:

1.itmeetsoperationalrequirements;and

2.theEmployerwillnotincuradditionalcosts.

Itistheresponsibilityoftheindividualemployeesto:

1.selecttheirshiftsinamannerconsistentwithorganizationpol-icies&guidelinesandthisAgreement;and

2.collaboratewiththeircolleaguestomakechangesoraccom-modations, balancing the need to provide appropriate shiftcoveragewithindividualchoice.

Employeeswhodonotparticipateinself-schedulingwillcontinuetoworkinaccordancewiththemasterworkschedule.

25.05 Posting of Work SchedulesWorkschedulesshallbewrittenininkandpostedandmaintained

insuchawayastoprovideeveryemployeeanopportunitytoknowtheirshiftscheduleforanadvancedperiodofsix(6)weeks.

25.06 Requirements of Work Schedules (A) Workschedulesmaytaketheformofeithertwo-shift,orsin-

gleshift rotationsexceptas requestedby theemployee inwritingandagreedtobytheEmployer.Thisprovisiondoesnotapplytoshiftsacceptedbyregularpart-timeemployeesinadditiontotheirregularlyscheduledwork.

(B) Theemployeemayrequestinwritingtoworkfixedeveningornightshift.

(C) A regular employee shall not be scheduled to workmorethansix(6)consecutivedays,unlessrequestedbytheem-ployeeandagreedtobytheEmployer.

(D) Alloff-dutydaysshallbeconsecutiveunless requestedbytheemployeeandagreedtobytheEmployer.

(E) Each regularemployeeshall bescheduledoff-dutyanav-erageofnot less thanone (1)weekend inevery three (3)weekends ineachnine (9)weekperiod.For thepurposesofthisArticleaweekendmeanstheperiodoftimebetween2300 hours Friday and 0700 hours Monday. By mutualagreementbetweentheEmployerandtheUnion,thisprovi-sionmaybewaived.(ReferenceAppendixI.1MemorandumofAgreementre:ConsecutiveShifts).

(F) Except by agreement between theEmployer and the em-ployeeconcernedeachregularemployeeshallreceivetwo(2)clearoff-dutyshiftswhenchangingshiftsandatleastfor-ty-eight (48)hoursoff-dutyaftercompletinga tourofnightduty.(ReferenceArticle1.02–Definitions.)

25.07 Requirements of Work Schedules (Employees on

Flexible Work Schedules)ThisArticleappliestoallnurseswhoareemployedinaprogram

whichprovidesotherthan24-hourperdayservices.

(A) Thepartiesrecognizetheparticularanduniqueneedsofcli-entsdealingwithcommunitybasedhealthcareservicesandthat the provision of such services cannot always be pre-dictedaccuratelyinadvance.Intheinterestofclientcare,itisobligatoryupontheEmployeranditsemployeestostrivefortheefficientoperationandmaintenanceoftheservices.Inthisregard,thepartiesagreethatworkschedulesforem-ployeesengaged in suchactivitieswill be scheduledonaflexiblebasis.

(B) Thescheduledhoursofworkfornurseswithinthisprogramshallbeflexibletoamaximumof150hourswithinafour(4)weekperiod.TheEmployerwill identifyeachfour(4)weekperiod in advance. The establishment of work schedulesshall be bymutual agreement between theEmployer andtheemployeesatthelocallevel.

(C) Itisintendedthatthebasescheduletowhichflexibilityistobeappliedshallbeasevenandonehalf(7.5)hourworkday.

(D) Inplanningtheproposedschedule,thesevenandonehalf(7.5)hourworkdaymaybealteredbymutualagreementifitisintheinterestofclientcareand/orefficiencyortocompleteworkduetoexceptionalcircumstances.

Theplanningmayalsoincludetheidentificationofpossibleday(s)orpartial day(s)off.Theseday(s)arescheduled inanticipationoftheemployeeworkingsufficientflexibletimeinexcessofthebasedailyfull-shifthours.It isunderstoodthatsuchday(s)offorpartialday(s)willinfactbeearned.Itisalsounderstoodthatemployeesareentitledtobenefitsinaccordancewiththebasedailyfull-shiftworkday,asappli-cablewhileonpaidorunpaidleavesofabsence.

(E) Oncepostedtheproposeddailyscheduleofhourscanalsobealteredbymutualagreementifitisintheinterestofclientcareand/orefficiencyortocompleteworkduetoexceptionalcircumstances.

(F) Theemployeeshallkeepanaccuraterecordofactualhoursworkedwhichwillbesubmittedtotheirsupervisor.

(G) TheEmployershallmakeeveryefforttonotifyanemployee

ofanyanticipatedchangestothelengthoftheworkday.

(H) In order to provide the flexibility necessary to enable thecompletion of the required hours of work in each four (4)weekperiod,itisagreedthatnopremiumorpenaltycontem-platedinArticle28(ShiftPremiumandWeekendPremium)or27(Overtime)ofthisAgreementshallapplywhereitre-sultsfromanemployeeexercisingtheirrighttoflexibleworkarrangementspursuanttothisArticle.(SeeAppendix“N”)

(I) Increasesordecreasesincaseloadshallbeadeterminingfactorintheschedulingofhoursofworkwithinthefour(4)weekaveragingperiod.

Thepartiesagree thatnotwithstanding theaboveparagraph,theproposeddailyscheduleofhoursofaregularpart-timeorcasualemployeewhoisworkingaflexibleworkschedulemaybecancelled.

(J) Toensureadequateservicesforthepublicandstillmaximizethenumberofemployeeswithweekendsscheduledoffandeveningsscheduledoff,itmaybenecessarytoschedule,bymutualagreementatthelocallevel,six(6)consecutivedays.

(K) Flexibleworkschedulesmaybecancelledbyeithertheem-ployeeortheEmployer.Upongivingwrittennoticeofcancel-lationtotheotherparty,newscheduleswillbeimplementedwithinninety(90)daysofthedateofsuchnotice.ThenewworkscheduleswillcomplywithArticle25.

25.08 InsufficientNotice(A) ShouldtheEmployerrequireachangetoanemployee’sshift

scheduleandnotgiveatleastten(10)calendardays’noticein advance to the affectedemployeeof the change in theschedule,thentheemployeesoaffectedshallbepaidattheapplicableovertimerateforalltimeworkedonthefirstdayoftheshiftpostingchange.(ReferenceArticle39.04(D)Chang-esinSchedulewithInsufficientNotice.)

(B) Insufficientnoticeshallnotapplytoemployeesworkingforhomesupportagencies,exceptforFieldandRNSupervisors.

25.09 Voluntary Shift ExchangeWhen operational requirements permit, employees may ex-changeshiftsamongthemselvesprovidedthat:

(A) priorapprovalofsuchexchangeisgivenbytheemployee’simmediatesupervisor;and

(B) anemployeemovingtotheexchangedshiftisentitledtoallbenefitsofthisCollectiveAgreementwhichwouldnormallybeaffordedtoanemployeeworkingthatshift.TheEmploy-ershallnotincuranyadditionalcostsexceptforthenominalcostsassociatedwithprocessingashiftexchangeoverandabovethoseexpenseswhichwouldhaveresultedhadtheexchangenottakenplace.

25.10 Leave of Absence RefusedNotwithstanding any provision contained elsewhere in this

Agreement,theEmployermayrefusealeaveofabsenceiflessthaneight(8)days’noticehasbeengiventotheEmployerandinthecir-cumstancestheEmployerreasonablybelievesthatbyreasonofthegrantofleaveofabsenceashiftchangeshallberequiredresultinginovertimepayments.

(Article33–Leave–Compassionate,Article34–Leave–CourtAppearance,andArticle42–Leave–Sick,donotapply.)

25.11 Extended Work Day MemorandumVariations to thisarticle toprovide forextendedworkdaysare

containedintheExtendedWorkDayMemorandumattachedtoandformingpartofthisagreement.

25.12 ThreeDifferentShiftsWorked(Whereoperationsareona24-hourcontinuousbasis)

(A) Regular full-time employees shall not be required toworkthree (3) different shifts in any seven (7) consecutive dayperiod posted in their work schedules, unless operationalcircumstances requiresucharrangementorunless thear-rangementisbyrequestoftheemployee.Employeessched-uledtoworkthree(3)differentshiftsforotherthanemergent

circumstancesshallbepaid timeandahalf (1.5) foreachdayworkedinthethirdshiftchangeofthethree(3)differentshiftsnotedabove,unlessthisarrangementisrequestedbytheemployee.

(B) On implementation of revised work schedules as outlinedin25.05(A)regularemployeesshallnotberequiredtoworkthree(3)differentshiftsunlessemergentcircumstancesre-quiresucharrangement.Employeeswhoworkthree(3)dif-ferentshiftsasaresultofemergentcircumstancesshallbepaidtheapplicableovertimerateforeachdayworkedinthethirdshiftchangeofthethree(3)differentshiftsnotedabove.

ARTICLE 26 - HOURS OF WORK, MEAL PERIODS, REST PERIODS

26.01 Hours of WorkEffectiveApril1,2013, thereshallbeanaverageof37.5work

hours per week, exclusive of meal periods, or a mutually agreedequivalent.

Thenormalweekly fullshifthoursshallbeanaverageof37.5hoursperweek.Thenormaldailyfullshifthoursshallbe7.5hoursexcept forexistingpositionswhosenormaldaily fullshifthoursare7.2hours.Notwithstanding theabove,where theEmployer intendsto introduceanormaldaily fullshiftworkscheduleof less than7.5hours, the newwork schedule,whenever possible, shall be deter-minedbymutualagreementbetweentheEmployerandemployeesatthelocallevel(ReferenceArticle25.02).

Thebasedayforbenefitcalculationpurposesis7.5hours.

26.02 Consecutive Hours of WorkThedailyhoursofworkforeachemployeeshallbeconsecutivewiththefollowingexceptions:

(1) Clientspecificnursesworkingfromhomesupportagen-ciesworkingmorethanone(1)scheduledshiftperdayshall have the right to refusesplit shiftsexcept thoseconfinedtoatwelve(12)consecutivehourperiod.

(2) Employeessubjecttoaflexibleworkschedulearrange-

ment may work split shifts, where the employee re-questsasplitshiftandtheEmployeragrees.

26.03 Meal Periods(A) Amealperiodofatleastthirty(30)continuousminutes,away

fromtheworkplace,shallbeprovidedbytheEmployer.Suchamealperiodshall beprovidedat intervals that results innoemployeeworkinglongerthanfive(5)consecutivehourswithoutaneatingperiod.Forclarity,26.03(A)alsoappliestoemployeesworkingovertime.

(B) Whenanemployeeisdesignatedeitherexpresslyorimplic-itlytobeavailableforworkduringamealperiodand:

(1) theemployeeisscheduledtoworka7.5hourshiftandreceivesthirty(30)minutesforamealperiodexclusiveof the7.5hourshift, then theemployeeshall receive8.0hourspayatregularrates;

(2) theemployeeisscheduledtoworka7.5hourshiftanddoesnotreceivethirty(30)minutesforamealperiodexclusiveofthe7.5hourshift,thentheemployeeshallreceive7.5hourspayatregularstraighttimeratesplusthirty (30)minutespayat timeandone-half (1.5) theregularrate;

(3) in the event an employee in (1) above is recalled todutyduringtheirmealperiodtheprovisionsof(2)apply.

(C) Should an employee who has not been designated to beavailableforworkduringtheirmealperiodberecalledtodutyduringtheirmealperiod,theadditionaltimeoffequaltotheunusedportionofthemealbreakshallbeprovidedlaterinthe shift. Should the additional continuous time off not begranted,thenovertimeratesofpayoftimeandone-half(1.5)theregularrateshallprevailforthetotalofthemealperiod.

(D) Themaximumovertimeratesofpayformealperiodsshallbetimeandone-half(1.5)irrespectiveoftheratesexpressedinArticle27Overtime.

26.04 Rest PeriodsEmployeesworkingafullshiftwillreceiveonerestperiodoffif-

teen(15)minutesineachhalfoftheshift.Employeesworkinglessthanafullshift,butaminimumoffour(4)hourswillreceiveonefifteen(15)minuterestperiod.

26.05 On-Call TimeHoursofworkshallnotincludeon-calltime.

26.06 Standard/Daylight Savings Time ChangeEmployeesshallbepaid foractualhoursworkedwhensched-

uledtoworkthenightsofthestandard/daylightsavingstimechanges.Itisunderstoodthatthispaywillbeatstraighttime.

26.07 Paid End of Shift WorkWhereanemployeeisrequiredtoperformworkwhichextends

beyondtheendoftheirregularlyscheduledshiftbylessthanfifteen(15)minutes,theywillbepaidattheirstraight-timerateofpayforalltimeworked.

Wherethetimeworkedisfifteen(15)minutesorgreater,theem-ployeewillbepaidattheapplicableovertimerateinaccordancewithArticle27–Overtime.

ARTICLE 27 - OVERTIME27.01 Definition(A) Exceptasin(B)below,overtimemeansauthorizedservices

performedbyanemployeeinexcessofthenormaldailyfullshifthoursorweeklyfullshifthoursassetoutinArticle26.01HoursofWork.

(B) ForemployeesworkingaflexibleschedulepursuanttoArticle25.06 –Requirements ofWorkSchedules, overtimemeansauthorizedworkperformedinexcessof150hours inades-ignatedfour(4)weekperiod,whichshallbecompensatedattherateof timeandone-half(1.5)of theemployee’sregularrateofpay.Itisunderstoodthateveryreasonableeffortwillbemadetoscheduleearnedtimeoffwithintheproposedsched-ule.Notwithstandingtheparagraphabove,intheeventthatan

employeeisunabletodoso,itwillbecarriedovertothenextfour(4)weekperiodwhereitshallbescheduledoffatamutu-allyagreeabletime.

27.02 AuthorizationTheEmployershalladvise theemployeesof thenamesor the

positionsauthorizedtoapproveovertime,andshalladviseeachem-ployee,uponrequest,ofallovertimeduetotheemployee.

27.03 Employee’s Right to Decline Overtime(A) General Rights TheEmployermayrequestanemployeetoworkareason-

ableamountofovertime.ShouldtheemployeebelievethattheEmployerisrequestingtheemployeetoworkmorethana reasonableamountofovertime, then theemployeemaydeclinetoworktheadditionalovertime,exceptinemergencyconditions,withoutbeingsubjecttodisciplinaryaction.

(B) DoubleShiftandWorkonaScheduledDayOff Aregularfull-timeemployeemayberequestedbytheEm-

ployer toworkononlyone (1)of their scheduleddaysoffperweek, or towork a double shift.The decision toworkthescheduleddayoffor thedoubleshift remainswith theemployee.

27.04 Application(A) Arecordshallbekeptofauthorizedovertimeworkedbyeach

employeewhich,attheoptionoftheemployee,shallbetak-enastimeofforpay.Shouldtheoptionbetimeoff,suchtimeoff for overtime shall be accumulated and takenat a timemutuallyagreedtobytheemployeeandtheEmployer.

(B) Themaximumamountinanemployee’sovertimebankshallbeforty-five(45)straight-timehours.

27.05 Overtime Pay CalculationOvertimeshall notbeclaimedor received for less thanfifteen

(15)minutes.Ifovertimeamountstofifteen(15)minutes,ormore,itshallbepaidforthetotalperiod.

(A) Overtimeattherateoftimeandone-half(1.5)shallbepaidonthefollowingbasis:

(1) forthefirsttwo(2)hoursinexcessofthenormaldailyfullshifthoursasdefinedbyArticle26.01HoursofWork;

(2) forthefirstnormaldailyfullshifthoursinexcessofthenormalweeklyfullshifthoursasdefinedbyArticle26.01HoursofWork.

(B) Overtimeattherateofdouble(2times)shallbepaidonthefollowingbasis:

(1) forallhoursinexcessofthoseworkedin(A)(1)above;

(2) forallhoursinexcessofthoseworkedin(A)(2)above;

(3) for all hoursworked on a regular full-time employee’sscheduleddayoff,andforregularpart-timeemployeesforallhoursworkedonadditionalshift(s)totheirregularscheduleresultinginthepart-timeemployeeworking:

(a) (i) in excess of four (4) consecutive extended shiftswheretheshiftlengthisgreaterthaneight(8)hours.

(ii) in excess of six (6) consecutive shifts where theshiftlengthisbetweensevenandone-half(7.5)andeight(8)hours.

(iii) inexcessoffive(5)consecutiveshiftswherethree(3)ormoreofthefive(5)aregreaterthaneight(8)hoursinlength.

(iv) inexcessofsix(6)consecutiveshiftswherefour(4)ormoreofthesix(6)arebetweensevenandone-half(7.5)andeight(8)hoursinlength.

(b) more than 225 straight time hours over the course ofthree(3)consecutivebi-weeklypayperiods.

Employeeswillnotbeentitledtoovertimeundermorethanoneof(a)or(b),whereovertimepremiumshavealreadybeenpaidundereitheroftheseprovisions.

(C) Overtimeattherateofoneandone-half(1.5)timestheappro-priateholidayrateshallbepaidonthefollowingbasis:

(1) forallovertimehoursworkedonacalendarpaidholiday;

(2) forallovertimehoursworkedonadaywhichhadorigi-nallybeenscheduledasapaidholidaybutwaschangedby theEmployerwith less than fourteen (14)calendardays’notice.

27.06 OvertimeOfferedandAcceptedAnEmployermayonlycancelashiftthatisbothofferedandac-

ceptedwithintwenty-four(24)hoursofthestartoftheshift.

27.07 Overtime By SeniorityWhereaHealthAuthority/PHChasimplementedautomatedcall-

intechnology,overtimethatispre-bookedgreaterthanforty-eight(48)hoursinadvanceoftheshiftwillbeofferedbyseniorityorder.

ARTICLE 28 - SHIFT PREMIUMS(ThisProvisionisnotapplicabletocertainEmployers.SeeArticle

25.07(H))

28.01 Evening and Night PremiumAnemployeeshallbepaidashiftpremiumforeveryeveningand

nightshiftwhenone-halformorethanone-halfofthehoursworkedfallwithinthedefinedeveningornightshift.Insuchcasestheshiftpre-miumshallbepaidforthetotalnumberofhoursworked.

Theshiftpremiumshallapply toovertimehoursworkedduring theeveningornightshift.

A)Theeveningshiftpremiumshallbe70¢perhour.B)Thenightshiftpremiumshallbe$3.50perhour.

This Provision is not applicable to certain Employers: see Article25.07(H)

28.02 Weekend PremiumsAnemployeeshallbepaidaweekendpremiumof$2.30perhour

foreachhourworkedbetween2300hoursFridayand2300hoursSunday.ThisProvision isnotapplicable to certainEmployers: seeArticle25.07(H).

28.03 Super Shift PremiumAnemployeeshallbepaidasupershiftpremiumof$1.00per

hourforeachhourworkedbetween2330Fridayand0730Saturday,andbetween2330Saturdayand0730Sunday.Thepremiumshallbeinadditiontonightandweekendpremiums.

Notwithstandingtheabove,whereanEmployer’sstandardnightshift is2300to0700, thesupershiftpremiumwillbepaidforeachhourworkedbetween2300Fridayand0700Saturday,andbetween2300Saturdayand0700Sunday.

ThisProvisionisnotapplicabletocertainEmployers:seeArticle25.07(H).

28.04 Working Short PremiumStaffingrequirementsaredeterminedbypatientcareneedsand

staffscopeandskillmix.Appropriatestaffing requirementsaresup-portedthroughatimely,documentedassessmentofpatientcareneeds(“workloadassessmentprocess”)bythemanagerandnurseincharge.

Ininstanceswheretheworkloadassessmentprocessdeterminesthatnursesprovidingdirectpatientcareonaunit,programordepartment:

(i)AreworkingbelowBaselineand replacement isneces-sarybutcouldnotbefound;or

(ii)Has identifiedWorkloadanddetermines thatadditionalstaffisnecessarybutcouldnotbefound.

Theunit,departmentorprogramisdeemedtobe“WorkingShort”.

EffectiveApril 1,2020, theEmployerwill payanhourlypremi-umtoeachnursewithintheclassificationwhoisWorkingShort,asdefinedabove,fortheshiftthatisshort.Thepremiumwillapplyasfollows:

(1)For units, departments or programswith ten (10) or fewernurses within the same Baseline classification on a unit,departmentorprogram,employeesworkingontheunit,de-

partmentorprogramduringtheshiftinquestioninthesameclassificationshallbepaidapremiumoffivedollars($5.00)perhourforeveryhourthattheunit,departmentorprogramisWorkingShort.

(2)Forunits,departmentsorprogramswitheleven(11)ormorenurseswithinthesameBaselineclassificationonaunit,de-partment or program, employees working on the unit, de-partmentorprogramduringtheshiftinquestioninthesameclassificationshallbepaidapremiumofthreedollars($3.00)perhourforeveryhourthattheunit,departmentorprogramisWorkingShort.

TheWorkingShortPremiumistriggeredwhenunitsare“WorkingShort”asdefinedabove.

Iftheunit,departmentorprogramisdeemedtobeWorkingShortfollowingthestartofashift,itwillhavetwo(2)hoursfromthedetermi-nationtofindstafftomeettheneedbeforethepremiumistriggered.If staffdonotarriveon theunit, departmentorprogramwithin thetwo(2)hoursthepremiumwillbepaidretroactivelyfromthehourofthedeterminationuntilthestaffarrive.Wherenostaffarefoundthepremiumwillbepaiduntiltheendoftheshift.

Whenthepremiumistriggeredabove,employeesontheunitinthesameclassificationwhohavestaggeredstartandstoptimeswillbepaidthepremiumonlyforthehoursdeemedasWorkingShort.

Any concerns regarding the application of this Working ShortPremiumshallbebroughttotheSNSCfordiscussion.

The Employer will record each instance of the premium. TheEmployerwillprovideasummaryofthepremiumutilizationateachSNSCmeeting.

28.05 Short Notice PremiumEmployeeswhoareofferedandacceptastraight-timeshiftwithin

twenty-four(24)hoursofthestartoftheshiftshallbepaidashiftpre-miumof$2.00perhourforeachhourworked.

ARTICLE 29 - ON-CALL, CALL-BACK AND CALL-IN29.01 Definitions(A) On-call means the time period specified by the Employer

duringwhichanoff-dutyemployeeisrequiredtobeavailableforwork.

(B) Call-backmeans the period during which an employee isscheduledoff-dutyandiseither:

(1) on-callandreportstodutyattheEmployer’srequest;

(2) on-callandtakesatelephonecallwithoutattendingtheworksite,officeorclient’shome;or

(3) isnoton-callandreturnstoduty,attheEmployer’srequest,afterthecompletionoftheirshift.

(C) Call-inmeanstheperiodoftimethatanemployeereportsforduty,attheEmployer’srequest,forunscheduledwork.

29.02 ApplicationDuringthetimetheemployeeisreceivingcall-backpay,theon-callpremiumshallnotapply.

29.03 On-Call(A) Premium

EffectiveApril 1, 2016, an employee on-call shall be paidapremiumof$5.75perhour for thefirst seventy-two (72)hourson-callinacalendarmonth.Thereafter,theemployeeshallreceive$6.25perhour.

(B) On-Call Limited

Everyeffortshallbemadetoavoidplacinganemployeeon-callontheeveningpriortoorduringoff-dutydays.

(C) Pagers

ShouldtheEmployerrequireanemployeetohaveapagerorbeeperavailableduringtheiron-callperiod,thenallsuchrelatedexpensesforsuchdevicesshallbethesolerespon-sibilityoftheEmployer.

29.04 Call-Back(A) Compensation

(i) Returntoprovidecare:Employeescalledbacktoworkafterthecompletionoftheirshift,orcalledbacktoworkonascheduleddayoffwhilebeingpaidtheon-callpre-mium,shallbepaidaminimumoftwo(2)hourspayattheappropriateovertimeratesprovidedinArticle27.05foreachseparatecall-back.

(ii) Telephonecallback:Anursewhorespondstoacallfromtheworksiteaboutapatient-relatedconcernorfromacli-entbytelephonewithoutattendingat theofficeorat thehomeoftheclientwillbecompensatedatoneandonehalf(1.5x)timesthenormalrateofpayforthirty(30)minutesforeachcallfromaworksiteorclientregardlessofthedu-ration,orforthedurationofthecallifthecallexceedsthirty(30)minutes.ThisclausewillbereviewedbythepartiesinatimelymannerduetoanarbitrationwhichtheUnionhasnotwaiveditsrightstoandtheemployerhasnothadtheopportunitytoreview.

(B) Call-Back on a Paid Holiday

An employee receiving the on-call premium specified inArticle29.03andwhoiscalledbacktoworkonanyofthepaidholidayslistedinArticle39shallbepaid theappropriateovertimerate forallhoursworked,withaminimumoftwo(2)hourspayattheappropriateover-timerate.

(C) For the purposes of thisArticle, a scheduled day off shallmeananydayotherthanapaidholidayonwhichanemploy-eeisnotscheduledtowork.

29.05 Application of Call-Back(A) Functions of Employee on Call-Back

Employeescalledbacktoaworksite,officeorclient’shomeshallberequiredtoperformallfunctionswhicharerelatedtothesituationwhichgaverisetothecall-back.Theemployeeshallnotberequiredtoperformunrelated,non-emergencyfunctions.

(B) EmployeeOption:TimeOfforCash

HoursworkedunderthisArticleshallbetakenattheoptionoftheemployeeastimeofforpay.Shouldtheoptionbetimeoff,suchtimeoffshallbeaccumulatedandtakenatatimeagreedtobytheemployeeandtheEmployer.

29.06 Call-Back Travel AllowanceAnemployeecalledbacktoaworksite,officeorclient’shomeshallreceivecall-backtravelallowanceasfollows:

(A) mileage allowance at rates set by the Canada RevenueAgency;

(B) wherepublicorprivatetransportationfacilitiesarenotavail-able,taxifarefromhometohospitalandreturn.

Ineither(A)or(B)above,anemployeeshallbepaidaminimumoftwodollars($2.00)foreachroundtrip.

29.07 Call-In(A) A regular part-time or casual employee reporting to a

worksite,officeorclient’shomeatthecalloftheEmployerforunscheduledwork,exceptthoseon-calloronacall-back,shall be paid for all hoursworkedwith aminimum of two(2)hours’payattheirregularrateiftheemployeedoesnotcommencework,andaminimumoffour(4)hours’payattheregularrateiftheemployeecommenceswork.

(B) A regular full-timeemployee reporting toaworksite, officeorclient’shomeatthecalloftheEmployerforunscheduledwork,exceptthoseon-calloronacall-back,shallreceiveaminimumof two(2)hours’payat theapplicable rate if theemployeedoesnotcommenceworkoriftheyworkforlessthantwo(2)hours.Iftheemployeeworksformorethantwo(2)hours,theyshallbepaidforallhoursworkedattheappli-cablerateofpay.

29.08 InsufficientOff-DutyHoursThepurposeof thisprovision is toensure thatemployeesreceive

adequaterestwheretheEmployerisrequiringthemtobeon-callorcalledbacktoaworksite,officeorclient’shome.

(A) If an employee works Employer-required overtime imme-diately following their regular shift or is called back to aworksite,officeorclient’shomeanddoesnotreceiveatotalofeight(8)consecutivehoursoffdutyaftercompletionofthecallbackandthestartoftheirnextregularlyscheduledshift,thentheemployeewillnotberequiredtoreportfordutyuntiltheemployeehasreceiveda totalofeight (8)consecutivehoursoffduty.Insuchinstances,nodeductionwillbemadeintheemployee’sdailypayandtheemployee’snormalshifthourswillnotbeextendedtohavetheemployeeworkafullshift.Allhoursworkedwillbeattheapplicablerateofpay.

(B) TheemployeeintheabovesituationwilladvisetheirSuper-visorinadvanceofthefactthattheywillnotbereportingfordutyattheirscheduledtime.

(C) Thisprovisioniswaivediftheemployeeisgrantedarequestforaparticularshiftarrangementthatdoesnotgivetheem-ployeeeight(8)consecutivehoursintotaloffdutyasstatedinsubsection(A)above.

ARTICLE 30 - RESPONSIBILITY PAY

ANurse3(N3)levelgeneraldutynursedesignatedinchargeofaunit,departmentorworksiteforthree(3)hoursormoreshallbepaidanallowanceof$1.25perhour.

An employer may designate or assign ‘in-charge’ duties to aNurse1(N1)LPN,assetoutabove,inthefollowingcircumstances:

(a)insiteswherenobargainingunitNurse3levelRNorRPNisonshiftattheunit,departmentorworksite;or

(b)where the only RN or RPN on the unit, department orworksiteisanagencynurse.

For smallEmployers suchasadult daycareagencies,mentalhealthandhomesupportthefollowingshallapply:

• Aspecialallowanceof$9.38pershiftshallbepaidtonurs-esdesignatedinchargeofaworksiteforaspecifiedshift.

• Aspecialallowanceof$1.25perhourshallbepaidtoaNurse3(N3)levelnursewhoisdesignatedtorelieveinahigherratedpositionwithinthebargainingunit.

Anemployeecannotreceivebothpremiumsreferencedaboveonanygivenshift.

ARTICLE 31 - NON-DISCRIMINATION

(A) TheEmployerandtheUnionsubscribetotheprinciplesoftheHumanRightsCodeofBritishColumbia.

(B) TheEmployerand theUnionagree that there shall benodiscrimination,interference,restrictionorcoercionexercisedorpracticedwithrespecttoanyemployeeforreasonofmem-bershiporactivityintheUnion.

(C) TheEmployerand theUnionagree that there shall benodiscrimination,interference,restrictionorcoercionexercisedorpractisedwithrespecttoanyemployeeonthebasisofsexu-alorientation.

(D) TheUnionandtheEmployerrecognizetherightofemploy-eestoworkinanenvironmentfreefromsexualharassment,andtheEmployershalltakesuchactionsasarenecessarywithrespecttoanypersonengaginginsexualharassmentattheworkplace.

ARTICLE 32 - OCCUPATIONAL HEALTH AND SAFETY PROGRAM

Thepartiescommit toestablishingacultureof safetyandvio-lencereductionineveryworksite.

Inrecognitionofthis,thepartiesagreetocooperateinthepro-motionofsafeworkhabitsandsafeworkingconditionsandtoadheretotheprovisionsoftheWorkers Compensation Actandrelatedreg-ulations.TheEmployerwillensurethattheOccupationalHealthandSafetyRegulationisreadilyavailableateachworksiteforreferencebyallworkersandwillensurethatworkersareawareoftheonsitelocationwheretheRegulationisavailableforviewing.TheEmployerwillalsoprovideemployeeswithinformationonwherecopiesofthe

RegulationareavailablefororderingfromWorkSafeBC,providingtheaddress,phonenumber,andwebsiteforWorkSafeBC.

TheprovisionsofthisArticleareintendedtobeadditionalto,butmayalsobecoveredby,provisionsoftheActandrelatedregulations.

32.01 Joint Occupational Health and Safety CommitteeTheEmployerandtheUnionrecognizetheroleofthejointOc-

cupational Health and Safety Committee in promoting a safe andhealthfulworkplace.

The improved effectiveness, streamlined and singular reportmechanismsoftheJointOccupationalHealthandSafetyCommittee(“JOHSC”)willhavebenefittooverallworkplacesafetyandwell-be-ing,includingimprovedclaimsmanagement.

The Employer shall establish a JOHSC at all worksites as de-terminedby theWorkers Compensation Act. TheEmployerwillalsoconsiderrequestsfromtheUniontoestablisheitheraJOHSCwheretherearelessthantwenty(20)employeesorassigntheworksitetoanexistingJOHSC.

EachJOHSCshallgovern itself inaccordancewith theprovi-sionsoftheWorkers Compensation ActandapplicableOccupationalHealthandSafetyRegulationsandshallbecomprisedofequalrep-resentation from theEmployer and theUnion,with eachparty ap-pointing itsownCommitteeMembers.JOHSCMembersappointedbytheUnionshallbechosenbytheUnionmembershiporappointedbytheUnion.

NBAJOHSCMembers(oralternates)shallbereleasedfromtheirregulardutiestoattendJOHSCmeetingsandperformrelateddutiesandfunctionsassetoutinSection130oftheWorkers Compensation Act. TheEmployerwillreassigntheworkthatwouldotherwisehavebeenperformedbytheNBAJOHSCMember.Thismayincludere-placementoftheemployee.

The Joint ProvincialOccupationalHealth andSafety andViolencePreventionCommitteewillmeetwithinsixty(60)daysofratificationtoagreeuponauniversalformatforJOHSCminutes.Onceagreed,allminutesoftheJOHSCwillbesenttotheUnioninatimelymanner.

Eachpartyagreestoprovideorcausetobeprovidedtotheirre-

spectiveJOHSCMembersadequatetrainingandorientationregard-ing thedutiesand responsibilities ofCommitteeMembers to allowtheMemberstofulfilthosedutiescompetently.Suchtrainingandori-entationshalltakeplacewithinsix(6)monthsoftheMemberjoiningtheJOHSC.

Where the JOHSC is conducting an incident investigation in-volvinganNBAmember, thedesignatedNBAJOHSCMember (oralternate) shall be released from their regular duties to participateintheinvestigation.TheEmployerwillreassigntheworkthatwouldhaveotherwisebeenperformedbytheNBAJOHSCMemberforthedurationoftheinvestigation.Thismayincludereplacementoftheem-ployee.WhereaninvestigationisscheduledoutsidetheNBAJOHSCMember’s regularhours, theMemberwillbepaidat theapplicablerateofpay.

Withinsixty(60)daysofratification, thepartiesagreeto jointlypursuethedevelopmentofOH&ScurriculumattheOHSVPCtoim-proveJOHSCeffectiveness.

32.02 Medical ExaminationsAnemployeemayberequiredbytheEmployer,attherequestofandattheexpenseoftheEmployer,totakeamedicalexaminationbyaphysicianoftheemployee’schoice.Employeesmayberequiredtotakeskintests,x-rayexamination,vaccination,inoculationandotherimmunization (with theexceptionofa rubellavaccinationwhen theemployeeisoftheopinionthatapregnancyispossible),unlesstheemployee’sphysicianhasadvised inwriting thatsuchaproceduremayhaveanadverseeffectontheemployee’shealth.

32.03 Safe Workplace(A) TheEmployerandemployeesrecognizetheneedforasafe

andhealthfulworkplaceandagreetotakeappropriatemea-sures in order that risks of incidents and/or occupationaldiseasearereducedand/oreliminated.Employerswilltakeall reasonable steps to eliminate, reduce and/or minimizethreatstothesafetyofemployees.

(B) Anemployeeperformingavisittoclientsinthecommunitymayrequesttobeaccompaniedbyamemberoftheinter-disciplinaryteamorotherappropriatepersonnelfortheinitial

homevisitwherethepre-screenassessmentidentifiesariskofviolenceorotherhazardorwhereapre-screenhasnotbeencompleted.Employeesshallhavetherighttorequestbackuptoattendforanysubsequenthomevisitswherethereis reasonable cause to expect a violent situation and willhaveaccesstoappropriatecommunicationequipment.

(C) When the Employer is aware that a patient/resident/clienthasahistoryofviolentbehaviour,theEmployershallmakesuchinformationavailabletotheemployee.Uponadmissionor transfer theEmployerwillmakeevery reasonableefforttoidentifythepotentialforaggressivebehaviour.In-servicesand/orinstructionincaringfortheviolentpatientwillbepro-videdbytheEmployer.

(D) Criticalincidentsupportshallbeprovidedtoemployeeswhohave suffered awork-related, traumatic incident including,butnotlimitedto,violence,deathofacolleagueoranunusu-alorunexpectedpatientdeathoraseriesofsuchincidents.Appropriate resources will be made available as soon aspossible following the incident.Employeesaccessing sup-portwillbegiven timeoff fromworkwithout lossofpay toattendagreedtocritical incidentsupport,orbepaidat theapplicablerateofpay.

(E) TheEmployerwillprovideorientationand/orin-servicewhichisnecessaryforthesafeperformanceofworkincludinguni-versal precautions, the safe use of equipment, safe tech-niques for lifting and supporting patients/residents/clients,andthesafehandlingofmaterialsandproducts.

Nurseswhoarenewlyhired towork in communitymentalhealthorinajobthatprimarilyprovidesservicestoasimilarclientpopulationshallalsobeprovidedwithorientation,jobshadowing, and/or in-service where necessary for amini-mumperiodofthree(3)weeksincluding:

• jobshadowingwithanexperiencednurse,

• familiarizationwithavailablepatientresources,

• developmentofenvironmentalassessmentskills,

• orientationwithclientpopulation,

• development of appropriate behavioral care plans,and

• policiesforsafeclientvisits.

TheEmployerwillmake readilyavailableongoingandup-datedinformation,manuals,onlinetoolsandproceduresforthesepurposes.TheEmployerwillprovideappropriatesafe-tyclothingandequipment.

(F) InkeepingwiththeMOUWorkplace Violence Prevention be-tweenHEABC,NBAand theMOH,HealthAuthoritiesandProvidenceHealthCareandallAffiliateEmployersagreetoprovideemployeeswithviolenceprevention trainingbasedontheprogramthatwasdesignedbytheProvincialViolencePreventionSteeringCommittee.TheEmployerwillprovidetheappropriate levelof refresher training toall employeeson an annual basis. Where operational requirements al-low, thesemodulesmaybe completedwhile atwork.Themodulesoftheprogramthatareapplicabletotheemployeeaccording to theprogramwillbeconsideredacompulsoryin-serviceunderArticle35.02.

TheEmployerwillprovidethenecessarytrainingtoanem-ployee inanewpositionasoutlined in theProvincialVio-lencePreventionCommittee’sguidelines.

(G) TheEmployerwillprovideOHSsupervisorytrainingtoanynursewhosejobdutiesincludesupervisionand/ordirectionandannualrefreshertraining.Thistrainingwillbeconsideredacompulsoryin-serviceinaccordancewithArticle35.02.

Within three (3)months of ratification, each Employer willdevelopanactionplanfortrainingdevelopment,whichmustbeimplementedwithinone(1)yearofratification.

TheEmployerwillprovidethenecessarytrainingtoemploy-eeswhoarecommencingworkinasupervisoryrole.

32.04 Provision for Immunizations(A) Where the Employer or Occupational Health and Safety

Committeeidentifieshighriskareaswhichexposenursestoinfectiousorcommunicablediseasesforwhichtherearepro-

tectiveimmunizationsavailable,suchimmunizationsshallbeprovidedatnocosttotheemployee.

(B) Employeeswhomaybeexposedinthecourseoftheirem-ploymenttoHepatitisBshallbeentitledtoreceivetheHepa-titisBvaccinefreeofcharge.

ARTICLE 33 - LEAVE – COMPASSIONATE33.01 Application

Compassionate leave of absence with pay shall be granted,upon request, to regular employees in the event of a death of aspouse (including common law), child, step-child, parent (or alter-nativelystep-parent),brother,sister,(oralternativelystep-brotherorstep-sister) mother-in-law, father-in-law, grandparents, grandchild,legalguardianandarelativepermanentlyresidingintheemployee’shouseholdorwithwhomtheemployeepermanentlyresides.

33.02 Leave – With PayCompassionate leaveofabsencewithpayshallbegrantedfor

three(3)workdays.

Uptotwo(2)additionaldayswithpayshallbegrantedfortravellingtimewhenthisiswarrantedinthejudgementoftheEmployer.

33.03 Leave – Without PayAdditionalleavewithoutpaymayberequestedbyanemployee.The

Employershallmakeeveryefforttograntadditionalcompassionateleaveofabsencewithoutpay.(ReferenceArticle43Leave–Special.)

ARTICLE 34 - LEAVE – COURT APPEARANCE

(A) Aregularemployeewhoisrequiredbylawtoserveasajurororsubpoenaedasawitness inanycourt,notbeing them-selvesapartytotheproceedings,shallbegrantedaleaveofabsencewithpayequaltothelengthofthecourtduty.

(B) Anemployeeinreceiptoftheirregularrateofpayandben-efitswhileatcourtshallremit totheEmployeranywitnessorjuryfeesreceivedfordaysthattheyarenormallysched-uledtowork,providingthesedonotexceedtheirregularpay.

TravellingandmealallowancespaidbytheCourtandnotbytheEmployershallnotberemitted.

(C) Regularemployeeswhoworkeveningornightshiftswhoarerequiredbylawtoserveasjurorsorsubpoenaedaswitness-esinanycourt,shall,attheemployee’srequest,berelievedoftheirassignedshiftsandshallbecompensatedpursuanttosubsection(A)preceding.

(D) Incaseswhereanemployee isaparty totheproceedingsandisrequiredtoappearincourt,theEmployershallgranttheemployeeanunpaidleaveofabsence.

ARTICLE 35 - LEAVE – EDUCATION – STAFF DEVELOPMENT PROGRAMS

35.01 Transfer of FunctionWheretheEmployerhasagreedtoatransferoffunction,itwill

betheresponsibilityoftheEmployertoprovidein-serviceprograms/trainingtoallnursesrequiredtoperformthefunction.

Employeesrequiredtoattendsuchprogramswillbepaidattheapplicablerateofpay.

35.02 In-Service ProgramsTheparties to thiscollectiveagreement recognize thevalueof

in-serviceeducationbothtotheemployeeandtheEmployer.

(A) TheEmployerreservestherighttoidentifyspecificin-serviceprogramsdeemedcompulsory.

(B) Employeesrequiredtoattendsuchprogramswillbepaidattheapplicablerateofpay.

35.03 General Education Programs(A) Employer Requested Leave

Anemployeeshallbegrantedleavewithpaytotakecours-esattherequestoftheEmployer.TheEmployershallbearthefullcostofthecourseincludingtuitionfeesandcourserequired books, necessary travelling and subsistence ex-penses.CoursesidentifiedbythejointOH&SCommitteeto

promoteasafeandhealthyworkplaceandapprovedbytheEmployer,shallbetreatedlikeEmployerrequestedleave.

(B) Duration and Expenses

Aregularemployeeshallbegrantedleavefromscheduledworkshiftswithoutlossofpay,andreasonableexpenses,totakecourseswheretheEmployerhasapprovedanemploy-eerequesttotakesuchcoursesorwheretheEmployerhasofferedsuchcoursestotheemployeesonanoptionalbasis.

(C) Employee Requested Leave

TheEmployershallgrantone(1)day’seducation leaveofabsencewithpay,subject to theaboveapproval, foreachnormallyscheduledworkday,asposted, thatan individualregularemployeegivesoftheirowntime.Sucheducationalleaveofabsencewithpayisnottoexceednine(9)daysofEmployercontributionfromApril1,1992.

(D) LeaveonDayOff

Should alterations of the normally scheduledwork day bemadeby theEmployer so that an employee’s educationaldayofffallsonanoff-dutyday,theemployeeshallbepaidforthatdayandbegivenanadditionaldayoff.

(E) Employer Approved Education Programs

RegularorcasualemployeesattendingEmployer-approvededucationprogramswheretheEmployerpays225hoursormorefortheemployeetoparticipate,mayberequiredtore-turntoworkatthesameEmployerforeighteen(18)monthsunlesstheyhaveabonafidereason.

Uponsuccessfulcompletionof theeducationprogramandwheretheEmployerrequiresaneighteen(18)monthreturnofservice,theemployeemustreturnto,orpostinto,aregu-larpositionintheareaofnursingapplicabletotheeducationprogram.Shouldno regularpositionbeavailable, theem-ployerwillcreatearegularrelieflineintheapplicablenursingareaequivalent totheemployee’soriginalFTE.Wheretheemployeewascasualprior toattending theeducationpro-gram,theregularrelieflineFTEwillbebasedonthehours

workedbythecasualemployeeinthepreviousyearor0.5FTE, whichever is greater. The employee will work in theregularrelieflineuntiltheemployeecansecureregularem-ploymentintheapplicablenursingarea.TheemployeewillnotberequiredtopostintoapositionwhichwouldresultinadecreaseinFTEorwagesunlessmutuallyagreed.

Theeighteen(18)monthperiodisextendedbythelengthoftimeanemployeeisabsentfromworkforanyperiodgreaterthantwenty(20)consecutivedays,withtheexceptionofva-cation.

Shouldtheemployeefail toreturntoworkforeighteen(18)monthssubsequenttothesuccessfulcompletionofthepro-gramwithoutabonafidereason, theemployeemustrepaythetotalcost(includingwages)oftheeducationprogramtotheEmployer on a pro-rata basis.This clausewill apply toemployeeswhocommenceaneducationprogramonoraftertheeffectivedateofthisAgreement.

Iftheemployee:

(a)isdeterminedtobeunsatisfactoryinthe qualifyingperiod;

(b)isnotsuccessfulincompletingtheprogram;or

(c)voluntarilywithdrawsfromtheprogramatanytimepriortothecompletionoftheprogram,

theemployeeshallbereturnedtotheirpreviousunit,withthesameFTE(full-timetofull-timeorpart-timetopart-timewith-in0.08FTE)astheiroriginalposition.ThiswillbeachievedeitherbyplacingtheemployeeintoanunfilledpositionthatalignswiththeiroriginalFTEorcreatingaunit-basedreliefline that alignswith-theemployee’s originalFTE.Theem-ployeewillremainintherelieflineuntiltheyaresuccessfulin obtaininga regular positiononanyunit, department, orprogramforwhichtheyarequalifiedtowork.Anemployeewhowaspreviouslycasualwillreverttocasualontheirpre-viousunit(s).

ARTICLE 36 - LEAVE – ELECTIONSEmployeeswho are eligible to vote in a Federal or Provincial

electionorreferendumshallbeentitledtofour(4)consecutivehoursfreefromworkduringthehoursthepollsareopentocasttheirvote.Ifinordertosatisfythisprovisionanemployeemustabsentthemselvesfromworktheyshallsuffernolossofsalaryforthescheduledhoursawayfromwork.

ARTICLE 37 - LEAVE – GENERAL37.01 Application

Anemployeegrantedanyunpaidleaveofabsencetotallinglessthantwenty-one(21)daysinanycalendaryearshallcontinuetoac-cumulateallbenefitsincludingapplicableSuperannuationorpensionplans,provided theemployeecontinues to remit theircontributionsduringthisperiod.Anyexcessovertwenty(20)workdaysinanycal-endaryearshallbedeductedfromlengthofserviceinthecomputa-tionofbenefitsandforincrementprogressionpurposesunlessother-wisemutuallyagreeduponbytheUnionandtheEmployer.

Article44.01(G)–Leave–Unionshallnotbedeductedfromthetwenty(20)workdays,orbalancethereof,asexpressedabove.

37.02 NoticeAnemployeemayrequestunpaidleaveofabsenceforanypur-

pose.RequestsforsuchleaveofabsenceshallbemadeinwritingtotherepresentativedesignatedbytheEmployerwiththeauthoritytoacceptsuchrequests,andmaybegrantedattheEmployer’sdis-cretion.Reasonablenoticeofat leasteight (8)daysshallbegiventominimizedislocationof staff.TheEmployer shall indicate to theemployee, inwriting, the acceptance or refusal of such request atleast forty-eight (48)hoursprior to thecommencementdateof therequestedleave.

37.03 IncrementsLeaveofabsenceshallnotaffectannualincrements,whengrant-

ed foreducationalpurposesandparental leave. (ReferenceArticle12-AnniversaryDateandIncrements.)

37.04 Domestic and Sexual Violence LeaveTheEmployershallgrantanunpaidleavetoamaximumofsev-

enteen(17)weeksforreasonsrelatedtodomesticorsexualviolence.

Intheeventthatlegislationenactsprovisionswithagreateren-titlementtomaximumweeksof leaverelatedtodomesticorsexualviolence,thatlegislationprovisionshallprevail.

Anemployeegranted leaveunder thisArticleshallbeentitledtobenefits inaccordancewithArticle37.01(Leave–General).ForthebalanceoftheleavetakenpursuanttothisArticle,theserviceofanemployeeshallbeconsideredcontinuousforthepurposeofanypension,medicalorotherplanbeneficial to theemployee,and theemployershallcontinuetomakepaymenttotheplansinthesamemannerasiftheemployeewasnotabsent.

Casualemployeesshallnotberequiredtobeavailableforshiftsforuptoseventeen(17)weeksiftheemployee’sunavailabilityisinrelationtodomesticorsexualviolence.

ARTICLE 38 – MATERNITY AND PARENTAL LEAVE38.01 Maternity and Parental Leave – Birthing Parent (A) Maternity Leave

A pregnant regular employee shall be granted up to sev-enteen(17)consecutiveweeksmaternityleaveofabsencewithoutpay.Suchleavemaycommencethirteen(13)weekspriortotheexpectedbirthdateoranytimethereafterattherequestoftheemployee.Thematernityleaveshallcommenceimmediatelyuponthebirthifitoccurspriortothetimelineout-lined above. In no case shall an employee be required toreturntoworksoonerthansix(6)weeksfollowingthebirthortheterminationofthepregnancy,unlessashortertimeisrequestedbytheemployeeandgrantedbytheEmployer.

(B) Parental Leave

In addition to a maternity leave of absence as describedabove, uponwritten request andwithin seventy-eight (78)weeksofthebirthofthechild,aregularemployeeshallalsobegrantedanunpaidparentalleaveofabsenceofuptosix-

ty-one(61)consecutiveweeks.Parental leavewillnormal-lycommence immediately followingmaternity leaveunlessagreed toby theEmployer for reasonssuchasprematurebirthorahospitalizedinfant.

(C) Special Circumstances

(1) Anemployeeisentitledtouptosix(6)additionalcon-secutiveweeksofunpaidleaveif,forreasonsrelatedtothebirthor the terminationof thepregnancy, theyareunabletoreturntoworkwhentheirleaveendsunder(A)above.

Arequestforspecialcircumstancesleavepursuant toAr-ticle38.01(C)(1)must, if requiredby theEmployer,beaccompaniedbyamedicalpractitioner’scertificatestat-ingtheexpectedoractualbirthdateorthedatethepreg-nancyterminatedorstatingthereasonsforrequestingadditionalleaveunderthissubsection.

(2) Ifthenewbornchildwillbeorisatleastsix(6)monthsofageatthetimethechildcomesunderthecareoftheemployee,andamedicalpractitionercertifiesthatanad-ditionalperiodofparentalcare isrequiredbecausethechildsuffersfromaphysical,psychologicaloremotionalcondition,theemployeemayapplyforadditionalparen-tal leave without pay. Five (5) weeks additional leavemaybetaken.

(3) Anemployee’scombinedentitlementtoleaveundersub-sections (A), (B), and (C) ofArticle 38.01 is limited toeighty-nine(89)weeks.

(D) Medicalcomplicationsofpregnancy,includingcomplicationsduringanunpaidleaveofabsenceunderthisArticle,preced-ingtheperiodstatedbytheEmployment Insurance Act,shallbecoveredbysickleavecreditsprovidingtheemployeeisnot in receipt ofmaternity benefits under theEmployment Insurance Actoranywagelossreplacementplan.

(E) TheEmployermayrequiretheemployeetoprovideadoc-tor’scertificate indicating theemployee’sgeneralconditionduringpregnancyandtheexpectedbirthdate.

(F) TheEmployer shall not terminate anemployeeor changeaconditionof theiremploymentbecauseof theemployee’spregnancyortheirabsenceformaternityreasons.

38.02 Maternity Leave Allowance (A) Anemployeewhoqualifies formaternity leavepursuant to

Article38.01,shallbepaidamaternityleaveallowanceinac-cordancewiththeSupplementalEmploymentBenefit(SEB)Plan.Inordertoreceivethisallowance,theemployeemustprovidetotheEmployer,proofthattheyhaveappliedforandareeligibletoreceiveemploymentinsurancebenefitspursu-anttothe Employment Insurance Act.

Inaddition, theemployeemust specifywhether theyhaveelectedforstandardorextendedparentalleavebenefitcov-erageaspertheEmployment Insurance Act.

(B) Pursuant to the Plan, the maternity leave allowance will consistof:

(1)One (1) week at eighty-seven percent (87%) of the employee’snormalweeklyearnings;

(2)Sixteen (16) additionalweekly payments equivalent tothedifferencebetweentheemploymentinsurancegrossbenefitsplusanyotherearningsreceivedbytheemploy-eeandeighty-sevenpercent(87%)percentof theem-ployee’snormalweeklyearnings.

(3)Benefitsunder thisplanwill notexceedseventeen (17)weeksinclusiveoftheone(1)weekwaitingperiod.

(4)Forthepurposeof thisPlan,“normalweekly”earningsshallmeanregularlyscheduledhoursmultipliedbytheemployee’sbasicrateofpay.

(C) Employeesarenotentitledtoreceivethematernityleaveal-lowanceandsick leavebenefitsconcurrently.However,anemployeemay opt to utilize accumulated sick leave cred-itsinsteadofapplyingforbenefitsunderthisPlan,providedtheysatisfytheEmployerthattheirabsenceisduetoavalidhealth-relatedcondition,andthattheyareunabletoattend

atworktoperformtheirduties.

Theemployeeshallnotbeprohibitedfromutilizingsickleavecreditsprior,orsubsequent,aperiodofmaternityleave.

(D) TobeeligibleforthematernityleaveallowanceasdescribedinparagraphBabove,anemployeemust:

(a)notbeinreceiptofsickleavebenefits;

(b)mustprovidesatisfactorydocumentationtotheEmployerthattheyhaveappliedforandisinreceiptofemploymentinsurancebenefits;and

(c)anemployeewho isnoteligible for,or isdisentitled to,employment insurance benefits is entitled to the fullamountofallowanceundertheSEBPlanonlyunderthefollowingcircumstances:

(i)theemployeedoesnothaveasufficientnumberofinsurableweeksofemployment toqualify (at least20weeks);or

(ii)theemployeeworkslessthantherequirednumberofhours(15hoursperweek);or

(iii)theemployee’searningsareatleastequalto20%ofthemaximumweeklyinsurableearnings.

38.03 Parental Leave – Non-birthing Parent (A) Parental Leave

Uponwrittenrequest,andwithinseventy-eight(78)weeksofthebirthorplacementofthechild,aregularemployeeshallbeentitledtoparentalleaveofuptosixty-two(62)consecu-tiveweekswithoutpay.

(B) Special Circumstances

Ifthenewbornoradoptedchildwillbeorisatleastsix(6)monthsofageatthetimethechildcomesundertheactualcareandcustodyoftheemployeeandamedicalpractitioneror agency that placed the child certifies that an additionalperiodofparentalcareisrequiredbecausethechildsuffers

fromaphysical,psychologicaloremotionalcondition,areg-ularemployeemayapplyforuptofive(5)additionalweeksparental leavewithout pay.The additionalweeksmust betakenimmediatelyaftertheunpaidleaveinArticle38.03(A)above. The combined parental leave and parental leave(special circumstances) cannot exceed sixty seven (67)weeks.

38.04 BenefitsContinuation(A)ForleavestakenpursuanttoArticle38.01and38.03thefirst

twenty(20)workdaysofsuchleave,theemployeeshallbeentitledtothebenefitsunderArticle37(Leave–General).

(B)ForthebalanceoftheleavestakenpursuanttoArticle38.01and38.03,theserviceofanemployeeshallbeconsideredcontinuousforthepurposeofanypension,medicalorotherplanbeneficialtotheemployee,andtheEmployershallcon-tinuetomakepaymenttotheplansinthesamemannerasiftheemployeewasnotabsent.

(C)Any further leavegrantedwillbeunpaid leavewithoutanybenefits.

38.05 Notice RequirementAnemployeeshallmakeeveryefforttogivefour(4)weeks’noticepriortothecommencementofaleaveofabsencepur-suanttoArticle38.01and38.03,andatleastfourteen(14)days’noticeof their intention to return toworkprior to theterminationoftheleaveofabsence.

Notwithstandingtheabove,anadoptiveparentwillnotifytheemployerwhentheyareadvisedofthedateoftheadoptiveplacement.Theemployeeshallfurnishproofofadoption.

38.06 Return to Employment(A)Anemployeeresumingemploymentafteraleaveofabsence

pursuanttoArticle38.01and38.03shallbereinstatedinallrespectstotheirpreviouspositionortoacomparableposi-tion,withallincrementstowagesandbenefitstowhichtheywouldhavebeenentitledduringtheperiodoftheirabsence.

(B)NotwithstandingArticle45,vacations,vacationentitlement,andvacationpayshallcontinuetoaccruewhileanemployeeisonleavepursuanttoArticles38.01and38.03.Attheem-ployee’sdiscretion,vacationearnedpursuanttothisArticlemaybepaidout, takenat theendof the leave,orcarriedovertothefollowingyearnotwithstandingArticle45.04.

38.07 Bridging of ServiceIfaregularemployee,whoisemployedforanEmployerasde-

finedinArticle1.02ofthisAgreement,terminatesasaresultofadeci-siontoraiseadependentchildorchildrenresidingwiththeemployee,andappliesforandreceivesaregularpositionwiththesameEmploy-er,theemployeeshallbecreditedwithlengthofserviceaccumulatedatthetimeoftermination.

Thefollowingconditionsshallapply:

(A) Theemployeemusthavecompletedthree(3)yearsofser-vicewiththeEmployer.

(B) Theresignationmustindicatethatthereasonforterminationistoraiseadependentchildorchildren.

(C) The break in service shall be for no longer than three (3)years,andduringthattimetheemployeemustnothavebeenengaged in remunerativeemployment formore thansix (6)monthscumulative.

(D) Thisbridgingofservicewillapplytoanemployeewhoisem-ployed by an Employer party to this Provincial Agreementandapplies forandreceivesaregularpositionat thesameworksite.

(E) Theemployeemustserveathreemonthprobationaryperiod.

(F) Anemployeereturningtoworkunderthisclauseshallretaintheirformerincrementlevelandyearsofserviceforvacationpurposes.

38.08 Casual Employees Casualemployeesshallnotberequiredtobeavailableforshifts

foruptoseventy-eight(78)weeksfollowingthebirthoradoptionofa

childpursuanttoArticle38.01and38.03.Wherethechildhasmed-icalcircumstancesrequiringcontinuedcare,theemployeeshallnotberequiredtobeavailableforworkforuptoanadditionaleleven(11)weekspursuanttoArticle38.01(C)or38.03(B).TheemployershallnotterminatecasualemploymentforthedurationofthisperiodasaresultofthisArticle.

WherecasualemployeesareunavailableforshiftsasaresultsofthisArticle,theemployeeshallprovidetheEmployerwithnoticeconsis-tentwithArticle38.05

ARTICLE 39 - LEAVE – PAID HOLIDAYS39.01 Paid Holiday Entitlement

Eachregularemployeeshallreceiveadayoff,onorforthefol-lowingpaidholidaysandanyothergeneralholidayproclaimedbytheFederalorProvincialGovernment:

NewYear’sDay

B.CFamilyDay

GoodFriday

EasterMonday

VictoriaDay(Queen’sBirthday)

CanadaDay

BritishColumbiaDay

LabourDay

ThanksgivingDay

RemembranceDay

ChristmasDay

BoxingDay

39.02 Payment for Paid Holidays(A) A regular full-time employee shall receive regular pay for

eachdayofffortheaforementionedpaidholidays.

(B) Aregularpart-timeemployeeshallreceivethefollowingpayfortheaforementionedpaidholidays:

Dayspaid*percalendaryearxregularpayxtwelve(12)(excludingovertime)261

*Includesleavewithoutpayuptotwenty(20)workdays

days.(ReferenceArticle37–Leave–General.)

childpursuanttoArticle38.01and38.03.Wherethechildhasmed-icalcircumstancesrequiringcontinuedcare,theemployeeshallnotberequiredtobeavailableforworkforuptoanadditionaleleven(11)weekspursuanttoArticle38.01(C)or38.03(B).TheemployershallnotterminatecasualemploymentforthedurationofthisperiodasaresultofthisArticle.

WherecasualemployeesareunavailableforshiftsasaresultsofthisArticle,theemployeeshallprovidetheEmployerwithnoticeconsis-tentwithArticle38.05

ARTICLE 39 - LEAVE – PAID HOLIDAYS39.01 Paid Holiday Entitlement

Eachregularemployeeshallreceiveadayoff,onorforthefol-lowingpaidholidaysandanyothergeneralholidayproclaimedbytheFederalorProvincialGovernment:

NewYear’sDay

B.CFamilyDay

GoodFriday

EasterMonday

VictoriaDay(Queen’sBirthday)

CanadaDay

BritishColumbiaDay

LabourDay

ThanksgivingDay

RemembranceDay

ChristmasDay

BoxingDay

39.02 Payment for Paid Holidays(A) A regular full-time employee shall receive regular pay for

eachdayofffortheaforementionedpaidholidays.

(B) Aregularpart-timeemployeeshallreceivethefollowingpayfortheaforementionedpaidholidays:

Dayspaid*percalendaryearxregularpayxtwelve(12)(excludingovertime)261

*Includesleavewithoutpayuptotwenty(20)workdays

days.(ReferenceArticle37–Leave–General.)

(C) Acasualemployeereceivespaidholidaypayaspartofpayinlieuofbenefits.ReferenceArticle11.04(G)(2).

39.03 Work on a Paid Holiday(A) Regular Employee

(1) A regular employee required to work New Year’sDay,B.C.FamilyDay,EasterMonday,VictoriaDay,CanadaDay,B.C.Day,ThanksgivingDay,Remem-branceDay, andBoxingDay shall be paid at therateoftwo(2)timesforthefirst7.5hoursworkintheday,providedthatArticles27.05,29.04,and39.04arenotapplicable,andshallreceiveanotherdayoffwithpayasapaidholiday.Therateoftwo(2)timesshallbepaidforashiftwhenone-half(1⁄2)ormorethan one-half (1⁄2) of the hoursworked fall within0001hoursand2400hourson thenamedday. Insuchcasestherateoftwo(2)timesshallbepaidforthetotalhoursworked.

(2) Super Stats

EmployeeswhoarerequiredtoworkonChristmasDay,La-bourDayorGoodFriday,shallbepaidattherateoftwoandone-half(2.5)timesforthefirst7.5hoursworkedandshallreceiveanotherdayoffwithpayasapaidholiday.Therateoftwoandone-half(2.5)timesshallbepaidforthefullshiftwhenone-half(1 ⁄ 2)ormorethanone-half(1 ⁄ 2)ofthehoursworkedfallwithin0001and2400hoursonthenamedday.Insuchcases,therateoftwoandone-half(2.5)timesshallbepaidforthetotalhoursworked.

(B) Casual Employee

A casual employeewhoworks on a paid holiday listed inArticle39.03(A)(1)shallbepaidtwo(2)timestheirrateofpay.AcasualemployeewhoworksonapaidholidaylistedinArticle39.03(A)(2),shallbepaidoftwoandone-half(2.5)timestheirrateofpay.

39.04 Premium Rates of Pay(A) Overtime

Overtimeattherateofoneandone-half(1.5)timestheap-propriatestatholidayrateshallbepaidtoanemployeeforallhoursofovertimeworkedonthepaidholiday.(ReferenceArticle27.05–OvertimePayCalculation.)

(B) Call-Back

Call-backpayattherateofoneandone-halftimes(1.5)theappropriatestatholidayrateshallbepaidtoanemployeeforallhourscalledbacktoworkonthepaidholiday,withamin-imumoftwo(2)hours’payattheappropriaterateforeachseparatecall-back. (ReferenceArticle29.04(B) -Call-BackonaPaidHoliday.)

(C) ThreeDifferentShiftsWorkedinAnySevenConsecutiveDays

If a regular full-time employee is scheduled towork three(3)differentshifts inanyseven(7)consecutivedayperiodandiftheemployeeworksononeofthepaidholidayslistedinArticle 39.01 as the third shift change, then unless thisarrangement is requestedby theemployee, theemployeeshallbepaidoneandone-half (1.5) times theappropriatestatholidayrateforallhoursworkedonthepaidholiday.

(D) ChangesinSchedulewithInsufficientNotice

Should the Employer change the work schedule withoutfourteen(14)calendardaysadvancenoticeandasacon-sequence the regularemployee is required toworkon thepaidholiday,thentheemployeeshallbepaidtheappropriateovertimerateforallhoursworkedandreceiveanotherdayoffwithpayasarescheduledpaidholiday.

39.05 Paid Holiday Coinciding with a Rest DayWhereapaidholidayfallsontheregularemployee’sdayoff,the

employeeshallreceiveanadditionaldayoffwithpay.

39.06 Paid Holiday Coinciding with a VacationWhereapaidholidayfallswithinaregularemployee’svacation,

theemployeeshallreceiveanadditionaldayoffwithpay.

39.07 Scheduling of Paid Holidays(A) Application

Subject to operational requirements reasonably applied,paid holidayswhenever possible shall be scheduled for atimewhich ismutuallyagreeable to theEmployerand theemployeeconcerned.

(B) Christmas Day or New Year’s Day

Where the worksite operates on Christmas Day and NewYear’sDay,aregularemployeeshallreceiveeitherChristmasDayorNewYear’sDayoffunlesstheemployeerequeststoworkbothdaysandthisisagreedtobytheEmployer.

(C) Sick Leave

Wherearegularemployeehasbeenonsickleaveimmediate-lypriortotheemployee’sscheduledpaidholidayandimme-diatelyfollowingsuchscheduledpaidholiday,thenthesched-uled paid holiday shall become a day to which sick leavecreditsshallbeappliedandthedayshallberescheduled.

ARTICLE 40 - LEAVE – PROFESSIONAL MEETINGSLeaveofabsencewithout lossofpaymaybegranted forpro-

fessionalmeetingsnotexceedingoneweek,subjecttotheapprovaloftheEmployer.TheEmployershallmakeeveryendeavourtograntsuchleaveofabsence.

ARTICLE 41 - LEAVE – PUBLIC OFFICEEmployeesshallbegrantedanunpaidleaveofabsencetoen-

able them to run for an elected public office, including Municipal,Provincial, Federal, FirstNation or other Indigenousgovernment ifnominated,andifelected,toservetheirterm(s)ofoffice.(ReferenceArticle37–Leave–General.)

ARTICLE 42 - LEAVE – SICK42.01 Accumulation(A) Regular employees are eligible to accumulate sick leave

creditsbasedonlengthofservice.

(B) Regularfull-timeemployeesshallreceive1.5workingdayssickleavecreditsforeachmonthofservice.

(C) Regularpart-timeemployeesshallreceivesickleavecreditsforeachmonthofserviceasfollows:

Hourspaidpermonth*(excludingovertime)x1.5162.5

*Includesleavewithoutpayuptotwenty(20)workdays.

(ReferenceArticle37–Leave–General.)

(D) Sick leavecredits, ifnotused,shallaccumulatetoamaxi-mumofonehundredandfifty-six(156)workdays.

Notwithstanding the foregoing, employees with accumu-latedsickleavecreditsinexcessofonehundredandfifty-six(156)workdays(1170hours),shallretaintheaccumulatedbalancetotheircredit.Wherethisaccumulatedbalanceex-ceeds1170hours,nofurthercreditsshallbeearneduntiltheaccumulatedbalanceisreducedbelow1170hours,inwhicheventtheaccumulationofsickleaveshallbereinstated,buttheaccumulatedbalanceshallnotagainexceed1170hours.

42.02 PaymentRegular full-time employees shall receive their regular pay for

eachdayofsickleavecreditutilized.

Regularpart-timeemployeesshall receive their regularpayforscheduledworkhourslost.

42.03 Proof of SicknessSickleavewithpayisonlypayablebecauseofsicknessorinjury

andemployeeswhoareabsent fromdutybecauseofsicknessmayberequiredbytheEmployertoprovesickness.Failuretomeetthisre-quirementcanbecausefordisciplinaryaction.Repeatedfailuretomeetthis requirement can lead todismissal.Adoctor’s certificatemayberequestedforeachleaveofmorethanthree(3)consecutiveworkdays.

42.04 BenefitsAccrueWhenanemployeeisonpaidsickleaveallbenefitsofthisAgree-

mentshallcontinuetoaccrue.

42.05 Notice RequiredEmployeesmustnotifytheEmployerpriortothecommencement

oftheirshiftofanyanticipatedabsencefromdutybecauseofsicknessandemployeesmustnotifytheEmployerpriortotheirreturntowork.

42.06 Expiration of Sick Leave CreditsEmployees who are absent due to sickness beyond their ac-

cumulatedsick leavecreditsshallbeplacedonanunpaid leaveofabsenceuntiltheyareinreceiptoflong-termdisabilitybenefits.(Ref-erenceArticle 37 Leave –General andArticle 46.05 – Long-TermDisabilityInsurancePlan.)

42.07 Leave – Workers’ Compensation(A) Entitlement to Leave

Anemployeeshallbegrantedworkers’compensationleavewithnet pay in theevent that theWorkers’CompensationBoard(WorkSafeBC)determinesthattheemployeehases-tablisheda claim (time loss benefits) and they are unabletoperformtheirdutiesbyreasonof thecompensable inju-rywhichoccurredwhileemployedbytheEmployer.Forthepurposesofthisclause,netpayisdefinedastheemployee’sregularnettake-homewagestoensurethatthenon-taxablestatusofworkers’compensationbenefitsdoesnotprovideanopportunityforaninjuredworkertoearnmorewhileonclaimthanif theywereworking.Thecalculationofnetpaymustbeestablishedandplaced intheemployee’sdisabili-tymanagementcasefileonce theclaim isfiled.Additionalshifts worked by part-time employees, shift and weekendpremiums, responsibility pay, and statutory holiday premi-ums shall be taken into accountwhen calculating “regularnettake-homewages”.

ThetermclaimwillnotincludeanyformofWorkSafeBCal-lowanceor pension, and this sectionwill not be operativewhileanemployeeisreceivingsuchadifferentformofpay-mentfromWorkSafeBCarisingfromthisclaim.

(B) Reimbursement to Employer

The employee shall pay to the Employer any amount re-ceivedforlossofwagesinsettlementofanyclaims.

(C) BenefitEntitlement

WhenanemployeeisonaWorkSafeBCclaimallbenefitsoftheAgreementwillcontinuetoaccrue.However,anemploy-eeoffworkonWorkSafeBCclaimshall receivenetwagesas defined by (A) above, and benefits equaling but not toexceedtheirnormalentitlementhadtheynotsufferedacom-pensableinjury.Forthefirsttwenty(20)workdaysonclaim,anemployeewillcontinuetoaccruepaidholidaysandvaca-tioncredits.Oncetheclaimexceedstwenty(20)workdays,paidholidaysandvacationcreditswillnotaccrue.However,unusedvacationcreditsaccruedpriortotheclaimshallnotbelostasaresultofthisclause.

Where an employee suffers an injury/illness due to work-place violence, the employer willmaintain the employee’sbenefitsandwagesuntiltheclaimisadjudicated.

(D) Approval of Claim

Whenanemployeeisgrantedsickleavewithpayandwork-ers’ compensation leave is subsequently approved for thesameperioditshallbeconsideredforthepurposeofthere-cordofsickleavecreditsthattheemployeewasnotgrantedsickleavewithpay.

(E) Continuation of Employment

Employeeswhoqualifyforworkers’compensationcoverageshallbecontinuedonthepayrollandshallnothavetheirem-ployment terminated during the compensable periodwhiletheyareunderanapprovedWorkSafeBCclaimorawaitingadjudicationofaclaim,except for justcause.Upon returntoworkfollowingrecovery,anemployeewhowasonclaimforlessthantwenty-nine(29)monthsshallcontinueintheirformer job; anemployeewhowason claim formore thantwenty-nine(29)monthsshall return toanequivalentposi-tion,exercisingtheirseniorityrightsifnecessary,pursuanttoArticle13&Article19.

(F) Emergency Appointments

Absencefromworktoattendemergencymedicalordentalappointmentsandmedicalappointmentsarisingfromaworkrelated incidentcoveredbyWorkSafeBC,shallbepaid forfromtheemployee’saccumulatedsickleave.

42.08 Enforceable Legal ClaimIfanemployeehasreceivedsickleavewithpayandhasalegal-

lyenforceableclaimtocompensationordamagesforearnings lostduringthesaidperiodfromanythirdpartyotherthantheemployee’sowninsurerunderacontractofinsurance,theemployeeshall,attherequestandexpenseoftheEmployer,takeallstepsreasonablynec-essarytoenforcethesaidclaim.Iftheemployeereceivesanypay-mentofaccountsofearningsasaresultofsuchclaim,theemployeeshallpaytotheEmployer,somuchofthesaidpaymentasrelatedtothesickleavepayreceivedbytheemployeeforthesaidperiodanduponsodoing,shallreceivesickleavecreditforthenumberofdaysrepresentedbysuchpayment.

42.09 Appointments(A) Subjecttooperationalrequirementsanduponatleasteight

(8) days’ notice, absence from work to attend other thanemergencymedicalordentalappointmentsshallbepaidforfromaccumulatedsickleavewhentheemployeeisunabletoarrangetheappointmentfortheirnormaloff-dutyhours.

(B) Whenanemployee’sdoctorreferstheemployeetoaspe-cialistthenanynecessarytraveltimetoamaximumofthree(3)workdays,fortheemployeetovisitsuchspecialistshallbepaidforanddeductedfromsickleavecredits.

(C) The employeewill be required to furnish proof of need inboth(A)and(B)above.

42.10 Six Months ServiceIfanemployeedoesnotcompletesix(6)monthsservicewiththe

Employer,anysickleavewithpayusedduringthefirstsix(6)monthsshallbereturnabletotheEmployer.Previousexperienceofanem-ployeewhohaschangedemploymentundertheportabilityprovision

ofthisAgreementshallcounttowardsthissix(6)monthperiod.Inef-fecttheemployeeonlyhastoworkatotalofsix(6)monthsqualifyingtime.(ReferenceArticle51–Portability.)

42.11 Cash-In of Sick Leave Credits(A) Employeesleavingtheworkforceonoraftertheir55thbirth-

daywillbeentitledtoacashpaymentequaltofortypercent(40%)of thevalueof theiraccumulatedsick leavecredits,basedontheirexistingsalaryatthetimeofleavingtheworkforce.

(B) Thecashpayoutofsickleavecreditseliminatesallunused,bankedsickleavecredits.Intheeventthenurserejoinstheworkforce,theyshallnotbeentitledtoanyresidualsicktimecreditfromabankthatpreviouslywascashedout.

(C) Intheeventanurserejoinstheworkforce,theywillnotbeentitledtoanysecondpayoutofsickcreditsonanysubse-quentdeparturefromtheworkforce.

(D) Employeeswho are dismissed for just cause shall not beentitledforapayoutascontemplatedinthisarticle.

(E) EffectiveJanuary1,2013,newemployeeswillnotbeentitledtocashintheirsickleavecreditsunderArticle42.11.

42.12 Sick or Injured Prior to VacationIntheeventanemployeeissickorinjuredpriortothecommence-

mentoftheirvacation,suchemployeeshallbegrantedsickleaveandthevacationperiodsodisplacedshallbeaddedtothevacationperiodifrequestedbytheemployeeandagreedtobytheEmployer,orthetimeshallbecreditedforuseatalaterdate.

42.13 Voluntary TreatmentWhile in voluntaryattendanceat a full-time treatmentprogram

forsubstanceabuse,aregularemployeeshallonproofofenrolment,beentitledtosickleavewithpaytotheextentthatsickleavecreditsareavailable.Article42.06shallapplyuponexpirationofsickleavecreditsshouldadditionalleaveberequested.

ARTICLE 43 - LEAVE – SPECIAL AND PERSONAL43.01 Special Leave(A) Accumulation

Anemployeeshallearnspecialleavecreditswithpayuptoamaximumoftwenty(20)daysattherateofone-half(0.5)dayeveryfour(4)weeks.Specialleaveshallbegrantedtoamaximumoftheaccumulatedleaveatthetimethespecialleaveistaken.

Notwithstandingtheforegoing,employeeswithaccumulatedspecialleavecreditsinexcessofonehundredandfifty(150)hours(20daysX7.5hours)asofthefirstpayperiodfollowingJune5,2006,shallretaintheaccumulatedbalancetotheircredit.Wherethisaccumulatedcreditexceedsonehundredandfifty(150)hours,nofurthercreditshallbeearneduntiltheaccumulatedbalanceisreducedbelowonehundredandfifty(150)hours,inwhicheventtheaccumulationofspecialleavecredits shall be reinstated,but theaccumulatedbal-anceshallnotagainexceedonehundredfifty(150)hours.

(B) Application

Specialleaveshallbegrantedasfollows:

(1)marriageleave–five(5)days;

(2)parentalleave–five(5)days;

(3)toprovidecaretoanimmediatefamilymemberwhohasaseriousillnessuptotwo(2)daysatonetime;

(4)toassistanimmediatefamilymemberwhohasaseriousorpotentiallylife-threateningillnesswithobtaininghealtheducationrelatedtotheseriousorpotentiallylife-threat-eningillnessuptoone(1)workingdaypercalendaryear;

(5)leave of one (1) daymay be added to three (3) dayscompassionateleave;

(6)leaveofone(1)daymaybetakenfortravelassociatedwithcompassionateleave;

(7)leaveofuptothree(3)daysforabsencesresultingfrom

theemployeeoremployee’sdependentchildhavingex-perienceddomesticorsexualviolence.

43.02 Personal LeavePreamble

Thepartiesagreetocreatealeavestructurethatbetterreflectstherealitiesofthelivesofworkingnurses.

EffectiveApril1,2020–one(1)personalleavedaypercal-endaryear;

EffectiveApril1,2021–two(2)personalleavedayspercal-endaryear.

Suchpersonal daysare subject to operational requirements andcannotbeattachedtootherleavesofabsence,includingvacationandpaidstatutoryholidays.

ThepartiesagreetomeetpriortoApril1,2020todiscussajointinterpretationregardingthegrantingofpersonalleave.

ARTICLE 44 - LEAVE – UNION44.01 Union Leave of Absence

AnemployeeonanunpaidUnion leaveofabsenceshallhavetheirwages,benefitsandsenioritycontinuedby theEmployer,andtheUnionagrees to reimburse theEmployer for the costsof suchwagesandbenefits.

Employees requesting leave under this article will provide theEmployerwithasmuchadvancenoticeaspossibleof thedatesoftheleave.

Forleaverequeststhataresubjecttooperationalrequirements,the Employer will consider all of the circumstances including thelengthofnoticeprovided,andwillmakeallreasonableeffortstogranttheleave.

Where there are less than fifteen (15) regular employeesat aworksiteatthetimetheleaverequestissubmitted,andsubjecttoop-erationalrequirements,unpaidUnionleaveofabsencewillbegrant-ed toone (1)employee for thepurposeof conductingUnionbusi-

ness.ThiswouldbeanadditionalpersononUnionleaveatworksiteswhere theposition of theUnionPresident orCouncilmember hasbeenbackfilledforthedurationoftheirtermofoffice.

Withinfourteen(14)daysoftheleaverequestbeingmade,theEmployershallgrantaleaveofabsencewithoutpaytoanemployeewhoisamemberoftheUnionandwhois:

(A) aUnionCouncil/Boardmember.Suchleaveshallbegrantedfor thepurposeofattendingregularorspecialmeetingsoftheCouncil/Boardandshallincludereasonabletraveltime.

(B) eitherelectedorappointedtorepresenttheUnionand/oraregionatannualorspecialconventionsoftheUnion.

(C) amemberoftheUnion’sbargainingcommittee.Suchleave(includingtravellingtime)shallbegrantedtoattendprepa-ratory negotiating meetings, to conduct negotiations, andto participate inmediation, industrial inquiry commissionerhearingsandarbitrations.

(D) selectedbytheUnionoritsmembersasadelegatetoattendtheProvincialBargainingConference.

(E) selectedbytheUnionoritsmembersasadelegatetoattendregionalBargainingConference.

(F) appointedorelectedtospecialorstandingcommitteesoftheUnionorforthepurposesofconductingUnionbusiness.Aleaveofabsencegrantedunderthiscategoryshallbesub-jecttotheoperationalrequirementsoftheworksite.

(G) union leave formembersof theBargainingCommittee (C)andCouncil/Boardmembers(A)shallnotaffecttheemploy-ee’sbenefits, seniorityor incrementanniversarydate,andsuchleaveshallbeexemptfromtheprovisionsofArticle37.

(H) anemployeewhoholdsthepositionoffull-timepresidentorCouncilmemberswiththeUnionshallbegrantedaleaveofabsencewithoutpay for theperiodduringwhich theyholdtheposition.

Suchleavewillnotaffecttheemployee’sseniority,incrementan-niversarydate,serviceforthepurposeofvacationleave,sickleave

andspecial leaveaccumulation.TheEmployerwillcontinue topaythe premiums formedical, dental, extended health, group life andLTDwhiletheemployeeisonleaveandtheUnionwillreimbursetheEmployerforthecostsofsuchbenefits.

TheemployeeshallbeentitledtoreturntotheirformerpositionwiththeEmployer,andshallbeprovidedwithanadequateperiodoforientationupontheirreturntowork.

TheemployeeshallnotbesubjecttodisciplinebytheEmployerforactivitiesrelatedtoworkonbehalfoftheUnion.

44.02 Peak Period RestrictionsInordertofacilitatethegrantingofvacation,unionleavepursuant

toArticle44.01(F)willnotbegrantedduringthefollowingpeakperiods:

a. June25–September8

b. SpringBreak

c. December15–January5

Notwithstandingtheabove,whereUnionLeaveisappliedforbytheChiefExecutiveOfficeroftheUniononbehalfofitsmembers,theleavewillbegrantedusingallreasonableefforts.

ARTICLE 45 - LEAVE – VACATION45.01 Vacation Entitlement(A) Regularemployeesshallbeentitledtovacationleavebased

onlengthofservice.

(B) July1shallbethecut-offdatefortheannualaccrualofvacationentitlement.

(C) Regular full-time employees shall be entitled to vacationleaveattheirregularrateofpaywhenthequalifyingyear(s)ofserviceareattainedbeforeJuly1,asfollows:

20workdaysafter1yearofcontinuous*service

20workdaysafter2yearsofcontinuousservice

(ReferenceArticle51–Portability)

*continuous service means years of service with the Employer butdoesnotincludeanyofthefollowingperiods:

a. Timespentasacasualemployee.b. Timespentonanunpaidleaveofabsencebeyond20workdays

inanyyear.c. Timespentonlayoff.d. Time spent in receipt of long-term disability insurance plan

benefits.

(D) Regularpart-timeemployeesareentitledtovacationleaveonapro-ratabasisasfollows:

Dayspaid*(excludingovertime)toJune30inclusivexregularpay

xyearlyvacationentitlement

261*includesleavewithoutpayuptotwenty(20)days.

(E) Regularemployeeswith lessthanone(1)years’serviceontheJuly1cut-offdateshallreceivevacationleavecalculatedasfollows:

Dayspaid*(excludingovertime)toJune30inclusivexregularpay

xyearlyvacationentitlement

261*includesleavewithoutpayuptotwenty(20)days(referenceArticle37Leave–General).

Any fractionofadayshallbegivenaspaid timeoffata timemutuallyagreedtobytheEmployerandtheemployee.IfamutuallyagreedtimecannotbedeterminedduringthecalendaryearJanuary1toDecember31forthetimetobetaken,thentheemployeeshallbepaidoutforthetimeowingatDecember31ineachyear.Application

of the foregoing shall not be governed by the provisions ofArticle45.04SchedulingofVacation.

45.02 Terminating Employees(A) Whenaregularemployeewithmorethantwelve(12)months’

serviceterminatesemployment,theEmployershallpayforvacationentitlementaccruedtothedateoftermination,lessvacationpayifany,paidinaccordancewiththisArticle.Suchvacationentitlementshallbecalculatedasfollows:

Dayspaid*(excludingovertime)xtoJune30(inpreviousvacationxregularpay)

Yearlyvacationentitlement

+(plus)

Dayspaid*(excludingovertime)xtoJuly1inthevacationyeartothedateoftermination(inclusive)xregularpay

Yearlyvacationentitlement

261*includesleavewithoutpayuptotwenty(20)days(referenceArticle37Leave–General)

(B) Whenaregularemployeewithlessthantwelve(12)months’serviceterminatesemployment,theemployeeshallbepaid,asvacationpay,sixpercent(6%)oftheirgrosswages,lessvacationpay,ifany,paidinaccordancewiththisArticle.

(C) Employeeswhoterminatepartwaythroughacalendaryearandwhohavetakenmoredaysofvacationthanearnedac-cording to the formula abovewill have unearned vacationtakenrepaidtotheEmployer.

45.03 Supplementary VacationThesupplementaryvacationsassetoutbelowaretobebanked

ontheoutlinedsupplementaryvacationemploymentanniversarydateandtakenattheemployee’soptionatanytimesubsequenttothecur-rentsupplementaryvacationemploymentanniversarydatebutprior

tothenextsupplementaryvacationemploymentanniversarydate.

(A) Upon reaching the employment anniversary of twenty-five(25) years of continuous service, employees shall haveearnedanadditionalfive (5)workdays’vacationwithpay.Thisprovisionapplieswhen thequalifyingdateoccursbe-foreJuly1ineachyear.

(B) Upon reaching the employment anniversary of thirty (30)yearsofcontinuousservice,employeesshallhaveearnedanadditionalten(10)workdays’vacationwithpay.Thispro-visionapplieswhenthequalifyingdateoccursbeforeJuly1ineachyear.

(C) Uponreachingtheemploymentanniversaryofthirty-five(35)yearsofcontinuousservice,employeesshallhaveearnedanadditionalfifteen(15)workdays’vacationwithpay.ThisprovisionapplieswhenthequalifyingdateoccursbeforeJuly1ineachyear.

(D) Upon reaching the employment anniversary of forty (40)yearsofcontinuousservice,employeesshallhaveearnedanadditionalfifteen(15)workdays’vacationwithpay.ThisprovisionapplieswhenthequalifyingdateoccursbeforeJuly1ineachyear.

(E) Uponreachingtheemploymentanniversaryofforty-five(45)yearsofcontinuousservice,employeesshallhaveearnedanadditionalfifteen(15)workdays’vacationwithpay.ThisprovisionapplieswhenthequalifyingdateoccursbeforeJuly1ineachyear.

45.04 Scheduling of Vacation(A) The Employer shall permit annual vacations to be taken

duringtheentireyear.

(B) Theschedulingofvacationsshallbesubject to theopera-tionalrequirementsoftheEmployer.

(C) Theselectionofvacationandthepostingoftheapprovedva-cationscheduleshallbecompletedbyDecember31stoftheprecedingcalendaryearoranyotherdatemutuallyagreed

atthelocallevel.SuchlocalagreementsshallbefiledwiththeUnionandHEABC.

(D) NotwithstandingArticle45.04(C),employeesmayholdbackup to thirty-seven and one-half (37.5) hours in the annualvacationplanningprocess.ThisremainingvacationmustberequestedandapprovedbyAugust1stofeachyear.Anyre-maining vacationnot scheduledmaybe scheduledby theEmployer.

(E) Once theapprovedvacationschedulehasbeenposted, itshallonlybechangedbymutualconsent.

(F) VacationentitlementaccruedtoJune30(inclusive)shallbetakenpriortoJanuary1inthefollowingyearunlessother-wiserequiredbyoperationalnecessity.

Despite the above,where an employee’s vacation is can-celledbytheEmployerduetooperationalrequirements,theemployeemayelecttocarryoveruptoseven(7)daystobeusednolaterthanJune30inthefollowingyear.

UnusedvacationshallbepaidoutatstraighttimeratesbythelastpayperiodofFebruaryofthefollowingyear.Payoutshallnot includeanycarryoverofvacationpursuant to theabove.

(G) Employeesmay,priortotheschedulingofvacations,requesttohavetheirvacationsscheduledinaccordancewitheithertheprincipleofseniorityoronarotatingbasis.Whereacon-sensus of employees cannot be reached as above, vaca-tionsshallbescheduledaccordingtoseniorityonthebasisthattheemployeeswiththemostseniorityshallhavethefirstchoiceofvacationtimes.EmployeesfailingtoexercisetheirrightswithinthevacationselectiontimepostedbytheEm-ployershallforfeittheirseniorityrightsinrespecttochoiceofvacationtime.

(H) Vacation timemaybedividedandshallbescheduledatatimemutuallyagreeabletotheemployeeandtheEmployer,however,anemployeewhosplitstheirvacationshallnotre-ceivetheirchoiceofwhentheywishtotakethesubsequentportionoftheirvacationuntilallotheremployeesintheunit

ordepartmenthavemadetheirfirstchoiceofvacationtime.

45.05 Vacation Entitlement Earned During VacationVacationentitlementshallbeearnedduringvacationperiods,ex-

ceptforaccruedentitlementpaidontermination.

45.06 Vacation Pay AdvanceVacationpaytowhichanemployeeisentitledshallbemadeto

theemployeeatleastseven(7)calendardaysbeforethebeginningoftheir vacation, provided the employee gives theEmployer at leastfourteen(14)days’writtenadvancenotice.Theamountof theirva-cationpayshallbebasedon thenumberofworkdaysofplannedabsenceduetovacation.

ARTICLE 46 - MEDICAL, EXTENDED HEALTH AND DENTAL COVERAGE, LONG-TERM DISABILITY AND GROUP

LIFE INSURANCE46.01 Medical Coverage(A) Regularemployeesandtheireligibledependents(including

common-lawspouses)shallbecoveredbytheMedicalSer-vicesPlanofB.C.oranyotherplanmutuallyacceptabletotheUnionand theEmployer.TheEmployer shall payonehundredpercent(100%)ofthepremium.

(B) A regularemployeemaycoverpersonsother thandepen-dentsiftheplancarrieragreesandiftheemployeepaysthefullpremiumforthemthroughpayrolldeductions.

(C) Membership in themedical plan is a condition of employ-mentforregularemployeeswhoarenotmembersordepen-dentsofmembersofanotherapprovedmedicalplan.

(D) Themedicalplanbecomeseffectiveonthefirstofthecalen-darmonthfollowingdateofhire.

46.02 Extended Health Care CoverageEffectiveNovember1,2012,theExtendedHealthCarePlanwillincludePharmacaretie-inwiththeadditionofcoverageforPro-metrium.

EffectiveJanuary1,2017, theExtendedHealthCarePlanwillmovetoBlueRxcoverage.

(A) TheEmployershallpayonehundredpercent(100%)ofthemonthly premiums for extended health care coverage forregularemployeesand theireligibledependents (includingcommon-law spouses) under thePacificBlueCrossPlan,oranyotherplanmutuallyacceptabletotheUnionandtheEmployer(SeealsoAppendix“S”).Theplanbenefitsshallbeexpandedtoinclude:

(1) Expensesincurredforthepurchaseandmaintenanceof a hearing aid up to amaximum of one thousand($1000)perearperpersonineachfive(5)yearperiod;and

(2) Vision care coverage providing three hundred andfiftydollars($350)everytwenty-four(24)monthspereligible employee or eligible dependent.Note 1:Nocoinsurancepaymentwillbeappliedonvisionclaims.Note2:ThischangeiseffectiveJune1,2010.

(3) The maximum lifetime amount payable per eligibleemployeeoreligibledependentshallbeunlimited.

(C) Membershipintheextendedhealthcareplanisaconditionofemploymentforregularemployeeswhoarenotmembersor dependentsofmembersof another approvedextendedhealthcareplan.

(D) Theextendedhealthcareplanbecomeseffectiveonthefirstofthecalendarmonthfollowingthirty(30)daysfromthedateofhire.

46.03 Dental Coverage (A) (1)TheEmployershallpayallofthemonthlypremiumfora

dentalplancoveringonehundredpercent(100%)ofthecostofthebasicplan“A”andsixtypercent(60%)ofthecostoftheextendedplan“B”andsixtypercent(60%)of

thecostoftheextendedplan“C”(OrthodonticPlan).Thedentalplanshallcoverregularemployeesandtheireligi-bledependents(includingcommon-lawspouses)underthePacificBlueCrossPlan,oranyotherplanmutuallyacceptabletotheUnionandtheEmployer(SeealsoAp-pendix“S”).

(2)A regular employee is eligible for orthodontic servicesunderPlanCaftertwelve(12)monthsparticipationintheplan.Orthodonticservicesaresubjecttoalifetimemax-imumpaymentof$2,750perpatientwithnorunoffsforclaimsafterterminationofemployment.

(C) Membership in the dental plan is only available to, and isa condition of employment for, regular employees provid-edtheyarenottheprimarymemberofanotherdentalplan.Note:ThischangeiseffectiveJune1,2010.

(D) Coverageunder the dental plan becomeseffective on thefirstofthecalendarmonthfollowingthirty(30)daysfromthedateofhire.

46.04 DependentsAneligibledependent for thepurposesofArticles46.01,46.02

and46.03isonewhoisacceptabletotheplans,butdoesnotincludethoseindividualsreferredtoinparts(B)oftheabovespecifiedArti-cles.

46.05 Long-Term Disability Insurance PlanTheEmployershallprovideamutuallyacceptablelong-termdis-

abilityinsuranceplan,acopyofwhichshallappearinAppendix“A”sectionB–Long-TermDisabilityInsurancePlan.

Theplanshallprovidepost-probationaryregularemployeeswithsalarycontinuationasperAppendix“A”sectionBuntilagesixty-five(65)intheeventofadisability.

ThecostoftheplanshallbebornebytheEmployer.

46.06 Group Life Insurance Plan(A) Eligibility Regular full-timeandregularpart-timeemployeeswhoare

onstaffonJanuary1,1981orwhojointhestafffollowingthisdateshall,uponcompletionofthethree(3)monthprobation-ary period, becomemembers of theGroupLife InsurancePlanasaconditionofemployment.

(B) Benefits(1) Theplanshallprovidebasiclifeinsuranceintheamount

of fifty thousanddollars ($50,000)andstandard twen-ty-four(24)houraccidentaldeathanddismembermentinsurance.Coverageshallcontinueuntil terminationofemployment.Upon terminationofemployment (includ-ingretirement),coverageshallcontinuewithoutpremi-umpaymentforaperiodofthirty-one(31)daysduringwhich timetheconversionprivilegemaybeexercised;thatis,theindividualcoveredmayconvertallorpartoftheirgrouplifeinsurancetoanywholelife,endowmentortermlifepolicynormallyissuedbytheinsurerandattheinsurer’sstandardratesatthetime,withoutmedicalevidence.

(C) Premiums TheEmployershallpayonehundredpercent(100%)ofthe

premiumfortheGroupLifeInsurancePlan.

ARTICLE 47 - WORKERS’ COMPENSATION(A) All employees shall be covered by the provisions of the

Workers’CompensationAct.(ReferenceArticle42–Leave–Sick)

ARTICLE 48 - EMPLOYMENT INSURANCE48.01 Coverage

Eligible employees shall be covered by the Employment InsuranceActorsucceedingActs.

48.02 RebatesPremiumrebatesgivenbytheEmploymentInsuranceCommis-

sionshallbepaiddirectlytotheemployeesbytheEmployer.

ARTICLE 49 - PENSION PLAN49.01 Municipal Pension Plan

RegularemployeesshallbecoveredbytheprovisionsoftheMu-nicipalPensionPlan.AllregularemployeesshallbeentitledtojointhePensionPlanafterthree(3)monthsofemploymentandshallcontinueinthePlanasaconditionofemployment.(ReferenceArticle51–Por-tability.)

Notwithstanding the foregoing, new regular part-time employeeswhoarehiredmay,atthetimeofhiring,declinebeingcoveredbytheMunicipalPensionPlanfortheperiodoftheirregularpart-timeemploy-ment.

Employeesshallbeeligible forenrollment in theMunicipalPen-sionPlaninaccordancewiththeprovisionsofthePlanandtheMunic-ipalPensionPlanRules.AsatthedateofratificationofthiscollectiveagreementtheMunicipalPensionPlanRulesprovidedthefollowing:

Atemporaryemployeewhohasbeenemployedinacontinuousfull-timecapacitywiththesameEmployerforaperiodoftwelve(12)months,shallbeenrolledinthePlanasaconditionofemployment.

Casualemployeeswhohavecompletedtwo(2)yearsofcontin-uousemploymentwithearningsfromtheEmployerofnotlessthanthirty-five(35)percentoftheyear’smaximumpensionableearningsineachoftwo(2)consecutivecalendaryearsshallbeenrolledinthePlanasaconditionofemployment,unless theemployeegives theEmployerawrittenwaivernotmorethanninety(90)daysafter thedatethePlanbeginstoapplytotheemployee.

49.02 Attherequestoftheemployee,theEmployershallprovidetheemployeewithpertinentpensionplaninformation.

ARTICLE 50 - EXEMPT AND SAVE HARMLESSTheEmployershallinsureto:

(A) exemptandsaveharmlessemployeesfromanyliabilityac-

tionarising fromtheproperperformanceof theirduties fortheEmployer,and

(B) assumeallcosts,legalfeesandotherexpensesarisingfromanysuchaction.

ARTICLE 51 - PORTABILITY51.01 Portability

AregularemployeewhoterminateswithanEmployerasdefinedinArticle1.02,andisemployedwithinonehundredandeighty(180)calendardayswiththesameoranotherEmployerascoveredbythisProvincialCollectiveAgreement,isentitledtotheportabilityofbene-fitsasspecifiedin51.02below.

Periodsofuptoonehundredandeighty(180)calendardaysoutofservice,whenporting,shallnotcountasadiscontinuity,butsuchperiodsshallbeexcludedwhencalculatingbenefits.

Anemployeeeligibleforportabilityofbenefits,whohasappliedforaregularposition,and isunsuccessful,but ishiredasacasualshallhavenotedintheirletterofappointmentthattheyareseekingregularemployment.Insuchinstancetheyshallbeentitledtoporta-bilityofbenefitsspecifiedin51.02foraperiodof365calendardaysfromdateofterminationat“A”.

51.02 PortableBenefitsTheEmployerfromwhichanemployeeisportingshallbecalled

“A”andtheEmployertheemployeeisportingtoshallbecalled“B”.

(A) Increments

Thesalary incrementstepattained in“A”shallbeportablewiththeprovisionthattheemployeeshallservetwelve(12)monthsin“B”atthatstep.Theemployee’sfirstdayofem-ploymentin“B”therefore,becomestheirincrementanniver-sarydate.

(B) Leave – Sick

Sickleavecreditswhicharerecognizedby“A”shallbecred-itedby“B”.

(C) Leave – Vacation

Yearsofserviceforvacationentitlementearnedduringprevi-ousemploymentandrecognizedin“A”shallbecreditedby“B”.

(D) Medical, Dental, Extended Health Care Coverage and Long-Term Disability Insurance Plan Coverage

(i) Coverage for Medical, Dental and Extended HealthCareCoverageshallbeeffectiveonthefirstdayofthemonthfollowingtheinitialdateofregularemployment.

(ii) CoverageforLong-TermDisabilityshallbeeffectiveontheinitialdateofregularemploymentat“B”.

(E) Municipal Superannuation

Eligibleemployeesshallbebroughtwithin thescopeof thePension(Municipal)Actasofthefirstdayofemploymentin“B” (Not applicable to Proprietary Employers i.e. For-ProfitEmployers).

Forthepurposesofthisprovision“eligibleemployee”meansonewhohasnotwithdrawntheircontributionfromtheMunici-palSuperannuationPlanwhenterminatingin“A”.

(F) QualificationDifferential

EmployeesonstaffasofJanuary1,1974,whoarereceiv-ingaqualificationdifferentialunderArticles53.01and53.04andwhotransferfromoneEmployertoanotherunderArticle51.01shallportthisqualificationdifferential.

EmployeeshiredpriortothefirstpayperiodfollowingApril1,2016shallporttheireligibilityforaqualificationdifferentialassetoutinArticles53.04and53.05,subjecttotheconditionssetoutinArticle51.01

(G) Severance Allowance

Portabilityofseveranceallowance iscoveredbytheprovi-sionsofArticle55–SeveranceAllowance:

AregularemployeewhovoluntarilyresignsandislaterrehiredbyanEmployercoveredbythisCollectiveAgreementwithinone(1)year,shallhaveportabilityoflengthofserviceforthe

purposesoftheseveranceallowanceprovision.

(H) “Seniorityin‘A’shallbecreditedby‘B’.”

(I) Special leavehoursrecognizedby“A”shallbecreditedby“B”.

ARTICLE 52 - PREVIOUS EXPERIENCE52.01 Regular Employees

Wherea newemployeewhodoesnot qualify for portability ofbenefitsunderArticle51 is employed for a regular position, salaryrecognitionas followsshall begranted for relevantnursingexperi-enceasdeterminedbytheEmployer,providednotmorethantwo(2)yearshaveelapsedsincesuchexperiencewasobtained:

One(1)annualincrementforeveryone(1)year’sexperience.

Wheremorethantwo(2)yearshaveelapsedsincesuchexperi-encewasobtained,salaryrecognitionshallbegrantedasfollows:

One (1) annual increment for every one (1) year’s experienceminusone(1)incrementforeachyearinexcessoftwo(2)yearstoamaximumofafive(5)yearlapse.

Ifmorethanfive(5)yearshavelapsed,thereshallbenocreditforpreviousexperience.

AnytimespentinaneducationprogrammutuallyacceptabletotheEmployerandtheUnionshallnotbecountedasexperiencebutshallnotconstituteabreakinservice.

AcasualemployeewhoterminateswithanEmployerasdefinedinArticle1.02,andisemployedwithinonehundredandeighty(180)calendardaysasaregularemployeewithanotherEmployerwhoiscoveredbythisProvincialCollectiveAgreementshallretaintheincre-mentstepattainedwiththepreviousEmployer.Theemployee’sfirstdayofemploymentwiththenewEmployerbecomestheirincrementanniversarydate.

ARTICLE 53 - QUALIFICATION DIFFERENTIAL53.01 Special Clinical Preparation

Aregularemployeewithspecialclinicalpreparationofnot less

thanfour(4)monthsapprovedbytheEmployer,andwhoisemployedinthespecialserviceforwhichtheyarequalified,shallbepaidanad-ditionalfiftydollars($50.00)permonthiftheyhaveutilizedthecoursewithinfour(4)yearspriortoemployment.

EmployeesonstaffasofJanuary1,1974,whoarereceivingadifferentialunderthisArticleshallcontinuetoreceivesuchdifferentialuntilsuchtimeastheiremploymentterminates.EmployeesmovingfromoneEmployertoanotherundertheportabilityprovisionsofthisAgreementshallportthissalarydifferential.(ReferenceArticle51.02–PortableBenefits)

EmployeeswithaDiplomainAdvancedPsychiatricNursingshallreceiveanadditionalfiftydollars($50.00)permonthiftheyhaveuti-lizedthecoursewithinfour(4)yearspriortoemployment.

53.02 CHA/CNA and BCIT CoursesAregularemployeewhohassuccessfullycompleted theCHA/

CNAcourseNursingUnitAdministrationand/orCHAHospitalDepart-mentManagementCourseand/orBCITcertificateprograminHealthCareManagement,andisemployedinacapacityutilizingthecourse(s)shallbepaidanadditionaltwenty-fivedollars($25.00)permonth.

53.03 Registered Psychiatric NurseA regular employee who acquires and maintains registration

underboththeNurses(Registered)ActandtheNurses(RegisteredPsychiatric)Actshallbepaidanadditionalfiftydollars($50.00)permonthforclinicalpreparation.

53.04 University PreparationAregularemployeewhohaspassedanaccreditedone(1)year

universitycourseinnursingshallreceiveanadditionaltwenty-fivedollars($25.00)permonth.

ForthepurposeofthisArticle,aDiplomainPublicHealthshallqualify for the qualification differential only if the employee is em-ployedinthespecialserviceforwhichtheyarequalified.

EmployeesonstaffasofJanuary1,1974,whoarereceivingadifferentialunderthisArticleshallcontinuetoreceivesuchdifferentialuntilsuchtimeastheiremploymentterminates.Employeesmoving

fromoneEmployertoanotherundertheportabilityprovisionsofthisAgreementshallportthissalarydifferential.(ReferenceArticle51.02–PortableBenefits)

53.05 Baccalaureate Degree(A) In Nursing AregularemployeewhohasreceivedaBaccalaureateDe-

greeinnursingshallreceiveanadditionalonehundreddol-lars($100.00)permonth.

(B) Other ThisallowancewillalsobepaidtonurseswhohaveaBac-

calaureateDegreeinPsychologyoraBaccalaureateDegreeinHealthSciences–AdvancedPsychiatricNursingwherethisqualificationisutilizedinthecourseofthenurse’sper-formanceoftheirnormaljobduties.

Effective the first pay period afterApril 1, 2016, new em-ployees (RN/RPN/LPN)shall notbeeligible to receive theQualificationDifferentialpaymentssetout inArticles53.04(UniversityPreparation)and53.05(BaccalaureateDegree).

53.06 Master’s Degree(A) In NursingA regular employee who has received a Master’s Degree in

nursing shall receiveanadditional onehundred twenty-fivedollars($125.00)permonth.

(B) Other(i) This allowancewill alsobepaid tonurseswhohavea

Master’sDegreeinPsychologywherethisqualificationisutilizedinthecourseofthenurse’sperformanceoftheirnormaljobduties.

(ii)A regular employee who has received a Master’s De-greeinacourseofstudyapprovedbytheEmployerandwhere this qualification is utilized in the course of the

performanceof theemployee’sduties,andwheresuchqualification does not formpart of the job requirement,the employee shall receive an additional one hundredtwenty-fivedollars($125.00)permonth.

53.07 Multiple Payments ProhibitedAnemployeemaynotqualifyformorethanone(1)paymentun-

dercategoriesinArticles53.02,53.04,53.05and53.06.

53.08 ApprovalofQualificationsTheemployeemustprovideproofofqualificationslistedin53.04,

53.05and53.06.ThequalificationsmustbefromanaccreditedCa-nadianpost-secondaryinstitutionorequivalent.

ARTICLE 54 - ISOLATION ALLOWANCEEmployeesshallbepaidalumpsumisolationallowanceofsev-

enty-fourdollars($74.00)permonthprovidedthat:

(i) theyareemployedbyemployerswhoaresituatedinthelocationslistedbelow;and

(ii)theyworkinthelocationslistedbelow.

AlertBay

AlexisCreek

Anaham

Bamfield

BellaBella(Waglisla)

BellaCoola

BlueRiver

BurnsLake

Chetwynd

DawsonCreek

FortNelson

FortSt.James

FortSt.John

GoldRiver

Hazelton

Houston

HudsonHope

Kitimat

Kyuquot

Lillooet

PortAlice

PortHardy

PortMcNeill

PouceCoupe

PrinceRupert

QueenCharlotteCity

Smithers

Sparwood

Stewart

Tahsis

TatlaLake

DeaseLake

Edgewood

ElkValley

Elkford

Fernie

ARTICLE 55 - SEVERANCE ALLOWANCE55.01 Eligibility for Severance Allowance

A regular employee leaving the employ of the Employer shallbeentitledtoreceiveseveranceallowanceascalculatedinArticles55.02and55.03providingthattheemployeefallsintooneofthefol-lowingcategories:

(A) Employeeswithten(10)years’service,whovoluntarilyleavetheEmployer’sworkforceaftertheir55thbirthday.

(B) Employeeswithten(10)yearsofservicewhoseservicesarenolongerrequiredbytheEmployer(closureofEmployer’soperations, job redundancy, etc.), except employees dis-missedforcause.

(C) (1)EmployeesenrolledundertheprovisionsofthePension(Municipal)ActorPension(PublicService)Act,asappli-cable,whoarerequiredtoretirefromtheEmployer’sworkforce because of amedical disability as defined undertheprovisionsofthePension(Municipal)ActorPension(PublicService)Act,asapplicable.

(2)EmployeeswhoarenotenrolledunderthePension(Munici-pal)ActorPension(PublicService)ActwhoarerequiredtoretirefromtheEmployer’sworkforcebecauseofamedicaldisabilityofalikenaturetothosedefinedundertheprovi-sionsofthePension(Municipal)Act;suchmedicaldisabil-ity to be determined by a board ofmedical practitionersestablishedinalikemannertothatprovidedforundertheprovisionsofthePension(Municipal)Act.

(D) Employeeswithten(10)yearsofservicewhodieinservice.

MacKenzie

Masset

McBride

Nakusp

NewDenver

Terrace

Tofino

TumblerRidge

Valemount

Vanderhoof

(E) Eligibility for severance allowance is not dependent uponparticipationin,orcontributionto,theMunicipalSuperannu-ationPlan.

55.02 Severance Allowance EntitlementAneligibleemployee,asdefinedinArticle55.01,shallbepaida

severanceallowanceofone(1)week’spayforeverytwo(2)yearsofservicetoamaximumoftwenty(20)weeks’pay.

Aneligibleemployeewhodies inserviceshallhavethesever-anceallowancepaidtotheirestate.

55.03 Calculation of Severance Allowance(A) Proportionatepaymentshallbemadetoeligibleemployeesfor

periodsofserviceoflessthantwo(2)years.Theproportion-atepaymentshallbecalculatedonthefollowingbasis:

Hourspaid*(excludingovertime)inthetwoyearperiodx1week’spay

1950 x 2

**Inthecalculationofseveranceallowance,hoursworkeduptothefirstpayperiodpriortoSeptember30,1993willbebasedon1957.5.HoursworkedbetweenthefirstpayperiodpriortoSeptember30,1993andthefirstpayperiodpriortoApril1,2013willbebasedon1879.2hours.

(B) Yearsofserviceforseveranceallowancepurposesforpart-timeemployeesshallbecalculatedonthefollowingbasis:

Totalhourspaid*(excludingovertime)1950

*Includesleavewithoutpayuptotwenty(20)workdays.

(C) Periodsofservicecannotbeusedmorethanonceforcalcu-latingseveranceallowance.

55.04 Portability of Service for Severance Allowance PurposesAregularemployeewhovoluntarilyresignsandislaterrehiredbyanEmployercoveredbythisCollectiveAgreementwithinone(1)year,shallhaveportabilityoflengthofserviceforthepurposesofthesev-eranceallowanceprovision.

55.05 ServiceServiceforthepurposeofthisArticlemeansservicewiththeEm-

ployerplusanyserviceportedunderArticle55.04.

ARTICLE 56 - PAYMENT OF WAGES56.01 Wages

WagesshallbepaideachemployeeinaccordancewithArticle61–WageScheduleClassifications,andArticle62–WageSchedules.

56.02 RetroactivePayandBenefitsAllratesofpayandbenefitsofthisAgreementshallbeapplied

retroactivelytotheirrespectivedatesasprovidedinthisAgreement.FormeremployeesoftheEmployerwhoareentitledtopayandben-efitsdescribedaboveshallreceivethem,providingtheyleaveafor-wardingaddressforthispurpose.

56.03 Pay DaysEmployeesworkingthefollowingshiftsshallbepaidbycheque

ordirectdepositnolaterthan:(A) dayshift–onthepayday;(B) afternoonshift–onthedayimmediatelypriortothepayday;(C) nightshift–comingofftheshiftthemorningofthepayday.

56.03 Pay DaysEmployeesworkingthefollowingshiftsshallbepaidbycheque

ordirectdepositnolaterthan:(A) dayshift–onthepayday;(B) afternoonshift–onthedayimmediatelypriortothepayday;

(C)Whenapaydayfallsonanemployee’sscheduleddayoff, theEmployeragreestoissuetheemployee’spaycheckonthelastshiftworkedpriortothepayday,providedthechequeisavailable.

WhereanEmployerhasimplemented,orintendstoimplement,asystemofdirectpayrolldeposit,theEmployershallhavetherighttorequireallemployeestoparticipateinthepaydirectsystem.Theemployee shall choose the financial institution inCanada towhichtheywishtheirpaytobedepositedprovidedthat the institutionse-lectedbytheemployeewillacceptadirectdepositandunreasonableadministrativecostsarenotincurred.

Whereanemployeeidentifiesasignificanterrorintheirpay,theEmployermustprovideamanualcheckattheemployee’srequest.

56.04 Statement of WagesAnEmployershall,oneverypayday,providetoeachemployee

astatementofwagesoftheirpayperiodstating:

(A) inthecaseofanhourlypaidemployee,thehoursworkedbythem;

(B) the employee’s wage rate and where the rate varies, thehoursworked at each rate, plus an accumulated figure ofhoursworked;

(C) the hours worked by the employee for which payment ofwagesismadeattheovertimewagerate,andtheovertimewagerate;

(D) anyqualificationdifferential,premium,isolationallowanceorotherpaymenttowhichtheemployeeisentitled;

(E) theamountofeachdeductionfromtheearningsoftheem-ployeeandthepurposeofeachdeduction;

(F) whereanemployee ispaidother thanbysalaryorby thehour,howthewageswerecalculatedfortheworkforwhichpaymentismade;

(G) theamountbeingreceivedbytheemployee;

(H) sickleavecreditsusedwithinthepayperiodandaccumulatedbalance;

(I) specialleavehoursusedwithinthepayperiod;

(J) vacationhourstakenwithinthepayperiod.

The statement shall bewritten exceptwhere anEmployer optsto provide the statement ofwages to employees through electronicmeansratherthanthroughapapercopy.Thisinformationissubjecttoprivacylegislation.

WhereEmployersprovidesuchstatementselectronically,theywillprovideinformationtoemployeesonhowtoaccesstheirinformation.

Employeeswhoareawayfromtheworksitefortwo(2)ormoreconsecutivepayperiodsmayrequestinwriting,andwillreceiveapaperstatementofwagesmailedtotheirhome.

ARTICLE 57 - GENERAL CONDITIONS57.01 Transport Duty

Whenanemployee is required to transport apatient, theEm-ployershallcanvassqualifiedemployeesinthedepartmentforavol-unteer.Intheeventthatnoemployeevolunteers,theEmployermaythenassignanemployeetoperformtheduty.

(A) Transportservicesperformedbytheemployeeshallbecon-sideredaswork performedwhile still in theemployof theEmployer.

(B) AlltermsandconditionsofthisAgreementshallcontinueinforceandeffectwhiletheemployeeisontransportduty.Not-withstandingtheforegoing:

(1) Anemployeeshallreceivetheirregularpayandwhereapplicable,overtimeandotherpremiumswhilethepa-tientisintheircare.

(2) Anemployeeshallbepaidtheirstraighttimerateofpayforallotherhoursprovidedthattheemployeereturnstotheplacetheynormallyworkbythenextavailable,suitabletransport.

(C) Allaccommodations,mealsand relatedexpensesshallbepaidbytheEmployer.

(D) Fundsmaybegiventotheemployeeifrequestedtocoversuchexpensespriortotheirleavingfortransportduty.

(E) No employee shall be required to travel in a vehiclewhichdoesnotmeettheTransportCanadaSafetyrequirements.

(F) Employeesshall notbe required to transportpatients/resi-dents/clientsintheirpersonalvehicles.

(G) Thepartiesagreetojointlydevelopguidelinesregardingthesafetransportofpatients/residents/clients.Theabovewillin-cludeguidelinesrelatedtoriskandpatientandnursesafety.

57.02 Use of Personal Vehicle on Employer’s Business(A) Wheretheuseofanemployee’svehicleforEmployerbusi-

nessisnotnormallyrequiredaspartoftheirduties,theuseof theemployee’s vehicle forEmployerbusiness is strictlyvoluntary.

Shoulduseofsuchvehicleberequiredintheperformanceoftheirduties,exceptingcall-inorcall-back,theEmployershallbeartheresponsibilityofallextrainsurancepremiumswhichmayarisefromsuchusage.

Duringsuchusage,all thetermsandconditionsofthisagree-mentshallapplyincludingthecall-backtravelallowanceofArticle29.06.

(B) In Northern and isolated areas where employees are re-quired to travelon theEmployer’sbusiness, theEmployershallprovideandmaintainsafetyandsurvivalequipmentasagreedbythelocalOccupationalHealthandSafetyCommit-tee.

(C) Employeeswhoarerequiredtousetheirownvehiclesintheordinarycourseofperformingtheirworkdutiesshallreceiveamileageallowanceforallbusinessrelatedmileageattheautomobile allowance rates set by the Canada RevenueAgency.

(D) Businessrelatedmileageasper(C)aboveshallnotincludethenormaldistanceanemployeedrivesbetweentheirhomeandtheirregularworksite,butshallincludeallothermileage

included for business purposes. For clarity, if an employeeproceedsdirectlytoabusinesslocationotherthantheirreg-ularworksite, theymayclaimasbusiness relatedmileageallkilometrestravelledfromthatlocation.Ifthebusinesslo-cationisfurtherthantheirregularworksite,theywillclaimallkilometrestravelledwhichexceedthedistancebetweentheirhomeandtheirregularworksite.

57.03 Personal Property Damage(A) UponsubmissionofreasonableprooftheEmployershallre-

pairorindemnifywithrespecttodamagetothechattelsofanemployeewhileondutycausedbytheactionsofapatient,residentorclientprovidedsuchpersonalpropertyisanarti-cleofuseorwearofatypesuitableforusewhileonduty.

(B) Where an employee’s vehicle is damaged by a person inthecareorcustodyoftheEmployer,orbyanyotherperson/eventwheretheemployeeisusingtheirvehiclewhilework-ing, theEmployer shall reimburse the lesser of the actualvehicledamagerepaircosts,or thecostofanydeductibleportionofinsurancecoverageonthatvehicleuptoamaxi-mumof$500.00.

No reimbursementshallbepaid in thosecaseswhere thedamagewassustainedasaresultoftheemployee’sactions.

57.04 LaundryUniformsprovidedby theEmployer toemployeeswillbe laun-deredbytheEmployer.

57.05 Registration(A) Topracticeasanurse,anemployeemustbeauthorizedto

dosoundertheprovisionsoftheHealth Professions Actandthe respectiveRegulations. Such authorizationmust be ineffectonorbytheapplicableannualregistrationdateoftherespectiveprovincialregulatorybody.

(B) AttheEmployer’srequest,anurseisrequiredtoconfirmtheirauthorization to practice by presentation of their registrationcard,license,permitorotherproofacceptabletotheEmployer.

57.06 Business AllowanceAllregularemployeesincommunity-basedserviceswillreceive

fiftydollars($50.00)permonthasbusinessallowance.

ARTICLE 58 - AMENDMENTSIf either the Association or the Employer wishes to propose

amendments to thisAgreement, the party proposing such amend-mentsshallnotifytheotherpartyinwritingofthisintentwithinthelastfour(4)monthspriortotheexpirydateoftheAgreement.

ARTICLE 59 - PROFESSIONAL RESPONSIBILITY CLAUSENote: This language is not operational for the term of the

Agreement. See Appendix KK Memorandum of Agreement re Professional Responsibility Process

Intheinterestofsafepatient/client/residentcareandtoreflectastrengthenedprofessionalpracticecommitment,thepartiesagreetoarefreshedapproachrelatedtoqualitynursingpractice.ThisapproachwillbebuiltontrustandcommongoalsandwillenablenursesandtheEmployertoengageinmeaningfulconversationaroundopportunitiesforimprovement.

Inordertofacilitatethiscollaborativerelationship,theUnionandtheEmployeragreetodeliverProfessionalResponsibilityForm(“PRF”)educationtoparticipantsasdeterminedbytheparties.Thiseducationwillbebasedonamutuallyagreedcurriculumandco-facilitatedbytheEmployerandtheUnion.

Thefollowingproblemsolvingprocesswilladdressnursingprac-ticeconditionsandthesafetyofpatient/resident/clientsandnurses.

Thepartiesagree that ifaPRF issubmitted that focusesonastaffingissue,itwillbereferredtotheNurseStaffingSecretariat.

CommunicationbetweentheEmployerandthenurse(s)withre-specttothestatusoftheirissuewilloccurregardlessoftheprocessfollowed.

Intheinterestofachievingcollaborativesolutionsinatimelyandorderlyfashion,thepartieswillmakeeveryefforttoconsolidaterelat-edPRFs.

59.01 Withinseventy-two(72)hoursof identifyingaconcern, thenurse(s)willdiscussthematterwiththeirexcludedmanager,orex-cludeddesignate,with theobjectiveof resolving the concern.Thisdiscussionmustincludespecificdetailsasitpertainstopractice.Thepreferredmethodforthisdiscussionisfacetoface,butmayalsotakeplaceviaothermeans(e.g.emailortelephone)whennecessary.Thenurse(s) may be accompanied/supported by an experienced PRFrepresentativeorasteward.Whentheconcernisnotimmediatelyre-solved,theexcludedmanagerorexcludeddesignatewillprovidethenurse(s)withawrittenresponseofactionstobetakenwithinseven(7)daysofthediscussion.

59.02 Ifthematterisnotresolvedtothenurse(s)’satisfactionwith-in seven (7) calendar days of receipt of the written response, thenurse(s)maysubmitthePRFtotheProfessionalResponsibilityCom-mittee(“PRC”).Thenurse(s)retainstheoriginalandforwardscopiestotheirexcludedmanagerorexcludeddesignateandtheUnionstew-ard,whowillensurethatthestandingmembersofthePRCreceivecopies.

59.03 APRCshallbeestablishedwitheachEmployerasdefinedinArticle1.02.ThepartieswilloperateinaccordancewiththemutuallyagreedtoTermsofReferenceandGuidingPrinciples.

CompositionofthePRC:

(A) StandingMembers:(1) onememberappointedbytheNBA(2) onememberappointedbytheEmployer

(B) AdHocMembers:(1) thenurse(s)withtheconcern(2) aPRFrepresentativeoraUnionsteward(3) theimmediatesupervisor(4) theexcludedmanagerorexcludeddesignateoftheunit

59.04 TheStandingMembersofthePRCshallrequestandbegiv-enaccesstodocumentsanddatanecessarytoassistinsatisfactoryresolutionofthenurse(s)’concerns.

59.05 AmeetingofthePRCshallbeheldwithinfourteen(14)cal-endardaysofreceiptofthePRF.ThePRCwillhavethirty(30)daysfollowingthemeetingtoattempttoresolvetheidentifiedconcern(s)andtosubmitafinalwrittenreporttothenurse(s)andtheUnioniden-tifyingtheactionstobetakenandthetimelineforimplementation.IntheeventthatnotallAdHocMemberscanattendthemeeting,theStandingMemberswill determine if themeeting can proceedwithonlytheavailablemembers,makingallreasonableeffortstoensureatleastonePRFauthorispresent.

Alleffortswillbemadetoschedulemember(s)’attendanceatthePRC/SeniorReviewCommittee(“SRC”)onascheduledshifttoen-surethatamemberdoesnotlosepaytoattendandintheeventthatthiscannotbedone,thememberwillbecompensatedatstraighttime.

WheremultipleemployeesareapartytothePRF(s),theStand-ingMembersof thePRC/SRCwill limit thenumberofattendeestoa reasonable level.Theauthorswilldeterminewhowillattendandspeakontheirbehalf.

ActionitemsthatarejointlyagreedtobythePRCshallbecom-municated inwriting to thePRFauthor(s), theirexcludedmanagerorexcludeddesignateandanyotherpersonswhoseinvolvementisrequiredtoimplementtheactionitems.ThePRCwillalsoidentifyatimeframeforreviewingtheactionitems,whichmayvarydependingontheirnature.

59.06 Applicable to Health Authorities, Providence Health Care Society and Bishop of Victoria (St. Joseph’s General Hospital)(a) ASeniorReviewCommittee (“SRC”) shall be establishedat

eachHealthAuthority/ProvidenceHealthCareconsistingoftheHealthAuthority’s/ProvidenceHealthCare’sChiefOperatingOfficer(orfunctionalequivalent)ortheChiefNursingOfficer(orfunctionalequivalent),andoneseniorrepresentativeap-pointedbytheUnion.

(b) Iftheconcern(s)isnotresolvedatthePRClevelortheiden-tifiedactionsarenottaken,theUnionmayreferthemattertotheSRCwithinseven(7)calendardaysofreceiptofthePRCfinalwrittenreportorofthefailuretoimplementthereport.AllreferralstotheSRCwillbecompaniedbycorrespondencethatexplainstheUnion’srationaleforreferral.

(c) TheSRCwillreviewthematter,includinghavingaccesstodata and documents as necessary, and will issue recom-mendationsinawrittenreporttotheUnionandtherespec-tiveHealthAuthority/ProvidenceHealthCare/BishopofVic-tory(St.Joseph’sGeneralHospital)ChiefExecutiveOfficerswithinsixty(60)daysofreferral.

(d) Prior to any referral to the Provincial Nursing Secretariat(“PNS”), either party shall notify the CEO of their intent tomakeareferral.Withinfourteen(14)daysofreceivingtheno-tification,theCEOwillacknowledgereceiptandcommunicateanyresolvetotheparties.Wherethematterisresolvedatthislevel,itshallnotbereferredtothePNS.

(e) Recommendations thatareunanimouswillbebindingandwillbe implementedbytheparties.TheSRCwillspecifyatimeframeforreviewingbindingrecommendationstoensurethat theyare implementedas intended. If it isdeterminedduring this review that progress is not beingmade, eitherpartymayreferthebindingrecommendationstothePNS.

(f) WheretheSRCisunabletomakeunanimousrecommenda-tions,awrittenreportoutliningtheSRC’sfindingswillbeissuedtotheUnionandtheHealthAuthority/ProvidenceHealthCare.Atthatpoint,eitherpartymayreferthemattertothePNS.

59.07 ApplicabletoAffiliateEmployersotherthanProvidenceHealth Care Society and Bishop of Victoria (St. Joseph’s General Hospital)(a) Iftheconcern(s)isnotresolvedtotheUnion’ssatisfaction,it

mayreferthemattertotheBoardofDirectors(orfunctionalequivalent)withinseven(7)calendardaysofreceiptofthePRCfinalwrittenreport.TheUnionmaymakeawrittensub-missionand/oraverbalpresentation.Allpartiesshallreceivecopiesofanysubmissionordocumentationthatmaybepro-videdtotheBoard.

(b) TheBoardofDirectors(orfunctionalequivalent)willreviewthesubmissionand/orheartheverbalpresentationattheirnext regularlyscheduledboardmeetingandshall respondinwriting to theUnionwithin fourteen (14) calendar days.CopiesoftheresponseshallbeforwardedtotheUnion,the

AdministratorandthePRCmembers.

(c) WheretheBoardofDirectors(orfunctionalequivalent)hasnotresolvedtheissuetotheUnion’ssatisfaction,eitherpartymayreferthemattertothecontractholder.Withinfourteen(14) days of receiving the referral, the contract holderwillacknowledge receipt and communicate any resolve to theparties.Wherethematterisnotresolvedatthislevel,eitherpartymayreferthemattertothePNS.

ARTICLE 60 - DIRECT PATIENT CARE STAFFINGTheparties to theAgreementshareadesire toprovidequality

patientcareforthepeopleofBritishColumbia.

ThepartiesrecognizenursingasafundamentalelementoftheBC health care system. Patient care is complex and patient careneedsrequireregularassessment.

Forthepurposeofthisarticlepatientcareneedsincludespatient/resident/clientcareneeds.

ThisarticleonlyappliestoHealthAuthoritiesandPHC.

(A) Definitions: “Baseline”– thenumberof regularstatusnurses identified

byjobcodeontheunit,departmentorprogrammasterworkschedule requiredpershift tomeetplanned,directpatientcareneeds.

“Workload”–additionaldirectpatientcareneeds,whichex-ceedbaselineasdefinedabove(e.g.utilizationofunfundedbeds).Theneed forworkload isdetermined throughapa-tientcareneedsassessmentprocess.

“RegularRelief”–Regularstatuspositionscreatedanduti-lizedforworkonadesignatedunit,department,orprogram,oraseriesofunits,departments,orprogramsatdesignatedworksite(s)asperArticle17.05.

“PatientCareNeeds”–includes,butisnotlimitedto,anas-sessmentofnumberofpatients,patientacuity/complexity/de-pendency,andanticipatedrateofpatientturn-over.

(B) ImmediateStaffingNeed(ShortTermReplacement) Staffingrequirementsaredeterminedbypatientcareneeds

and staff scope and skillmix.Appropriate staffing require-mentsaresupportedthroughatimely,documentedassess-mentofpatientcareneeds.Patientcareneedswillbedeter-minedjointlybythemanagerandnurseinchargeoftheunit,department,orprograminconjunctionwiththepatientcarestaffingassessmentprocess.

(1) Application Wheretherearevacanciesduetoshort-termabsences,

theEmployerwillmakeallreasonableeffortstoreplacethosevacancies,exceptwherethein-chargenurseandthemanageragreethatpatientcareneedscanbemetwiththeschedulednurses.

Thepartiesagreethatininstanceswherepatientcareneedsexceedthebaselinecapacityofaunit,depart-ment,orprogram,theEmployerwillmakeallreason-ableeffortstocallinadditionalnursesasnecessarytomeetpatientcareneeds.

Allreasonableeffortsinclude:

(i)Regularrelief(ii)Re-assignstaff,whereappropriate(iii)Casualstaff(iv)Regularpart-timestaff(v)Staffonovertime

Wherereassignmentisdeemedappropriatewithintheshift,theEmployershallcanvasqualifiedemployeesforavolunteer.Intheeventthatnoemployeevolunteers,theEmployermayselectanemployeeforreassignment.

Where theEmployer reassignsanemployee, itwill bedoneinafairandequitablemanner.Employeesinrelieflineswillnotbereassignedanymoreoftenthanemploy-eeswhoarepartofbaseline.

Employeesassigned toaunitwill receiveandcompleteaunit/sitespecificintroductioncheck-list.

Ifadditionalstaffarenecessaryduetoemergentcir-cumstances,whetherwithinaparticularshiftorforthenextshift,andnomanagementpersonnelareonthepremisesorotherwiseimmediatelyaccessibletotheemployeeinpersonorbytelephone,thenursewhohasbeendesignated in-chargehas theauthority tocall-inadditionalstaffpursuanttoanypoliciesinplacerespecting such call-ins for specificwork units. Forsuch call-ins, call in by seniority pursuant toArticle11.04shallnotapply.

Where the Employer has received forty-eight (48)hours’orlessnoticeofavacancycreatingreliefworkasperArticle11.04(A),thefirstshiftofthevacancyandanyremainingshiftsinthatblockmaybefilledastheEmployerdeemsmostefficient.

(2) PatientCareStaffingAssessmentProcessWorkforce adjustments are necessary to addressimmediate(short-term)staffingrequirements.Staff-ing requirements are determined by patient careneedsandstaffscopeandskillmix.

TheNBAandHealthAuthorities/PHC, through theSNSC,willdevelopacollaborativeprocessforlocallevelmanagersandin-chargenursestodeterminestaffing requirements that address short term pa-tientcareneeds.

Thelocalprocesseswill:

(i)Providepointofcare,real-timedecisionmakingthatutilizesnurses’professionaljudgement;

(ii)Beresponsive,clear,concise,objective;and

(iii)Ensuretheoutcomeisdocumented.

(C) FutureandPredictableStaffingNeed (Long Term Replacement)

TheEmployer reviewspredictable reliefneedsandmakesallreasonableeffortstoreplacestaffonleaveexceptwhereservicelevelsarereduced.TheEmployerwilldeterminetheneedforregularreliefand/oradvancedhirepositions.OtheroptionsforfutureandpredictablestaffingneedsmayincludetemporarypostingsortemporaryappointmentspursuanttoArticle11.04andArticle17.

Suchleavesinclude,butarenotlimited,to:

(1)Vacation(2)Sickleave(3)Unionleave(4)Maternity/Parentalleave(5)Long-termdisability

ARTICLE 61 - EFFECTIVE AND TERMINATING DATES(A) ThisAgreement shall be effe fromApril 1, 2019 and shall

remaininforceandbebindingupontheparuntilMarch31,2022and thereafteruntilanewAgreementhasbeencon-summated.

EmployersnewlycertifiedduringthetermofthisAgreementandwhoareaddedtotheAppendixoftheConsolidatedcer-tificationwiththeUnionshallnegotiatetheapplicationofthetermsofthisAgreementwitheffectivedatesasagreeduponbetweentheparties.

(B) TheoperationofSubsection2ofSection50oftheLabourRelationsCodeofBritishColumbia(oranysucceedingActs)isspecificallyexcludedfromthisAgreement.

(C) All termsof thisAgreement shall come intoeffectat0001hoursonthedatesstipulatedwithintheAgreement.

ARTICLE 62 - WAGE SCHEDULE CLASSIFICATIONSNursingjobshavebeencategorizedintofourjobgroupsandsix

classificationlevels.Thejobgroupsare:

• CommunityHealthActivities(CH)

• DirectPatient/Client/ResidentCareActivities(DC)

• EducationalActivities(ED)

• ProgramandServiceActivities(PS)

TheclassificationlevelsareLPN(Levels1*and2)andRN/RPN(Levels3**,4,5,6).

Classification JobProfileCH DC ED PS

Level 1 (LPN)* LPN1 LPN1

Level 2 (LPN) LPN 2 LPN2 LPN2

Level 3 (RN/RPN)** CH1 DC1 PS1

Level 4 (RN/RPN) CH2A/CH2B DC2A/DC2B ED2 PS2Level 5 (RN/RPN) CH3 DC3 ED3 PS3Level 6 (RN/RPN) CH4A/CH4B DC4 ED4

IntheeventthatanemployeemovesfromaLicensedPracticalNursePositiontoaRegisteredNurseor RegisteredPsychiatricNursePo-sition,theyshallbeplacedattheloweststepinthenewincrement structurethatshallgivethemamonthlywageincrease.MovingfromaLicensedPracticalNursePositionto aRegisteredNurseorReg-isteredPsychiatricNursePosition shall not be considered to be apromotion andshallnottriggertherequirementsofArticle18.06.

*ToincludeLPNOrthopaedicTechnologists(previouslyFBASA25)

**ToincludeLicensedGraduateNurses,whicharedefinedbytheCol-legeofRegisteredNursesofBritish Columbiaas“nursesgrantedLGNregistrationinB.C.priortoOct.1,1990.AnLGNregistrantmay per-formorprovideservicesasiftheyarearegisterednurseregistrant.”

EffectiveApril 1, 2016, LPNs that receive the operating room(previouslyFBASA29)wageratewillbegrandparented.Onago-for-ward basis, a qualification differential will be equally applied to allnursesinaccordancewithArticle53.01.

The merging of the pre-existing RN/RPN and LPN classification systems in the above classification system shall not result in any oth-er changes to the classification or wage rate of RNs, RPNs or LPNs.

ARTICLE 63 - WAGE SCHEDULESA.1 - General Wage Increases

WageratesforallemployeescoveredbytheHEABC-NBAPro-vincialCollectiveAgreementwhoareontheLevel3,Level4,Level5orLevel6wagesscaleswillincreasestartingthefirstpayperiodafterthefollowingdatesandattheindicatedrates:

•April1,2019 2.0%•April1,2020 2.0%•April1,2021 2.0%

A.2-LPN-SpecificCompensation1. Effective thefirstpayperiodafterApril1,2019, thehourly

wagegridforallLPNs,willbeadjustedtothefollowing:

EffectiveFirstPayPeriodafterApril1,2019

First Year

SecondYear

ThirdYear

FourthYear

FifthYear

Sixth Year

SeventhYear

Level 1

4,529 4,661 4,802 4,867 4,932 4,997 5,062

27.87 28.68 29.55 29.95 30.35 30.75 31.15

Level 2

4,719 4,857 5,004 5,072 5,139 5,207 5,275

29.04 29.89 30.79 31.21 31.62 32.04 32.46

andtheLPNshallbemovedontothenextgridbasedonyearsofservice.AnLPNwithsix(6)ormoreyearsofserviceshallbeplacedonthegridasthoughtheyhadsix(6)yearsofservice(i.e.SeventhYear),andtheLPNwillnotprogresstothenextincrementstepuntil

April1stofthefollowingcalendaryear.

First Year

SecondYear

ThirdYear

FourthYear

FifthYear

SixthYear

SeventhYear

EighthYear

Level 1

4,574 4,708 4,850 4,921 4,992 5,063 5,133 5,204

28.15 28.97 29.85 30.28 30.72 31.16 31.59 32.02

Level 2

4,766 4,906 5,054 5,128 5,202 5,276 5,349 5,423

29.33 30.19 31.10 31.56 32.01 32.47 32.92 33.37

First Year

SecondYear

ThirdYear

FourthYear

FifthYear

SixthYear

SeventhYear

EighthYear

Ninth Year

Level1

4,620 4,755 4,899 4,976 5,053 5,130 5,206 5,283 5,360

28.43 29.26 30.15 30.62 31.10 31.57 32.04 32.51 32.98

Level2

4,814 4,955 5,105 5,185 5,265 5,345 5,425 5,505 5,585

29.62 30.49 31.42 31.91 32.40 32.89 33.38 33.88 34.37

2. EffectivethefirstpayperiodafterApril1,2019,eachLPNwhoispaidattheFirstYearorSecondYearwagegridswillreceivearetentionpaymentof$0.25foreachstraight-timehourpaid(toamaximumof1950hours).OnceanLPNprogressestotheThirdYearwagegrid,theretentionpaymentceases.

A.3 - Forensic PremiumEffectivethefirstpayperiodafterApril1,2019,Forensicemployeeswillbeplacedontheappropriategeneralsalaryscaleandshallbepaidanadditionalhourlypremiumequalto:

1. ForensicNurseA(Maximum,Multi-levelSecurity):4%ofthehourlyratespecifiedforaNurseLevel3,EighthYear;and

2. ForensicNurseB(Minimum,MediumSecurity,andForensicCommunityLiaisonNurses(FCLNs)):2%ofthehourlyratespecifiedforaNurseLevel3,FourthYear.

A.4 – General Wage Scales

First Year

Sec-ondYear

Third Year

Fourth Year

Fifth Year

Sixth Year

SeventhYear

Eighth Year

Ninth Year

Level1

4,529 4,661 4,802 4,867 4,932 4,997 5,062

27.87 28.68 29.55 29.95 30.35 30.75 31.15

Level2(LPN)

4,719 4,857 5,004 5,072 5,139 5,207 5,275

29.04 29.89 30.79 31.21 31.62 32.04 32.46

Level3(RN/RPN)*

5,660 5,877 6,096 6,312 6,531 6,749 6,967 7,174 7,431

34.83 36.17 37.51 38.84 40.19 41.53 42.87 44.15 45.73

Level4

(RN/RPN)

6,730 6,851 7,001 7,179 7,395 7,570 7,788 7,999 8,250

41.42 42.16 43.08 44.18 45.51 46.58 47.93 49.22 50.77

Level5

(RN/RPN)

7,169 7,220 7,358 7,549 7,776 7,960 8,177 8,384 8,641

44.12 44.43 45.28 46.46 47.85 48.98 50.32 51.59 53.18

Level6

(RN/RPN)

7,462 7,523 7,661 7,853 8,089 8,281 8,506 8,711 8,962

45.92 46.30 47.14 48.33 49.78 50.96 52.34 53.61 55.15

First Year

SecondYear

Third Year

Fourth Year

Fifth Year

Sixth Year

Seventh Year

Eighth Year

Ninth Year

Level1

4,574 4,708 4,850 4,921 4,992 5,063 5,133 5,204

28.15 28.97 29.85 30.28 30.72 31.16 31.59 32.02

Level2

4,766 4,906 5,054 5,128 5,202 5,276 5,349 5,423

29.33 30.19 31.10 31.56 32.01 32.47 32.92 33.37

Level3(RN/RPN)*

5,773 5,995 6,218 6,438 6,662 6,884 7,106 7,317 7,580

35.53 36.89 38.26 39.62 41.00 42.36 43.73 45.03 46.65

Level4

(RN/RPN)

6,865 6,988 7,141 7,323 7,543 7,721 7,944 8,159 8,415

42.25 43.00 43.94 45.06 46.42 47.51 48.89 50.21 51.78

First Year

SecondYear

Third Year

Fourth Year

Fifth Year

Sixth Year

Seventh Year

Eighth Year

Ninth Year

Level5

(RN/RPN)

7,312 7,364 7,505 7,700 7,932 8,119 8,341 8,552 8,814

45.00 45.32 46.18 47.38 48.81 49.96 51.33 52.63 54.24

Level6

(RN/RPN)

7,611 7,673 7,814 8,010 8,251 8,447 8,676 8,885 9,141

46.84 47.22 48.09 49.29 50.78 51.98 53.39 54.68 56.25

First Year

SecondYear

ThirdYear

FourthYear

FifthYear

SixthYear

SeventhYear

Eighth Year

Ninth Year

Level1

4,620 4,755 4,899 4,976 5,053 5,130 5,206 5,283 5,360

28.43 29.26 30.15 30.62 31.10 31.57 32.04 32.51 32.98

Level2

4,814 4,955 5,105 5,185 5,265 5,345 5,425 5,505 5,585

29.62 30.49 31.42 31.91 32.40 32.89 33.38 33.88 34.37

Level3

(RN/RPN)*

5,888 6,115 6,342 6,567 6,795 7,022 7,248 7,463 7,732

36.23 37.63 39.03 40.41 41.82 43.21 44.60 45.93 47.58

Level4

(RN/RPN)

7,002 7,128 7,284 7,469 7,694 7,875 8,103 8,322 8,583

43.09 43.86 44.82 45.96 47.35 48.46 49.86 51.21 52.82

First Year

SecondYear

ThirdYear

FourthYear

FifthYear

SixthYear

SeventhYear

Eighth Year

Ninth Year

Level5

(RN/RPN)

7,458 7,511 7,655 7,854 8,091 8,281 8,508 8,723 8,990

45.90 46.22 47.11 48.33 49.79 50.96 52.36 53.68 55.32

Level6

(RN/RPN)

7,763 7,826 7,970 8,170 8,416 8,616 8,850 9,063 9,324

47.77 48.16 49.05 50.28 51.79 53.02 54.46 55.77 57.38

*Includes Licensed Graduate nurses, which are defined by the College of Registered Nurses of British Columbia as “nurses granted LGN registration in B.C. prior to Oct. 1, 1990. An LGN registrant may perform or provide services as they are a registered nurse registrant.”

A.5 – Grand-parented employeesThefollowingscalesapplytoformercommunityLPNswhowere

workingforanemployerasacommunityLPNandpaidasperthefor-merlyapplicableCBAScheduleonMay20,2016(the“Grand-parentedLPNs”)

EffectiveFirstPayPeriodafterApril1,2019Step1 Step2 Step3 Step4

LicensedPracticalNurses(LPN) 28.36 29.10 29.92 30.79

LPNSupervisor 30.31 31.14 32.06

and for thosegrand-parentedLPNswho,atanypoint,prior tothe first pay period afterApril 1, 2021 have greater than or equaltosix(6)yearsofservice,theywillbemovedfromthisscaletotheappropriateLPNwagescaleandbeplacedaccordingtotheiryearsofservice.Forthosegrand-parentedLPNswhoremainonthescaleforGrand-parentedLPNsandwho,onorafter thefirstpayperiodfollowingApril1,2021havegreaterthanseven(7)yearsofservice,theywillbemovedtotheEighthYearstepontheappropriateLPNwagescale.

A.6 – Special Wage Rate Schedules for Pine Free Clinic Nurses

First Year

SecondYear

Third Year

Fourth Year

Fifth Year

Sixth Year

Seventh Year

Eighth Year

Ninth Year

Monthly Rate 5,993 6,229 6,464 6,695 6,934 7,160 7,383 7,585 7,841

Hourly Rate 36.88 38.33 39.78 41.20 42.67 44.06 45.43 46.68 48.25

First Year

SecondYear

Third Year

Fourth Year

Fifth Year

Sixth Year

Seventh Year

Eighth Year

Ninth Year

Monthly Rate 6,113 6,354 6,593 6,829 7,073 7,303 7,531 7,737 7,998

Hourly Rate 37.62 39.10 40.57 42.02 43.53 44.94 46.34 47.61 49.22

First Year

SecondYear

Third Year

Fourth Year

Fifth Year

Sixth Year

Seventh Year

Eighth Year

Ninth Year

Monthly Rate 6,235 6,481 6,725 6,966 7,214 7,449 7,682 7,892 8,158

Hourly Rate 38.37 39.88 41.38 42.87 44.39 45.84 47.27 48.57 50.20

SIGNATURES OF THE PARTIES

Signedonbehalfof

HEALTH EMPLOYERS ASSOCIATION OF BRITISH COLUMBIA

MichaelMcMillan,President&ChiefExecutiveOfficer

ErinCutler,Director,LegalServicesandStrategicLabourRelations

NURSES BARGAINING ASSOCIATION

ChristineSorensen,President,BCNU

UmarSheikh,ChiefExecutiveOfficer/ExecutiveDirector,BCNU,Chair,NBA

Datedthis dayof ,2019.

MEMORANDUM OF AGREEMENTBetween:

Nurses’ Bargaining AssociationAnd:

Health Employers Association of British Columbia on Behalf of the Worksites with Memoranda

RE: Extended Work Day/Compressed Work WeekPreamble

ThepurposeofthisMemorandumofAgreementistoreviseand/or clarify certain terms and conditions of the Provincial CollectiveAgreement,soastoprovidefortheintroductionorcontinuanceofanextendedworkday/compressedworkweek.

This Memorandum of Agreement applies to employees inworksiteswithExtendedHoursMemoranda.

Itisunderstoodandagreedthat:

(A) Withtheexceptionofthespecificrevisionssetforth inthisMemorandum,allothertermsandconditionsoftheProvin-cialCollectiveAgreementwillapply.

(B) Asageneralprincipleandunlessotherwiserevised inthisMemorandum, the Employer will not incur any additionalcostswhichwouldexceedthecostsrequiredtoprovideandmaintaintheregularworkday/workweekassetforthintheProvincialCollectiveAgreement.

(C) Asageneralprincipleandunlessotherwiserevised inthisMemorandum,theemployeeswillneithergainnorloseanybenefit(s)presentlycontainedwithintheProvincialCollectiveAgreement.

(D) For thepurposesof thisMemorandumandwhererevised,“days”havebeenconvertedintoworkinghours,sothatone(1)dayshallequalsevenpointfive(7.5)paidhours.Forex-ample,three(3)dayscompassionateleaveisconvertedto3X7.5=22.5workinghours.

(E) AnychangedeemednecessaryinthisMemorandummaybemadebymutualagreementbetweenthepartiesatanytimeduringthelifeofthisMemorandum.

Revisions to the Provincial Collective AgreementARTICLE 1.02 – DEFINITIONS

Shift means the normal consecutive working hoursscheduledforeachemployee(regularfull-time,reg-ularpart-timeorcasual)whichoccur inany twen-ty-four (24) hour period. In each twenty-four (24)hour period there will normally be two (2) shifts,namely,dayshiftandnightshift.

Day Shift meansashiftinwhichthemajorportionoccurs between0700hoursand1900hours.

Night Shift meansashiftinwhichthemajorportionoccurs between1900hoursand0700hours.

ARTICLE 11 – DEFINITION OF EMPLOYEE STATUS AND BENEFIT ENTITLEMENT

11.03RegularPart-TimeEmployeesand11.04CasualEmployees Itisunderstoodandagreedthatanyoftheabovementioned

employeeswhoagreetoworktheextendedworkday/com-pressedworkweekshallbeboundbythetermsandcondi-tionsofthisMemorandum.

Any regular part-time employee(s) or casual employee(s)workinginanareawheretheextendedworkday/compressedworkweekisineffect,andwhodonotagreetoworksame,shallbeboundbythetermsandconditionsoftheProvincialCollectiveAgreement.

ARTICLE 13.03 – SENIORITY – MAINTAINED AND ACCUMULATED

Seniority shall be maintained and accumulated under the followingconditions:

(E) absenceduetolay-offs,forthefirstonehundredfifty(150)hours;

(F) absenceduetoageneralunpaidleaveofabsence,forthefirstonehundredfifty(150)hours.

Fortimeperiodsinexcessofthoseexpressedabove,seniorityshallbemaintainedbutnotaccumulated.

ARTICLE 17 – VACANCY POSTINGS17.02 (A) Temporary AppointmentsTheEmployermaymakeatemporaryappointment,withoutpost-

ing,toavacantposition,providedsuchpositionisoneinwhichtheformer incumbent has terminated employment with the Employer.Thetemporaryappointmentshallnotexceedtwohundredtwenty-five(225)working hours, unless theUnion and theEmployermutuallyagreetoextendthistimelimit.

ARTICLE 19 – LAY-OFF AND RECALL19.02 Advance NoticeRegularemployeeswhoare laid-offby theEmployerandwho

havebeenregularlyemployedbytheEmployerfortheperiodsspeci-fiedbelow,shallreceivenoticeorpayinlieuasfollows:

(A) RegularFull-TimeEmployees

(1) Lessthanfive(5)years’service–twenty-eight(28)calendardays’noticeorregularpayforonehundredfifty(150)workinghours.

(2) Minimum of five (5) years’ but less than ten (10)years’service–forty(40)calendardays’noticeorregularpayfortwohundredtwentyfive(225)work-inghours.

(3) More than ten (10) years’ service – sixty (60) cal-endardays’noticeorregularpayforthreehundred(300)workinghours.

(B) RegularPart-TimeEmployees

Regularpart-timeemployeesrequirethesamenotice,

however,payinlieuofnoticeshallbecalculatedasfollows:

hourspaidpermonth*(excludingovertime)x(workinghours)**inlieuofnotice

*Includesleavewithoutpayuptotwenty(20)workdays.(ReferenceArticle37Leave–General.) **Entitlementasin(A)(1),(2)or(3).

19.03BenefitsContinue(A) Employeeswithone (1)ormoreyearsof servicewhoare

laid-offshallaccruebenefitsforonehundredfifty(150)work-inghours,andshallhave theirbenefitsmaintained for thebalanceofaone(1)yearperiodoftime.

(B) Employeeswithlessthanone(1)yearofservicebutmorethan three (3)monthsof servicewhoare laid-offshall notaccruebenefitsforonehundredfifty(150)workinghoursbutshallhavetheirbenefitsmaintainedforaone(1)yearperiodoftime.

(C) Probationary employees who are laid-off shall not accruebenefitsforonehundredfifty(150)workinghoursbutshallhavetheirbenefitsmaintainedforthree(3)months.

(D) For the first one hundred fifty (150) working hours of lay-off as expressed in (A) above, the Employer shall contin-ue topayall premiumsunder theMedicalPlan,ExtendedHealthCarePlan,DentalPlan, Long-TermDisabilityPlan,andGroup Life InsurancePlan. For the balance of a one(1)yearperiod,orthetimeperiodsexpressedin(B)and(C)above,employeeswho remain laid-offmaycontinue tobeinsuredundertheabovenamedplansuponpaymentoftheappropriatepremiumtotheirEmployeratsuchtimesasmayberequiredpursuanttothesaidplan(s).

ARTICLE 25 – WORK SCHEDULES25.05 Requirements of Work Schedule(A) TheEmployerandtheUnionagreetowaivethatportionof

Article25.05(E)reading:

Eachregularemployeeshallbescheduledoff-dutyanaverageofnotlessthanone(1)weekendineverythree(3)weekendsineachnine(9)weekperiod.

(B) NursingStaffWorkSchedulesmaytaketheformofeitheratwo-shiftorsingleshiftrotation.

(C) A regular employee shall not be scheduled to workmorethan four (4) consecutive shifts unless agreed to betweentheparties.

Forthepurposesofthisarticle,(A)and(C)refertoscheduleswithshiftsgreaterthaneight(8)hoursinlength.

ARTICLE 26 – HOURS OF WORK, MEAL PERIOD, REST PERIODS

It is understood and agreed that the hours ofwork as set outhereunderarespecificallyrevisedtoconformtotherequirementsoftheextendedworkday/compressedworkweek.

26.01 Hours of WorkThereshallbe(asnotedintheindividualworksite’sMemoranda

ofUnderstanding)workhoursperdayandanaverageofnotmorethanthirty-sevenpointfive(37.5)workhoursperweekoverthepe-riodofweeksintherotation.Theweeklyhoursofworkwillbecom-putedasfollows:

Thenumberofworkhoursperdayx (excludingovertime)

Thenumberofworkdaysinaworkschedule

Numberofweeksintheworkschedule

Thedailyfullshifthoursandweeklyfullshifthoursshallbeexclu-siveofmealperiods.

26.03 Meal Period

(A) Two (2) meal periods of a continuous one-half (0.5) houreachwill be provided during each employee’s shift of ten(10)hoursormore.

(B) Whenanemployeeisdesignatedeitherexpresslyorimplic-itlytobeavailableforworkduringamealperiod;and

(1) Theemployeeisscheduledtoworkten(10)hoursormoreandreceivestwo(2)mealperiods(ofthirty(30)minuteseach,exclusiveoftheshifthours),thentheemployeeshallreceiveregularratesofpayforthetotaltime.(Example11hours+60minutes=12hoursregularpay.)

(2) Theemployeeisscheduledtoworkten(10)hoursormoreanddoesnotreceivethetwo(2)mealperi-ods,exclusiveoftheshifthours,thentheemployeeshall receive regularpay for theshiftworkedplussixty(60)minutespayattimeandone-half(1.5)theregularpay.

26.04 Rest PeriodsEmployeesworking a full shift of ten (10) hours ormore shall

receivethree(3)restperiodsdistributedevenlythroughouttheshift.Employeesworkinglessthanten(10)hoursshallreceiveone(1)restperiodforeachfour(4)hoursofwork.

ARTICLE 27 – OVERTIME27.01DefinitionOvertimemeansauthorizedservicesperformedbyanemployee

inexcessofthenormaldailyfullshifthoursorweeklyfullshifthoursassetoutinArticle26.01ofthisMemorandum.

27.03 Employee’s Right to Decline Overtime(B) WorkOnAScheduledDayOff Aregularfull-timeemployeemayberequestedbytheEm-

ployertoworkononlyone(1)ofhis/herscheduleddaysoffperweek.The decision towork the scheduled day off re-mainswiththeemployee.

27.04 Application(A) Theaccumulatedbalanceofanemployee’sbankshallnot

bereducedasaresultoftheSeptember30,1993reductionintheworkweektothirty-six(36)hoursperweek.

27.05 Overtime Pay Calculation(A) PursuanttoArticle26.01of thisMemorandum,overtimeat

therateoftimeandone-half(1.5)willbepaidonthefollow-ingbasis;

(1) forthefirsttwo(2)hoursinexcessofthedailyfullshifthours;

(2) forthefirstsevenpointfive(7.5)hoursinexcessofthethirty-sevenpointfive(37.5)hoursinone(1)week.

(B) Pursuant toArticle26.01of thisMemorandum,overtimeattherateofdoubletimewillbepaidonthefollowingbasis:

(1) forallhoursinexcessofthoseworkedinA(1)above;

(2) forallhoursinexcessofforty-five(45)hoursperweek;

(3) for all hoursworked on a regular full-time employee’sscheduleddayoff,andforregularpart-timeemployeesforallhoursworkedonadditionalshift(s)totheirregularscheduleresultinginthepart-timeemployeeworking:

(a) (i)inexcessoffour(4)consecutiveextend-edshiftswheretheshiftlengthisgreaterthaneight(8)hours.

(ii) in excess of six (6) consecutive shiftswhere the shift length is between sevenpointfive(7.5)andeight(8)hours.

(iii) in excess of five (5) consecutive shiftswherethree(3)ormoreofthefive(5)aregreaterthaneight(8)hoursinlength.

(iv) in excess of six (6) consecutive shiftswhere four (4)ormoreof thesix (6)arebetweensevenpoint five (7.5)andeight(8)hoursinlength.

(b) more than two hundred twenty-five (225)straight timehoursover thecourseof threeconsecutivebi-weeklypayperiods.

Employees will not be entitled to overtime undermorethanoneof(a)or(b),whereovertimepremi-umshavealreadybeenpaidundereitherof theseprovisions.

(C) PursuanttoArticle26.01of thisMemorandum,overtimeattherateofoneandone-half(1.5)timestheappropriateholi-dayratewillbepaid:

(1) forallovertimehoursworkedonacalendarstatuto-ryholiday;

(2) forallovertimehoursworkedonadaywhichhadoriginallybeenscheduledasastatutoryholidaybutwaschangedbytheEmployerwithlessthanfour-teen(14)calendardays’advancenotice.

ARTICLE 28 – SHIFT PREMIUMS28.01Anemployeeshallbepaidashiftpremiumof$.70perhour

forallhoursworkedbetween1530hoursand2330hours,andthreedollarsandfiftycents($3.50)between2330hoursand0730hours.

Forshiftsofeight(8)hoursorless,theshiftpremiumispay-ableonlywhenone-halformorethanone-halfofthehoursofworkfallwithinthedefinedeveningornightshifts.Insuchcasestheshiftpremiumshallbepaidforallhoursworked.

ARTICLE 30 – RESPONSIBILITY PAYAnemployeedesignatedtorelieveinahigherratedpositionwith-

inthebargainingunit,oraDC1,PS1,orCH1levelgeneraldutynursedesignatedinchargeofaunit,departmentorworksiteshallbepaidanallowanceof$1.25perhour,foreachhourtheyrelieve.

For smallEmployers suchasadult daycareagencies,mentalhealthandhomesupport,thefollowingshallapply:

Forshiftsinexcessofeight(8)hours,aspecialallowanceofone

dollarand twenty-fivecents($1.25)perhourwillbepaid tonursesdesignatedinchargeofaworksite.

Anemployeecannot receivebothpremiums referencedaboveonanygivenshift.

ARTICLE 33 – LEAVE – COMPASSIONATE33.02 Leave – With PayCompassionate leaveofabsencewithpayshallbegrantedfor

twenty-twopointfive(22.5)workinghours.

Up to fifteen (15) additional working hours with pay shall begrantedfortravellingtimewhenthisiswarrantedinthejudgementoftheEmployer.

ARTICLE 34 – LEAVE – COURT APPEARANCE(B) Anemployeeinreceiptoftheirregularrateofpayandben-

efitswhileatcourtshallremit totheEmployeranywitnessorjuryfeesreceivedforthelengthoftheextendedworkdaythattheyarenormallyscheduledtowork,providingthesedonotexceedtheirregularpay.TravellingandmealallowancespaidbytheCourtandnotbytheEmployershallnotberemit-ted.

ARTICLE 35 – LEAVE – EDUCATION35.03 (C) TheEmployershallgrantaneducational leaveofab-sencewithpay,subjecttotheapprovalinArticle35.03(B)fornormallyscheduledworkhours,asposted,thatanindividualregularemployeegivesoftheirowntime.Sucheducationalleaveofabsencewithpayisnottoexceedsixty-sevenpointfive(67.5)hoursofEmployercon-tributionfromApril1,1992.

ARTICLE 37 – LEAVE – GENERAL37.01 ApplicationAnemployeegrantedunpaid leave(s)ofabsence totalling less

thanonehundredfifty-sevenpointfive(157.5)workinghoursinanyyearshallcontinuetoaccumulateallbenefits.Anyexcessoveronehundredfifty(150)workinghoursinanyyearshallbedeductedfrom

thelengthofserviceinthecomputationofbenefitsandforincrementprogressionpurposes,unlessotherwisemutuallyagreeduponbytheUnionandtheEmployer.

ForthepurposesofthisMemorandum,allreferencetothetwenty(20)workingdaysofArticle37intheProvincialCollectiveAgreement,shallbedeemedtobeonehundredfifty(150)workinghours.

ARTICLE 39 – LEAVE – PAID HOLIDAYS39.01 Paid Holiday EntitlementEachregularemployeeshallreceivesevenpointfive(7.5)paid

hoursoffonor for thepaidholidaysoutlined inArticle39.01of theProvincialCollectiveAgreement, and for anyothergeneral holidayproclaimedbytheFederalorProvincialGovernment.

39.03 Work on a Paid Holiday(A) RegularEmployee

(1) Aregularemployeerequired toworkononeof thepaidholidays listed inArticle39.01shallbepaidattherateoftwo(2)timesforallhoursofworkintheday,providedthatArticles27.05,29.04and39.04arenotapplicableand,inaddition,eachregularemploy-eeshallreceivesevenpointfive(7.5)paidhoursoffasastatutoryholiday.Therateoftwo(2)timeswillbepaidforallhoursofworkwithin0001and2400hoursonthenamedday.

(2) SuperStats(AsApplicable)

EmployeeswhoarerequiredtoworkonChristmasDay,LabourDayorGoodFriday, shall bepaidattherateoftwoandone-half(2.5)timesforallhoursworked in the day provided that Articles 27.05,29.04 and 39.04 are not applicable, and shall re-ceivesevenpointfive(7.5)paidhoursoffasapaidholiday. The rate of two and one-half (2.5) timesshallbepaidforallhoursofworkwithin0001and2400hoursonthenamedday.

(B) CasualEmployee

A casual employeewhoworks on a paid holiday listed inArticle39.03(A)(1)shallbepaidtwo(2)timestheirrateofpayforallhoursofworkwithin0001and2400hoursonthenamedday.Acasualemployeewhoworksonapaidholidaylisted inArticle39.03(A)(2),shallbepaid twoandone-half(2.5)timestheirrateofpayforallhoursofworkwithin0001and2400hoursonthenamedday.

39.04 Premium Rates of Pay(D) ChangesinSchedulewithInsufficientNotice

ShouldtheEmployerchangetheworkschedulewithoutfour-teen (14) calendar days’ advance notice and as a conse-quencetheregularemployeeisrequiredtoworkonthepaidholiday,thentheemployeeshallbepaidattheappropriateovertimerateforallhoursworkedonthedayand,inaddition,shallreceivesevenpointfive(7.5)paidhoursoffonorforthepaidholiday.

39.07 Scheduling of Paid Holidays ForthepurposesofthisMemorandumthestatutoryholidays

outlined inArticle39.01of theProvincialCollectiveAgree-ment are incorporated into the work schedules during offdutydays.Allsuchstatutoryholidaysshallbeidentifiedandrecordedininkinthenursingstaffworkschedulesontheba-sisofsevenpointfive(7.5)paidhours.Everyeffortshallbemadetospreadthestatutoryholidaysoffevenlythroughouttheyear.

ARTICLE 42 – LEAVE – SICK42.01 AccumulationRegular full-timeemployeesshall receiveelevenpoint twofive

(11.25)workinghours’sick leavecredits foreachmonthofserviceand such sick leave credits, if not utilized, will be cumulative to amaximumof1170workinghours.

Regularpart-timeemployeesshallreceivesickleavecreditonaproportionatebasis,andsuchsickleavecredits,ifnotutilized,willbe

cumulativetoamaximumof1170workinghours.

Notwithstanding the foregoing, employees with accumulatedsick leave credits in excess of 1170working hours, will retain theaccumulatedbalancetotheircredit.Wherethisaccumulatedbalanceexceeds1170hours,nofurthercreditsshallbeearneduntiltheac-cumulatedbalanceisreducedbelow1170hours,inwhicheventtheaccumulationofsickleaveshallbereinstated,buttheaccumulatedbalanceshallnotagainexceed1170hours.

42.02 PaymentRegular full-timeemployeesshall receive regularpay foreach

shiftofsick leavecreditutilized.Regularpart-timeemployeesshallreceiveregularpayforscheduledworkhourslost.

42.09 (B) AppointmentsWhenanemployee’sdoctorreferstheemployeetoaspecialist

thenanynecessarytraveltimetoamaximumoftwenty-twopointfive(22.5)hoursfortheemployeetovisitsuchspecialistshallbepaidforanddeductedfromsickleavecredits.

ARTICLE 43 – LEAVE – SPECIAL AND PERSONAL43.01 Special Leave(A) Accumulation

Anemployeeshallearnspecialleavecreditswithpayuptoamaximumofonehundredandfifty(150)hoursattherateofthreepointsevenfive(3.75)hourseveryfour(4)weeks.Specialleaveshallbegrantedtoamaximumoftheaccumu-latedleaveatthetimethespecialleaveistaken.

Notwithstandingtheforegoing,employeeswithaccumulatedspecialleavecreditsinexcessofonehundredandfifty(150)hours(20daysX7.5hours)asofthefirstpayperiodfollowingJune5,2006,shallretaintheaccumulatedbalancetotheircredit.Wherethisaccumulatedcreditexceedsonehundredandfifty(150)hours,nofurthercreditshallbeearneduntiltheaccumulatedbalanceisreducedbelowonehundredandfifty(150)hours,inwhicheventtheaccumulationofspecialleavecredits shall be reinstated,but theaccumulatedbal-anceshallnotagainexceedonehundredfifty(150)hours.

(B) Application Specialleaveshallbegrantedasfollows:

(1)marriageleave–thirty-sevenpointfive(37.5)hours;

(2)parentalleave–thirty-sevenpointfive(37.5)hours;

(3)toprovidecaretoanimmediatefamilymemberwhohasaseriousillnessuptoeleven(11)hoursatonetime;

(4)toassistanimmediatefamilymemberwhohasaseriousorpotentiallylife-threateningillnesswithobtaininghealtheducationrelatedtotheseriousorpotentiallylife-threat-eningillnessuptosevenpointfive(7.5)workinghourspercalendaryear;

(5)leaveofsevenpointfive (7.5)hoursmaybeadded tothree(3)dayscompassionateleave;

(6)leaveofsevenpointfive (7.5)hoursmaybe taken fortravelassociatedwithcompassionateleave;

(7)leaveofuptotwentytwopointfive(22.5)hoursforabsenc-esresultingfromtheemployeeoremployee’sdependentchildhavingexperienceddomesticorsexualviolence.

43.02 Personal LeavePreamble Thepartiesagreetocreatealeavestructurethatbetterreflectstherealitiesofthelivesofworkingnurses.

EffectiveApril1,2020–sevenpointfive(7.5)personalleavehourspercalendaryear;

EffectiveApril1,2021–fifteen(15)personalleavehourspercalendaryear.

Suchpersonaldaysaresubjecttooperationalrequirementsandcannot be attached to other leaves of absence, including vacationandpaidstatutoryholidays.

ThepartiesagreetomeetpriortoApril1,2020todiscussajointinterpretationregardingthegrantingofpersonalleave.

ARTICLE 45 – LEAVE – VACATION45.01 Vacation Entitlement(C) Regularemployeeswillbeentitledtoavacationawayfrom

work,whenthequalifyingyear(s)ofserviceareattainedbeforeJuly1,asfollows:

150.0workinghoursafter1yearofcontinuous*service

150.0workinghoursafter2yearsofcontinuousservice

337.5workinghoursafter29yearsofcontinuousservice(ReferenceArticle51–Portability)*continuousservicemeansyearsofservicewiththeEmployer butdoesnotincludeanyofthefollowingperiods:

a. Timespentasacasualemployeeb. Timespentonanunpaidleaveofabsence

beyond20workdaysinanyyear.c. Timespentonlayoff.d. Timespentinreceiptoflong-termdisability

insuranceplanbenefits.

Hourspaid*excludingovertime toJune30(inclusive)

xregular pay

xyearlyvacation entitlement

*Includesleavewithoutpayuptoonehundredfifty(150)workinghours.

(E) Regularemployeeswithlessthanone(1)year’sserviceontheJuly1cut-offdatewillreceivevacationleavecalculated asfollows:

xregular pay

337.5workinghoursafter29yearsofcontinuousservice(ReferenceArticle51–Portability)*continuousservicemeansyearsofservicewiththeEmployer butdoesnotincludeanyofthefollowingperiods:

a. Timespentasacasualemployeeb. Timespentonanunpaidleaveofabsence

beyond20workdaysinanyyear.c. Timespentonlayoff.d. Timespentinreceiptoflong-termdisability

insuranceplanbenefits.

xregular pay

(E) Regularemployeeswithlessthanone(1)year’sserviceontheJuly1cut-offdatewillreceivevacationleavecalculated asfollows:

xregular pay

Any fractionofadayshallbegivenaspaid timeoffata timemutuallyagreedtobytheEmployerandtheemployee.ApplicationoftheforegoingwillnotbegovernedbytheprovisionsofArticle45.04–SchedulingofVacation.

45.03 Supplementary VacationThesupplementaryvacationsassetoutbelowaretobebanked

ontheoutlinedsupplementaryvacationemploymentanniversarydateandtakenattheemployee’soptionatanytimesubsequenttothecur-rentsupplementaryvacationemploymentanniversarydatebutpriortothenextsupplementaryvacationemploymentanniversarydate.

(A) Upon reaching the employment anniversary of twenty-five(25) years of continuous service, employees shall haveearned an additional thirty-seven point five (37.5) workinghours’ vacation with pay. This provision applies when thequalifyingdateoccursbeforeJuly1ineachyear.

(B) Upon reaching the employment anniversary of thirty (30)yearsofcontinuousservice,employeesshallhaveearnedanadditionalseventy-five(75)workinghours’vacationwithpay.ThisprovisionapplieswhenthequalifyingdateoccursbeforeJuly1ineachyear.

(C) Upon reaching theemploymentanniversaryof thirty-five (35)yearsofcontinuousservice,employeesshallhaveearnedanadditionalonehundredand twelvepoint five (112.5)workinghours’vacationwithpay.Thisprovisionapplieswhenthequali-fyingdateoccursbeforeJuly1ineachyear.

(D) Upon reaching the employment anniversary of forty (40)yearsofcontinuousservice,employeesshallhaveearnedanadditionalonehundredtwelvepointfive(112.5)workinghours’ vacation with pay. This provision applies when thequalifyingdateoccursbeforeJuly1ineachyear.

(E) Uponreachingtheemploymentanniversaryofforty-five(45)yearsofcontinuousservice,employeesshallhaveearnedanadditionalonehundredtwelvepointfive(112.5)workinghours’ vacation with pay. This provision applies when thequalifyingdateoccursbeforeJuly1ineachyear.

45.04 Scheduling of Vacation(D) NotwithstandingArticle45.04(C),employeesmayholdback

up to forty-five (45) hours in the annual vacation planningprocess. This remaining vacationmust be requestedandapprovedbyAugust1stofeachyear.AnyremainingvacationnotscheduledmaybescheduledbytheEmployer.

ARTICLE 61 – EFFECTIVE AND TERMINATING DATES61.01 ThisMemorandum ofAgreement is effective fromApril 1,1985,forthosedepartments,programorunitsontheextendedworkday/compressedworkweekasof thatdate. In thosedepartments,programsorunitsforwhichtheextendedworkday/compressedworkweek was implemented after April 1, 1985, this Memorandum ofAgreementiseffectivefromthecommencementdateoftheextendedworkday/compressedworkweek.

ThisMemorandumwillcontinuetobeineffectuntilterminatedbyeitherparty,oruntilanewMemorandumispreparedtocoincidewithanewProvincialCollectiveAgreement,whicheveroccurssooner.

EitherpartymayterminatethisMemorandumafterservingtwen-ty-eight(28)calendardays’writtennoticetotheotherpartyofitsin-tentiontoterminatetheextendedworkday/compressedworkweek.

APPENDIX A MEMORANDUM OF AGREEMENT

ENHANCED DISABILITY MANAGEMENT PROGRAM

Section A – General Principles and Application (effectiveApril1,2011)

Thepurposeof theEnhancedDisabilityManagementProgram(EDMP)istofacilitateanemployee-centered,pro-active,appropriateandcustomizeddisabilitymanagementprogramforemployeeswithoccupationalandnon-occupationalillness/injury.

Employeeswhoparticipateintheprogramwillbenefitfromaho-listicCaseManagementPlan(CMP)thatmayincludemedicalinter-vention,transitionalwork(TW),agraduatedreturntowork(GRTW),workplacemodifications,vocationalrehabilitationand/orretraining.

1.0 Elements of the EDMP1.1 ACMPwillbedevelopedforallemployeeswhoparticipate

intheEDMPandwillincludemilestonesandexpectedout-comes.Anemployee’sCMPwill bebasedon theassess-ment of factors such as prognosis, capabilities and limita-tions, skill andeducation, and the likelihoodof a return towork.TheCMPisintendedtoprovideearly,appropriateandon-goingsupportforillorinjuredemployees.TheEDMPpro-cesssetsoutregularreviewsandmonitoringof individualsandisintendedtoprovideamoreseamlessprocessforem-ployeesreturningtoworkorrequiringsupportfromtheLongTermDisability(LTD)Planwhileinreceiptofbenefits.

1.2 TheLTDPlanisavailabletoemployeeswhomeettheLTDeligibilityrequirements.Incircumstanceswheretheemploy-ee’sabsenceresultsinanemployeereceivinganLTDbene-fit,thisbenefitwillbepartoftheemployee’sCMP.

1.3 TheEDMPshallbemadeupofthisAppendix,thePoliciesandProcedures,andtheCaseManagementDisputeReso-lutionProcess.ThePolicies&Proceduresdocumentcanbeupdated,asnecessary,bytheProvincialSteeringCommit-tee(PSC).

2.0 EffectiveDate2.1 TheEDMPiseffectiveApril1,2011.

2.2 TheEDMPshalladdressallphasesofthedisabilitymanage-mentprocessandwillreplaceexistingCollectiveAgreementprovisions related toearly intervention, long termdisabilityandearlysafereturntoworkforallemployeeswithadateofdisabilityonorafterApril1,2011.Unlessotherwisemutuallyagreedby theparties, existing collectiveagreement provi-sions related toearly intervention, long termdisability andearlysafereturntoworkwillcontinuetoapplytoemployeeswithadateofdisabilitypriortoApril1,2011.

3.0 GoalsTheGoalofEDMPisto:

• Provideearly,appropriateandon-goingsupportso that

ill/injured employeesmaintain their connectionwith theworkplaceandreturntoworkinasafeandtimelymanner.

• Provide support to employees who are struggling atworkwhenparticipation in this programcould reason-ablypreventtheemployeefrombeingoffwork.

• Provide appropriate, caring, professional case man-agementof the ill/injuredemployee’smedical,person-al,workplaceandvocationalissuestofacilitateatimelyreturntowork.

• Promoteasafe,accessibleandhealthyworkplace.

• Encouragehealthpromotionandemployeewellness.

• Reducethecostofsick, longtermdisability(LTD)andWorkersCompensationBoard(WCB)leaves.

4.0 Overriding Principles• Improvements indisabilitymanagementprocesseswill

bejointlydevelopedandadministered.

• Disabilitymanagementisintendedtofacilitateearlyin-tervention,effectiverehabilitation,stayatworkandearlyreturntoworkprograms.

• Reasonablyaddressesbarrierstoreturntowork–med-ical,personal,vocationaland/orworkplace.

• Emphasiswillbeplacedondevelopingaprogramthatresponds ina timelymanner.Theearliestpossible re-turntoworkisinthebestinterestofanemployeewhoisdisabled.

• Preventionanddisabilitymanagementprocesseswillbeevidencebased,continuousandintegrated.

• EDMPprocesseswillpotentiallyapplytoallincidentsofinabilitytoworkasaresultof illness,injury,disabilityorimpairment.

• Regularemployeeswhoareoffworkwithaworkrelatedillness/injuryorwhoareoffwork foranon-workrelatedillness/injuryfor5consecutiveshiftsarerequiredtopar-

ticipateintheprogramunlesstheemployeehasabonafidereasontodecline.

• EDMPwillbecompliantwith legislationandregulations(e.g.Workers’CompensationAct,human rights legisla-tion, includingduty toaccommodateandprivacy laws),andtheProvincialCollectiveAgreement(PCA).

• Confidentialmedicalinformationwillbeprotected.

• Disabilitymanagementismosteffectivewhendeliveredasclosetotheworkplaceaspossible.

• Aneffectivesystem-wideevaluationwillbeimplement-ed.Thisrequiresthedevelopmentofaframework,de-termining keymetrics and identifying the frequency ofdatasharing.

• Effective disabilitymanagement is intended to reducecostsandshouldrecognizethatacost/benefitanalysisofindividualsituationsmayberequired.

5.0 Governance and Administration5.1 ProvincialSteeringCommittee(PSC)

5.1.1 ThePSCwillbemadeupofsix(6)representativesofHEABCanditsmembers,andsix(6)representa-tivesoftheAssociation.

5.1.2ThePSCwillbethegoverningbodyandwillcarryout its roles and functions in accordancewith theEDMP, and will establish a sufficient number ofWorkingGroupstooverseethedaytodayoperationoftheprogram.

5.2 WorkingGroupParticipation

5.2.1TheUnionandtheEmployerwillappointanequalnumberofrepresentatives.

6.0 Standard Practices6.1 TheEDMPwillbeadministeredinamannerconsistentwiththe

PCAandthepoliciesandproceduresdevelopedbythePSC.

6.2 IntheeventtheemployerusesathirdpartytoprovideEDMPservices,theemployerwillensurethatthethirdpartyfulfillsitsroleinamannerconsistentwiththeEDMP.Theemployerwillensurethatthenecessaryservicelevelstandardsareinplacewiththethirdpartyprovider.

7.0 Evaluation7.1 Thepartiesagreetoconductevaluationsinaccordancewith

theestablishedframework.

8.0 Provision of Services8.1 EDMPwillprovideappropriateservicesatnocosttotheem-

ployee, including thecostofobtainingOccupationalFunc-tionalAssessments(OFAs).

9.0 Dispute Resolution Process9.1 All casemanagementdisputesshall be resolved inaccor-

dancewiththeCaseManagementDisputeResolutionPro-cess.

9.2 Allotherdisputesconcerningtheinterpretation,application,operationoranyallegedviolationoftheEDMParesubjecttothegrievanceandarbitrationproceduresetoutinthePCA.

10.0 Privacy10.1 Confidentialityand the right toprivacyprotection isan im-

portantguidingprincipleoftheEDMP.ConfidentialitypolicieswillbedevelopedbythePSCincludingrulesregardingwhatinformationiscollected,fromwhomandunderwhatcircum-stancesitisshared,andwhereandforhowlongitisstored.

11.0 Case Management11.1 EligibleemployeeswillbenefitfromaholisticCMPthatmayin-

cludemedicalintervention,transitionalwork,graduatedreturnto work, workplace modifications, vocational rehabilitation,and/orretraining.AllCMPswillbedevelopedinaccordancewiththeEDMP.TheCMPwillbebasedontheassessmentoffactorssuchasprognosis,capabilitiesandlimitations,skillandeducation,andlikelihoodofareturntowork.

11.2 UponsuccessfulcompletionofaCMP,anemployeewillre-turntotheirownjobunlessitisidentifiedintheCMPthatanemployeecannotreturntotheirownjob.AnemployeewhocannotreturntotheirownjobwillbeanautomaticcandidateforallvacancieswiththeEmployerandshallhavetheabilitytobumpunderthecollectiveagreementforpositionsthattheemployeeisqualifiedandcapableofperforming.

12.0 Request for Leave while engaged in a CMP12.1 EmployeeswhoareengagedinaCMPmayrequestleave

on a day that they are scheduled towork. Leaveswill begrantedandpaidinaccordancewiththePCA(seeSectionB–16.1foremployeesinreceiptofLTDbenefits).

13.0 Graduated Return to Work (GRTW)13.1 AGraduatedReturntoWork(GRTW)supportsanemployee

throughatimelimitedgradualincreaseinhoursand/ordu-tiestoreturntotheirownjoborsuitablealternateposition.

13.2 ParticipationinaGRTWiscontingentuponclearancefromthe appropriatemedical professional. TheGRTW shall beconsidered as part of the treatment/rehabilitation processundertheEDMP.AllemployeesengagedinaGRTWshallbesupernumerary.

13.3 AwrittenGRTWfortheemployeewillinclude:

13.3.1Anoverviewof theemployee’sGRTW, including itsexpectedoutcomeandenddate,and

13.3.2Thenumberofphases,theirdurationandthenumberofhourstobeworkedpershiftineachphase.

14.0 WagesandBenefitsonaGRTWaspartofaCMP14.1 Employeeswillreceivepayandappropriatepremiumsforall

hoursworked.Sick,vacationorbankedtimeoff,ifavailable,maybeusedforhoursnotworked.

14.2 BenefitsunderArticle46arereinstatedoncommencementofaGRTWandcontinuewhiletheemployeeisactivelypar-ticipatingintheprogram.

14.3 AllotherbenefitsofthePCAaccrueonaproportionatebasis(seeSectionB–17foremployeesinreceiptofLTDbenefits).

Section B - Long Term Disability (LTD) Plan – Waiting Period (date of disability on or after April 1, 2011)

1.0 Eligibility1.1 Regular full-time and regular part-time employees, upon

completionofthethree-monthprobationaryperiod,becomemembersoftheLongTermDisability(LTD)Planasacondi-tionofemployment.

1.2 In the event an employee,while enrolled in thisPlan, be-comestotallydisabledonorafterApril1,2011andbeforeApril 1, 2012asa result of anaccidentor sickness, then,after the employee has been totally disabled for five (5)months,theemployeeshallbeeligibleforlongtermdisabilitybenefits.

In the event an employee,while enrolled in thisPlan, be-comestotallydisabledonorafterApril1,2012asaresultofanaccidentorsickness,then,aftertheemployeehasbeentotallydisabled for four (4)months, theemployeeshallbeeligibleforlongtermdisabilitybenefits.

EffectiveApril1,2012onemillion threehundredand thirtyonethousand($1,331,000)perfiscalyearisallocatedfromtheongoing2010-2012TotalCompensationResidualmon-iestoreducetheLTDwaitingperiodfromfive(5)monthstofour(4).

1.3 TotalDisability,asusedinthisLTDPlan,meansthecompleteinability becauseof an accident or sickness, of a coveredemployeetoperformthedutiesoftheirownoccupationforthefirsttwo(2)yearsofdisability.Thereafter,anemployeewhoisablebyreasonofeducation,training,orexperiencetoperformthedutiesofanygainfuloccupationforwhichtherateofpayequalsorexceedsseventypercent(70%)ofthecurrentrateofpayfortheirregularoccupationatthedateofdisabilityshallnolongerbeconsideredtotallydisabledunderthePlan.However,theemployeemaybeeligibleforaRe-sidualMonthlyDisabilityBenefit(SeeSectionB–6Residual

MonthlyDisabilityBenefitofthisAppendix).

Totaldisabilitiesresultingfrommentalornervousdisordersarecoveredbytheplaninthesamemannerastotaldisabil-itiesresultingfromaccidentsorothersicknesses.

1.4 Duringaperiodoftotaldisabilityanemployeemustbeundertheregularcareofamedicaldoctor.

2.0 Exclusions from Coverage2.1 TheLTDPlandoesnotcovertotaldisabilitiesresultingfrom:

2.1.1 war, insurrection, rebellion, or service in the armedforcesofanycountry;

2.1.2 voluntaryparticipationinariotorcivilcommotion,ex-ceptwhileanemployeeisinthecourseofperformingthedutiesoftheirregularoccupation;

2.1.3 intentionallyself-inflictedinjuriesorillness.

3.0 ApplicationforLTDBenefits3.1 AwrittenapplicationundertheLTDPlanshallbesenttothe

claims-payingagentno longer than forty-five (45)daysaf-ter theearliest foreseeablecommencementdateofbenefitpaymentsfromtheLTDPlanorassoonthereafterasisrea-sonablypossible.Failuretoapplywithinthetimestatedshallnot invalidatenorreducetheclaimif itwasnotreasonablypossibletofiletherequiredapplicationwithinsuchtime,pro-videdtheapplicationissentnolaterthansix(6)monthsfromthetimetheapplicationisotherwiserequired.

4.0 Waiting Period/Transition to LTD4.1 Employeeswhostillhaveunusedsickleavecreditsafterthe

waitingperiodwhenthelongtermdisabilitybenefitbecomespayableshallhavetheoptionof:

4.1.1 usingsickleavecreditstotopupthelongtermdisabilitybenefit;or

4.1.2 bankingtheunusedsickleavecreditsforfutureuse.

4.2 Employeeswhowill beeligible forbenefitsunder theLTDPlanshallnothave theiremployment terminated.Followingexpirationof their sick leave credits and/or anyother paidleaves towhich they are entitled, they shall be placed onunpaidleaveofabsenceuntilreceiptofLTDbenefits.

4.3 Employees who have a CMP and participate in transition-al work, a graduated return towork or an accommodationduringtheLTDwaitingperiodwillnothavetheirentitlementtoLTDbenefitsdelayedasaresultofparticipatingintheCMP.

4.4 Anemployeewhohasbeengrantedanyunpaidleaveofab-sence totaling less than twenty-one (21) days in any year(includingtimewhileinreceiptofLTD)shallcontinuetoac-cumulateallbenefits.

4.5 Anemployeeshallnotaccumulatebenefits fromthe twen-ty-first(21st)dayofunpaidleave(includingtimewhileinre-ceiptofLTD)tothelastdayoftheunpaidleave(seeArticle37ofthePCA).

4.6 Uponexpirationof anunpaid leaveanemployee shall re-ceivecreditforpreviouslyearnedbenefitsandshallresumeaccumulatingbenefits.

5.0 LTDBenefits5.1 ProvisionssetoutunderSectionB–4.4,4.5and4.6applyto

employeesinreceiptofLTDbenefits.

5.2 Medical,ExtendedHealthandDental–Employeesonlongtermdisabilitywhohavealreadybeengrantedunpaidleaveofabsence(includingtimewhileinreceiptofLTDbenefits)totalingup to twenty (20)days inanyyearmaychoose tocontinue to maintain any or all of the Medical, ExtendedHealthandDentalbenefitplancoverage.Thepremiumswillbecostsharedbytheemployerandemployeeona50-50basisprovidedtheemployeepaystheirportionofthepremi-umforsuchcoverageinadvanceonamonthlybasis.

5.3 Pension–Employeesonlongtermdisabilityshallbeconsid-eredemployeesforthepurposesofpensioninaccordancewiththeMunicipalorthePublicServicePensionPlanRules,asapplicable.

5.4 Group Life Insurance –Employees on long termdisabilityshall have their group life insurance andAD&Dpremiumswaivedandtheircoveragecontinued.

5.5 LTDPremiums– LTDpremiums shall bewaivedwhile anemployee is in receipt of a disability benefit from the LTDPlan.

5.6 Totallydisabledemployeesshall receiveabenefitequal toseventypercent(70%)ofthefirst$5843ofthepre-disabilitymonthlyearningsandfiftypercent(50%)onthepre-disabili-tymonthlyearningsabove$5843orsixty-sixandtwo-thirdspercent(66-2/3%)ofpre-disabilitymonthlyearnings,which-everismore.The$5843levelistobeincreasedannuallybytheincreaseintheweightedaveragewagerateforemploy-eesunderthePCAforthepurposeofdeterminingthebenefitamountforeligibleemployeesasattheirdateofdisability.

Itisunderstoodthatthisadjustmentwillonlybeappliedonceforeacheligibleemployee,i.e.,atthedateofthedisability,todeterminethebenefitamounttobepaidprospectivelyforthedurationofentitlementtobenefitsundertheLTDPlan.

5.7 IntheeventthattheLTDbenefitfallsbelowtheamountsetoutinSectionB–5.6aboveforthejobthattheclaimantwasinatthetimeofcommencementofreceiptofbenefits,LTDbenefits will be adjusted prospectively to seventy percent(70%)ofthefirst$5843ofthecurrentmonthlyearningsandfiftypercent (50%)on thecurrentmonthlyearningsabove$5843orsixty-sixandtwo-thirdspercent(66-2/3%)ofcur-rentmonthlyearnings,whicheverismorebasedonthewagerateineffectfollowingreviewbyHBT/underwritereveryfouryears.(Note:the$5843figurewillbeadjustedassetoutinSectionB–5.6above).

5.8 For thepurposesof theabove,earningsshallmeanbasicmonthlyearnings(includingisolationallowanceswhereap-plicable)asatthedateofdisability.Basicmonthlyearningsfor regularpart-timeemployeesshall be calculatedon thebasisoftheemployee’saveragemonthlyhoursofworkforthetwelve-monthperiodorsuchshorterperiodthattheem-ployee has been employed, prior to the date of disability,

multipliedbytheirhourlypayrateasatthedateofdisability.

5.9 TheLTDbenefitpaymentshallbemadesolongasanem-ployeeremainstotallydisabledandshallceaseonthedatetheemployeereachesagesixty-five(65),recovers,dies,oriseligibleforandbeginsreceivingtheEarlyRetirementIncen-tiveBenefit(“ERIB”),whicheveroccursfirst.

5.10 Employeesarenottobeterminatedfornon-culpableabsen-teeism,whileinreceiptoflongtermdisabilitybenefits.

6.0 ResidualMonthlyDisabilityBenefit6.1 TheResidualMonthlyDisabilityBenefitisbasedoneighty-

fivepercent(85%)oftherateofpayatthedateofthedisabil-itylesstherateofpay(theminimumbeingequaltoseventypercent(70%)ofthecurrentrateofpayfortheirregularoc-cupation)applicabletoanygainfuloccupationthattheem-ployee is able toperform.TheResidualMonthlyDisabilityBenefitwillcontinueuntiltherateofpay(theminimumbeingequaltoseventypercent(70%)ofthecurrentrateofpayfortheir regularoccupation)applicable toanygainfuloccupa-tionthattheemployeeisabletoperformequalsorexceedseighty-fivepercent(85%)oftherateofpayfortheirregularoccupationatthedateofthedisability.Thebenefitiscalcu-latedusingtheemployee’smonthly longtermdisabilitynetofoffsetsbenefitandthepercentagedifferencebetweentheeighty-fivepercent (85%)of theemployee’s rateof payatthedateofdisabilityandtherateofpay(theminimumbeingequaltoseventypercent(70%)ofthecurrentrateofpayfortheirregularoccupation)applicabletoanygainfuloccupationthattheyareabletoperform.

Example:(a) Monthly long term disability net of offsets benefit =

$1000.00permonth(b) 85%rateofpayatdateofdisability=$13.60perhour(c) 70%ofcurrentrateofpay=$12.12perhour(d) percentagedifference[(b/c)–1]=12.2%(e) ResidualMonthlyDisabilityBenefit(axd)=$122.00

7.0 Integration with other Disability Income7.1 Intheeventatotallydisabledemployeeisentitledtoanyoth-

erincomeasaresultofthesameaccident,sickness,mentalornervousdisorderthatcausedthemtobeeligibletoreceivebenefitsfromthisPlan,thebenefitsfromthisLTDPlanshallbe reducedbyonehundredpercent (100%)ofsuchotherdisabilityincome.

7.2 Ifotherdisabilityincomeisavailabletotheemployee,theymustapply for this incomeprior to receivingLTDbenefits.Otherdisabilityincomeshallincludebutisnotlimitedto:

7.2.1 anyamountpayableunderanyWorkers’Compensa-tionActorlaworanyotherlegislationofsimilarpur-pose;and

7.2.2 anyamountthedisabledemployeereceivesfromanygroupinsurance,wagecontinuation,orpensionplanoftheEmployerthatprovidesdisabilityincome;and

7.2.3 anyamountofdisabilityincomeprovidedbyacompul-soryactorlaw;and

7.2.4 anyperiodicprimarybenefitpayment from theCan-adaorQuebecPensionPlansorothersimilarsocialsecurityplanofanycountrytowhichthedisabledem-ployee isentitledor towhich theywouldbeentitledhadtheyappliedforsuchabenefit;and

7.2.5 anyamountofdisabilityincomeprovidedbyanygrouporassociationdisabilityplantowhichthedisabledem-ployeemightbelongtoorsubscribe.

7.3 Privateor individualdisabilityplanbenefitsof thedisabledemployeeshallnotreducethebenefitfromthisPlan.

7.4 Ifadisabledemployeebecomesentitled tootherdisabilityincome,suchasaWCBorCPPaward,asa resultof thesameaccident,sickness,orillnessforwhichtheyareeligi-bleandentitledtoreceiveLTDbenefitsundertheLTDPlan,thentheLTDPlanisentitledtoberepaidinaccordancewithAppendixB.

7.5 TheamountbywhichthedisabilitybenefitfromthisPlanisreducedby other disability income shall be the amount towhichthedisabledemployeeisentitleduponbecomingfirsteligibleforsuchotherdisabilityincome.FutureincreasesinsuchotherdisabilityincomeresultingfromincreasesintheCanadianConsumerPriceIndexorsimilarindexingarrange-mentsshallnotfurtherreducethebenefitfromthisPlanun-til theLTDbenefitpayable isrecalculatedtoreflectcurrentwagerates[ReferenceSectionB–5.7].

8.0 LTD Plan Early Retirement Incentive Provision8.1 TheLTDPlanEarlyRetirementIncentiveBenefit(“LTDPlan

ERIB”) istoensurethattheeligibleemployeewillnotreal-ize a pensionbenefit that is less than thepensionbenefitthattheywouldhavebeenentitledtoreceiveatthenormalretirement date, had they not applied for early retirement,regardlessofwhentheearlyretirementincentiveprovisionisactivated.

8.2 AnemployeeunderthisAgreementwhois:

8.2.1 eligiblefor,orwhoisreceivingLTDbenefitsorwhohasbeeninreceiptofbenefitsforfour(4)yearsormore,

8.2.2 eligibleforearlyretirementpensionbenefits;and

8.2.3 noteligiblefortheLTDPlanRehabilitationProvisions

shallapplyforearlyretirement.

8.3 Theemployee’sentitlementtobenefitsundertheLTDPlanshall,providedtheemployeeremainseligibleasperthedefi-nitionofTotalDisability,continueduring theperiodof timethattheirapplicationforearlyretirementisbeingprocessedwith their pensionplanadministrator. In theevent that theemployee isnoteligible foranunreducedpensionbenefit,theymaystillbeeligiblefortheLTDPlanERIB.

8.4 EntitlementtoandtheamountoftheLTDPlanERIBshallbedeterminedbyconsideringthefollowingfactors:

8.4.1 theamountofthemonthlypensionbenefitthatthe

employeewouldhavebeenentitledtoreceiveifear-lyretirementwasnotelected;

8.4.2 the amount of themonthly early retirement benefitthattheemployeewillreceive;

8.4.3 the amount of the grossmonthly LTDbenefit thattheemployeeisentitledtoreceive;

8.4.4 theamountofthenet-of-offsetsmonthlyLTDbenefitthattheemployeeisentitledtoreceive;and,

8.4.5 themaximumLTDbenefitdurationperiodapplica-bletotheemployee.

8.5 Ifthecombinationofpensionbenefit,CanadaPensionPlanretirementbenefitandanyotherdisabilityincomereferredtoinSectionB–7.2ofthisAppendixresultsinmonthlyincomeoflessthantheLTDmonthlyincomebenefit,thentheeligibleemployeeshallbeentitledtoremainonLTDbenefits.

8.6 AnemployeewhoiseligiblefortheLTDPlanERIBshallbeentitled to receive thebenefit ina lumpsum,ordirect theHealthcare Benefit Trust to any other designate. The em-ployeeshallcompleteanLTDPlanERIBApplication.Uponapprovaloftheemployee’sapplication,theemployeeand theHealthcareBenefitTrustwilljointlysignthetermsoftheLTDPlanERIBandtheemployeeandthemembersoftheJointLTDPlanEarlyRetirement IncentiveCommitteeshall signtheLTDPlanEarlyRetirementIncentiveAgreementonbe-halfofthePartiestothePCA.

8.7 AlleligibleemployeeswhoareentitledtotheLTDPlanERIBshallbeentitledtothecontinuationoftheLifeBenefitcov-erageineffectuntil65yearsofage,ordeath,whicheverisearlier.

9.0 LTD Appeals9.1 LTDclaimsshallbeadjudicatedandpaidbyaclaims-pay-

ingagenttobeappointedbytheTrustee.Theclaimspayingagentshallprovidetollfreetelephoneaccesstoclaimants.Intheeventacoveredemployeedisputesadecisionoftheclaims-payingagentregardingaclaimforbenefitsunderthe

LTDPlan,theemployeemayfileanappealrequestingthattheclaimbere-examinedbytheclaims-payingagent.

9.2 Theclaims-payingagentshallprovideadecisionletterwhichincludesthereasonsforacceptanceordenialofanappealandshallprovideittotheclaimant,andtheUnionuponre-ceiptofauthorizationfromtheclaimant.

9.3 Filedisclosureincludingallmedicalopinionsandcasenotesshall be provided to theUnionwhen requested and uponreceiptofauthorizationfromtheclaimant.

9.4 Aclaimantshallhaveatwo(2)yeartimelimittoappealanydecisiontodenyorterminateaclaimunlesstherearegoodandsufficientreasonstoextendthetimeperiod.Claimantsshallbeprovidedwithinformationabouttheappealprocessandcontactinformationfortheirunionrepresentative.

10.0 Claims Review Committee (CRC)10.1 If the employee continues to dispute a decision of the

claims-payingagent,theemployeemayrequesttohavetheclaimreviewedbyaClaimsReviewCommittee(CRC)com-prisedofthree(3)independentandqualifiedmedicaldoctorsagreedtobytheLTDPlanAdvisoryCommittee.

11.0 Return to Work11.1 Upon return towork following recovery, an employeewho

wasonclaimforlessthantwenty-four(24)monthsshallcon-tinueintheirformerjob.Anemployeewhowasonclaimformorethantwenty-four(24)monthsshallreturntoanequiv-alentposition,exercising theirseniority rights ifnecessary,pursuanttoArticle13andArticle19.

12.0 Successive Disabilities12.1 If, followingaperiodof totaldisabilitywith respect towhich

benefitsarepaidfromthisPlan,anemployeereturnstoworkforacontinuousperiodofsix(6)monthsormore,anysubse-quenttotaldisabilitysufferedbythatemployee,whetherrelat-edtotheprecedingdisabilityornot,shallbeconsideredanewdisabilityandthedisabledemployeeshallbeentitledtobenefitpaymentsafterthecompletionofanotherwaitingperiod.

12.2 Intheeventtheperiodduringwhichsuchanemployeehasreturnedtoworkislessthansix(6)monthsandtheemploy-eeagainsuffersa totaldisability that is related to thepre-cedingdisability,thesubsequentdisabilityshallbedeemedacontinuationof theprecedingdisability,and thedisabledemployeeshallbeentitled tobenefitpaymentswithout thenecessityofcompletinganotherwaitingperiod.

12.3 Shouldsuchanemployeesufferasubsequentdisabilitythatisunrelatedtothepreviousdisabilityandprovidedtheperiodduringwhichtheemployeereturnedtowork is longerthanone(1)month,thesubsequentdisabilityshallbeconsideredanewdisabilityandtheemployeeshallbeentitledtobenefitpaymentsafter thecompletionofanotherwaitingperiod. Iftheperiodduringwhichtheemployeereturnedtoworkisone(1)monthorless,thesubsequentdisabilityshallbedeemeda continuationof theprecedingdisability and thedisabledemployeeshallbeentitled tobenefitpaymentswithout thenecessityofcompletinganotherwaitingperiod.

13.0 Rehabilitation under LTD Plan13.1 Rehabilitative employment shall mean any occupation or

employmentforwagesorprofitoranycourseortrainingthatentitles the disabled employee to an allowance, providedsuchrehabilitativeemploymenthastheapprovaloftheem-ployee’sdoctorandtheunderwriteroftheLTDPlan.

13.2 ApprovedRehabilitationPlan(ARP)meansarehabilitationplan thathasbeen jointlydevelopedby theemployeeandthe employee’s union, the Disability Management Profes-sional (DMP) and the HBT/underwriter and approved byHBT/underwriter,consistentwiththeprinciplesoftheEDMP.TheARPshallbesignedbytheemployeeandtheHBT/un-derwriter.

Intheeventthatanemployeeismedicallyabletoparticipateinarehabilitationactivityorprogram,calledanARP,thatcanbeexpected to facilitatea return to their own jobor othergainful employment, entitlement tobenefitsunder theLTDPlanwillcontinueforthedurationoftheARPaslongastheemployeecontinuestoparticipateandcooperateintheARP.

14.0 Rehabilitation Review Committee (RRC)14.1 Intheeventthattheeligibleemployeedoesnotagreewith

therehabilitationplanordoesnotagreethattheyaremed-icallyable toparticipateandcooperate in therehabilitationplan,then,toensurebenefitentitlementundertheLTDPlan,theemployeemusteither:

14.1.1 beabletodemonstratereasonablegroundsforbeingunabletoparticipateandcooperateintherehabilitationplan;or,

14.1.2 appealthedisputetotheRehabilitationReviewCommittee(RRC)foraresolution.

14.2 TheRRCshallbecomposedofthree(3)qualifiedindividualswho,byeducation,training,andexperiencearerecognizedspecialists in therehabilitationofdisabledemployees.TheRRCshallbecomposedofthree(3)individualschosenonarotatingbasisfromalistofrehabilitationspecialistsmutuallyacceptabletotheparties.ThepurposeoftheRRCshallbetoresolvetheappealofaneligibleemployeewho:

14.2.1doesnotagreewiththerehabilitationplan;or,

14.2.2doesnotagreethattheycouldmedically participateintherehabilitationplan.

14.3 During theappealprocess, theeligibleemployee’sentitle-menttobenefitsundertheLTDPlanshallcontinueuntiltheRRChasmadeitsdecision.ThedecisionoftheRRCshalldeterminewhetherornot theeligibleemployee isrequiredtoparticipateandcooperate in the rehabilitationplan.Therehabilitation plan approved by theRRC shall be deemedtobetheARP.IntheeventthattheeligibleemployeedoesnotaccepttheRRC’sdecision,theirentitlementtobenefitsunder theLTDPlanshallbesuspendeduntilsuch timeastheeligibleemployeeiswillingtoparticipateandcooperateintheARP.

15.0 Rehabilitative Employment Benefits and EntitlementswhileinreceiptofLTDBenefits

15.1 AnEmployeewho returns to gainful rehabilitative employ-

ment under anARP will receive all monthly rehabilitationearnings plus a monthly Long Term Disability benefit upto theamount set out inSectionB–5.6 of thisAppendixprovidedthatthetotalofsuchincomedoesnotexceedonehundredpercent(100%)ofthecurrentrateofpayfortheirregularoccupationatthedateofthedisability.

15.2 An employeewho returns to gainful rehabilitative employ-mentunderanARPandworks15hoursormoreperweekwillhavetheirMedical,Dental,andExtendedHealthbenefitsreinstated.Grouplife insurance,AD&DandLTDpremiumsarewaived.

15.3 An employeewho returns to gainful rehabilitative employ-mentunderanARPwillhaveallotherbenefitsaccrueonaproportionatebasis.

15.4 Earningsreceivedbyanemployeeduringaperiodof totaldisability that arederived fromemploymentwhichhasnotbeenapprovedasrehabilitativeemploymentunderanARP,shallreducetheregularmonthlybenefitfromthePlanbyonehundredpercent(100%)ofsuchearnings.

15.5 If theARP involves a change in ownoccupation, the LTDbenefitperiodwillcontinueatleastuntiltheendofthefirsttwo(2)yearsofdisabilityorsomelesserperiodasagreedtobytheemployee,theUnionandtheDMPaspartofaCMP.

15.6 UponsuccessfulcompletionoftheARPanemployeewhoisunabletoreturntotheirownjobmayhavetheirLTDbenefitperiodextendedforamaximumofsix(6)monthsforthepur-poseofjobsearch.

16.0 Request for Paid Leave while engaged in Rehabilitative EmploymentandinReceiptofLTDBenefits

16.1 Requests forpaid leaves,exceptsick leave,onaday thatanemployeeisscheduledtoworkwillbegrantedandpaidinaccordancewiththePCAandwillnotresultinincomethatexceedsonehundredpercent(100%)ofthecurrentrateofpayfortheirregularoccupationatthedateofthedisability.(SeeSectionA–12.1forleaveswhileengagedinrehabilita-tiveemploymentandnotinreceiptofLTDbenefits).

17.0 GRTWWagesandBenefitswhileinreceiptofLTDBenefits17.1 Theseemployeesareconsidereddisabledandunder

treatment.

17.2 Theemployeeswill receivepayandappropriatepremiumsfor all hoursworked.The LTDPlanwill pay for hours notworkedat two-thirds(2/3)ofbasicmonthlyearningsat thedateofdisability.

17.3 OnthecommencementofaGRTWMedical,Dental,andEx-tendedHealthbenefitsarereinstated.Grouplifeinsurance,AD&DandLTDpremiumsarewaived.

17.4 AnemployeewhoisengagedinaGRTWunderanARPwillhaveallotherbenefitsaccrueonaproportionatebasis.

18.0 LTD Premiums While On A Leave of Absence18.1 Employeesonleaveofabsencewithoutpaymayopttore-

taincoverageunder thePlanandshallpay the fullpremi-um.Coverageshallbepermittedforaperiodoftwelve(12)monthsofabsencewithoutpay,except ifsuch leave is foreducational purposes,when themaximumperiod shall beextended to two (2)years. Ifanemployeeon leaveofab-sencewithoutpaybecomesdisabled,theirallowanceunderthisPlanshallbebaseduponmonthlyearningsimmediatelypriortotheleaveofabsence.

19.0 BenefitsUponPlanTermination19.1 IntheeventthisLTDPlanisterminated,thebenefitpayments

shallcontinuetobepaidinaccordancewiththeprovisionsofthisPlantodisabledemployeeswhobecamedisabledwhilecoveredbytheLTDPlanpriortoitstermination.

20.0 Premiums20.1 ThecostoftheLTDPlanshallbebornebytheEmployer.Pay-

mentofpremiumsshallceaseonterminationofemploymentor five (5)months prior to an employee’s sixty-fifth (65th)birthday,whicheveroccursfirst.

21.0 Administration

21.1 TheEmployershalladministerandbethesoletrusteeofthePlan.

21.2 Theclaims-payingagentshallprovideHEABCandtheAs-sociationwithcopiesofpolicies,proceduresandguidelinesusedforclaimsadjudication.

21.3 TheUnionshallhaveaccesstoanyreportsprovidedbytheclaims-payingagentregardingexperienceinformation.

21.4 AllquestionsarisingastotheinterpretationofthisPlanshallbesubjecttothegrievanceandarbitrationprocedureinthePCA.

22.0 Long Term Disability Plan Advisory Committee22.1 Thepartieswillworktogether to improvetheLTDPlanpro-

cesses.Two(2)personsfromHEABCandonepersonfromtheHBT or other benefit administrator or service providershallmeetwiththree(3)representativesoftheAssociation.

23.0 Provincial Collective Agreement Unprejudiced23.1 ThetermsofthePlansetoutaboveshallnotprejudicethe

applicationorinterpretationofthePCA.

APPENDIX A.1 MEMORANDUM OF AGREEMENT

ENHANCED DISABILITY MANAGEMENT PROGRAM - ADMINISTRATION

Whereas an Enhanced Disability Management Program(“EDMP”)wasincorporatedintothecollectiveagreementforthepur-poseoffacilitatinganemployeecentred,proactive,appropriateandcustomizeddisabilitymanagementprogramforemployeeswithoccu-pationalandnon-occupationalillness/injury;and

WhereastheEDMPisgovernedbyaProvincialSteeringCom-mittee(“PSC”)madeupofequalrepresentativesoftheHEABCandtheNBA;and

Whereas twenty-fivepercent (25%)of thecostsavings from theEDMPareallocatedtoimprovedisabilitymanagement(“CostSavings”);

Thereforethepartiesagreethat:

EffectiveApril1,2012,thepartieswillallocateanamountoftwomillion,ninehundredandtwelvethousanddollars($2,912,000)annu-allyforthefollowingpurposes:

(A)Approximatelyfiftypercent(50%)ofthisamountwillbeallo-catedforthepurposessetoutinAppendixA.2–EnhancedDisabilityManagementProgram–RegionalRepresentation.Ofwhich fivehundred thousanddollars ($500,000)will beusedtopayforadministrationoftheEDMPonaprovincialbasiswhich includes oneProvincial EDMP coordinator fortheemployersappointedbyHEABC/HealthAuthoritiesandoneProvincialEDMPcoordinatorappointedbytheNBA.

(B)TheremainingamountwillbeallocatedforthepurposessetoutAppendixA.3 – Occupational Health, Safety and Vio-lencePreventionInitiatives.

Thecoordinatorsinparagraph(A)abovewillreporttothePSCandwillworkcollaborativelytoadministertheprograminamannerconsistentwiththegoalsandprinciplesoftheEDMP,includingcoor-dinatingtheworkofrepresentativesofeachpartyandensuringim-plementationofprovincialstandards.

Thecoordinatorswillberesponsible,underthedirectionof thePSC,fortheoveralladministrationoftheEDMP,includingdisbursingthefundsremainingfromthe$500,000allocation.Prioritiesforthesefundswillincludejointtrainingforallstakeholdersandtheestablish-mentandmaintenanceofawebsiteandothercommunicationtools.

APPENDIX A.2ENHANCED DISABILITY MANAGEMENT PROGRAM –

REGIONAL REPRESENTATIONAn Enhanced Disability Management Program (“EDMP”) was

incorporated into thecollectiveagreement for thepurposeof facili-tatinganemployeecentered,pro-active,appropriateandcustomizeddisabilitymanagementprogramforemployeeswithoccupationalandnon-occupationalillness/injury.

Thepartiesagree to thecreationof seventeen (17)uniondis-abilitymanagementrepresentativestosupportthecoordinationand

promotionoftheprogram.Theserepresentativeswillworkincollab-orationwiththeEmployer’sDisabilityManagementProfessionalstopromoteandcoordinatebestpracticeswithrespecttodisabilityman-agement,andwilladheretotherolesandresponsibilitiesoftheunionrepresentative as identified in the EDMP Policies and Proceduresdocument.Representativeswillworkunderthedirectionofdesignat-edBCNUstaff.

TheserepresentativeswillbedistributedbyRegionasfollows:

2 VCH4 FHA1 VCH/FHA2 PHSA/Providence3 VIHA3 IHA1 NHA1 AffiliateSites

Thepartiesagreethatthecostoftheseventeen(17)uniondis-abilitymanagementrepresentativeswillbefundedoutoftheAppen-dixA.2-EnhancedDisabilityManagementProgram—CostSavings.

Regionalassignmentswillbedeterminedbymutualagreementbetweentheparties.

Hours of Work and RenumerationEDMPrepresentativeswillhavethesamehoursofworkandre-

ceivethesameremunerationasthepositionsunderAppendixW–FullTimeStewardPosition.

APPENDIX A.3MEMORANDUM OF AGREEMENT

NBA OCCUPATIONAL HEALTH, SAFETY AND VIOLENCE PREVENTION INITIATIVES

Whereas an Enhanced Disability Management Program(“EDMP”)wasincorporatedintothecollectiveagreementforthepur-poseoffacilitatinganemployeecentred,proactive,appropriateand

customizeddisabilitymanagementprogramforemployeeswithoccu-pationalandnon-occupationalillness/injury;and

Whereas25%ofthecostsavingsfromtheEDMPareallocatedtoNBApreventioninitiatives(“CostSavings”);

Therefore,

The parties agree to establish a HEABC/NBA OccupationalHealth and Safety and Violence Prevention Committee to discussandmakerecommendationsontheallocationofavailablefundsforjointlyagreeduponOHSandVPinitiatives.

EffectiveApril1,2014,onemilliontwohundredandninetythousand($1,290,000)perfiscalyearwillbeallocatedtotheHEABC/NBAOccu-pationalHealthandSafetyandViolencePreventionCommitteefromtheEDMP-CostSavings.

AnyNBAmoniespreviouslyallocated to the jointprovincialOHSandVPCfromApril1,2014shallbereallocatedtotheHEABC/NBAOHSandVPC.

PREMIUM MAINTENANCE WHILE AWAITING LTDEmployeeswhohaveappliedforLTDorwhoseLTDapplication

isunderappealareeligibleforfinancialassistanceinrelationtoMed-ical,ExtendedHealth,Dental,GroupLifeandAD&D,andLTDpremi-umsprovidedtheemployeehas:

o exhaustedtheirsickleavecredits,

o usedupallvacationentitlements,

o exhaustedallotherpaidleaveandbanksthattheyareentitledto,and

o useduptheirtwenty(20)daysunpaidleavegraceperiod.

ProvidedtheemployeehasfulfilledtheaboverequirementstheNBA(BCNU)willreimbursetheemployeeforthecostofthebenefitspremiums for the remainingeligibilitywaitingperiod forLTDor the

appealperiodnottoexceedtwelve(12)months.

LONG TERM DISABILITY PLAN – PREMIUM MAINTENANCEEffectiveApril1,2012,fourhundredthousanddollars($400,000)

perfiscalyear isallocatedfromtheongoing2010-2012TotalCom-pensationResidualmoniestoafundtocover thecostsof theLTDPlan–PremiumMaintenance.

TheNBAwilladministerthePremiumMaintenanceFundandwillprovideanannualreportingoftheexpenditureofthefundstoHEABCverifyingthatthesumwasdisbursedinthemannerandforthepur-posesdescribedabove.Thiswillincludeasummarystatementofthetransactionsandbalancesfortheyear,aswellasacopyoftheNBA’sauditedfinancialstatements.

Theannualreportwillbeprovidedwithinsixty(60)daysfollowingthefiscalyearend.

TheNBAmayredirectalloraportionof the$400,000residualmoniesallocationbymutualagreementwithHEABCandsuchagree-mentwillnotbeunreasonablywithheld.

APPENDIX A.6MEMORANDUM OF UNDERSTANDING

EARLY RETIREMENT INCENTIVE BENEFITNotwithstandingthecurrentERIBprovisioncontainedintheCol-

lectiveAgreement,thepartiesagreetoenhanceandsupporteffortstoincreasetheuptakeofERIBbyeligibleemployees.

Itisagreedthat:

TheUnionwillbeprovidedwiththeinformationnecessaryinor-der to contactpotentiallyeligibleemployees, threemonthsprior totheirearliestpossibleeligibility.

TheUnionwillcontactemployeesonthelistreferencedabovetoexplainhowtheERIBprovisionworksandtoencourageemployeestoprovidethenecessaryauthorizationtodeterminetheireligibility.

EmployeeswhoapplyforERIBmaychoosetocontinuetomain-tain theExtendedHealthbenefitplan (excludingMSPandDental)coverage toagesixty-five (65). Thepremiumswillbecostsharedby theemployer and theemployeeona50-50basis provided theemployeepaystheirportionofthepremiumforsuchcoverageinad-vanceonamonthlybasis(seeAppendixA,SectionB,5.2andAp-pendixCSection1(B)).

InordertoexpeditetheprocessingofERIBapplications,itisfur-theragreedthatERIBpackageswillbepreparedandsentoutatleastfourtimesperyear,timingtobedeterminedbymutualagreementoftheparties.

DUTY TO ACCOMMODATE – PERMANENT ACCOMMODATIONSThepartiesagree that the long-termhealthof injuredanddis-

abled employees’ benefits from timely and proactive measures tomeettheirpermanentmedicalrestrictionstokeepthemproductivelyemployed,orresult intheirearlyreturntowork.Thepartiesfurtheragree that itmay not be possible to accommodate all injured anddisabledemployees,butwhereaccommodationthatdoesnotresultinunduehardshipispossible,agreethat:

a) EmployeesshallprovidetheEmployerwithappropriateand acceptable medical information that sets out anylimitationsand/orrestrictionsinatimelymanner.

b) OncethismedicalinformationisacceptedandagreedtobytheEmployer,theaccommodationprocesswillbegin.Shouldthemedicalinformationindicatethattheemploy-eerequiresapermanentaccommodation,theEmployerwillcontacttheemployeeandunionwithintwo(2)weekstodiscusspossibleaccommodationoptions.

c) Withinfour(4)weeksofacceptingandagreeingtotheprovidedmedicalinformationandreceivingconfirmationthat theemployee isfit toreturn toworkasper limita-tionsandrestrictions,theEmployerwilloffertheemploy-eetransitionalworkormustbeginpayingtheemployee

at theirpreviousrateofpay.Transitionalworkmay in-cludevariousnursingduties,accesstoeducationfundstoupgradeskillsorspecialprojects.

d) Accommodation agreements/plans for employees re-quiringapermanentaccommodationmaybereviewedperiodicallybytheEmployer.

APPENDIX BMEMORANDUM OF AGREEMENT

AGREEMENT ON PRINCIPLES REGARDING APPLICATION OF SECTION B - 7.4 OF THE ENHANCED DISABILITY

MANAGEMENT PROGRAMThisisthelanguageofDonMunroe’sconsentawardfrom2003

andiscurrentpracticeintheeventofaretroactiveawardforCPPandWCBbenefits.

Thepartiesmutuallyagreeasfollows:

1. Ifadisabledemployeebecomesentitledtootherdisabilityin-come,suchasaWCBorCPPaward,asaresultofthesameaccident,sickness,orillnessforwhichtheyareeligibleandentitledtoreceiveLTDbenefitsundertheLTDPlan,thentheLTDPlanisentitledtoberepaidupto100%oftheamountoftheLTDbenefitspaidtotheclaimantsasoftheeffectivedatetheclaimantfirstreceivestheotherdisabilityincomeforperiodsofoverlappingentitlement;

2. TheLTDPlan isentitled to integrate retroactiveawardsofotherdisabilityincome.Theintegrationofretroactiveawardswillbecalculatedfromthecommencementdateoftheretro-activeperiod(i.e.thedatebenefitentitlementcommenced),orthecommencementdateoftheLTDbenefitspayable(i.e.thedayafterthequalificationperiod),whicheverdateislater;

3. TheamountrecoverablebytheLTDPlanwillbebasedontheamountoftheother(e.g.WCBorCPP)monthlydisabilitybenefitpayableatthecommencementdateoftheretroactiveperiodoftheawardoratthecommencementdateoftheLTDbenefit,whicheverislater.Theamountwillbedeterminedbya“month-to-month”calculation(e.g.theamountoftheother

monthlydisabilityincomebenefitpayable,timesthenumberofmonthsthatoverlapwiththeLTDbenefitperiod)andwillbebasedon themonthlybenefit that isbeingpaidby theotherdisabilityincomeprovideratthecommencementdateoftheoverlappingperiod,exceptasprovidedherein.

4. Anyindexingoftheotherdisabilitymonthlybenefitpayable(exceptthemonthlybenefitamountofcommutedpensionsreferredtoinparagraph7below)willnotbeincludedforin-tegrationexceptwhere,afterthecommencementdateoftheoverlapping period of integration, the LTD benefit payableunder theLTDPlan is increaseddue toan indexingprovi-sionoftheLTDPlan(e.g.costoflivingadjustmentorare-calculationoftheLTDbenefitpayablebasedonthecurrentwagerateapplicabletothedisabledemployee’sownjobatthedateofdisability).Inthatevent,theincreaseintheoth-erdisabilitymonthlyincome,asaresultofindexing,willbeintegratedasat thedate theLTDbenefit is increasedduetoindexing.Intheeventthattheindexingfactorapplicableto increasetheLTDbenefitpayableundertheLTDPlan islowerthantheindexingfactoroftheotherdisabilityincomeprovider,theLTDPlanwillusethelowerindexingfactortodeterminetheamountoftheotherdisabilityindexedincomethatistobeintegratedwiththeLTDbenefit.Commutedpen-sionawardswillbeaddressedasprovided inparagraph7below;

5. TheLTDPlanwillbeentitledtorecoveraportionofanyin-terest awarded by the other disability income provider onthe sum referred to in paragraphs3 and4 above, that is,theamountthatisapplicabletotheretroactiveportionoftheawardthatisowedtotheLTDPlan.Themethodofdetermin-ingtheamountof interestowedtotheLTDPlanwilleitherbecalculatedusingtheinterestformulaoftheotherdisabilityincomeprovideror,ifthesameresult,apro-rationoftheac-tualinterestamountpaidbytheotherdisabilityincomepro-viderbasedontheportionoftheamountpaidbytheotherdisabilityincomeproviderthatisowedtotheLTDPlanasperparagraph3and4above;

6. TheamountoftheretroactiveawardthatisowedtotheLTD

Planwillbediscountedby10%,providedthatthefullamountowedtotheLTDPlanispaidwithinsix(6)monthsfromthedateoftheaward;

7. In the case of commuted lump sum pension awards, theLTDPlanwillbeentitledtoreducetheamountofthefuturemonthlyLTDbenefitspaidbythemonthlyamountoftheoth-erbenefitthathasbeencommutedi.e.themonthlyamountistheamountpaidbytheotherdisabilityincomeprovideratthedateofthecommutation,orthecommencementdateoftheretroactiveperiodoftheaward,orthedateofthecom-mencementoftheLTDbenefit,whicheverislater;

8. AproportionateshareofanylegalfeesanddisbursementspersonallyincurredbytheLTDclaimantinobtainingdisabil-ityincome,andforwhichtheclaimantwillnototherwisebeindemnified,willbedeductedfromtheamountowingtotheLTDPlan.Fiftypercentofthecostofamedical-legalreportusedinobtainingotherdisabilityincomewillalsobededuct-edprovidedthattheLTDclaimantpersonallyincursthecostof the report, the report is shared with the claims payingagentfortheLTDplan,andtheclaimantwillnototherwisebeindemnifiedforthecostofthereport.

9. Should therebeanyfuturechangeto legislation(includingtheimplementationofBill49),collectiveagreements,orpol-icy that affects all sources of the disability incomeof LTDclaimants,thepartiesthattheabove-notedprinciplescanbereconsidereduponduenoticebyonepartytotheother;

10.The British Columbia Nurses’ Union agree to advise theirmembersoftheirmembers’obligationtorepaytheLTDPlaninaccordancewiththetermsofthisAgreementandanyCon-sentArbitrationAwardwhich incorporates the termsof thisAgreement.

APPENDIX CMEMORANDUM OF AGREEMENT

LONG-TERM DISABILITY INSURANCE PLANS (date of disability prior to April 1, 2011)

TheUnionandtheHEABCagreethatthelong-termdisabilityin-suranceplanshallbegovernedbythetermsandconditionssetforthbelow.ThisamendedPlaniseffectiveApril1,1999.

• ExplanatoryNote:Therearetwoeffectivedatesfordefining“ex-istingclaimants” (April1,1998andApril1,1999).Foremploy-eespreviouslycoveredbytheHEABC/BCNUMasterAgreementprovisionsunderwrittenbytheHealthcareBenefitTrust(“HBT”),an“existingclaimant”isdefinedasanemployeewithadateofdisabilityorinjurythatoccurredpriortoApril1,1998.Forallotheremployees,thedefinitionofan“existingclaimant”isdefinedasanemployeewithadateofdisabilityorinjurythatoccurredpri-ortoApril1,1999.Forthelattergroupofemployees,whereverthedates“April1,1998”and“March31,1998”arefoundintheMemorandum,substitutethemwiththedatesfoundimmediatelyfollowingtheminparentheses:“(April1,1999)”and“(March31,1999)”,respectively.

Section 1 - Eligibility(A) Regular full-timeandregularpart-timeemployeeswhoare

onstaffJanuary1,1981orwhojointhestafffollowingthisdateshall,uponcompletionofthethree-monthprobationaryperiod,becomemembersof theLong-TermDisabilityPlanasaconditionofemployment.

(B) SeniorityandBenefits–Seniorityaccumulationandbene-fitentitlementforemployeesonlong-termdisabilityshallbeconsistentwiththefollowingprovisions(reference13.03(G)):

Anyemployeegrantedunpaidleaveofabsencetotallingupto twenty (20)workdays inanyyearshall continue toac-cumulateseniorityandallbenefitsandshall return to theirformerjobandincrementstep.

Ifanunpaidleaveofabsenceoranaccumulationofunpaidleaves of absence exceeds twenty (20) work days in anyyear, theemployeeshallnotaccumulatebenefits from thetwenty-first(21st)dayoftheunpaidleavetothelastdayoftheunpaidleavebutshallaccumulatebenefitsandreceivecredit forpreviouslyearnedbenefitsuponexpirationof theunpaidleave.

Upon return towork following recovery, an employeewhowasonclaimforlessthantwenty-four(24)monthsshallcon-tinueintheirformerjob;anemployeewhowasonclaimformorethantwenty-four(24)monthsshallreturntoanequiv-alentposition,exercising theirseniority rights ifnecessary,pursuant toArticle 13 andArticle 19. Employees on long-term disability who have exhausted all sick leave creditsand in addition have been granted twenty (20)work daysunpaid leave shall be covered by the Medical, ExtendedHealthCare,andDentalPlansprovided theypay the totalpremiums forsuchcoverage inadvanceonamonthlyba-sis.Employeesmaychoose tomaintainanyorallofsuchplans.EffectiveApril1,1999,premiumsforMedical,Dental,andExtendedHealth insurancewillbecostsharedby theEmployerandclaimantona50-50basis, under thesameconditionsasoutlinedabove.

Superannuation/Pension–Employeesonlong-termdisabili-tyshallbeconsideredemployeesforthepurposesofsuper-annuation/pensioninaccordancewiththePension(Munici-pal)ActandthePension(PublicService)Act,asapplicable.

GroupLifeInsurance–Employeesonlong-termdisabilityshallhave theirgroup life insurancepremiumswaivedandcov-erage under theGroupTermLife InsurancePlan shall becontinued.

Section2–WaitingPeriodandBenefits(A) “Existing Claimants”–EmployeesDisabledPriortoApril

1,1998(April1,1999)*

(*SeeExplanatoryNoteinPreambletothisMemorandum)

In the event an employee,while enrolled in thisPlan, be-comestotallydisabledpriortoApril1,1998(April1,1999)asaresultofanaccidentorasickness,then,aftertheemploy-eehasbeentotallydisabledforsix(6)monthstheemployeeshall receiveabenefitequal to two-thirds (2/3)ofmonthlyearnings.

(1) SupplementalMonthlyLTDBenefit(“SMB”)

(B) “New Claimants”–Employees Disabled on or After April1,1998(April1,1999)*

(1) Intheeventanemployee,whileenrolled inthisPlan,becomestotallydisabledonorafterApril1,1998(April1,1999)asaresultofanaccidentorsickness, then,aftertheemployeehasbeentotallydisabledforfive(5)months theemployeeshall receiveabenefitequal toseventypercent(70%)ofthefirst$4000ofthepre-dis-abilitymonthlyearningsandfiftypercent(50%)onthepre-disability monthly earnings above $4000 or 66-2/3%of pre-disabilitymonthly earnings,whichever ismore.The$4000level istobeincreasedannuallybytheincreaseintheweightedaveragewagerateforem-ployeesunderthecollectiveagreementforthepurposeofdeterminingthebenefitamountforeligibleemploy-eesasattheirdateofdisability.

Itisunderstoodthatthisadjustmentwillonlybeappliedonceforeacheligibleemployee,i.e.,atthedateofthedisability, todetermine thebenefitamount tobepaidprospectivelyforthedurationofentitlementtobenefitsundertheLTDplan.

(2) IntheeventthatthebenefitfallsbelowtheamountsetoutinSection2(B)(1)aboveforthejobthattheclaimantwasinatthetimeofcommencementofreceiptofbene-fits,LTDbenefitstobeadjustedprospectivelytoseventypercent(70%)ofthefirst$4000ofthecurrentmonthlyearningsandfiftypercent(50%)onthecurrentmonth-lyearningsabove$4000or66-2/3%ofcurrentmonthlyearnings,whicheverismorebasedonthewagerateineffect following review by HBT/underwriter every fouryears.(Note:the$4000figurewillbeadjustedassetoutinSection2(B)(1)above).

(C) All ClaimantsFor thepurposesof theabove,earningsshallmeanbasicmonthlyearnings(includingisolationallowanceswhereap-plicable)asatthedateofdisability.Basicmonthlyearnings

for regularpart-timeemployeesshall be calculatedon thebasisoftheemployee’saveragemonthlyhoursofworkforthetwelve-monthperiodorsuchshorterperiodthattheem-ployee has been employed, prior to the date of disability,multipliedbytheirhourlypayrateasatthedateofdisability.

The long-termdisabilitybenefitpaymentshallbemadesolong as an employee remains totally disabled and shallceaseonthedatetheemployeereachesagesixty-five(65),recovers,dies,or iseligibleforearlyretirement,whicheveroccursfirst.

(D) Employees who still have unused sick leave credits after thewaitingperiodwhenthelong-termdisabilitybenefitbecomes payable shall have the option of:

(1) exhaustingall sick leavecreditsbefore receiving the long-termdisabilitybenefit;

(2) usingsickleavecreditstotopoffthelong-termdisabilityben-efit;or

(3) bankingtheunusedsickleavecreditsforfutureuse.

(E) Employment status during the intervening period between expiration of sick leave credits and receipt of long-termdisabilitybenefits:EmployeeswhowillbeeligibleforbenefitsundertheLong-TermDisabilityPlanshallnothavetheiremploymenttermi-nated; following expiration of their sick leave credits theyshallbeplacedonunpaidleaveofabsenceuntilreceiptoflong-termdisabilitybenefits.

(F) Employees are not to be terminated for non-culpable absenteeism, while in receipt of long-term disability benefits.

Section3–TotalDisabilityDefined(A) “ Existing Claimants” – Employees Disabled Prior

to April 1, 1998 (April 1, 1999) *(*SeeExplanatoryNoteinPreambletothisMemorandum)

Total disability, as used in this Plan, means the completeinability becauseof an accident or sickness, of a coveredemployeetoperformthedutiesoftheirownoccupationforthefirsttwo(2)yearsofdisability.Thereafter,anemployeewhoisablebyreasonofeducation,training,orexperiencetoperformthedutiesofanygainfuloccupationforwhichtherateofpayequalsorexceedseighty-fivepercent(85%)oftherateofpayoftheirregularoccupationatdateofdisabilityshallnolongerbeconsideredtotallydisabledandtherefore,shallnotcontinuetobeeligibleforbenefitsunderthisLong-TermDisabilityPlan.

(B) “ New Claimants” – Employees Disabled on or After April 1, 1998 (April 1, 1999) *

TotalDisability,asusedinthisPlan,meansthecompletein-abilitybecauseofanaccidentorsickness,ofacoveredem-ployeetoperformthedutiesof theirownoccupationfor thefirsttwo(2)yearsofdisability.Thereafter,anemployeewhoisablebyreasonofeducation,training,orexperiencetoper-formthedutiesofanygainfuloccupationforwhichtherateofpayequalsorexceedsseventypercent(70%)ofthecurrentrateofpayfortheirregularoccupationatthedateofdisabilityshallnolongerbeconsideredtotallydisabledunderthePlan.However,theemployeemaybeeligibleforaResidualMonth-lyDisabilityBenefit.

(1) ResidualMonthlyDisabilityBenefit TheResidualMonthlyDisabilityBenefitisbasedoneighty-

fivepercent(85%)oftheirrateofpayatthedateofthedis-abilitylesstherateofpay(theminimumbeingequaltosev-entypercent(70%)ofthecurrentrateofpayfortheirregularoccupation) applicable to any gainful occupation that theemployeeisabletoperform.TheResidualMonthlyDisabil-ityBenefitwill continueuntil the rateofpay (theminimumbeingequaltoseventypercent(70%)ofthecurrentrateofpay for their regular occupation) applicable to any gainfuloccupation that theemployee isable toperformequalsorexceedseighty-fivepercent(85%)oftherateofpayfortheir

regularoccupationatthedateofthedisability.Thebenefitiscalculatedusingtheemployee’smonthlyLTDnetofoffsetsbenefit and thepercentagedifferencebetween theeighty-fivepercent(85%)oftheemployee’srateofpayatthedateofdisabilityand the rateofpay (theminimumbeingequaltoseventypercent(70%)ofthecurrentrateofpayfortheirregularoccupation)applicabletoanygainfuloccupationthattheyareabletoperform.

Example:(a) MonthlyLTDnetofoffsetsbenefit=$1000.00permonth(b) 85%rateofpayatdateofdisability=$13.60perhour(c) 70%ofcurrentrateofpay=$12.12perhour(d) percentagedifference[(b/c)–1]=12.2%(e) ResidualMonthlyDisabilityBenefit(axd)=$122.00

(C) All Claimants(1) Totaldisabilitiesresultingfrommentalornervousdis-

ordersarecoveredbythePlaninthesamemannerastotaldisabilitiesresultingfromaccidentsorothersick-nesses,exceptthatanemployeewhoistotallydisabledasaresultofamentalornervousdisorderandwhohasreceivedtwenty-four(24)monthsofLong-TermDisabil-ityPlanbenefitpaymentsmustbeconfinedtoahospi-talormentalinstitutionor,wheretheyareathome,un-derthedirectcareandsupervisionofamedicaldoctor,inordertocontinuetobeeligibleforbenefitpayments.

(2) Duringaperiodoftotaldisabilityanemployeemustbeundertheregularandpersonalcareofalegallyquali-fieddoctorofmedicine.

(3) Commitment to RehabilitationIntheeventthatanemployeeismedicallyabletoparticipateinarehabilitationactivityorprogramthat:

(a) canbeexpectedtofacilitatetheirreturntotheirownjoborothergainfuloccupation;and

(b) isrecommendedbyHBT/underwriterandapprovedasa

RehabilitationPlan,then,

theentitlementtobenefitsundertheLTDPlanwillcon-tinueforthedurationoftheApprovedRehabilitationPlanaslongastheycontinuetoparticipateandcooperateintheRehabilitationPlan.IfthePlaninvolvesachangeinownoccupation,theLTDbenefitperiodwillcontinueatleastuntiltheendofthefirsttwo(2)yearsofdisability.Inaddition,theemployeemaybeeligiblefortheRehabili-tationBenefitIncentiveProvision.

TheRehabilitationPlanwillbejointlydeterminedbytheemployee (and, if theemployeechooses, theirUnion)andHBT/underwriter. In considering whether or not arehabilitation plan is appropriate, such factors as theexpecteddurationofdisability,and the levelofactivityrequiredtofacilitatetheearliestreturntoagainfuloccu-pationwillbeconsideredalongwithallotherrelevantcri-teria.Arehabilitationplanmayincludetraining.OncetheRehabilitationPlanhasbeendetermined, theemploy-eeand theHBT/underwriterwill jointly sign theTermsof theRehabilitationPlanwhichwill, thereby, becometheApproved Rehabilitation Plan and the employee’sentitlementtobenefitsundertheLTDplanshallcontinueuntilthesuccessfulcompletionoftheApprovedRehabil-itationPlan,providedtheeligibleemployeeiswillingtoparticipateandcooperateintheApprovedRehabilitationPlan.Inaddition,theemployeemaybeeligibleforany,orall,oftheRehabilitationBenefitIncentiveProvisions.

(4) Rehabilitation Review Committee(a)Intheeventthattheeligibleemployeedoesnotagree:

(i)withtherecommendedrehabilitationplan,or,

(ii)thattheyaremedicallyabletoparticipateandcooperateintheRehabilitationPlanasdefinedintheTermsoftheRe-habilitationPlan,then,toensurebenefitentitlementundertheLTDPlan,theemployeemusteither:

(iii)be able to demonstrate reasonable grounds for beingunable to participate and cooperate in a rehabilitation

plan;or,

(iv)appealthedisputetotheRehabilitationReviewCommit-teeforaresolution.

(b) During the appeal process, the employee’s benefit entitle-mentundertheLTDPlanshallnotbesuspended.

TheRehabilitationReviewCommitteeshallbecomposedofthreequalified individualswho,byeducation, training,andexperiencearerecognizedspecialistsintherehabilitationofdisabledemployees.TheCommitteeshallbecomposedofthree(3)individualschosenonarotatingbasisfromalistofrehabilitationspecialistsmutuallyacceptabletotheparties.Thepurposeof theRehabilitationReviewCommitteeshallbetoresolvetheappealofaneligibleemployeewho:

(i)does not agree with the recommended RehabilitationPlan;or,

(ii)doesnotagree that theycouldmedicallyparticipate intheRehabilitationPlan.

Duringtheappealprocess,theeligibleemployee’sen-titlementtobenefitsundertheLTDPlanshallcontinueuntiltheCommitteehasmadeitsdecision.ThedecisionoftheCommitteeshalldeterminewhetherornottheel-igibleemployeeisrequiredtoparticipateandcooperateintheRehabilitationPlanapprovedbytheCommittee.IntheeventthattheeligibleemployeedoesnotaccepttheCommittee’sdecision,theirentitlementtobenefitsundertheLTDPlanshallbesuspendeduntilsuchtimeastheeligibleemployeeiswillingtoparticipateandcooperateintheApprovedRehabilitationPlan.

(5) RehabilitationBenefitIncentiveProvisions(a) Anemployeewhohasbeenunable toworkdue to ill-

nessorinjuryandwhosubsequentlyisdeterminedtobemedicallyableto:

(i)returntoworkonagradualorpart-timebasis;

(ii)engageinaphysicalrehabilitationactivity;and/or

(iii)engageinavocationalretrainingprogram.

shallbeeligibleforany,orall,oftheRehabilitationBenefitIn-centiveProvision.

(b) TheintentoftheProvisionistoassisttheemployeewithareturntoagainfuloccupation.Inmanysituations,anemployeewhoreturnstoworkbyparticipatingandco-operatinginanApprovedRehabilitationPlanwillbeabletoincreasetheirmonthlyearningsabovetheLTDbenefitamount.Theobjectiveof theRehabilitationBenefit In-centiveProvisionistopromotethesuccessfulcomple-tionoftheRehabilitationasfollows:

(i) Theemployee,whouponreturntogainfulrehabil-itativeemploymentunderanApprovedRehabilita-tionPlan,willbeentitledtoreceiveallmonthlyre-habilitationearningsplusamonthlyLTDbenefituptotheamountsetoutinSection2(A)or(B)(asthecasemaybe)oftheAddendum,providedthatthetotalofsuchincomedoesnotexceedonehundredpercent(100%)ofthecurrentrateofpayfortheirregularoccupationatthedateofthedisability;

(ii) UponsuccessfulcompletionoftheApprovedReha-bilitationPlan,theemployeebecomesanautomat-iccandidateforalljobpostingswiththeEmployer,andshallhavetheabilitytobumpunderthecollec-tiveagreement for positions that theemployee isqualifiedandphysicallycapableofperforming;

(iii) Uponsuccessfulcompletionof theApprovedRe-habilitation Plan, the LTD benefit periodmay beextendedforamaximumofsix(6)monthsforthepurposeofjobsearch;and

(iv) TheeligibleemployeeshallbeentitledtoparticipateintheJobExplorationandDevelopmentprogram.

“Rehabilitative employment” shall mean any oc-cupationoremployment forwageorprofitoranycourseortrainingthatentitlesthedisabledemploy-ee to an allowance, provided such rehabilitative

employment has the approval of the employee’sdoctorandtheunderwriterofthePlan.

Ifearningsare receivedbyanemployeeduringaperiod of total disability and if such earnings arederived fromemploymentwhichhasnotbeenap-provedasrehabilitativeemployment,thenthereg-ularmonthlybenefitfromthePlanshallbereducedbyonehundredpercent(100%)ofsuchearnings.

(6) Joint Rehabilitation Improvement Committee Duringthetermoftheagreement,one(1)personfromHEABC

andone(1)personfromtheHBTshallmeetthetwo(2)repre-sentativesoftheNurses’BargainingAssociation.ThepartieswillworktogethertoimprovetheRehabilitationProcess.

TheCommitteewill have access to all relevant informationavailable to theTrust todetermine thecost savingsexperi-encedbytheLTDPlanasaresultoftheRehabilitationProvi-sions.

Section 4 – Exclusions from CoverageThe Long-Term Disability Plan does not cover total disabilities resultingfrom:

(A) war,insurrection,rebellion,orserviceinthearmedforcesofanycountry;

(B) voluntaryparticipationinariotorcivilcommotion,exceptwhileanemployeeisinthecourseofperformingthedutiesoftheirregularoccupation;

(C) intentionallyself-inflictedinjuriesorillness.

Section 5 – Integration with other Disability IncomeIntheeventatotallydisabledemployeeisentitledtoanyother

incomeasaresultofthesameaccident,sickness,mentalornervousdisorderthatcausedthemtobeeligibletoreceivebenefitsfromthisPlan, thebenefits from thisPlanshallbe reducedbyonehundredpercent(100%)ofsuchotherdisabilityincome.

Ifotherdisabilityincomeisavailabletotheemployee,theymustapplyforthisincomepriortoreceivingLTD.

Otherdisabilityincomeshallincludebutisnotlimitedto:

(A) anyamountpayableunderanyWorkers’CompensationActorlaworanyotherlegislationofsimilarpurpose;and

(B) anyamountthedisabledemployeereceivesfromanygroupinsurance, wage continuation, or pension plan of the Em-ployerthatprovidesdisabilityincome;and

(C) anyamountofdisability incomeprovidedbyacompulsoryactorlaw;and

(D) any periodic primary benefit payment from theCanada orQuebecPensionPlansorothersimilarsocialsecurityplanofanycountrytowhichthedisabledemployeeisentitledortowhichtheywouldbeentitledhadtheyappliedforsuchabenefit;and

(E) anyamount of disability incomeprovidedbyanygrouporassociation disability plan towhich the disabled employeemightbelongtoorsubscribe.

Privateor individualdisabilityplanbenefitsof thedisabledemployeeshallnotreducethebenefitfromthisPlan.

TheamountbywhichthedisabilitybenefitfromthisPlanisre-ducedbyotherdisability incomeshall be theamount towhich thedisabledemployee is entitleduponbecoming first eligible for suchotherdisability income.Future increases insuchotherdisability in-comeresultingfromincreasesintheCanadianConsumerPriceIndexorsimilarindexingarrangementsshallnotfurtherreducethebenefitfromthisPlanuntiltheLTDbenefitpayableisrecalculatedtoreflectcurrentwagerates[Reference2(B)(2)].

Section 6 – Successive DisabilitiesIf,followingaperiodoftotaldisabilitywithrespecttowhichbene-

fitsarepaidfromthisPlan,anemployeereturnstoworkforacontin-uousperiodofsix(6)monthsormore,anysubsequenttotaldisabilitysufferedbythatemployee,whetherrelatedtotheprecedingdisabilityornot,shallbeconsideredanewdisabilityandthedisabledemploy-

eeshallbeentitledtobenefitpaymentsafterthecompletionofanoth-erwaitingperiod.

Intheeventtheperiodduringwhichsuchanemployeehasre-turnedtowork is less thansix(6)monthsandtheemployeeagainsuffersatotaldisabilitythatisrelatedtotheprecedingdisability,thesubsequentdisabilityshallbedeemedacontinuationofthepreced-ingdisability,andthedisabledemployeeshallbeentitledtobenefitpaymentswithoutthenecessityofcompletinganotherwaitingperiod.

Shouldsuchanemployeesufferasubsequentdisabilitythat isunrelated to the previous disability and provided the period duringwhichtheemployeereturnedtoworkislongerthanone(1)month,thesubsequentdisabilityshallbeconsideredanewdisabilityandtheemployeeshallbeentitledtobenefitpaymentsafterthecompletionofanotherwaitingperiod.Iftheperiodduringwhichtheemployeere-turnedtoworkisone(1)monthorless,thesubsequentdisabilityshallbedeemedacontinuationoftheprecedingdisabilityandthedisabledemployeeshallbeentitledtobenefitpaymentswithoutthenecessityofcompletinganotherwaitingperiod.

Section 7 – Leave of AbsenceEmployeeson leaveofabsencewithoutpaymayopt to retain

coverageunder thePlanandshallpaythefullpremium.Coverageshallbepermittedforaperiodoftwelve(12)monthsofabsencewith-outpay,exceptifsuchleaveisforeducationalpurposes,whenthemaximumperiodshallbeextendedtotwo(2)years.Ifanemployeeonleaveofabsencewithoutpaybecomesdisabled,theirallowanceunder thisPlanshallbebaseduponmonthlyearnings immediatelypriortotheleaveofabsence.

Section8–BenefitsUponPlanTerminationIntheeventthisLong-TermDisabilityPlanisterminated,theben-

efitpaymentsshallcontinuetobepaidinaccordancewiththeprovi-sionsofthisPlantodisabledemployeeswhobecamedisabledwhilecoveredbythisPlanpriortoitstermination.

Section 9 – PremiumsThecostofthisPlanshallbebornebytheEmployer.Payment

of premiums shall cease on termination of employment or five (5)

monthsprior toanemployee’ssixty-fifth (65th)birthday,whicheveroccursfirst.

Section 10 – Waiver of PremiumsThepremiumsof thisPlanshallbewaivedwithrespect todis-

abledemployeesduringthetimesuchanemployeeis inreceiptofdisabilitybenefitpaymentsfromthisPlan.

Section 11 – ClaimsLong-term disability claims shall be adjudicated and paid by a

claims-payingagenttobeappointedbytheTrustee.Theclaims-pay-ingagentshallprovidetollfreetelephoneaccesstoclaimants.IntheeventacoveredemployeeortheHealthcareBenefitTrust/underwriterdisputes the decision of the claims-paying agent regarding a claimforbenefitsunderthisPlan,theemployeeortheHealthcareBenefitTrust/underwritermayrequest that theclaimbere-examinedbytheclaims-payingagent.Iftheemployeedisputesthedecision,theem-ployeemay request tohave theclaim reviewedbyaclaims reviewcommitteecomprisedofthreeindependentandqualifiedmedicaldoc-torsagreedtobytheClaimsAdjudicationCommittee.

Written notice of a claim under this Plan shall be sent to theclaims-payingagentnolongerthanforty-five(45)daysaftertheear-liestforeseeablecommencementdateofbenefitpaymentsfromthisPlanorassoonthereafterasisreasonablypossible.Failuretofurnishtherequirednoticeofclaimwithinthetimestatedshallnotinvalidatenorreducetheclaim if itwasnotreasonablypossible tofile there-quirednoticewithinsuchtime,providedthenoticeisfurnishednolaterthansix(6)monthsfromthetimenoticeofclaimisotherwiserequired.

Claims Adjudication CommitteeDuringthetermoftheAgreement,onepersonfromHEABCand

onepersonfromtheHBTshallmeetwithtwo(2)representativesoftheNursesBargainingAssociation.Thepartieswillworktogethertoimprovetheclaimsadjudicationprocess.

TheCommitteewillarrangetohaveaninformationbrochurepre-paredtoexplaindetailedproceduresforclaimssubmissions,re-ex-aminationanddecisionreviewbythemedicalpanel.

Section 12 – AdministrationThe Employer shall administer and be the sole trustee of the

Plan.TheUnion shall haveaccess toany reportsprovidedby theclaims-payingagentregardingexperienceinformation.

AllquestionsarisingastotheinterpretationofthisPlanshallbesubjecttothegrievanceandarbitrationproceduresinArticles9and10oftheProvincialCollectiveAgreement.

Section 13 – Provincial Collective Agreement UnprejudicedThetermsofthePlansetoutaboveshallnotprejudicetheappli-

cationorinterpretationoftheProvincialCollectiveAgreement.

Section 14 – LTD Plan Early Retirement Incentive ProvisionTheLTDPlanERIBistoensurethattheeligibleemployeewill

notrealizeapensionbenefitthatislessthanthepensionbenefitthattheywould have been entitled to receive at the normal retirementdate,hadtheynotappliedforearlyretirement,regardlessofwhentheearlyretirementincentiveprovisionisactivated.

(A) AnemployeeunderthisAgreementwhois:

(1) eligible for,orwho is receivingLTDbenefits,or in thecaseofclaimantsunderSection2(A),eligiblefor,orwhohasbeeninreceiptofLTDforfour(4)yearsormore;

(2) eligibleforearlyretirementpensionbenefits;and

(3) not eligible for the LTDPlanRehabilitation Provisionsshallapplyforearlyretirement.

Theemployee’sentitlementtobenefitsundertheLTDPlanshall,providedtheemployeeremainseligibleasperthedefi-nitionofTotalDisability,continueduring theperiodof timethattheirapplicationforearlyretirementisbeingprocessedwith their pensionplanadministrator. In theevent that theemployee isnoteligible foranunreducedpensionbenefit,theymaystillbeeligiblefortheLTDPlanEarlyRetirementLTDIncentiveBenefit.

(B) EntitlementtoandtheamountoftheLTDPlanERIBshallbedeterminedbyconsideringthefollowingfactors:

(1) theamountofthemonthlypensionbenefitthattheem-ployeewouldhavebeenentitledtoreceiveifearlyretire-mentwasnotelected;

(2) theamountofthemonthlyearlyretirementbenefitthattheemployeewillreceive;

(3) the amount of the grossmonthly LTDbenefit that theemployeeisentitledtoreceive;

(4) theamountofthenet-of-offsetsmonthlyLTDbenefitthattheemployeeisentitledtoreceive;and,

(5) themaximumLTDbenefitdurationperiodapplicabletotheemployee.

If thecombinationofsuperannuationbenefit,CanadaPen-sionPlanretirementbenefitandanyotherdisabilityincomereferred to in Section 5 of the LTDAddendum results inmonthlyincomeoflessthantheLTDmonthlyincomebenefit,thentheeligibleemployeeshallbeentitledtoremainonLTDbenefits.

(C) AnemployeewhoiseligiblefortheLTDPlanERIBshallbeentitled to receive thebenefit ina lumpsum,ordirect theHealthcare Benefit Trust to any other designate. The em-ployeeshallcompleteanLTDPlanERIBApplication.Uponapproval of the employee’s application, the employee andtheHealthcareBenefitTrustwilljointlysigntheTermsoftheLTDPlanERIBandtheemployeeandthemembersoftheJointLTDPlanEarlyRetirementIncentiveCommitteeshallsigntheLTDPlanEarlyRetirementIncentiveAgreementonbehalfofthepartiestotheCollectiveAgreement.

(D) AlleligibleemployeeswhoareentitledtotheLTDPlanERIBshallbeentitledtothecontinuationoftheLifeBenefitcov-erage in effect until sixty-five (65) years of age, or death,whicheverisearlier.

(E) JointEarlyRetirementImprovementCommittee

Within six (6)months of the ratification of this agreement,one (1) person fromHEABCandone (1) person from theHBTshallmeetwithtwo(2)representativesoftheNurses’

BargainingAssociation.Thepartieswillworktogethertoim-provetheearlyretirementincentiveprocess.

TheCommitteewillhaveaccesstoall relevant informationavailabletotheTrusttodeterminethecostsavingsexperi-encedbytheLTDPlanasaresultof theEarlyRetirementIncentiveProvisions.

APPENDIX DMEMORANDUM OF AGREEMENT

WORKING GROUP FOR A PROVINCIAL FRAMEWORK ON OCCUPATIONAL HEALTH AND SAFETY (OHS)

IN HEALTH CAREWhereasthepartiesshareacommoninterestinpreventingwork-

placeinjuriesandpromotingsafeandhealthyworkplacesthroughoutthehealthcaresectorwithsharedobjectivesto:

• Promoteasafeandhealthyworkenvironmentandorganizationalsafetyculturethroughpreventionofinjuryinitiatives,safework-loads,promotionofsaferworkpracticesandhealthyworkforces,includingpilotanddemonstrationprograms

• Preventandreducetheincidenceofinjuries(physicalandpsy-chological)andoccupationaldiseases

• Evaluate and promote the adoption of leading practices, pro-gramsandmodels

• Identifyanddevelopaprovincialframeworkandsystemsforim-plementingtheseobjectives

• Facilitateco-operationbetweenunionsandemployersonhealthandsafetyissues

• Facilitate education and training for effective functioning of localJointOHScommittees

• Share information, data, experienceandbest practicesacrossthesector

• ImprovecompliancewithWorkers Compensation Act,OHSreg-ulationandrecommendations

• ImplementCSAZ1000-14OccupationalHealthandSafetyMan-agementandCSAZ1003-13PsychologicalHealthandSafety

Whereas the parties acknowledge the need for a coordinatedandintegratedefforttoimproveandhealthandsafetyofhealthcareworkersandrenewandrebuildaprovincial framework/structureforoccupationalhealthandsafetyintheBChealthcaresector,builtonthefollowingprinciples:

• Broadstakeholderengagementingovernance;

• Collaborativeapproach;

• Transparency;and

• Evidencebaseddecisionmaking.

Thereforethepartiesagreeasfollows:

1. The parties will establish a joint provincial working group,withinninety(90)daysofratification,groundedintheprin-ciples of meaningful collaboration and system based ap-proacheswithapurposetosupportandpromotesafeandhealthyworkenvironmentsinhealthcareacrossBC.

2. Theworkinggroupwillmeetasfrequentlyasnecessary inordertoconcluderecommendationswithinsix(6)monthsofratification.

3. TheworkinggroupwillbechairedbyHEABCandcomprisedofonerepresentativefromeachparticipatingemployeestake-holder group (bargaining association) and three Employerrepresentatives.Theworkinggroupmayalso includearep-resentativefromDoctorsofBC,orotherrelevantgroupsasagreedbytheparticipants.Theworkinggroupwilloperateonaconsensusmodel.

4. Theworkinggroupwillmakerecommendationstothestake-holder groups and Leadership Council to establish a pro-vincialframework/structure(the“ProvincialFramework”)forHealthCareSectorOccupationalHealthandSafetyissuesandsolutionsincludingconsiderationofastaffstructure.Theworkinggroupwillregularly(monthly)updateallstakehold-ers,priortothesubmissionoffinalrecommendations,which

shallbegivendueconsiderationbystakeholdersandLead-ershipCouncil.

5. The working group will make recommendations regardingtermsofreferenceandrulesofgovernancefortheProvincialFramework.

6. Theworkinggroupwillexploreopportunitiesandmakerecom-mendationsregardingpotentialsourcesofongoingfundingforinitiativescarriedoutunderthisProvincialFramework.

7. TheProvincialFrameworkwillcarryonwithallprojectspre-viouslyagreedtoandundertakenbytheProvincialOccupa-tionalHealthandSafetyandViolencePreventionSteeringCommittee and future projects in support of OccupationalHealthandSafetyinthehealthcaresector.Suchprojectswillincludemaintenanceof theProvincialViolencePreventionCurriculum, the design/update/implementation of the OHSResourceCentreandsupportof the implementationof theCSA Z1000-14 Occupational Health and Safety Manage-mentandCSAZ1003-13PsychologicalHealthandSafety.

8. TheNBAmayuseallorpartoffundingfromAppendixA.3andallocatetoittocontributetowardstheProvincialFrame-work,ortheNBAmaychoosetouseallorpartofitsfundingto,inconjunctionwiththememberEmployersandHEABC,identifyandaddressinitiativesspecifictotheNBA.

APPENDIX D.1MEMORANDUM OF AGREEMENT

Between:Health Employers Association of BC (“HEABC”)

And:Nurses’ Bargaining Association (“NBA”)

And:Ministry of Health (“MOH”)(collectively “the Parties”)

RE: PSYCHOLOGICAL HEALTH AND SAFETY IN THE HEALTH CARE WORKPLACE

Background1. Ensuring the psychological health and safety of health care

workers isapriority for theMinistryofHealth,as it isavitalrequirementforahealthy,engagedandproductivehealthcareworkforce.

2. EffortstoaddressthisissueinBritishColumbiahavethusfarbeen limited to the local/regional Health Authority level, asthereispresentlynocommonprovincialapproachtocreatingandensuringpsychologicallyhealthyandsafeworkplaces inthehealthsystem.

3. Giventheabove,theMinistryofHealthhasidentifiedinitspolicypaper,Enabling Effective, Quality Population and Patient-Cen-tred Care: A Provincial Strategy for Health Human Resources; acommitmenttoensurethedevelopmentandimplementationofaprovincialengagement,influenceandaccountabilityframe-work incollaborationwithHealthAuthorities,associationsandunionstosupport thecreationof inclusive,vibrantworkplacesforallhealthcareworkersacrossthehealthsector.

Therefore the Parties agree:4. TheframeworkwillbecompletedbyDecember2016andwill

ensure clearly articulated, specific and measurable healthyworkplaceobjectiveslinkedtotheframework.Achievementoftheseobjectiveswillbemonitored,measuredandreportedtoLeadershipCouncilonaquarterlybasisstartinginApril2017.

5. Linked to these objectives, the Ministry of Health will directHealthAuthoritiestoadopttheNationalStandardforPsycholog-icalHealthandSafetyintheWorkplaceastheirownstandard.Specifically, for2016/17 theMinistrywilldirect theHealthAu-thoritiestoundertakerequiredanalysisanddevelopandpresenttotheMinistrybyOctober1,2016,aplanforimplementationoftheStandardoverthenextthreetofiveyears,withimplementa-tionstartingApril2017.

6. It istheMinistry’sfullexpectationthat increatingtheirplans,theHealthAuthoritieswillconsultextensivelyandcollaborate

with professional associations and unions representing allhealth careworkers, and specifically, theNursesBargainingAssociation(“NBA”).

7. HealthAuthoritieswillprovide regular reports to theMinistry,andasrequestedtotheNBA,withrespecttoimplementingtheplanaspartofreportingonthebroaderengagement,influenceandaccountabilityframework.

8. TheMinistry’sNursingPolicySecretariatwillreviewprogressonimplementationoftheStandardwiththeNBAonaquarterlybasis.

APPENDIX EMEMORANDUM OF AGREEMENT

Between:Health Employers Association of BC (“HEABC”)

And:Nurses’ Bargaining Association (“NBA”)

And:Ministry of Health (“MOH”) (collectively, “the Parties”)

RE: WORKPLACE VIOLENCE PREVENTIONPreamble - Developing a Provincial Policy Framework

• The Ministry of Health, Health Authorities andAffiliates arecommitted to thepreventionofviolence inhealthcarework-placesintheprovinceofBritishColumbia.

• Itisrecognizedthathealthcareworkersarevulnerabletovi-olencebecausetheyprovidecaredirectlytomembersofthepublicacrossallsettings,includinghospitals,carehomesandinthecommunity,ofteninhighstresssituations.

• Violenceprevention isacomplex issue requiringpartnershipamongmultiplestakeholders,andwhilelegislation,regulation

andoperationalpoliciesandprotocolsareinplace,andthereareanumberofimprovementactivitiesunderwayinthehealthsystem,theMinistryiscommittedtodevelopingacoherentandfocusedprovincialframeworkbyearlySeptemberto:

o Provideclearandconsistentlyappliedpolicydirectioninclud-ing requirements for contractedservices, includingprotec-tionservicesformediumandhighriskserviceareas;

o Establish clear roles and accountabilities amongst theMinistry, HealthAuthorities, Affiliates, WorkSafeBC, andHealthEmployersAssociationofBC(HEABC);

o Implement systemwide reporting, oversight and compli-ancemonitoring;and,

o Establish practical partnerships with key stakeholders,includingunionsandassociations, tocreatehealthyandsafeworkplacesforhealthcareproviders.

• TheMinistryisreviewingrelevantliteratureandbestpractices,andwillconsultandseekinputfromkeystakeholdersduringspring2016.SpecificallywithrespecttothisMOU,theMinistryofHealthwillincollaborationwiththeNBAfacilitateaonedayworkingsession inMaywithRN,RPN,andLPNrepresenta-tivesfromhospital,facility(includinglongtermcare)andcom-munityprogramstoseekinputandfeedbackontheframework.

• ThepolicyframeworkwillbecompletedandfullyendorsedbyLeadershipCouncilinOctober2016.Itwillformthebasisforclearandspecificpolicydirection from theMinistry tohealthauthoritiestobeprovidednolaterthanDecember31,2016.

• The frameworkandpolicydirectionwill be fully incorporatedintoMinistryandhealthauthorityplanningandaccountabilitydocumentseffectiveApril1,2017.

Policy Framework Focus• The policy framework will be comprehensive in scope, will

buildonpreventionrelatedactivitiesandinitiativespreviouslycompletedorunderwayandidentifyMinistryexpectationsforviolencepreventionactivitiesatprovincial, regionaland locallevels.

• Thepolicyframeworkwillclarifyandsetexpectationsforhealthauthority/affiliateprovidedandcontractedserviceson:

o Categoriesortypesofhealthcareworkplacesbasedonas-sessedriskwithassociatedpreventionpoliciesandactions;

o Roles,Responsibilities,andAccountabilities;

o Education and Training Requirements (including time-lines):

Requirementsforallemployees

Requirementsforstaffworkingincommunitypro-grams

Requirementsforstaffworkingindesignatedmediumandhighrisksites

Requirementswillcovernewhires,movementbetweenlocations,refreshtrainingandon-goingskillspractice

o Emergency Response Requirements including use ofCodeWhiteTeams,SafetyandSecurityOfficers,andtheinvolvementofappropriatestaffinphysicalinterventions;

o Settingadmissionandexclusioncriteria;

o CommunicationsProtocols includingastandardizedpro-vincialviolenceassessmenttoolandprovincialpolicesforapplying, reassessingandcommunicatingalertsandas-sociatedcareplans;

o SafetyEquipment;

o PhysicalEnvironment(newbuildsandexistingsitesorunits);

o CriticalIncidentStressSupport;

o Measurement,MonitoringandReporting.

• TheseareaswillstructurethefocusoftheworkingsessioninMayandprovidetheopportunityfortheNBAtoseekabroaderrangeofinputfromtheirmembersinadvanceofthesession.

Immediate Action• TheMinistrywillworkcollaborativelywiththeHEABC,Health

Authorities,Affiliates,andtheNBAtotakeanumberofimme-diatestepstofurtherimproveviolenceprevention,including:

o TheMinistryofHealthwillassignaleadmanagerforPreventionofViolenceintheWorkplacefromtheHealthSectorWorkforceDivisiontoprovideasustainedfocusonthiskeyareaandprovideadirectliaisonforunionstoaddressanyemergingconcernsorissues.

o TheMinistrywillrequireinterimquarterlyviolencepre-ventioncompliancereportingfor2016-2017.ThereportrequirementswillbeestablishedbyJune30withreportsrequiredforthesubsequentthreeperiods:July-Sep-tember2016,October-December2016,January-March2017.Reportswillbesubmittednolaterthan30daysafterthecloseoftheseperiodsandwillbemadeavail-abletotheNBA.Thereaftercompliancereportingwillbeprovidedquarterlyatthesesameintervals.

o Evaluatingandcontinuingtobuildonprogressinthefourprioritysitesidentifiedfortargetedactionin2016(Hillside,Forensics,Abbotsford,SevenOaks);thiswillincludejointlyidentifyingandtakingtargetedactioninsixadditionalprioritysitesthatthePartieswillcollaborative-lyidentifyontheratificationofthisagreement,withtheMinistryandNBAtoeachcontribute$2millionfortheseadditionalsites.

o TheMinistryofHealthwillreviewandthenensureHealthAuthoritieshaveestablishedeffectiveSecurity/SafetyOfficerprotocolsatthefollowingdesignatedhighrisk/highpriorityEmergencyRoomssites:

SeeAppendixA

Itisunderstoodthattheseprotocolswillensurethatsecu-rity/safetyofficersforthesesitesareappropriatelytrainedforhealthcaresettingandspecificallytrainedtobehandsonduringanadvancedteamresponse.Safetyofficerswillbeavailable24hoursaday,7daysaweek.

ThereviewandplansfortakinganyrequiredactionwillbecompletedbySeptember1,2016andmadeavailabletotheNBA.

o TheMinistryofHealthwillreviewhealthauthorityandaffiliate(withtheassistanceofhealthauthoritiesandHEABC)violencepreventionplansforthefollowinghigh/mediumrisktertiarymentalhealthsites:

SeeAppendixB

Thiswillincludeanevaluationoftheimplementationstatusofmeasuresandproceduresaimedatpreventing,controllingandminimizingtheriskofworkplaceviolence.

ThereviewandplansfortakinganyrequiredactionwillbecompletedbySeptember1,2016andmadeavailabletotheNBA.

o TheMinistryofHealthwillensurehealthauthoritiesandaffiliates(withtheassistanceofhealthauthoritiesandHEABC)undertakeagapanalysisinconsultationwiththeNBAonViolencePreventionandCodeWhitetrainingfordesignatedhighandmediumrisksitesinaccordancewithrequirementsdevelopedbytheProvincialOccupationalHealthandSafetyandViolencePreventionCommittee.TheanalysiswillbereportedtotheMinistryofHealthandtheNBAbyAugust31,2016withadetailedplantocloseanygapsintrainingstartingOctober1,2016andtobecompletednolaterthanJune30,2017.

o TheMinistryofHealthwillreviewcriticalincidentsupportpracticesandresourcesacrosshealthauthorities.ThereviewandplansfortakinganyrequiredactionwillbecompletedbySeptember1,2016andmadeavailabletotheNBA.

• ThisMemorandumofAgreementdoesnotchangeanystatu-toryobligationsoftheEmployernorlimittheUnion’srighttogrieveviolationsoftheCollectiveAgreementwithrespecttoOccupationalHealthandSafety.

APPENDIX A - Emergency RoomsAbbotsfordRegionalHospitalandCancerCentreBurnabyHospitalChildren’sandWomen’sHealthCentreofBC(AssessmentRoom)ChilliwackGeneralHospitalKelownaGeneralHospitalLangleyMemorialHospitalLionsGateHospitalNanaimoRegionalGeneralHospitalPeaceArchDistrictHospitalPentictonRegionalHospitalRichmondHospitalRoyalColumbianHospitalRoyalInlandHospitalRoyalJubileeHospitalSt.Paul’sHospitalSurreyMemorialHospitalUniversityHospitalofNorthernBritishColumbiaVancouverGeneralHospitalVernonJubileeHospitalVictoriaGeneralHospital

APPENDIX B - Tertiary Mental HealthAberdeenHouseACTTeamsAlderUnitatLangaracampus-VCHAppleLaneArbutusPlaceBastionPlaceBCChildren’sHospital/Women’s(CAPE,Heartwood,FirSquare)BCPsychosisUnitBraemorelodgeBulkleyLodge

BurnabyCentreforMentalHealthandAddictionCaraCenterCedarRidgeConnollyLodgeCottonwoodLodgeCountrySquireCowichanLodgeCypressLodgeDawsonCreekTertiaryAcuteProgramDetwillerPavilion/UBCForensicPsychiatricHospital/RegionalForensicsClinicsFWGreenMemorialHouseGlengarryTransitionalCareUnitHarbourHouse/KBRHHillsideCenter--InteriorHealthAdultPsychiatricCenterHilltopHouseIrisHouseKelownaGeneralHospital-AdolescentPsychiatricUnitKelownaGeneralHospital-TertiaryUnitLodgeon4thMcBrideManorMemorialCottageNorthPeaceCareCentreOceansidePolsonSpecialRoyalJubileeHospitalSevenOaksTertiarySevenSistersSouthHillsPsychiatricCampusSt.Joseph’sGeneralHospitalSt.Paul’sHospitalSumacPlaceTamarackCottage

TimberCreekTroutLakeWillowPavilionYouvilleResidence

APPENDIX FRESILIENCY EDUCATION

HEABCandNBAagreethatthereisabenefittoprovidingresiliencyeducationtoemployeesthatworkinhigh-traumaunitsordepart-mentsandinthecommunity.

HEABCandNBAwilldevelopasingleprovincialresiliencyedu-cationforemployeesthatworkinhigh-traumaunits,departments,programsandworksites.

ThepartiesacknowledgethattheBCNUhasbeenoperatingresil-iencyworkshopssuccessfullyforthepastyearandwillcontinuetodosowhilethepartiesdevelopajointprogram.BCNUwillprovideHEABCwithitsmodelresiliencyeducationcurriculum,whichitwillconsider.

APPENDIX GMEMORANDUM OF AGREEMENT

ADDRESSING WORKPLACE VIOLENCE AND RESPECT IN THE HEALTH WORKPLACE

Thepartiesrecognizethatitisimportanttoprovideanenvironmentthat isproperlysecure forall thosewho receivehealthservicesorwhoworkinhealthcare.Asafeenvironmentisimportantforstaffandcontributestoprovidingthehighestpossiblestandardofcare.Staffshouldexpecttoworkin,andpatientsshouldexpecttobetreatedin,anenvironmentwheretheriskofviolenceisminimized.

ViolencePreventionProgram

EachHealthAuthoritywillestablisha jointviolencepreventionpro-gramorreviewtheirexistingprogramwhereoneisinplacethatwillinclude:

(i) Creationofaregionalviolencepreventionsub-committeetodevel-

opcontrolmeasuresandprovideguidelinestolocalJointHealthandSafetyCommitteesandtocompileanannualregionalreportofviolencepreventionactivitiestothelocalJOSHCommittees;

(ii) Riskassessments coordinatedby the local JOSHCommitteesandreportedtotheregionalviolencepreventionsubcommittee;

(iii) Ongoingemployeeeducationandtraining.

TowardsaRespectfulWorkplace

HealthAuthoritiesarecommitted topromotingaworkenvironmentinwhich employees, students,medical staff, physicians, residents,fellows,volunteers,contractors,visitors,patientsandclientsconductthemselvesinacivil,respectfulandcooperativemanner.

EachHealthAuthoritywill publisha clear policy for promotingandmaintainingaworkingenvironmentinwhichallpersonsaretreatedwithrespectanddignity.Thesepolicieswillbeaccessibletostaffandusersofthehealthcaresystemregardingexpectationsandconse-quencesofinappropriatebehaviourandviolence.

APPENDIX HMEMORANDUM OF AGREEMENT

LAID OFF EMPLOYEES AND EXTERNAL HEALTH AUTHORITY VACANCIES

HealthAuthorities commit to provide laid off employeeswithin thehealthsectorwhohaveexhaustedtheirArticle19rights,withplace-mentintoexternalHealthAuthorityvacanciesor,ifrequired,appropri-ateorientationandeducationforthescopeofpracticenecessaryforsafepracticeintheacuteorcommunitysetting.

Thepartiesagreetojointlydevelopguidelinesthatwillmaximizeop-portunitiesforlaidoffnursesthroughorientationand/oreducationforthoseemployees.

ThisprocessmaybeenabledthroughaccesstotheTraining/Educa-tionPartnershipFund.

APPENDIX IMEMORANDUM OF AGREEMENT

RESPONSIVE SHIFT SCHEDULES (RSS)/ROTATIONSMembersofHEABCand theNursesBargainingAssociation (NBA)recognizetheimportanceandneedtocreateshiftschedulesthatareresponsivetonurses’needsandalsomeettheoperationalrequire-mentsofawidevarietyofworksettings.

Thepartiesagreetoestablishtwo(2)BCNURSSpositionsandtwo(2)EmployerRSSpositions.TheRSSpositionswillexpandandbuilduponthesuccessfulaspectsofthepreviousRSSinitiativeidentifiedinAppendixIofthe2010-2012NBACollectiveAgreement.TheRSSpositionswillworkwithmanagersandemployeestoprovideeduca-tion,supportandtoolstoofferarangeofresponsiveshiftschedulingoptionsthatmeetoperationalrequirements.

Theseresponsiveschedulingoptionsmayinclude:

• collaborativesharedmasterrotations;

• individuallinerotations;

• self-scheduling;

• responsiveshiftscheduleswithback-upmasterrotations.

Inaddition,thepartiesagreetodevelopanewprovincialsearch-able database (theMasterRotationDatabase)whichwill act as aprovincialrepositoryforapprovedmasterworkschedules/rotations.

TheprimaryfunctionsoftheRSSpositionsareasfollows:

• todevelopanddelivereducationofthephilosophyandbene-fitsofaresponsiveshiftschedulingapproach,andskillsandtoolsforstaffengagement;

• toassistemployersandemployeesinaccessing,designingor implementing any of the responsive scheduling optionsmentionedabove;

• to provideemployersandemployeeswith informationandguidelinesforself-scheduling;

• toenterapprovedexistingandnewrotationsintotheMaster

RotationDatabase;and

• actasa resource for theutilizationof theMasterRotationDatabase.

The funding for thedevelopmentof theMasterRotationData-base,theinitialstart-upcostsassociatedwiththisDatabase,andsal-aryandbenefitcostsoftheBCNUandEmployerRSSpositionswillbeallocatedoutoftheremaining$827,000fundingfromtheMinistryofHealth(the“Funds”).TheMasterRotationDatabase,andthefour(4)RSSpositions,willcontinueuntiltheFundsareexhausted.

Withinthirty(30)daysofratificationofanewCollectiveAgree-ment,thepartiesagreetomeettodiscuss:

• thespecificindividualdutiesandresponsibilitiesoftheRSSpositions;

• thecreationandthehostingoftheMasterRotationDatabase;

• timelinesfordevelopmentandimplementationoftheMasterRotationDatabase;

• theutilizationoftheMasterRotationDatabase;

• the process to administer, enter and retrievemaster workschedules/rotations;and

• governanceandevaluationmechanisms.

ThisMemorandumofAgreementisineffectfromthedateofrat-ificationoftheCollectiveAgreementuntil theexpiryoftheCollectiveAgreement,unlessthepartiesmutuallyagreetoitsextension.

The individuals filling the twoBCNURSSpositionswill receivecompensationandbenefitsaccordingtotheirexistingclassificationun-dertheNBACollectiveAgreementandbecompensatedforpremiumsthatwouldhaveattachedtotheirregularworkschedule.

APPENDIX I.1 MEMORANDUM OF AGREEMENT

CONSECUTIVE SHIFTSThepartiesacknowledgetheimportanceoffairandequitablemas-

terworkschedulesandrecognizethatthereareemployeeswhowouldliketheopportunitytoeliminateorreducetheoccurrenceofsix(6)con-secutiveshifts.

Tothatend,thepartieshaveagreedtothefollowing:

(A) Whereamasterworkschedulecontainssix(6)con-secutiveshiftsinablock,andthemajorityofregularemployeesrequestachange, inwriting,that limitstheblocktonomorethanfive(5)consecutiveshifts:

a. The Employer will facilitate the work requiredinconsultationwiththeemployeesonthemas-terworkscheduletoreachagreementonafairandequitablemasterrotationthatwillsatisfytheneedsof theemployees in thesame jobcodeon the samemaster work schedule, meet therequirements of thisAgreement, andmeet theoperationalrequirements.

b. The consultationwill include overall consider-ationoftheimpactonthemasterworksched-ule,includingbutnotlimitedtothefollowing.

i. Shiftlength;ii. Full-timeequivalent;iii. Weekenddistribution;andiv. Vacationplanning.

(B) Thepartiesrecognizethecomplexityofthissignifi-cantchangeforboththeemployeesandemployers.Therefore,weagreethatthisworkwillbeaugment-edwiththefollowing.

a. ByApril1,2019,theEmployerwill,incollabora-tionwiththeNBA,createastandardizedprocesswithguidelinesforemployersandemployees.

b. Financialcostsassociated to theeliminationofsix (6) day rotations will be allocated and ad-ministeredjointlybyHEABCandtheNBA.Thiscommitmentwillbeongoingandshallbeallottedto thehealthemployersbasedupontheactual

costsincurredinenablingthechange.Fundingwillbejointlyprovidedasfollows:

i.$2millionfor2019/20;

ii.$3millionfor2020/21;and

iii.$4millionfor2021/22andongoing.

c. TheNBAandHEABCwill allocate $1,000,000annually to hire andmaintain full time rotationandschedulingofficerstoassistinfacilitatingtherotationchange.

APPENDIX JMEMORANDUM OF AGREEMENTEXCESSIVE ON-CALL AND CALL-BACK

Thepartiesrecognizethaton-callandcall-backworkiscriticaltotheprovisionofhighqualityandtimelyhealthcaretothepatientsofBritishColumbia.

Thepartiesfurtherrecognizethatbeingon-callandbeingcalled-backtoworkcanhaveanimpactonanemployee’spersonallifeandthat call-backs can negatively impact on the amount and quality ofsleepanemployeemayachieve. Insufficientamountsof sleepmayimpactemployeesandmayaffectpatientsafetyandqualityofcare.

Andwhereas theparties recognize that theappropriateuseofon-callserviceandcall-backswillcontributetoemployeehealth,well-ness and quality of life, occupational safety, the provision of safercare forpatientsandbetterutilizationofhealthbudgets,andthesegoals are consistentwith the Institute forHealthcare Improvement(“IHI”)TripleAimforqualityimprovement(improvedqualityorsafety,improvedprovidersatisfaction,improvedpercapitacostofcare).

Thepartiesagreethatchallengesarisefromthefollowing:

• Inadequateregularizationofcall-backhours.

• Appropriate application of call-back as defined in Article29.05(A)FunctionsofEmployeeonCall-Back.

• Vacantpositions that result in increasedamountofon-call

requiredforremainingemployeestocover.

• Excessiverelianceonon-callandcall-back.

The parties agree thatwhere theUnion identifies units/facilitieswhicharefacedwithoneormoreofthechallengesoutlinedabove,thepartieswillmeetatthelocalleveltoresolvetheissueswithinthirty(30)days.Thepartiesagreetothevalueofusingaqualityandsafetylensinthisreviewandintherevisionofstandardsasmaybenecessary.

IssuesthatcannotberesolvedwillbereferredtotheNurseStaffingSecretariat.

APPENDIX KMEMORANDUM OF AGREEMENT

PENSION PLAN REVIEWPreamble Thepartiesrecognizethatthesustainabilityoftheirpensionben-

efitsisatoppriorityfornurses.Nursesarecurrentlyenrolledinoneoftwopensionplans:thePublicServicePensionPlan(“PSPP”)andtheMunicipalPensionPlan(the“MPP”).ThelargemajorityofnursesintheNBAareenrolledintheMPP.

Overthelastfewyears,majorpublicsectorpensionplansinBrit-ishColumbia,includingthePSPP,havemadesignificantplandesignchanges.

Nurses make up a significant number of MPPmembers, andnurses haveone vote on the 16-memberMPPBoard. For partnerdecisions,thenurseshaveaweightedvoteaspartoftheMunicipalEmployees’PensionCommittee.Thismeansthatdecisionsimpact-ingnurses’pensionsmaybemadewithouttheirsupport.

Thepartiesrecognizethat,since2008,onepercent(1%)ofpay-rollhasbeensetasidetoprovidefundingforinflationprotectionandbenefitsforretireeswhoweremembersoftheNBA.Duetopensionplanrules,thisRetireeBenefitProgramfundinghashadtobeadmin-isteredotherthanasthepartiesintended.

Nursesareseekingchangestoensurenurseshavecontroloverdecisionsabouttheirmoneyandtheirpensions.Nursesbelievesev-

eral optionsexistwhichwould serve their interests.TheseoptionsincludethecreationofaseparateNursesPensionPlan(“NPP”)orthecreationofaseparatepoolfornursesundertheMPP,similartothepoliceandfirepoolundertheMPP.

Thepartiesrecognizetheneedforup-to-datedataandactuarialanalysistoproperlyinformnursesastheymakedecisionsaboutthepensionbenefit.

Therefore, the parties agree that: HEABCandtheNBAwilltakethestepsnecessarytoinitiatean

actuarialanalysiswiththeMunicipalPensionPlanBoardofTrustees.

Thepartiesrecognizetherearetwopotentialoptionsforanewgovernancemodelforthenursesthattherequestedactuarialanal-ysiswillconsider.Thetwooptionsforanewgovernancemodelareasfollows:

1. ThecreationofanNPP(the“NPPOption”);and2. The creation of a distinct group for nurses within the

MPP(the“MPPOption”).

TheNPPOptionwouldallowtheNBAtobecomeapartnerinitsownpensionplanandallowthenursestoappointarepresentativenumberoftrusteestoitsboard.

TheMPPOptionwouldcreateaseparategroupundertheMPPstructureandallow fordifferentiatedbenefitoptions fornursesandwouldrequireseparateaccountingandactuarialanalysisinordertoensurenursesreceivetheirshareofexperiencegainsorlossesas-sociatedwithnurses’pensions.Further,theMPPOptionmayrequirethe separate administration of themoney being contributed to theinflationadjustmentaccountasaresultoftheintegrationoftheonepercent(1%)RetireeBenefitProgram.

Any pension plan changes to implement options for the nursesmustnotnegatively impact currentMPPplanpartnersorMPPplanmembers.Foranyrecommendationstobeconsidered, thefollowingprinciplesmustbemettothesatisfactionoftheMPPBoardandMPPPlanpartnersandsignatories:

1. There can be no adverse impact on contribution rates fornurses,theemployers,government,orothermembersofthe

MPPasresultofanychangesmade to thegovernanceofnurses’pensions.

2. Anychangetothenewgovernancemodelwillnotadverse-ly affect the inflation protection that would be available tomembersof theMPPand the inflationprotectionavailabletoretirednursesmaybeimprovedatnonewcosttotheem-ployer.

3. TheaccountingoftheassetsandliabilitiesoftheMPPwouldbechangedtorecognizethedifferentialbenefitsandliabil-itiesassociatedwiththenurses’pensionversusotherMPPmembers’pension.

Pension Review CommitteeTodetermine the scopeof the actuarial analysis, consider the

findingsoftheactuary,andexploretheoptions,thepartiesagreetothecreationofthePensionReviewCommittee,whichwillbemadeupofthreeappointeesfromtheNBAandthreeappointeesfromtheEmployer.Thepartiesagreethattheywillmaketheirappointmentstothecommitteeandthecommitteeshallstarttomeetwithinninety(90)daysofratificationofthisAgreement.

Thepartiesunderstandthatanycostsassociatedwiththeactu-arialanalysis,oranycostsassociatedwiththecommittee’sreviewoftheactuarialanalysis,willbebornebytheNBA.

Withinsix(6)monthsofreceivingthecompletedactuarialanaly-sis,thecommittee,bymajorityvote,shallmakearecommendationtothepartiesastowhichmodelismostappropriate.Intheabsenceofamajorityvote,thestatusquoismaintained.Suchrecommendationwould includeeitherarecommendation tomaintain thestatusquo,thatanewgroupbeestablishedforthenursesintheMPP,orthatanewNPPbeestablished.

AnyrecommendationmadebythecommitteemayalsoincludearecommendationthattheBCGovernmentamendlegislationorregu-lation(s)necessarytoeffecttheproposedchanges(suchastheDes-ignated Institutions Regulation, BC Reg158/2003and thePension Benefits Standards Act,S.B.C.2012,c.30).

Oncearecommendationismadebythecommittee,theEmploy-erandunionagreetodoallthingswithintheirauthoritytoimplement

therecommendation, includingmakinganynecessaryproposals totheMPPBoardofTrusteesand initiating collectivebargainingdis-cussionstofacilitateanynecessarychangestotheNBAagreement.AnycollectiveagreementchangeswouldrequiretheapprovaloftheMinisterresponsibleforthePublic Sector Employers ActandMinisterofHealth.

APPENDIX LMEMORANDUM OF AGREEMENTSTIIP PLANS – PAYOUT OF SICK LEAVE

For employeespreviously coveredbySTIIPplans, the followingprovisionsapply:

Employees working in the public service, the municipalities,GVMHSS,andTerraceviewwhohadtheirsickleavebanksprevious-lyfrozenduetotheimplementationofSTIIPplanswillbepermittedtoretainthosebanksonthefollowingbasis:

1. ThecreditsaccumulatedinthosebanksasofthedatetheSTIIPplanisdiscontinuedwillbepaidoutat50%,ratherthan40%,inaccordancewiththetermsoftheProvincialAgreement;

2. Anewsickbankwillbegeneratedforeachemployee,whichin-cludes amounts calculated pursuant to thisAward under pointnumber7,plusanyfutureaccumulations.Thepayoutofthisbankshallbeat40% inaccordancewith the termsof theProvincialCollectiveAgreement;and

3. Employeeswhoareabsentduetosicknessshallberequiredtouti-lizesickleavecreditsfromthebankoutlinedinpoint#1above,pri-ortoutilizationofcreditsfromthebankoutlinedinpoint#2above.

APPENDIX MMEMORANDUM OF AGREEMENT

MANAGING STAFFING CHALLENGES IN THE HEALTH CARE SYSTEM

Preamble:Thepartiesrecognizethatasaresultofthenursingshortagethere

arestaffingchallengesthroughouttheBChealthcaresystem.

Thepartiesrecognizethatsolvingthesestaffingchallengeswilltakeavarietyofinterventionsoveraperiodoftime.

Incertainareastherehavebeenlongstandingandconsistentva-cancyratestogetherwithexcessiveuseofovertime.

Therefore:ForthedurationofthisMOAthefocuswillbeontheareasthat

have been identified by theHealthAuthorities as having themostacute combination of vacancies and overtime use, which areOR/PAR,ER,ICU/CCU.

Thepartiesagreetothefollowing:

1. Regularemployeeswhoareemployedin:

(i) OperatingRoomandPostAnaestheticRoom (OR /PAR)withpermanentlyassignedstaff;

(ii) EmergencyDepartments (ER)with permanently as-signedstaff;

(iii) IntensiveCare/CriticalCareUnits(ICU/CCU)withper-manentlyassignedstaff;

willreceiveanadditionalfifty(50)dollarspermonth.

2. Regularpart-timeemployeesareentitledtosuchpaymentonaproportionatebasis.

3. Itisagreedthatthepartieswillevaluatetheeffectivenessofthisstrategyinreducingthevacancyrateanduseofover-time in theareas identified inPoint1above.Theseevalu-ationswilloccur,ataminimum,byMarch31,2020andnolaterthanthree(3)monthsbeforeMarch31,2022.

4. ThisMemorandum ofAgreement is in effect fromApril 1,2019 to March 31, 2022 and requires specific renewal tocontinue beyond the term of the currentCollectiveAgree-ment.Despitetheforegoing,thefundingthatwasavailableforthisinitiativewillcontinue.Thepartieswillmeetnolaterthanthree(3)monthsbeforeMarch31,2022withtheobjec-tiveofreachingmutualagreementontheapplicationofthe

ongoingfunding.

APPENDIX NMEMORANDUM OF AGREEMENT

ARTICLE 25, 27, 28 & RELATED ARTICLES – COMMUNITY-BASED SERVICES SECTION, FLEXIBLE WORK

SCHEDULES, OVERTIME, SHIFT PREMIUMSThePartiesagree that theprinciplescontained in theGovern-

ment of theProvince of BritishColumbia (Northern InteriorHealthUnit)andBCNurses’Union (July19,1996;DonaldMunroe,Q.C.)ArbitrationAwardwillgoverntheParties’interpretationandapplica-tionoftheabove-notedprovisions,withrespecttothematterofwhenovertime and shift premiums are payable to employeesworking aflexibleworkschedule.

APPENDIX OMEMORANDUM OF AGREEMENT

AGENCY NURSESHEABCwillprovide,totheChairoftheNBA,atthebeginningof

eachfiscalquarter,aquarterlyreportwithnon-proprietaryinformationoutliningutilizationofagencynurses.Inaddition,thepartiesalsoagreethatagencynursesandnursingcontractorswillnotsuperviseorother-wisedirecttheworkofNBAmembers.

APPENDIX PMEMORANDUM OF AGREEMENT

INCENTIVE PAYMENT FOR PRE AND POST-RETIREES1. TheEmployerwillprovideanannualincentivepayment(the

“IncentivePayment”)to:

(i) Employees who are eligible to retire, have maximizedtheirpensionableserviceandarenoteligibleorelectnottocontributetotheMunicipalPensionPlan(MPP)orthePublicServicePensionPlan(PSPP)andwhocontinuetoworkinaregularfull-timeoraregularpart-timeposition;and

(ii) Employeeswhohavemaximizedtheirpensionableser-viceandarenoteligibleorelectnottocontributetotheMPPorthePSPPandwhodoretireorareretiredanddrawapensionbutarerehiredintoaregularfull-timeoraregularpart-timeposition.

(collectivelythe“EligibleEmployees”)

2. TheIncentivePaymentwillbe:

(i) AnamountequaltowhattheEmployerwouldhavecon-tributedtotheMPPorthePSPPfortheEligibleEmploy-eebasedonearningsovertheprecedingyear(lessanyrequired statutory deductions). Any earnings countedtoward pensionable service will be excluded from thecalculationoftheIncentivePayment.

(ii) PayablefollowingDecember31stineachyearthattheEl-igibleEmployeeisemployedinaregularfull-timeorreg-ularpart-timepositionasdescribedin1(i)or1(ii)above.

(iii) PaidattheEligibleEmployee’soptioneither:

(a) directly to the Eligible Employee’s RegisteredRetirementSavingsPlanwhereallowableandsupported by the appropriate financial institu-tiondocumentationsuppliedbytheEligibleEm-ployee;or

(b) directlytotheEligibleEmployee.

APPENDIX QMEMORANDUM OF AGREEMENT

CLIENT SPECIFIC NURSES FROM HOME SUPPORT AGENCIES

1. The assignment of nurses to clientswill continue in accor-dance with current practices for all types of assignments.Theseassignmentsincludetheassignmentofclientstoregu-laremployeesandcasualemployees,anduponregularem-ployeeslosinghours,thereallocationofemployeestootherclients,andtheassignmentofreplacementhours.

2. Anemployeewhoworksinclientspecificassignment(s)foraminimumoffifteen(15)hoursperweek,uptothirty-sevenandone-half(37.5)hoursperweek,onanongoingbasis,whohasworkedthesehoursinexcessoffour(4)months,andwhoisexpectedtocontinuetoworkthesehoursforanongoingperi-od,willbeentitledtoregularstatus.

3. It is understood that employees who choose to becomeregularwillnolongerbeabletorestricttheiravailabilityforhours.Employershavetherighttodeterminethetotalhoursofworkperweektowhichemployeesareassigned.

4. Employeeswhomeettherequirementsoutlinedin#3above,willhaveachoicetoretaincasualstatusorapplyforregularstatus.TheEmployermaythenreorganizetheworkinanef-forttodeterminewhetheraregularpositioncanbesustainedforthatemployee.

5. Employeeswould retain regular status foras longas theycontinuetoworkwithinthisrangeofhours,thatisfifteen(15)tothirty-sevenandone-half(37.5)hoursperweek.

6. TheEmployerwillmakeeveryefforttofindreplacementas-signmentsfortheseemployeesiftheylosehourswithinthisrange.Thismeans,thatifqualified,theseemployeeswouldbe presented by the Employer to any new clients comingontoservice.

7. Shouldtheyfallbelowthisrangeofhoursonanongoingba-sis,displacementwillbedeemedtohaveoccurred.Employ-eeswillhavetheoptiontoreverttocasualstatusorexercisetheirdisplacementoptions.

8. Ifemployeeschoosedisplacement,theEmployerwillmakeeveryefforttofindreplacementassignmentsfortheseem-ployees. This means, that if qualified, these employeeswouldbepresentedbytheEmployertoanynewclientscom-ingontoservice.ThiswillbethefullextentoftheEmployer’sobligations.

9. Thehoursofassignments,andtheassignmentsthemselves,aresubjecttofluctuation,onshortnotice.Whereitispossibletoreschedulethesehours,theywillbe.WheretheEmployeris

reimbursedforthelosthours,theemployeewillbepaidaccord-ingly.

10. ThefollowingprovisionsoftheProvincialCollectiveAgree-mentapplytoregularemployeespursuanttothisMemoran-dum:

Articles1to10Articles12and13Articles15and16Article18.04,asamended*Articles20to24Article25.01Article25.02–inaddition,itisunderstoodthatworkschedulesarebasedonclientneedsandpreferences.Article25.07Article25.08Article25.09(B)Article25.10Article25.11Article26Article27.01to27.04Articles28to62

ThisFramework forSettlementwill be implementedwithin sixty(60)daysfollowingratification.

ThisFrameworkforSettlementissubjecttofundingfromtheap-plicableMinistriesoftheProvincialGovernment.

*18.04isamendedtoreadasfollows:

Theparties to thecollectiveagreement recognize thevalueoforientationprogramsforemployeesandthattheresponsibilityforpro-vidingsuchprogramslieswiththeEmployer.TheEmployeragreestoprovidesuchorientationinamanneritdeemsappropriatetoemploy-eesnewtotheProgram.Orientationshallinclude:

(A) organizationalstructure;

(B) relevantpoliciesandprocedures;(C) dutiesoftheposition.

Employeesrequiredtoattendsuchprogramswillbepaidattheap-plicablerateofpay.

Note:Generalpracticeonhowemployeesarepresented toclientsforselection:

Upon new clients coming onto service, the Employer contacts qualified employees by phone to determine whether they are will-ing to be presented to a client for an interview. Should the Employer have some notice of the client coming onto service (i.e. two to three weeks), qualified employees, whose availability is consistent with the client’s schedule of care, and who are in an appropriate geographic location, will be presented to the client, by seniority, subject to the pri-ority “presentment” below. If the client requires service immediately, the Employer will be more focused on contacting qualified employees that it knows are readily available.

Priority “presentment” is offered to those employees who have been displaced, who have lost hours, who return from long-term leaves of absence, or who desire more hours or different hours of work, in that order. External candidates are given last priority. The as-signment(s) may then be filled within the total discretion of the client.

This Memorandum ofAgreement was introduced in the 1998to 2001 Provincial collectiveAgreement. During bargaining for the2019-2022 Provincial Agreement the Nurses’ Bargaining Associa-tionproposedtodeletethismemorandum.Duetotimeconstraints,thepartieswereunable todetermine theapplicabilityof thisMOA.Therefore,thepartiesagreetoreviewandupdatetheMOA,includingwhetheritshouldapplytolicensedpracticalnurses,duringthetermofthisAgreement.

APPENDIX RMEMORANDUM OF AGREEMENT

PERFORMANCE FEEDBACK WORKING GROUPBackground

Article16ofthe2014-19NBACollectiveAgreementprovidesfor

formalwrittenperformanceevaluationsofeachemployeeduringtheprobationaryperiodandnotlessthanannually,thereafter.Forvariousreasonsinthehealthcaresector,thecompletionofannualevaluationshasbeeninconsistentovertime.

Effectiveperformancefeedbackshouldnotonlyidentifyareasfordevelopmentbutalsoinstillconfidenceandproviderecognitionofar-easofstrengthforbothmanagersandemployees.Effectivefeedbackisanimportantaspectofstaffretention,staffdevelopmentandpositiveworkrelationshipsbetweenmanagersandemployees.

Humanresourcesliteraturehasidentifiedatrendmovingawayfromtheformal,writtenannualperformancereviewstoapproacheswhichsupportregularfeedbackandcheck-inswithstaff.Further,re-ciprocal,opendialoguepromotesahealthy,engagedandproductiveworkforce.Tothisend,thepartieshavepreviouslyagreedtoimple-ment theNationalStandard forPsychologicalHealthandSafety intheWorkplace(the“Standard”).

Several health authorities have been working on programs tosupportregularandon-goingcommunicationbetweenmanagersandemployees.Theseprograms,orcoreelementsofthem,maybeusedasastandardizedapproachforallhealthcareemployers.

Technological advanceshavecreated theopportunity to supportregular,documentedfeedbackinawaythatminimizestheworkloadonbothemployeesandmanagers.

Performance Feedback Working GroupThepartiesagreetoestablishaWorkingGrouptodevelopapos-

itivelearningprogramformanagersandemployees,includingtoolstosupporteffectiveperformancefeedback.

Within sixty (60) days of ratification, the parties will agree onTermsofReference for theWorkingGroup.TheseTermsofRefer-encewill identify theparticipants fromboth theEmployersand theNBA.

The Working Group will be supported by a small secretariat,includingprojectmanagement support. Fundingof $50,000will beprovided for thesecretariat.Aworkplanwillbedevelopedandap-provedbytheparties,withinsixty(60)daysofapprovaloftheTermsofReference.

TheWorkingGroupwillcompletethefollowingwork:

1. Literaturereviewofperformancefeedbackapproaches,par-ticularlyinhealthcare.

2. Identification of current innovative feedback practices inplaceatBChealthcareemployersandelsewhere.

3. Conductfocusgroupswithstaffandmanagerstounderstandcurrentpractices,barriersandfutureopportunities.

4. Developmentofmodernapproachesforperformancefeed-back,applicabletohealthcareemployersinBC.Thisworkwillinclude:

a. Development of material, education and tools tosupportmanagers

b. Development of material, education and tools tosupportemployees

5. Identification of technology and system to support the ap-proachesdeveloped.

6. Developmentofanimplementationplanencompassinged-ucation,changemanagementand formalevaluationof theprogram.

TheWorkingGroupwillbeguidedbythefollowingprinciples.Feed-backisintendedto:

• Be a positive opportunity for reciprocal feedback betweenmanagersandemployees;

• SupporttheimplementationoftheStandard;

• Beregularandtimely;

• Positively identify areas of strength and opportunities fordevelopment;

• Create a culture of positive communication inwork areas;and

• Besupportedbytechnologyandprocesseswhichminimizetheadministrativeburdenonmanagers.Technologymaysupport

discussionbutnotreplaceface-to-facefeedbackanddialogue.

TheWorkingGroupmay establish sub-groups towork on specifictasks.

TheWorkingGroupwill providebi-monthlyprogress reports to theparties and will complete the work with a final report provided byMarch31,2020.

APPENDIX SMEMORANDUM OF AGREEMENT

EXTENDED HEALTH CARE AND DENTAL BENEFITSRe:Article 46.02 (Extended Health Care Coverage) and

Article46.03(DentalCoverage)

NotwithstandingthereferencetothePacificBlueCrossPlaninArticle 46.02 (Extended Health Care Coverage) andArticle 46.03(Dental Coverage), the Parties agree, that where an Employer inGroupA,GroupB,orGroupCofArticle46ofthe1996to1998PCAcurrentlyprovidesthesebenefitsunderanotherplan,itisunderstoodthatsuchplansaremutuallyagreedprovidingtheoveralllevelofben-efitsmeetsorexceeds the levelofbenefitsunder thePacificBlueCrossPlan.

APPENDIX TMEMORANDUM OF AGREEMENT

DRUG COVERAGEBackground

ThecurrentdrugplanineffectforRNs,RPNsandLPNsincludesafullPharmacaretie-inandcoverageforPrometrium.RNsandRPNsalsohavecoverageforcontraceptives.

Aconsentawardestablishedon-goinggrandparentingofcertaindrugsformembersoftheNBAandtheirdependents.Italsoprovid-edgrandparentingofthepreviousplanfornursesonLTDwhowerelivingoutofprovinceatthetimeofthechange(i.e.theplanthatpre-cededPharmacaretie-in).

Drug Plan Provisions

Thepartiesagreetoincreasethedrugcoverageintheextendedhealthplan.EffectiveJanuary1,2017,thepartiesagreetochangethedrugplancoveragetoBlueRx.ItisagreedthatcoverageforPro-metriumwillcontinue.

It is further agreed that contraceptive coverage for RNs andRPNswillalsocontinue.CoveragewillbeaddedforLPNs,effectiveimmediately.

Any/allnursesandtheirdependentswhohavebeengrandpar-entedundertheConsentAward,willcontinuetobegrandparented.

ItisunderstoodthatcostingforthischangeasprovidedbyPacificBlueCross(“PBC”)includestheongoingcostsofgrandparenteddrugs.

IftheNBAdeterminesthatnursesortheirdependentswill losecoverageasaresultofthechangefromthecurrentdrugplantoBlueRx,itisagreedthattheywillbegrandparentedwhenBlueRxisim-plemented.

Thepartiesagree thatPacificBlueCrosswillprovidean infor-mationpackageexplainingtheBlueRxprogrampriortoaratificationvote.

Extended Health ProvisionsThepartiesagree that thecostof the increase incoveragefor

hearingaidsasperArticle46.02oftheProvincialCollectiveAgree-mentshallbebornebytheBCNU.

CommunicationThepartiesagreetodevelopanimplementation/communication

planinconsultationwithPBCwithinone(1)monthofratificationtoensurethatthereissufficienttimetoadvisememberofplanchanges.

APPENDIX UMEMORANDUM OF AGREEMENT

SUSTAINABILITY OF NBA BENEFITS PLANSBackground

1.Inthe2012-2014ProvincialCollectiveAgreementtheNBAandHEABCagreedtoaJointBenefitCommittee(“theCommittee”).

2.Thepurposeofthecommitteewastoidentifyopportunitiesformaking benefit plans (Extended Health, Dental, Group Life,AD&D) more cost effective while maintaining and increasingoverallvalueformembers.

3.TheCommittee’scorefunctionwastoidentifycostcontainmentoptionstoensurethelong-termsustainabilityofthebenefitplansanddeveloprecommendationsforimplementation.

4.TheCommitteewastoreporttothepartiesbyDecember31,2013.

5.Up toand including thepresentday, theCommitteehasnotmetandconsequentlynotexaminedanycostcontainmentop-tions.

6.In order tomanage the rising costs of benefitsHEABChasnegotiatedaJointBenefitTrustwitheveryhealthsectorbar-gainingassociation,otherthantheNBA.

7.TheNBAhasmaintainedaposition,headedbyBCNUPres-identGayleDuteil, stating that the BCNU,which comprises98%ofNBAmembers,wouldnotagreetoaJointHealthBen-efitTrust(“theTrust”).

8.TheTrustwouldrequirenursestoberesponsibleforuptoa50%offutureincreasedbenefitcost.ThiswasandcontinuestobeanunacceptablepropositionfortheNBAtoagreewith.TheNBAwillbeenhancingmemberpharmacarebenefitsbyadoptingBlueRXfromBlueCross,ThecostofwhichwillbebornebytheBCNU.

Therefore the Parties agree as follows:9.TheNBAwillmeetwithHEABCthree(3)monthspostratifica-tionoftheProvincialCollectiveAgreement(“PCA”)todiscussanddeveloptwospecificplans:

a. adetailedplantomanageandreduceLTDcost;and

b. a benefits growthmanagement plan forExtendedHealth,Dental,GroupLife,AD&D(“thePlan”).

Reduction of LTD Cost:10.HEABCwill develop a detailed plan tomanage LTD costs

and theNBAwill considercollaborativeactions toassist inthiseffort.

Growth Management Plan for Extended Health, Dental, Group Life, AD&D:

11.Thedevelopmentof thePlanwillbebasedonthefollowingprinciples:

a.ensurethesustainablegrowthofthebenefitsplansbyreachingamutualagreementonasustainablebenefitgrowthrateforExtendedHealth,Dental,GroupLife,AD&D(“theRate”);

b.theRatewillbeinclusiveofBlueRXcostsandcalcu-latedbasedonprojected2017utilizationandappliedasapercentageofstraighttimepayroll;

c.theNBAwillfundadditionalcostsabovetheRateuptoamaximumfixedamountofupto$5,000,000an-nually for thetermof thecollectiveagreementtobefundedfromtheinterestaccumulatedintheretiree1%fund;

d.therewillbeafullandtransparentprocessforsharinginformationonallaspectsofbenefitcostandutiliza-tionincludinginformationonotherbargainingassoci-ationswithrespecttothebenefitgrowthratesestab-lishedfortheirplans;and

e.the Plan will be implemented no later thanApril 1,2017andthefirstpossiblepaymentbytheNBAwillbeinApril,2018.

Term:12.ThisLOAwill beoperative fromdateofexecutionuntil the

successfulrenegotiationofthePCA.

APPENDIX U.1MEMORANDUM OF AGREEMENT

HEALTH AND WELFARE BENEFITSPreamble

The Parties recognize that a comprehensive and sustainablehealthcarebenefitplanisessentialtothehealthandproductivityofnursesinBritishColumbia.

Inthelast10years,theutilizationofmassagetherapycoveredby thebenefitplanhas increasedbyover900%from$3million to$31milliondollars.Atthecurrentgrowthrate,massagetherapycostsalonewillbe3%ofpayrollby2022. It isclear that thecurrentrateofincreaseonspendingforthesebenefitsisunsustainableandthatchangesneedtobemadetosecurethefutureofthenurses’benefitsplan.

Asthecostofmassagetherapybenefitsis71%ofallparamed-ical benefits, the increased utilization ofmassage therapy benefitscomesattheexpenseofimprovingotherextendedhealthanddentalbenefitssuchasvisioncare,prescriptiondrugcoverage,dentalben-efitsandpsychology.

The current benefit plan is also inflexible and fails to respondtotheindividualneedsofnurses.Nursesarehealthcareprofession-alsandwanttohaveachoiceinthebenefitsthatareprovided.Anybenefitplanchangesmustimprovethehealth,socialandeconomicwell-beingofallnurses.

Thepartiesunderstandtheneedtohavefurtherdiscussionsandconductextensiveconsultationwithbenefitprovidersandnursestodeterminewhatisdrivingtheescalatingcostsofmassagetherapyattheexpenseofincreasingotherbenefits.

A re-allocationof benefit fundingcouldprovide several opportu-nitiesforflexibilityandbenefitimprovementsfornurses.Forinstance,itcouldeliminatetheplandeductibleandco-pay,andallownursestopurchaseanybenefitconsideredamedicalexpenseby theCanadaRevenueAgency,suchasfertilitytreatment,lasereyesurgeryandoc-cupationaltherapy.Thispotentialre-allocationcouldalsoensurethatbenefitsarenotlostannually,andmaybecarriedforwardforfutureuse.

Thepartiesarecommittedtoimprovingthevalueofbenefitstonursesandensuringthatthosewhoaremostvulnerableandinneedareprotected,whilesecuringthesustainabilityofthebenefitplan.

NBABenefitPlanWorkingGroupTherefore,thepartiesagreetoestablishajointWorkingGroup

consistingofrepresentativesfromtheNBAandHEABC.Overape-riodoftwelve(12)monthsorotherwisemutuallyagreedbythepar-ties,theWorkingGroupwillcommittoexaminetheunderlyingcausesofmassagetherapyutilization,includingconductingcomprehensiveconsultationwithexpertsandnursesacrosstheprovince.TheWork-ingGroupwillexploreoptionsforaddressingtheconcernwhilecon-tinuingtoprotectthesustainabilityofbenefitsforallnurses,includingthemostvulnerable.

The Working Group will be tasked with providing recommendations that ensure the following principles are met:

• Continuationof100%Employerpaidbenefits

• Asustainableprogramthatprotectsnurses’benefits

• Increasedflexibilitytotheindividualneedsofnurses

• Increasedindividualdecision-makingoverbenefits

Thepartieswillstudytwopotentialoptionsforaddressingmassagetherapyandotherparamedicalbenefitutilizationthatwillalsomeettheseprinciples:

1. ThecreationofanEnhancedFlexBenefitAccountTheEnhancedFlexBenefitAccount (“FlexBenefit”)wouldbeaninnovative,superiorbenefitwhichrequiresfurtherex-plorationanddevelopmenttomaximizethebenefitprovidedtonurses.TheFlexBenefitwouldprovideeachnursewithanannualamount forallparamedicalbenefits, includingmas-sagetherapy.

Unlike thecurrentplan, theFlexBenefitwouldaccrueandallownursestocarryforwardtheirbalanceeveryyear,givingthem individual choice onwhen and how the benefitmaybeused.Thisapproachprovidesnurseswiththefreedomtousetheirbenefitsastheyseefit,andwillnotchangeLTD,

dental,prescriptiondrug,orotherHealthandWelfarebene-fitscurrentlyprovided.

TheFlexBenefitmaybeusedtopurchaseanybenefitrecog-nizedasamedicalexpensebytheCanadaRevenueAgencyincludingnewbenefitsnotcoveredbythecurrentplan.Itmayalsobeusedtoprovideincreasedcoverageofexistingbenefits.

AstheFlexBenefitisneverlost,thebalancemaybewith-drawnat retirementasa retiringallowanceorpensionen-hancement.

2. Reimbursement limit applied to massage theapy and otherbenefitsimproved.The parties acknowledge that nursing is a physically de-mandingprofession that requireshigherutilizationofmas-sagetherapybyitsmembers.Thisoptionwouldincludecap-pingthecurrentlyunlimitedmassagetherapybenefitbutatalevelthatwouldcontinuetocoveramajorityofmassageclaimants. The parties may consider re-allocating savingsfrom this plan change to increase other benefits, such asvisioncare,dentalcoverage,psychology,andtheeliminationofdeductibleandco-pay.

NursesacrossBCwillbeextensivelyconsultedandwillhaveavoiceoverwhichoptiontheyprefer.Eitheroptionwillsecurethesus-tainabilityofthenurses’benefitsandprovideanimprovedbenefitplan.

Inaddition,theWorkingGroupwillexploreopportunitiestofur-ther support ill and injuredworkers, and add value to the benefitsoffered.Opportunitiestobeconsideredincludebutarenotlimitedto:

• Improvedaccess toEarly InterventionServices for nursesenrolled in the EnhancedDisabilityManagement Program(EDMP)

• Accesstoparamedicalbenefitsatreducedrates

• JointEmployer-UnionWellnessinitiatives

BenefitsFundingDependingontheoptionchosen,oneofthefollowingtwobene-

fitscostapproacheswillbeimplemented.

In theevent thePartiesareunable toreachagreementon theBenefitsFundingapproachbyDecember312019,thematterwillbedeterminedbybindingdecisionofVinceReady.

A. FlexBenefitFundingOption1. Upon formation of theWorking Group, HEABC will

provideorcausetheHealthcareBenefitTrust(“HBT”)andtheHBT’scontractedbenefitproviderstoprovidedirectlytoHEABCortheNBA,allreasonabledatare-questedbyeither theHEABCor theNBAand theirrespectivedesignatedadvisors forpurposesofana-lyzingthefutureprovisionbytheFlexBenefitAccountofbenefitscurrentlyprovidedbytheHBT.Forpurpos-esofclarity,suchdatawillincludealldatanecessarytoperformanactuarialvaluationofthebenefitcosts.

2. HEABC,NBA and their respectivemembers on theWorkingCommitteewillmaintainstrictconfidentialityinrespectofthedata.

3. ThePartiesagree that thecurrentbenefitsprovidedbythecollectiveagreementshallbemaintaineduntilJanuary1,2021.

4. TheParties,throughtheWorkingGroupshallnegotiateanagreed-uponbenefitsfundingmodelexpressedasafixedpercentageofregularstraight-time.

5. For clarity, theParties, through theWorkingGroup,willagreeupona referenceperiod todetermine thefixedpercentage using the following formula: actualEmployercostofparamedicalbenefitsdividedbytotalstraighttimepayroll.

6. The Parties agree that the funding formula deter-minedforBenefitsFundingpursuant toparagraph4shall remainfixed for theperiodJanuary1,2021 toDecember31,2022andwillbesubjecttorenegotia-tionunderanyrenewalcollectiveagreement.

7. If thisoption isselected,HEABCwillensure interimfundingasnecessaryfortheFlexBenefitprogrambe-tweenJanuary1,2021andMarch31,2021.

8. TheWorkingGroupmayenterintonegotiationstoef-fectanassetandliabilitytransferfromHBT.

9. TheHEABCwillindemnifyandsaveharmlesstheNBA,its constituent unions, and the Flex Benefit programfromanyandallclaimsfromHBT, theHEABCor theGovernment of the Province of British Columbia, in-cludinganyexit levies fromHBToranyotherpersonorentity.

B. Reimbursement Limit Funding Option1. Iftherecommendationistoimplementreimbursement

limits,thepartiesagreetonegotiatelimitsforparamedi-calbenefitsthatresultintotalparamedicalbenefitcostswhichapproximatesthebenefitsfundingmodelabove.

RecommendationsOneyearafterratificationandcomprehensiveconsultationwith

NBAmembers(orasmutuallyagreedbetweentheparties),theWork-ingGroupshallmakearecommendationtotheChairoftheNBAandtheCEOofHEABCtodeterminewhichbenefitplanchangeoptionismostappropriate.

The parties shall implement the recommended option, effectiveJanuary1,2021,oratanearlierdatebymutualagreement.

APPENDIX VMEMORANDUM OF AGREEMENT

JURISDICTIONAL AGREEMENTThepartiesagreetoadheretotheJurisdictionalAgreementforthe

Nurses’BargainingAssociationaswrittenbyJohnBaigentonAugust4,1998.

JURISDICTIONAL AGREEMENT FOR NURSES’ BARGAINING ASSOCIATION

The signatories to this agreement recognize that jurisdictionaldisputesdivideworkersandinhibitUnionfromcooperatingtoachieveimprovedworkingandsocialconditionsfortheirmembers.

Wehavedetermined that thebestway to reduce/eliminate the

disruptive effect of these disputes, is to have clear jurisdictionalguidelineswhichareagreedbyalltheUnionsintheAssociation.

TheUnionswhoformtheNurses’BargainingAssociationagreetothefollowingjurisdictionalprinciplestoguidethemselvesandanythirdpartyinthesettlementofquestionsaboutwhichUnionanem-ployeecoveredbytheProvincialCollectiveAgreement,belongto:

(1) Nurseswhochangejobs/credentialsattheircurrentworksitedonotchangetheirUnionmembership.

(2) NewlyhiredRNsandRPNs(singleregistered)jointheUnionwhich represents the predominant number of nurses withtheircredentialsattheworksite.NewlyhireddualregisterednurseswillchoosetheirUnionatthetimeofhireandwillre-maininthatUnionunlesstheychangeworksite.Inallcases(RN,RPN,dual registered) if there isonlyoneassociationmemberUnionrepresentingnursesatthatworksite,theyjointhatUnion.

Notwithstandingtheaboveparagraph, inthoseworkplaceswhereUPNandBCNUhaveinthepastsharedajointcertifi-cation,RNswillbecomeBCNUmembers,RPNswillbecomeUPNmembers, and dual registered nurseswill have theirchoiceofeitherBCNUorUPNastheirUnion.Seeabove.

(3) TheUnionwhoorganizesafirstcertificationnegotiatesthatcer-tificationintotheNurses’ProvincialCollectiveAgreement.

AsorderedbyJohnBaigent,Umpire,August4,1998.

APPENDIX WMEMORANDUM OF AGREEMENT

FULL-TIME STEWARD POSITIONSIntheinterestofdevelopingqualitylabour-managementrelation-

shipsthepartieshaveagreedtothecontinuationoffull-timestewardpositionsatthefollowinglocations:

VancouverGeneralHospital 2.0FTEUBCHospital 1.0FTELionsGateHospital 1.0FTE

RichmondHospital 1.0FTEBCChildren’sandWomen’sHospital 1.0FTESt.Paul’sHospital 1.0FTEMt.St.Joseph’sHospital 1.0FTERoyalColumbianHospital 1.0FTERoyalJubileeHospital 1.0FTEVictoriaGeneralHospital 1.0FTENanaimoRegionalGeneralHospital 1.0FTEKelownaGeneralHospital 1.0FTERoyalInlandHospital 1.0FTEUniversityHospitalofNorthernBC 1.0FTESurrey 2.0FTEBurnaby 1.0FTEAbbotsford 1.0FTELangley(withCommunity) 1.0FTEEagleRidge(withCommunity) 1.0FTEChilliwack(withCommunity) 1.0FTEVernon 1.0FTESouthIsland(LTC&Community) 1.0FTE

Total 24.0FTE

Inadditiontotheabovepositions,thepartiesagreeeffectiveApril1,2019 tocreateanadditional two (2)FTEpositionsat the followinglocations:

Vancouver(Community) 1.0FTEForensicPsychiatricHospitalandForensicClinics 1.0FTE

Total 2.0FTE

Thepartiesagreethatthetwenty-six(26)FTEallocationmaybere-viewed toprovide re-distributionofhours tomeetchangingneeds.Suchre-distributionwillbeuponmutualagreementandwillnotex-ceedthetwenty-six(26)FTEallocation.

Thesepositionsareintendedto:

• promoteunderstandingbetweentheUnionandtheEmployerthroughimprovedcommunicationsandrelationships;

• provideleadershipandmentorshiptodesignatedstewards;

• coordinateandassigndutiesandresponsibilitiesofstewardsaswellasperformsuchdutieswhendeemedappropriateandnecessarybythefulltimesteward;

• workcollaborativelytoresolveworkplacedifferencesshortofgrievanceandarbitration;

• trackworksiteissuesandmonitortrends.

ThesepositionsareintendedtobefulltimeandtooperateonaregularschedulefromMondaytoFriday,unlessthepartiesatapar-ticularlocationmutuallydecideotherwise.Agreementonalternativearrangementswillnotbeunreasonablywithheld.

IntheeventthateithertheHealthAuthorityortheNurses’Bar-gainingAssociation(NBA)haveconcernsregardingtheeffectivenessoftheworkingrelationshipataparticularlocation,theVicePresidentofHumanResourcesandtheseniorNBArepresentativewillmeettodiscussthemostappropriatemeansofaddressingtheissues.

Theeffectivenessofthelabour/managementrelationshipswillbeevaluatedonayearlybasisbyarepresentativeoftheUnionandtheEmployerthroughtheexaminationoffactorssuchasthedispositionofgrievances,improvedresolutionofworkplacedifferencesshortofgrievanceorarbitration,aswellasinitiativesthathaveimprovedcom-munications.

Thepartiesagreetosupportjointeducationontopicswhichpro-mote thedevelopmentof quality labour/management relationships.Insituationswherefacilitators/educatorsareused,suchcostwillbesharedequallybytheEmployersandtheUnion.

Full-time stewards are entitled to up to amaximum of six (6)weeksofvacationbackfill.Anamountequaltotwo(2)FTEhavebeenallocatedtoHealthAuthoritiesonaproportionalbasisforthisbackfill.Anadditionalone(1)FTEwillbeallocatedtoHealthAuthoritiesonaproportionalbasisforthisbackfillforatotalofthree(3)FTEs.

APPENDIX XMEMORANDUM OF AGREEMENT

NEW GRADUATES: MENTORSHIP PROGRAMHealth Authorities/Providence Health Care may implement a

MentorshipProgramfornewlygraduatedRegisteredNursesandReg-isteredPsychiatricNurses.Thepurposeof theprogramis toguide/supportnewgraduates’transitionfrom“practiceready”to“jobready”.

TheprogramwillincludenewlygraduatedRNsandRPNs.

If theHealthAuthority/ProvidenceHealthCaredecides to imple-mentthisprogram,itwillbeimplementedonahealthauthoritywideba-sis.Allnewgraduateshiredatthattimewillbehiredunderthisprogram.TheHealthAuthority/ProvidenceHealthCarewilldeterminethenumberofnewgraduatestohireandwillnotifytheNBA.

Thenewgraduateswillbehiredascasualemployeesandwillbe given temporary full-time/part-time assignments for twenty-four(24)tothirty-six(36)weeksoftheMentorshipProgram.Employeesin suchassignmentswill be treatedasa regular employee for thedurationoftheassignment.

Educationalsessions,forbothmentorandnewgraduate,willbeheldatthebeginningandendoftheagreedupontimeperiod.

Eachnewgraduatewill haveextra “orientation” of four (4) fullshiftswithabuddy,exceptwhereanewgraduate’spreceptorshiphasbeenonthesameunit.

Any new graduate mentorship programs of twenty-four (24)weeksorlongerwillbecoveredbythismemorandum.

APPENDIX YMEMORANDUM OF AGREEMENT

PENSION FOR RETIREESEffectiveApril1,2008,providedthat theMunicipalPensionPlan

rulescanbechangedwhichtheEmployeragreestosupport,theUnionagreestoconvertthe2008one(1)percentmarketadjustmenttoprovidefundingforinflationprotectionandbenefitsforretireeswhoweremem-bersoftheNurses’BargainingAssociation(NBA)constituentunions.

APPENDIX ZMEMORANDUM OF AGREEMENT

RECOGNITION OF SENIORITYTheHealthAuthoritieswillrecognizesenioritythatwasattained

at thepreviousemployer forsuccessfulapplicants for regularposi-tionswherethepreviousemployerwasunionizedwithoneofthecon-stituentunionswiththeNurses’BargainingAssociation.

APPENDIX AAMEMORANDUM OF AGREEMENT

JOB SHARINGArticle1-Preamble

1.1 ThisMemorandum ofAgreement establishes provision fortwo(2)regularemployeestovoluntarily“jobshare”asinglefull-timeposition.Part-timepositionsmaybesharedwheretheEmployerandUnionagreeingoodfaith.

1.2 A “Job Sharing Arrangement” refers to a specific writtenagreementbetweentheUnionandtheEmployer.Thisagree-mentmustbesignedbeforeajobsharingarrangementcanbeimplemented.

Article2-Participation

2.1 Thepartiesrecognizethatinvolvementinjobsharingisvol-untaryforallparties.ItisfurtheragreedthattherewillbenopressurebroughttobearonEmployersoremployeestopar-ticipateinjobsharing,norwilltherebeaccesstothegriev-anceprocedureshouldsuchjobsharingnotbeestablishatthefacilitylevel.

2.2 Employeesmay initiatea request for jobsharing inwriting(subjecttoArticle2.3and2.4).

2.3 Uponapprovalofarequesttojobshareanoticewillbepost-edwithinthedepartmenttodetermineinterestinjobsharinga specific position.Those interested in job sharingwill re-spondtotheEmployerinwriting.Shouldthenumberofqual-ifiedemployeesrespondingexceedthenumberofpositions

available,thenselectionshallbeonthebasisofseniority.

Jobshareswillbewithinthesamedepartmentandclassifi-cationexceptwheretheEmployerandUnionagreeingoodfaith.

2.4 Anoticewillalsobeposted toelicit interest in jobsharingarrangementstoaccommodateemployeesfacingdisplace-ment.Approvalandselectionaresubjectto2.1,2.2and2.3above.

2.5 Forthefirstthree(3)monthsofajobsharingarrangement,anemployeewillbedeemedtobeonaqualifyingperiodpur-suanttoArticle18.03oftheProvincialCollectiveAgreement,exceptforemployeeswhoareparticipatinginaJobShareontheirhomeunit,departmentorprogramandhavealreadycompletedtheirqualifyingperiod.

Article3-MaintenanceofFull-TimePositions

3.1 Sharedpositionsshall,inallrespectswiththeexceptionthattheyareheldbytwoindividuals,betreatedasthoughtheyweresinglepositionswithregardtoschedulingandjobde-scriptions.

3.2 Whereavacancybecomesavailableasaresultofanem-ployeeparticipatinginajobsharingarrangement,thevacat-edpositionshallbetreatedinaccordancewiththeprovisionsoftheProvincialCollectiveAgreement.

3.3 Ifonejobsharingpartnerdecidestodiscontinueparticipationinajobshare,theymustgivethirty(30)days’noticeandtheywillthenpostintoanotherregularposition,reverttocasual,orresign.Theremainingemployeeshallbegivenfirstoppor-tunitytoassumethepositiononafull-timebasis.Shouldthatemployeedeclinethepositiononafull-timebasisandwishto continue to jobshare theposition, theneveryeffortwillbemade.Theperiodofthirty(30)days,tofindajobsharingpartnersatisfactorytoallparties.Theperiodoftimetofindareplacementwillresultintheremainingjobsharingpartnerassumingthepositionfull-time.Iftheydonotwishafull-timepositionandnojobsharingpartnerisfound,thentheywouldpostintoanotherregularposition,reverttocasualstatus,or

resign.TheformerjobsharingpositionwouldthenbetreatedinaccordancewiththeProvincialCollectiveAgreement.

3.4 If the jobsharingarrangement isdiscontinuedby theEm-ployer,themostsenioremployeewillbegivenfirstoptiontoassumethefull-timeposition.Theother(leastsenior)part-nerwillbedisplacedpursuanttotheprovisionsoftheProvin-cialCollectiveAgreement.

3.5 TheEmployermustgivesixty(60)days’noticeiftheywishtoendajobsharingarrangement.

3.6 EitherpartymaycancelthisMemorandumonsixty(60)days’notice.

Article4-SchedulesandJobDescriptions

4.1 Aworkschedulewillbesetoutinadvanceshowingthedaysandhoursorshiftstobeworkedforeachjobsharingpartner.

4.2 Jobdescriptionsforthejobsharingpartnerswillbeidentical.

4.3 TheEmployeragreesnottoincreaseworkloadlevelsexpect-edofjobsharersforthesolereasonthepositionisshared.

4.4 Onceestablished, thepositionofhourssharedmaybeal-teredbymutualagreementoftheparties.

Article5-Benefits

5.1 Asageneralprincipleandunlessotherwiserevised inthisMemorandum,theemployeeswillneithergainnorloseanybenefits presently contained in the Provincial CollectiveAgreement.

5.2 Eachemployeeinajobsharingarrangementwillbetreatedasapart-timeemployeeforallbenefitandpensionpurposes.

5.3 Eachemployeeinajobsharingarrangementmustmaintainunbrokeneligibility forEmployment InsuranceandCanadaPensioncoverage.

Article6-Relief

6.1 Temporaryreliefforajobsharedpositionwillbedeterminedpursuant to theProvincialCollectiveAgreement.However,

jobsharerswillrelieveforeachotherwherethereisnoothersourceofreliefavailable.

APPENDIX BBMEMORANDUM OF AGREEMENT

JOB SECURITYWhereas:

The Health Employers Association of BC (“HEABC”) and theNurses’BargainingAssociation (“NBA”) recognize that theongoingimplementationoftheMinistryofHealth’sstrategicprioritiesmayre-sultinchangestothemannerinwhichhealthcareservicesaredeliv-eredoverthetermofthecollectiveagreement.

TheMinistryofHealthwill be conductinga reviewof long termcare services including contracts, service standards, and educationandtraininggapsofnursesinordertosupportthetransformationofthecommunitycareservices.

HEABC and the NBA have a shared interest in ensuring thatthesechangeshaveaslittleimpactaspossibleonnurses’employ-mentsecurity.

Therefore, HEABC and the NBA agree that:1. Acute Care and Community Nursing:

Forthepurposesofthisagreementnonursewillbe involun-tarilylaidoffduetocontractingoutorduetoshiftinghealthcareresourcesfromacutecaretocommunitiesorlongtermcare.

2. Long Term Care Nursing:InconsiderationoftheabovehealthauthoritiesandProvidenceHealthCarewillnotlayoffnursesemployedinlongtermcareasaresultofanycontractingout.

Further,healthauthoritieswillrequestthehealthauthoritycon-tractedserviceproviders tonotproceedwithanycontracting

outofnursingservices.

RegardlessofthereviewconductedbytheMinistryofHealth,ifanurseisinvoluntarilylaidoffbyacontractedserviceproviderduetocontractingoutthehealthauthoritywillguaranteethatthe nursewill have no loss of salary, employment, benefits,serviceandseniority.

HEABCwillfacilitatethenurses’transitionintoanothercompa-rablenursingpositionintothefollowing:

a. inanotherhealthcareaffiliatesite;b. inahealthauthorityoperatedlong-termcarefacility;c. inthecommunityhealthsector;ord. inacutecare.

Where the nurse is not sufficiently qualified and capable offillingapositionthehealthauthorityandtheUnionwill jointlydeterminethetraining, retraining,orskillsupgradethenurserequiresandjointlydevelopaneducationupgradeplanforthenurse.TheBCNUwillconsiderassistinginthetraining,rehiringand/orskillsupgradecosts.

3. Casual employeesIfacasualemployeeisterminatedduetocontractingout,byanaffiliatememberwhohascontractedtoprovideservicestoaHealthAuthority/PHC,theHealthAuthority/PHCwillmakeallreasonableeffortstoaddthecasualemployeetoacasuallistinacomparablenursingpositionwithintheHealthAuthority/PHCprovidedthecasualemployeehasdemonstratedtheyhavetherequisitequalificationspriortotheplacementonthelist.

TheHealthAuthority/PHCisnotrequiredtore-hireacasualemployeethatithaspreviouslyterminated.

TheHealthAuthority/PHCwill retain the discretion to deter-minethelocation,withinthegeographicregion,oftheplace-mentbasedonoperationalneeds.

4. TermThisMemorandumshallbeoperativeforthetermofthisAgree-

ment and requires specific renewal to continue beyond thetermofthecurrentAgreement.

APPENDIX CCAGREEMENT BETWEEN THE PARTIES

CONTRACTING OUTNotwithstanding Article 6.02 the Employer may contract out

non-clinicalservices, includingwhensuchcontractingoutresults inthelayoffofemployees.

The parties agree that the language of this Memorandum ofAgreementdoesnotinanywayvarythemeaningof“non-clinicalser-vices”asdefinedinthecurrentHealthandSocialServicesDeliveryImprovementActandtheHealthSectorLabourAdjustmentRegula-tion.

As a matter of clarification, this Memorandum of Agreementcontinuesinforceandeffectuntilsuchtimeasthepartiesnegotiatechangestoit.

APPENDIX DDLIST OF EMPLOYERS

BRITISH COLUMBIA NURSES’ UNION (BCNU)

Thefollowing listofemployers is for informationpurposesonlyandmayvaryfromthelistofemployersattachedtotheNursesBar-gainingAssociationconsolidatedcertificationsissuedbytheLabourRelationsBoard (“LRB”),asamended fromtime to time. If there isaninconsistencybetweenthetwolists,theLRBcertificationlistsandcaselawwillapply.ThefollowinglistwasgeneratedasofJanuary2018.

484017B.C.Ltd.(KimbeleePlace)[3p],Surrey

AgeCareInvestments(B.C.)Ltd.(HarmonyCourtCareCentreandEstate)[1p],Burnaby

Alberni-ClayoquotContinuingCareSociety (EchoVillage) [1], PortAlberni

Alberni-ClayoquotContinuingCareSociety(FirParkVillage)[1],PortAlberni

Aldergrove Lions Seniors Housing Society (Jackman Manor) [1], Aldergrove

ArcanDevelopmentsLtd.(WestVancouverCareCentre)[1p],WestVancouver

ArgyllLodgeLtd.(ArgyllLodge)[3],Surrey

Arrow and Slocan Lakes Community Services (Arrow and SlocanLakesCommunityServices)[6],Nakusp

BaptistHousingCareHomesSociety,TheHeightsatMt.View)[1],Victoria

BarclayCareHomeLtd.(BarclayLodge)[3p]PortCoquitlam

BCClinicalandSupportServicesSociety

BeaconCommunityServicesSociety(BeaconCommunityServices)[7],Sidney

Beacon Community Services Society (Salt Spring and Outer Gulf IslandsHomeSupportServices)[7],SaltSpringIsland

BloomGroupCommunityServicesSociety,The[3],Vancouver

BraddanPrivateHospitalLtd.(BraddanPrivateHospital)[1p], Vancouver

BrescoEnterprisesLtd.(MissionHillsManor)[3p],Mission

BritishColumbiaCancerAgency

AbbotsfordCancerCentreCentrefortheNorthFraserValleyCancerCentreSindiA.HawkinsCentrefortheSouthernInteriorVancouverCancerCentre VancouverIslandCancerCentre

British Columbia Centre for Disease Control and Prevention SocietyBranch(B.C.CentreforDiseaseControl)[9],Vancouver

BritishColumbiaEmergencyHealthServices

HealthlinkBC

PatientTransferNetwork

BritishColumbiaMentalHealthSocietyBranch(BurnabyCentreforMentalHealthandAddiction),[3],Burnaby

BroadwayPentecostalCareAssociation(BroadwayPentecostalLodge)[1],Vancouver

C.L.AntonioInc.(NewHorizons)[3p],Mission

CallingFoundation(BlenheimLodge)[1],Vancouver

CanadianBloodServices/SocieteCanadienneduSang,The(Kelowna,Nanaimo,PrinceGeorge,Surrey,Vancouver,Victoria)[9]

Canadian Mental Health Association, Vernon and DistrictBranch (AberdeenHouse,VernonandDistrictBranch) [3],Vernon

CaritalContinuingCareSociety(VillaCarital)[1],Vancouver

CedarhurstPrivateHospitalLtd.(AmherstPrivateHospital)[1p],Vancouver

CerwyddenCareCentreLLP(CerwyddenCareCentre)[1p],Duncan

ChelseyHouse(2003)Ltd.(ChelseyHouse)[3p],Langley

Children’sandWomen’sHealthCentreofBritishColumbiaBranch,Vancouver

B.C.Women’sHospitalandHealthCentreBritishColumbia’sChildren’sHospitalSunnyHillHealthCentreforChildren

ChownAdultDayCareCentreSociety(ChownAdultDayCare Centre)[2],Vancouver

CityCentreCareSociety(CentralCityLodge),[1]Vancouver

CityCentreCareSociety(CooperPlaceIntermediateCareFacility)

ColumbusLongTermCareSociety(ColumbusResidence)[1]

CountrySquireRetirementVillaLtd.(CountrySquireVilla)[3p] Osoyoos

CrestleneLodgeLtd.(CrestleneLodge)[3p],Delta

CrossreachProjectofVancouver(CrossreachSeniors’DayCentre)[2],Vancouver

DaniaHomeSociety(DaniaHome)

DawnDaviesHealthCareLtd.(SaanichHouse)[3p]Victoria

DeltaLodgeLtd.(DeltaLodge)[3p],Delta

Down’sEnterprisesLtd.(Down’sResidence)[3p],Vernon

ElizabethBagshawSociety(ElizabethBagshawWomen’sClinic)[6],Vancouver

EvergreenBaptistCareSociety(EvergreenBaptistHome)[1],WhiteRock

Everywoman’sHealthCentreSociety(1988)(Everywoman’sHealthCentre)[6],Vancouver

Fair HavenUnitedChurchHomes, The (FairhavenUnitedChurchHomes)[1],Burnaby

Fair HavenUnitedChurchHomes, The (FairhavenUnitedChurchHomes)[1],Vancouver

FinnishCanadianRestHomeAssociation,The(FinnishHome) [1],Vancouver

FleetwoodPlaceHoldingsLtd.(FleetwoodPlace)[1p],Vancouver

ForensicPsychiatricServicesCommission,[3]ForensicPsychiatricHospitalRegionalClinics(Vancouver,Surrey,Victoria,Nanaimo,Kamloops,PrinceGeorge)

Fraser Health Authority AbbotsfordRegionalHospital

BurnabyHospital,Burnaby

ChilliwackGeneralHospital,HeritageVillage,Parkholm

Place[1],Chilliwack

DeltaHospital,Delta

EagleRidgeHospitalandHealthCareCentre,PortMoody

FellburnCareCentre,BurnabyandQueen’sParkCareCentre,NewWestminster

FraserCanyonHospital,Hope

HealthServicesDeliveryArea(FraserValley)-PublicHealth,ContinuingCare,MentalHealth[8]

HealthServicesDeliveryArea(SimonFraser)-PublicHealth,ContinuingCare,MentalHealth[8]

HealthServicesDeliveryArea(SouthFraser)-PublicHealth,ContinuingCare,MentalHealth[8]

LangleyMemorialHospital,Langley

LowerMainlandPharmacyServices

MissionMemorialHospital,Mission

PeaceArchHspital),WhiteRock

RidgeMeadowsHospitalandHealthCareCentre,MapleRidge

RoyalColumbianHospital,NewWestminster

SecondSpringAdultDayCareCentre

SurreyMemorialHospital,Surrey

FraserviewIntermediateCareLodgeCo.Ltd.(FraserviewIntermediateCareLodge)[1p],Richmond

GeorgeDerbyCareSociety(GeorgeDerbyCentre)[1],Burnaby

German-CanadianBenevolentSocietyofBritishColumbia(GermanCanadianCareHome)[1],Vancouver

GlacierViewLodgeSociety(GlacierViewLodge)[1],Courtenay

GoodShepherdLodgeInc.(GoodShepherdLodge)[3p],WhiteRock

Governing Council of the Salvation Army in Canada (BuchananLodge)[1],NewWestminster

GoverningCounciloftheSalvationArmyinCanada,(SunsetLodge)[1],Victoria

Greater Vancouver Community Services Society (Greater VancouverCommunityServices)[7],Vancouver

GreenwoodsEldercareSociety,(Greenwoods)[1],SaltSpringIsland

HaroParkCentreSociety(HaroParkCentre)[1],Vancouver

HealthandHomeCareSocietyofBritishColumbia (FamilyRespiteCentre)[2],Vancouver

HillsideLodgeLtd.(HillsideLodge)[3p],Surrey

HurstManagementLtd.(SidneyCareHome)[1p],Sidney

IcelandicCareHomeHofnSociety(IcelandicCareHome)

IlapoguInvestmentsInc.(OrioleLodge)[3p],Abbotsford

Inglewood Private Hospital Ltd. (Inglewood Private Hospital, LodgeandManor)[1p],WestVancouver

Interior Health Authority

100MileDistrictHospital,100MileHouse

ArrowLakesHospital,Nakusp

AshcroftandDistrictGeneralHospital,Ashcroft

BarriereandDistrictHealthCentre,[9]Barriere

BastionPlace,[1]SalmonArm

BoundaryDistrictHospital,GrandForks

BraemoreLodge,[3]Penticton

CaribooMemorialHospital,CaribooLodge,WilliamsLake

Castlegar and District Community Health Centre, TalaricoPlace,Castlegar

ColumbiaViewLodge,Trail

Coquihalla–GillisHouse,[1]Merritt

CrestonValleyHospital,Creston

DavidLloyd-JonesHome,[1]Kelowna

Dr.F.W.GreenMemorialHome,[1]Cranbrook

Dr.HelmckenMemorialHospital,Clearwater

EastKootenayRegionalHospital,Cranbrook

ElkfordHealthCareCentre,[9]Elkford

ElkValleyHospital,Fernie

GatebyCareFacility,[1],Vernon

Golden&DistrictGeneralHospital,HenryM.DurandManor[1],Golden

GoldenandDistrictHomeSupport,[7]Golden

HalcyonCommunityHome,[1]Naksup

HardyViewLodge,[1]GrandForks

HealthServicesDeliveryArea(EastKootenay)-PublicHealth,Continuing Care, Mental Health Community Programs andServices;HomeSupport[8]

HealthServicesDeliveryArea (KootenayBoundary) -PublicHealth,ContinuingCare,MentalHealthCommunityProgramsandServices;HomeSupport[8]

Health Services Delivery Area (Okanagan) - Public Health,ContinuingCare,MentalHealthprovidedbytheformerNorthOkanaganHealthRegion;HomeSupport[8]

Health Services Delivery Area (Okanagan) - Public Health,ContinuingCare,MentalHealthservicesprovidedbythefor-merOkanaganSimilkameenHealthRegion;HomeSupport[8]

Health Services DeliveryArea (Thompson Cariboo) - PublicHealth, Continuing Care, Mental Health Services providedby the formerCaribooCommunityHealthServicesSociety;

HomeSupport[8]

Health Services DeliveryArea (Thompson Cariboo) - PublicHealth,ContinuingCare,MentalHealthservicesprovidedbytheformerThompsonHealthRegion;HomeSupport[8]

HillsideInteriorAdultPsychiatricCentre,[3]Kamloops

InvermereandDistrictHospital,Invermere

KelownaGeneralHospital,BrookhavenCareCentre[1],Cot-tonwoodsCareCentre[1],Kelowna

KimberleySpecialCareHome,[1]Kimberley

KootenayBoundaryRegionalHospital,Trail

KootenayLakeHospital,Nelson

LillooetHospitalandHealthCentre,Lillooet

LoganLakeHealthCareCentre,[9]LoganLake

MountainViewLodge,[1]Lillooet

NelsonJubileeManor,[1]Nelson

NicolaValleyHealthCentre,Merritt

NoricHouse,[1]Vernon

OverlanderExtendedCareHospital,[9]Kamloops

ParkviewPlace[1],Enderby

PentictonRegionalHospital,Penticton

Pleasant Valley Health Centre & Pleasant Valley Manor,Armstrong

PonderosaLodge,[1]Kamloops

PrincetonGeneralHospital,Princeton

Queen Victoria Hospital, Mount Cartier Court, RevelstokeHomeSupport,Revelstoke

RidgewoodLodge[1],Princeton

RoyalInlandHospital,Kamloops

St.Bartholomew’sHospital,Lytton

ShuswapLakeGeneralHospital,SalmonArm

SlocanCommunityHealthCareCentre,[1]NewDenver

SouthHills Tertiary Psychiatric RehabilitationCentre,AppleLaneTertiaryMentalHealthResidentialUnit,HilltopHouseTertiaryMental Health Specialized Residential Care Home,Kamloops[3]

SouthOkanaganGeneralHospital,Oliver

SouthOkanaganHomeSupport

SouthSimilkameenHealthCentre[9],Keremeos

SparwoodHealthCentre,Sparwood

SummerlandHealthCentre[9],Summerland

SunnybankCentre[1],Oliver

SwanValleyLodge,[1]Creston

ThreeLinksManor,[1]Kelowna

TrinityCareCenter[1],Penticton

VernonJubileeHospital,Vernon

VictorianCommunityHealthCentreofKaslo,[9]Kaslo

InvictaEnterprisesIncorporated(NewGreenwoodLodge)[3],Surrey

Island Community Mental Health Association (Island CommunityHealthAssociation)[3]

IslandCommunityMentalHealthAssociation(GreenridgePlace)[3]

IslandCommunityMentalHealthAssociation(McCauleyLodge)[3]

James Bay Health and Community Services Society (James BayCommunityProject)[6],Victoria

JewishHomefortheAgedofBritishColumbia(LouisBrierHomeandHospital)[1],Vancouver

KamloopsPersonalCareHomeLtd.(GardenManor)[3p],Kamloops

KamloopsSocietyforAlcoholandDrugServices(PhoenixCentre)[4],Kamloops

KinVillageAssociation(KinVillageCareHome)[1],Delta

L’ChaimAdultDaycareSociety(L’ChaimCentreforAdultDaycare)[2],Vancouver

LangleyCareSociety(LangleyLodge)[1],Langley

LittleMountainResidentialCare&HousingSociety(AdanacParkLodge)[1],Vancouver

LittleMountainResidentialCare&HousingSociety (LittleMountainPlace)[1],Vancouver

Lodgeon4thSeniors (CommunityPartnership) (TheLodgeon4th)[1p],Ladysmith

LutherCourtSociety(LutherCourt)[1],Victoria

LutheranSeniorCitizensHousingSociety(ZionParkManor)[1],Surrey

M.Kopernik(NicolausCopernicus)Foundation(KopernikLodge)[1],Vancouver

MPA–Motivation,PowerandAchievementSociety(MPA–Motiva-tion,PowerandAchievementSociety)[3],Vancouver

MPA–Motivation,PowerandAchievementSociety(SophiaHouse),[3],Vancouver

MPA–Motivation,PowerandAchievementSociety(TillikumHouse)[3],Vancouver

MaplewoodSeniorsCareSociety,The(MaplewoodHouse)[1],Abbotsford

MarieEstherSociety,The(MountSaintMaryHospital),[9]Victoria

MarineviewHousingSociety(CloverlyHouse)[3],NorthVancouver

MarineviewHousingSociety(MalchowHouse)[3],WestVancouver

MeadowviewManorInc.(MeadowviewManor)[3p],Mission

MelodyHouseGroupHomesInc.(MelodyHouse)[3],Vancouver

MennoniteBenevolentSociety(MennoHospital),[1]Abbotsford

MennoniteIntermediateCareHomeSocietyofRichmond(PinegrovePlace)[1]Richmond

MorganPlaceHoldingsLtd.(MorganPlace)[1p],Surrey

NanaimoTravellersLodgeSociety(EdenGardens)[1],Nanaimo

NewVistaSociety,The(NewVistaCareHome)[1],Burnaby

NorthShorePrivateHospital(1985)Ltd.(LynnValleyCareCentre)[1p],NorthVancouver

Northern Health AuthorityAcropolisManor[1],PrinceRupert

AtlinHealthCentre[9],Atlin

BulkleyLodge[1],Smithers

BulkleyValleyDistrictHospital,Smithers

BulkleyValleyHomeandCommunityCare

ChetwyndGeneralHospital,Chetwynd

DawsonCreekandDistrictHospital,DawsonCreek

DunrovinParkLodge[1],Quesnel

FortNelsonGeneralHospital,FortNelson

FortSt.JohnGeneralHospitalandHealthCentre),FortSt.John

FraserLakeDiagnosticandTreatmentCentre[9],FraserLake

G.R.BakerMemorialHospital,Quesnel

GranisleCommunityHealthCentre[9],Granisle

HealthServicesDeliveryArea(Northeast)–PublicHealth,ContinuingCare,MentalHealth[8]

HealthServicesDeliveryArea(NorthernInterior)–PublicHealth,ContinuingCare,MentalHealth[8]

HealthServicesDeliveryArea(NorthernInterior/Quesnel)–PublicHealth,ContinuingCare,MentalHealth-servicesprovidedbytheformerCaribooCommunityHealthServicesSociety[8]

HealthServicesDeliveryArea(Northwest)–PublicHealth,ContinuingCare,MentalHealth[8]

HoustonHealthCentre[9],Houston

Hudson’sHopeHealthCentre[9],HudsonHope

KitimatGeneralHospital,Kitimat

LakesDistrictHospitalandHealthCentre,BurnsLake

MackenzieandDistrictHospital,Mackenzie

McBrideandDistrictHospital,McBride

MillsMemorialHospital,Terrace

NorthHaidaGwaiiHospitalandHealthCentre

ParksideIntermediateCareHome[1],PrinceGeorge

PrinceGeorge&DistrictHomeSupport[7],PrinceGeorge

PrinceRupertRegionalHospital,PrinceRupert

QueenCharlotteIslandsGeneralHospital,QueenCharlotteCity

QueenCharlotteIslandsHealthCentre[6],QueenCharlotteCity

RainbowIntermediateCareHome[1],PrinceGeorge

RotaryManor[1],DawsonCreek

St.JohnHospital,Vanderhoof

StewartHealthCentre,Stewart

StikineHealthCentre[9],DeaseLake

StuartLakeHospital,FortSt.James

StuartNechakoManor,[1]Vanderhoof

TerraceviewLodge[1],Terrace

TumblerRidgeHealthCentre[9],TumblerRidge

UniversityHospitalofNorthernBritishColumbia,PrinceGeorge

ValemountHealthCentre,Valemount

WrinchMemorialHospital,Hazelton

NorwegianOldPeople’sHomeAssociation(NormannaRestHome)[1],Burnaby

OakBayKiwanisHealthCareSociety(TheKiwanisPavilion)[1],Victoria

PioneerCommunityLivingAssociation(PioneerHouse)[3],NewWestminster

PleasantViewHousingSociety1980(PleasantViewCareHome)[1],Mission

PointGreyPrivateHospital Ltd. (PointGreyPrivateHospital) [1p],Vancouver

PortCoquitlamSeniorCitizens’HousingSociety(HawthorneSeniorsCareCentre)[1],PortCoquitlam

Providence Health Care Society, VancouverHolyFamilyHospital[9]

MountSaintJosephHospital

St.Paul’sHospital

St.Vincent’sHospital-BrockFahrniPavilion[1]

St.Vincent’sHospital–HonoriaConway[1]

St.Vincent’sHospital–Langara[1]

YouvilleResidence

ProvidenceResidentialandCommunityCareServicesSociety(TheViews),Comox

Provincial Health Services AuthorityCorporateServicesUnit[9]

InformationManagementInformationTechnologySystems[9]

LowerMainlandPathologyandLaboratoryMedicineServices[9]

QuesnelandDistrictChildDevelopmentCentreAssociation(QuesnelChildDevelopmentCentre)[5]

RainCityHousingandSupportSociety(RainCityHousingandSup-portSociety)[3],Vancouver

Renfrew/Collingwood Seniors Society (Renfrew CollingwoodAdultDayCare)[2]

ResidencesforIndependentLivingSociety(FalseCreekResidence,StevestonResidence)[1]

Richmond Kinsmen Home Support Society (Richmond KinsmenAdultCentre)[2]

RichmondIntermediateCareSociety(RosewoodManor)[1], Richmond

RoyalArchMasonicHomesSociety(RoyalArchMasonicHome)[1]

RoyalAscotCareCentreLtd.(RoyalAscotCareCentre)[1p], Vancouver

S.U.C.C.E.S.S.Multi-levelCareSociety(SimonK.Y.LeeCareHome,AustinHarrisResidence,andHarmonyHouse)[1],Vancouver

SaintElizabethHealthServices[7]

SeniorsComeShareSociety(WhiteRockDayProgram,SurreyDayProgram)[2]

ShelmarieRestHome(1994)Inc.(ShelmarieRestHome)[1p],Victoria

Sherwood Crescent Manor Ltd. (Sherwood Crescent Manor) [1p],Clearbrook

SkiptonHoldingsLtd.(MountainViewHome)[3p],Abbotsford

SocieteduFoyerMaillard(FoyerMaillard)[1],Maillardville

St.Jude’sAnglicanHome(St.Jude’sAnglicanHome)[1],Vancouver

St.Michael’sCentreHospitalSociety(St.Michael’sCentre)[1],Burnaby

TaborHomeSociety(TaborHome)[1],Abbotsford

ThreeLinksCareSociety,The(ThreeLinksCareCentre)[1],Vancouver

TrejanLodgeLtd.(TrejanLodge)[3p]MapleRidgeVancouver Coastal Health Authority BellaCoolaGeneralHospital,BellaCoola

CedarviewLodge,[1]NorthVancouver

CedarGarden,[1]NorthVancouver

DogwoodLodge,[1]Vancouver

G.F.StrongRehabilitationCentre,Vancouver

GeorgePearsonCentre,[9]Vancouver

HealthServicesDeliveryArea(NorthShore/CoastGaribaldi)–PublicHealth,ContinuingCare,MentalHealthServices,servicesprovidedbytheformerCoastGaribaldiCommunityHealthServicesSociety[8]

HealthServicesDeliveryArea(NorthShore/CoastGaribaldi)–PublicHealth,ContinuingCare,MentalHealthServices,servicesprovidedbytheformerNorthShoreHealthRegion[8]

HealthServicesDeliveryArea(RichmondCommunity)–PublicHealth,ContinuingCare,MentalHealthServices[8]

HealthServicesDeliveryArea(VancouverCommunity)–PublicHealth,ContinuingCare,MentalHealthServices[8]

HoweSoundHomeSupportService,[7]Squamish

IntegratedMedicalImaging[9]

KiwanisCareCentre,[1]NorthVancouver

LionsGateHospital/EvergreenHouse,NorthVancouver

MagnoliaHouse,[3]Vancouver

NorthShoreHomeSupport[7]–MargaretFultonAdultDayCentre[2]andWestVancouverAdultDayCentre[2]

NorthShoreCommunityMentalHealth,[3]NorthVancouver

PembertonHealthCentre,[9]Pemberton

PowellRiverGeneralHospital/EvergreenExtendedCare,PowellRiver

PowellRiverandDistrictHomeSupport,[7]PowellRiver

TheRichmondHospital,Richmond

RichmondLionsManor,Richmond[1]

RichmondMentalHealthTeamandRichmondMentalHealth EmergencyService,Richmond[3]

R.W.LargeMemorialHospital,BellaBella

Shorncliffe,[1]Sechelt

SquamishGeneralHospital/HilltopHouse[3],Squamish

SunshineCoastHomeSupport,[7]Sechelt

St.Mary’sHospital/TotemLodge,[9]Sechelt

VancouverCommunityMentalHealthServices,[3]Vancouver

VancouverDetox,[9]Vancouver

VancouverHospital,UBCPavilions,Vancouver

VancouverHospital,12th&OakPavilions,Vancouver

WhistlerHealthCareCentre,[9]Whistler

WillingdonCreekCentre

Vancouver Island Health Authority AberdeenHospital,[9](Victoria)

BamfieldHealthCentre[9](Bamfield)

CampbellRiverHomeSupport

ChemainusHealthCareCentre[1](Chemainus)

ComoxValleyHomeSupport[7](Courtenay)

ComoxValleyNursingStation[9](Courtenay)

CormorantIslandCommunityHealthCentre(AlertBay)

CowichanDistrictHospital(Duncan)

CowichanLodgeTertiaryMentalHealthFacility[3](Duncan)

CumberlandHealthCentre[9](Cumberland)

EagleParkHealthCareFacility[1](QualicumBeach)

GlengarryHospital[9](Victoria)

GoldRiverHealthClinic[9](GoldRiver)

GorgeRoadHospital[9](Victoria)

HealthServicesDeliveryArea(CentralIsland)-PublicHealth, ContinuingCare,MentalHealth,HomeSupport[8]

HealthServicesDeliveryArea(NorthIsland)-PublicHealth, ContinuingCare,MentalHealth[8]

HealthServicesDeliveryArea(SouthIsland)-PublicHealth, ContinuingCare,MentalHealth[8]

KyuquotHealthCentre[9](Kyuquot)

LadyMintoGulfIslandsHospital(SaltSpringIsland)

LadysmithCommunityHealthCentre(Ladysmith)

MountTolmieHospital[9](Victoria)

NanaimoRegionalGeneralHospital(Nanaimo)

NorthIslandHospital,CampbellRiver&District

NorthIslandHospital,ComoxValleyCampus

NorthIslandHomeSupport[7],CampbellRiver

OakBayLodge[1],Victoria

OceansideHealthCentre[9](Parksville)

PortAliceHospital(PortAlice)

PortHardyHospital(PortHardy)

PortMcNeillHospital(PortMcNeill)

PrioryHospital[9](Victoria)

QueenAlexandraCentreforChildren’sHealth(Victoria)

RoyalJubileeHospital(Victoria)

SaanichPeninsulaHospital(Victoria)

TahsisHealthCentre(Tahsis)

TofinoGeneralHospital(Tofino)

TrilliumLodge[1](Parksville)

VictoriaGeneralHospital(Victoria)

WestCoastGeneralHospital(PortAlberni)

YucaltaLodge[1](CampbellRiver)

VancouverIslandMentalHealthSociety(GatewayHouse,BobCurriePlace,K.C.House)[3],Nanaimo[3]

VCPCHoldingsLimited.(Chrysalis22&24)[3p],Surrey

VictoriaChinatownCareSociety(VictoriaChinatownCareCentre)[1],Victoria

VillaCathayCareHomeSociety(VillaCathayCareHome)[1],Vancouver

Whalley&DistrictSeniorCitizens’HousingSociety(KinsmenPlaceLodge)[1],Surrey

WindermereCareCentreInc.(WindermereCareCentre)[1p], Vancouver

YaletownHouseSociety(YaletownHouse)[1],Vancouver

HEALTH SCIENCES ASSOCIATION (HSA)Azimuth Health ProgramManagement Ltd. (Barberry Lodge) [3p],PortCoquitlam

BaptistHousingCareHomesSocietyofB.C.,The(HeightsatMountView)[1],Victoria

CoastFoundationSociety(1974)(CoastFoundation)[3],Vancouver

DaniaHomeSociety(DaniaHome),BurnabyFraser Health Authority AbbotsfordRegionalHospital,Abbotsford

BurnabyHospital,Burnaby

CRESSTSouthFraser[3],Surrey

MissionMemorialHospital,Mission

PeaceArchHospital,WhiteRock

RidgeMeadowsHospitalandHealthCareCentre,MapleRidge

SurreyMemorialHospital,Surrey

GlacierViewLodgeSociety(GlacierViewLodge)[1],Comox

GoodShepherdLodgeInc.(GoodShepherdLodge)[3p],WhiteRock

HaroParkCentreSociety(HaroParkCentre)[1],Vancouver

Interior Health Authority CastlegarandDistrictCommunityHealthCentre

ColumbiaViewlodge,[1]

NelsonJubileeManor[1]

NicolaValleyHealthCentre

OverlanderExtendedCareHospital[9],Kamloops

PonderosaLodge[1]

QueenVictoriaHospital

RoyalInlandHospital

SunnybankCentre[1]

SwanValleyLodge[1]

VernonJubileeHospital

JoanneNovak(GaumontResidence)[3p],Kamloops

KamloopsSocietyforAlcoholandDrugServices(PhoenixCentre)[4],

Kamloops

KinVillageAssociation(KinVillageCareHome)[1],Delta

LittleMountainResidentialCare&HousingSociety(AdanacParkLodge)[1],Vancouver

LittleMountainResidentialCare&HousingSociety(LittleMountainPlace)[1],Vancouver

MPA–Motivation,PowerandAchievementSociety[3],Vancouver

NanaimoChildDevelopmentCentreSociety[5]

NewVistaSociety,The(NewVistaCareHome)[1],BurnabyNorthern Health Authority BulkleyLodge,Smithers

DawsonCreekandDistrictHospital,DawsonCreek

DunrovinParkLodge[1],Quesnel

G.R.BakerMemorialHospital,Quesnel

PioneerCommunityLivingAssociation(AdrianHouse;MillersWay;Lina’s Place; CRESST Program and Pioneer Program) [3], NewWestminster

Port CoquitlamSenior Citizens’ Housing Society (HawthorneCareCentre)[1],PortCoquitlam

Providence Health Care Society

HolyFamilyHospital[9],

MountSaintJosephHospital

St.Paul’sHospital

St.Vincent’sHospital–BrockFahmiPavillion[1]

St.Vincent’sHospital–Langara[1]

YouvilleResidence

ProvidenceResidentialandCommunityCareServicesSociety(TheViews),Comox

Quesnel andDistrictChildDevelopmentAssociation (Quesnel andDistrictChildDevelopmentCentre[5]

Vancouver Coastal Health Authority

CedarviewLodge[1]

GeorgePearsonCentre[9]

LionsGateHospital/EvergreenHouse

MagnoliaHouse[3]

RichmondHospital(The)

RichmondLionsManor[1]

SquamishGeneralHospital/HilltopHouse

VancouverHospital,UBCPavilions

Vancouver Island Health Authority CowichanDistrictHospital(Duncan)

GorgeRoadHospital[9]

NorthIslandHospital,CampbellRiverandDistrict

NorthIslandHospital,ComoxValleyCampus

RoyalJubileeHospital

TrilliumLodge[1](Parksville)

VictoriaGeneralHospital

VancouverIslandMentalHealthSociety(GatewayHouse)[3]

VictoriaRestHomeLtd.(VictoriaRestHome)[3p],Victoria

CHRISTIAN LABOUR ASSOCIATION OF CANADA, Local No. 501 (CLAC)BuenaVistaLodgeLtd.(BuenaVistaLodge)[3p],WhiteRock

HOSPITAL EMPLOYEES’ UNION (HEU)CanadianMentalHealthAssociation–CaribooChilcotinBranch (JubileeCareCentre)[3]

CoastFoundationSociety(1974)(CoastMentalHealth)[3]

VancouverCoastalHealth(BellaCoolaHomeSupport)[7]

BC GOVERNMENT AND SERVICE EMPLOYEES’ UNIONArvandInvestmentCorporation(BritanniaLodge)[1]

Legend

[p] PrivateEmployer

[1] Long-TermCare

[2] AdultDayCare

[3] MentalHealth

[4] Alcoholanddrug

[5] ChildDevelopmentCentre

[6] CommunityServiceAgency

[7] HomeSupportAgency

[8] HealthRegionorCommunityHealthServiceSociety

[9] Other

APPENDIX EEMEMORANDUM OF AGREEMENT

INTEGRATION OF LICENSED PRACTICAL NURSES INTO THE NBA PROVINCIAL COLLECTIVE AGREEMENT

ThepartiesagreethattheNurses’BargainingAssociation(“NBA”)ProvincialCollectiveAgreementwillapplytoLicensedPracticalNurs-es(“LPNs”)effectivethestartofthefirstfullpayperiodfollowingMay11,2016,exceptassetoutbelow:

1.SuperiorBenefitsa. Thepartiesagreethatallpreviouslyexistingsuperiorbenefits

towhichLPNswereentitledunderEmployer-specificMemo-randaofUnderstandingtotheFBAandCBAcollectiveagree-mentsareextinguished.

b. Notwithstandingabove,theLPNsatEagleRidgeHospitalinFraserHealthAuthoritywillmaintainsuperiorbenefitsasout-linedintheMemorandumofUnderstandingpreviouslyagreedbytheHospitalEmployees’Union.

2. Provisions of the NBA Provincial Collective Agreement that do not apply to LPNsa. Article11.04(A)(9)-CasualEmployees-ClientSpecificAs-

signments

b. Article 11.04(J)(2) - Probationary Period for Client SpecificCasuals

c. Article26.02(1)-splitshiftsforclientspecificnurses

d. Appendix “M” -ManagingStaffingChallenges in theHealthCareSystem

e. Appendix “Q” - Client Specific Nurses from Home SupportAgencies

f. Appendix“Y”-PensionforRetirees

3. Provisions of the NBA Provincial Collective Agreement that are subject to a transition process that has been agreed to by the Partiesa. Article11.03(a):Thepartiesagree that theminimumfifteen

(15) hours per week threshold for obtaining Regular Part-TimestatuswillnotapplytoLPNsthat,asofMay11,2016,wereRegularPart-Timestatusemployees,butworked lessthan fifteen (15) hours per week. Such LPNs will maintaintheirRegularPart-Timestatusuntilsuchtimeas:

i. TheLPNvoluntarilychangestheirschedule,or

ii. TheEmployerchangestheLPN’sscheduleforabona fide operationalreason.

b.ClassificationTransition:

I. SomeLPNscurrentlyownapositionthatiscor-rectlyclassifiedatNurseLevel1buttheyhavebeen compensated at a rate of pay equivalenttosupervisorNurseLevel2,orhavebeeninre-

ceiptofaspecialpremiumtorecognizespecial-ty trainingor toaddressotherclassification re-straintsthatarosewhentheytransitionedtotheNBA from the Facilities BargainingAssociationorCommunityBargainingAssociationCollectiveAgreements.

i. Theseemployeeswillbeidentifiedandclas-sifiedasNurseLevel1butwillbe‘GreenCir-cled’andmaintain theircurrentLevel2 rateof pay/or special premium, and will receiveall monetary increases under the currentCollectiveAgreement,unlesstheyvoluntarilytransfer (post into another position), resign,orretire.Thisprotectedwagerate/orspecialpremiumwillremainineffectuntilMarch31,2019.

ii. EffectiveApril1,2019,theseemployeeswillhavetheirwagerate‘RedCircled’.

iii. WageincrementprogressionwillcontinueaspertheCollectiveAgreement.

4. Senioritya. AnLPNwhobecomesanRN/RPNandprovidestheEmploy-

erwithRN/RPNregistration,willhavetheirsenioritydateasanRN/RPNadjustedinaccordancewiththecollectiveagree-mentbutinanycase,noearlierthanApril15,2013.

Ifcasualstatus,hoursworkedsinceApril15,2013wouldbecreditedasseniorityhours(notmorethan1950peryear).

b. WhenanLPNprovidestheEmployerwithRN/RPNregistra-tion,thistriggerstheapplicationofsenioritywhichcanthenbeusedtoapplyonRN/RPNpositions.

c. ThesenioritylistprovidedasperArticle13.06willincludeallemployeesbut the listmustbeprovided inaformat thatal-lowsthelisttobesortedbyLPNsandRN/RPNs.

d. Forthepurposesofseniority-relatedbenefitsundertheCol-lective Agreement such as first consideration for vacancy

postings,displacementandvacationselection, therewillbetwoseparatesenioritylistsforLPNsandRNs/RPNs.

Forclarity,anemployee’sseniorityononelistcannotbeusedtoaccessaseniorityrelatedbenefitontheother.

e. EmployeesmayaccrueseniorityasbothanLPNandanRN/RPN.Theseseniority listsaredistinctandwill notbecom-binedforanypurpose.

f. Seniority on either list shall not be extinguished except ascontemplatedintheCollectiveAgreement.Anemployeewhohasseniorityonboth lists,butcurrentlyworksandaccruesseniorityononlyonelistwillhavetheirseniorityontheinac-tivelistfrozen.Thisfrozenlistwillbereactivatedshouldtheemployeebeginagaintoworkinthatclassification.

g. Article51:Portabilityappliestoallseniority(LPNseniorityandRN/RPNseniority).

h. EmployeeswhoaredualregisteredasanLPNandasanRN/RPNwillaccrueseniorityon the respectiveseniority list fortheclassification.Aregularpart-timeLPNwhoalsopicksupextrashiftsasanRN/RPNwillhavetheirRN/RPNsenioritycreditedwiththosehours.Thepartiesrecognizethisasanex-ceptiontoseniorityaccumulationunderArticle13–Seniority.

i. EmployeeswhoaredualregisteredasanLPNandasanRN/RPNwillbepaidtherateofthejobwiththeexceptionofanRN/RPNwhodoesnotownaregularLPNposition,isnotonthecasualLPNcalllistorhastheirLPNseniorityfrozen(notactivelyworkingasanLPN).ThesenurseswillbepaidtheircurrentRN/RPNwageratefortheworkineitherclassification.

j. EmployeeswhoaredualregisteredandworkingasanLPNandasanRN/RPN:

• shallberestrictedtoonestatus:regularfull-time,regularpart-timeorcasual

• mayholdmultipleregularpositionsprovidedtheirFTEisequaltoorlessthan1.0FTE.

APPENDIX FFMEMORANDUM OF AGREEMENT

IMPLEMENTATION OF IMPROVEMENTS IN DISPUTE MANAGEMENT; BRITISH COLUMBIA HEALTHCARE

OFFICE OF ARBITRATIONThe parties agree to establish the BritishColumbiaHealthcareOfficeofArbitration(“BCHOA”)inorderto:

a. expedite/shortenthelengthoftimetoresolvedisputes;b. providecontinuityofcontractinterpretation;c. establishbestpracticesforgoodlabourrelations;andd. analyzeutilizationandcostdata.

The BCHOA is intended to assist the parties to expedite finalresolutionofdifferencesthatarisebetweenHEABCanditsmemberhealthemployersandtheNBAanditsconstituentunionsoftheNBAregardingtheinterpretation,applicationandadministrationofthePro-vincialCollectiveAgreement(“PCA”).

TheBCHOAwillbeestablishedusing,butnotlimitedto,thefol-lowingprinciples:

1. Jurisdictiona. AllgrievancesanddisputesbetweenHealthEmployersAs-

sociationofBritishColumbia(“HEABC”)andNursesBargain-ingAssociation(“NBA”)willbeadjudicatedinthisBCHOA.

b. ArbitratorsappointedtotheBCHOAwillhavefulljurisdictionoverallmattersrelatingtothePCA,includingdisputesrelat-ed to employer policies,workplacepractices, staffing, andall pertinent statutes, i.e., labour codes and human rightslegislation.

2. Administrationa. Theadministrativeresponsibilitiesforprovidingandadminis-

teringnecessaryclericalstaff,andotherarrangementsnec-essarytoenablethearbitratorstoexercisetheirfunctionwillbedischargedbyanAdministrativeGroupcomprisedofthepartiestothisagreement(“theAG”).

b. Theexpensesofoperatingandadministering theBCHOA,including the fees and expenses of the arbitrators and allnecessary clerical and technical assistancewill be sharedequally.

c. TheBCHOAwillmaintainacompleteandaccuraterecordofalldisputesandaccompanyingoutcomes.

d. GuidelinesgoverningtheoperationoftheBCHOAwillbees-tablishedand/oramendedasdeemednecessarybytheAG.

e. TheBCHOAwillreportthedecisionineachdisputeandthereasonsforsuchdecisionstoallpartiesinthedispute.

f. TheBCHOAwillmaintainacompleteandaccuraterecordofalldisputessubmittedtoit,andofalldecisionsmadebyanarbitratororotherdispositionsrespectingthem,includingthesignedoriginalsofallsuchdecisions.

3.Staffinga. TheAGwillberesponsibleforallBCHOAstaffing.

b. TheAGwill appoint one (1)FirstArbitrator (“FA”), one (1)SecondArbitrator(“SA”)andone(1)RegistraroftheBCHOA(“Registrar”).

Arbitratorsc. TheFAwillhaveconductofallcasesreferredtotheBCHOA

foradjudication.

d. TheFAmayelecttodirecttheadjudicationofadispute,inwholeorinpart,toeithertheSAortheRegistrar.

e. The FA shall be responsible for ensuring that theSA andRegistrar receive appropriate support in discharging adju-dicativeduties.

f. Thetermofanarbitrator’sappointmentwillbethreeyears.

g. Anarbitratormaybereplacedatanytimebymutualagreement.

Registrarh. TheRegistrarwillberesponsibleforthedaytodayopera-

tionoftheBCHOAandwillreporttotheAG.Inaddition,the

RegistrarwillensurethatallpoliciesandproceduresoftheBCHOAarefollowedbytheparties.

i. TheRegistrarmayconducthearingswithrespecttoanypro-ceduralorpolicyissues,inrelationtotheBCHOA,whichthepartieshaveeithernotcompliedwithorhavesoughttowaiveortemporarilyamend.

j. The Registrar will not have the authority to permanentlyamendanyrules/policies/proceduresoftheBCHOA.

k. TheRegistrarwillhavetheappropriateadministrativeassis-tancerequiredincarryingouttheirduties.

Arbitration Processa. AlldisputesreferredtotheBCHOAmusteitherbefullycom-

pletedorwithdrawninaccordancewiththefollowing:

i. Disputesshallbeadjudicatedwithinthreestreams,allofwhichshallbeprecedentsetting (unlessmutuallyagreedotherwise),finalandbindingupontheparties.

ii. FullArbitration(i.e.mattersofmutualsignificance)

1. Theparties toadisputesubmitted to theBCHOAmay,atfullarbitrationhearings,berepresentedbycounselorotherwiseastheymayrespectivelyelect.

iii. ExpeditedArbitration(Primaryvehiclefordisputeres-olution)

1. Itisexpectedthatdisputessubmittedbythepar-tieswill bepresentedbyemployeesofHEABC/HAandNBAUnions.

iv. Mediation/Arbitration

1. Only available bymutual agreement of the par-ties. This agreement shall not be unreasonablywithheld.

2. Incaseswheremediationresultsinasettlementbetween theparties,suchsettlementswillbefi-nalizedandreportedthroughConsentAwards.

b. The arbitrator will not decide a disputewithout a hearing.AnArbitratorshallhavetheability todefinethescopeandparametersofahearingconsistentwith(f)below.

c. Eachparty toadisputeshallhave theright toexamineallwitnessescalledtogiveevidenceatthehearing.

d. Anydecisionofthearbitratorwillnotinanycaseamend,addto,subtractfrom,modify,rescindordisregardanyprovisionoftheapplicablecollectiveagreement.

e. An arbitratormay direct the production of any informationwhichtheydeemproperandmayrequirethattheexamina-tionofwitnessesbeunderoathoraffirmation.

f. Thearbitratorshallnotbeboundby the rulesofevidenceandpracticeapplicabletoproceedingsbeforecourtsofre-cord,butmayreceive,hear,requestandconsideranyevi-dencewhichtheymayconsiderrelevant.

Additional principles/policies/procedures:Thepartiesrecognizethattheestablishmentof theBCHOAwill re-quirethedevelopmentofpoliciesandprocedureswhichwillenabletheBCHOAtooperate.

HEABCand theNBAwillwork todevelopstandardized instru-mentsincluding,butnotlimitedto,thefollowing:

1Asystemforelectronicfilingandsharedtrackingofgrievances,bothfiledandasadvancedtoarbitration;

2.Asharedandcommongrievancenumberingsystem;

3.Asharedandcommongrievanceform;

4.Template instruments tobeusedfordiscipline investigationsthatwillformpartoftheparticularsusedintheeventadisci-plinegrievanceproceedstoarbitration;and

5.Templateinstrumentsforclassificationdisputes.

In addition, the grievance and arbitration procedure set out inArticle9and10ofNBAcollectiveagreementwillrequireamendmentinordertogiveeffecttotheBCHOA.Specifically,thepartiesagreetoreplacethecurrentthree(3)stepgrievanceprocedureoutlinedin

Article9oftheNBAwithatwo(2)stepprocesswhichwillincludetheinitialdiscussionbetween thepotentialgrievor,withastewardandthemanagerandone(1)formalmeetingbetweentheEmployerandtheUnion.

Thepartiesagreetomeetwithintwo(2)monthspostratificationofthecollectiveagreementtoconcludeanyandallworkrequiredtomaketheBCHOAoperational.

USE OF BCHOA BY NON-SIGNATORIESHEABCandtheNBAagreethatotherbargainingassociations

(e.g.CommunitySubsectorAssociationofBargainingAgents,Facil-itiesSubsectorAssociationofUnions,andHealthScienceProfes-sionalsBargainingAssociation)mayjointheBCHOA.Ifabargain-ingassociationwishestojointheBCHOA,thatassociationmustdosobymakinganapplicationdirectlytotheBCHOA.

TheAGwillberesponsibleforensuringthatincomingasso-ciationscanbesupportedwithoutimpactingtherights/prioritiesofexistingBCHOAsignatories.Thismayincludechangesinrelationtonumberofarbitratorstobeappointed;thearbitrator(s)’jurisdictionoverwhichcollectiveagreement(s);cost-sharingarrangements;andotherissues.

APPENDIX GGMEMORANDUM OF AGREEMENT

BC COLLEGE OF NURSING PROFESSIONALS REGISTRATION FEES FUND

ThepartieshaveagreedtoallocatefundingtotheNBAtoadmin-isterthereimbursementofnurses’annualregistrationandlicensingfeespaidtotheprovincialregulatorybodyasaconditionofemploy-ment.

EffectiveApril1,2020,afundof$7.5millionannuallywillbepaidtotheNBAfordistributiontoitsmembers.

AnaccountingofthedistributionofthefundsshallbeprovidedbytheNBAtoHEABC(“FundReport”).ThisFundreportistobeprovid-edtoHEABCannuallycontainingthefollowing:

1)AcleardescriptionoftheprinciplesdeterminedbytheUnionforthepurposeofdistributingthefundtomembersofthebar-gainingunit;

2)Apresentation(tobereasonablydeterminedbytheNBA)thatclearlyshowstheextenttowhichthefundhasbeenfullyallo-catedtomembersofthebargainingunit;

3)Anattestationby theBCNUChiefFinancialOfficer that theFundReportistrue,complete,andcorrect.

InconcludingthispaymentinaccordancewiththeMOA,HEABCalsoadvisesthat:

1)ItwillbetheresponsibilityoftheNBAanditsbargainingunitmemberstocomplywithanyfederalandprovinciallawsthatmayapplyinrelationtothedistributionofsuchfunds;and

2)AspertheMOA,itisintendedthatallofthe$7.5millionfundwillbedirected to thebenefitofmembersof thebargainingunit.Shouldanypaymentsbemadecontrarytothis,HEABCwillbeentitledtoanyremedyavailabletoitundertheMOA.

APPENDIX HHMEMORANDUM OF AGREEMENT

JOB DESCRIPTIONSTheHealthAuthorities/ProvidenceHealthCareagreethatcon-

solidating the number of job descriptions is an important objectiveandarecommittedtothisprocess.

Within ninety (90) days of ratification and quarterly thereafter,eachHealthAuthority/ProvidenceHealthCarewillprovidetheNBAwiththenumberofjobdescriptionsithasforeachexistingprofile.

Withinninety(90)daysofratification,eachHealthAuthority/Prov-idenceHealthCarewillbeginaprocessofconsolidatingandreduc-ing its jobdescriptions.ByMarch31,2014,eachHealthAuthority/ProvidenceHealthCarewillhavereduceditstotalnumberofjobde-scriptionsforregisterednursestonomorethansixty(60)perHealthAuthority/ProvidenceHealthCare.Thereafter,theEmployerwillcon-tinueitseffortstoreducejobdescriptions.

In addition, the HealthAuthorities/Providence Health Care willcommenceaprocessofworking together toseekopportunities forcommon job descriptions across Health Authorities/ProvidenceHealthCare.

Duringthe2016collectivebargaining,theEmployerproposedacancellingofAppendixHH.TheEmployerreportedthatsomeHealthAuthoritieshadachieved thegoalofsixty (60) jobdescriptionsperHealthAuthoritywhileotherHealthAuthoritieshadnot.TheEmployerreportedthatthenumbersixty(60)wastoolowduetoorganizationalstructure.TheexampleofthiswasPHSA.

TheUnionbelievesitisimportanttohaveafullunderstandingofjobdescriptions.Theoriginalletterlistedabovewasdesignedtohaveamoreappropriatenumberof jobdescriptionsassomeEmployershadoveronethousand(1,000).

TheUnionandtheEmployeragreethatinthesix(6)monthsfol-lowingtheratificationoftheCollectiveAgreement,theemployersandtheUnion,utilizingtheassistanceoftheNursingStaffingSecretariat,willdealwiththismatterandcometoaviableconclusion.

APPENDIX IIMEMORANDUM OF AGREEMENT

SUPPORT FOR IMPLEMENTATION OF STAFFING PROVISIONS OF THE NBA PROVINCIAL COLLECTIVE AGREEMENT (“PCA”)The2014-2019NBAProvincialCollectiveAgreementincludeda

LetterofAgreement (LOA) re ImplementationofSafeStaffingPro-visions of the NBA Provincial CollectiveAgreement -Appendix II.TheLOAwaslimitedtothetermoftheAgreementandextinguishedMarch31,2019.

TheLOAincludedlanguagewhichestablishedtheNurseStaffingSecretariat(“NSS”)andNurseStaffingSecretariatSteeringCommit-tee(“NSC”).Duringbargainingofthe2019-2022NBAProvincialCol-lectiveAgreement, thePartiesagreedthatcontinuationof theNSSandNSC,consistentwithotherlanguageinthisAgreementincludingtheMOAestablishingtheStrategicNurseStaffingCommittees,wasimportant.

ThePartiesfurtheragreedthatacollaborativeapproachwillsup-portaddressingstaffingissues.

Therefore, the Parties agree as follows: NurseStaffingSecretariatSteeringCommittee(“NSC”)1. ThePartiesagreetocontinuetheNSC.

2. TheNSCwill:

a. ProvideinputtotheMinistryofHealthandHealthAuthorities/PHConstrategiclevel,healthhumanresourceplans;

b. WorkwithHealthAuthorities/PHConsystem-wideorregional/localsolutionstoaddressissuesrelatedtostaffing;

c. WorkwithHealthAuthorities/PHCtosupportinitiativeswhichaddressappropriatestaffing;and

d. Review,monitor,andreporttothePartiesonimple-mentationofkeystaffingrelatedprovisionsoftheNBAProvincialCollectiveAgreement.

3. TheNSSSteeringCommitteeshallbecomprisedof:

a. one(1)seniorrepresentativefromMOH(co-chair);

b. two(2)seniorrepresentativesfromanNBAUnion(co-chair);

c. two(2)seniorrepresentativefromHA;and

d. one(1)seniorrepresentativefromHEABC.

4. DecisionsoftheNSCwillbemadebyconsensus.

NurseStaffingSecretariat(“NSS”):1. HEABCand theNBAwill continue theNSS.TheNSSwill

work in collaboration with representatives from the MOH,HAsandtheNBAtocarryoutitsduties.

2. TheNSSwill:

a. ReviewNSSreferralstotheNSCfromthe2014-2019NBACollectiveAgreementandmakerecommenda-tionstotheNSCforresolutionofthesereferrals;

b. SupportdataandreportingrequirementsnecessaryfortheevaluationandtrackingofkeystaffingrelatedprovisionsoftheNBAProvincialCollectiveAgreement;

c. SupporttheStrategicNurseStaffingCommittees,asrequested;

d. Provideexpertsupportforemployersattemptingtoresolvestaffingrelatedissues;

e. Provideexpertadviceandsupporttoemployersineffortstoreducesix(6)consecutiveshiftblocks;and

f. Leadorsupportotherstaffingrelatedinitiatives,asagreedbytheParties.

APPENDIX II.1MEMORANDUM OF AGREEMENT

STRATEGIC NURSE STAFFING COMMITTEE1. HEABCandtheNBAhaveasharedcommitmenttoaddress-

ing long-termstaffingneeds for theHealthAuthorities/Prov-idenceHealthCare.Thepartieshaveagreed toestablishaStrategicNurseStaffingCommittee (SNSC)ateachHealthAuthority/ProvidenceHealthCare.TheSNSCwillreplacetheexistingNurseRelationsCommittee.

2. ThepurposeoftheHealthAuthority/ProvidenceHealthCareSNSCsaretoconsultonhealthauthoritylevelnursework-forceplanningincludingtrends,activitiesandinitiativesrelat-edtothefollowing:

• Regularizationofhours

• Recruitmentandretentionstrategies

• Regularreliefpositions

• Otherreliefneeds

• Nurseeducationandtraining(includingspecialtynursing)

• Seasonalstrategies

• Annualvacation

• Substantialhealthservicedeliveryinitiatives

• Otherorganizationwidestaffingmatters

For thepurposesof thiswork, consultmeansseekingad-vice from, listening to and acknowledging the concerns oftheUnion. It includesdatasharingandprovidingfeedbackonhowtheUnion’sinputinfluencedthedecision.

3. Inadditiontothelong-termstaffingstrategies,theCommit-teewillrevieworganizationalapproachestoshort-termstaff-ingneeds.

4. TheSNSCsshallnotengageindiscussionsregardinggen-erallabourrelationsissues,occupationalhealth&safetyis-suesorprofessionalpractice issues,whichshallberaisedandaddressedthroughtheappropriatecollectiveagreementprocess.

5. TheSNSCwillbeprovidedrelevantandavailablehealthau-thority-leveldata,includinganalyticalsupport.DatawillalsobemadeavailabletotheUnionuponrequest.

6. EachSNSCwillmeetbi-monthlyondatesdeterminedbythecommitteemembers,and/oratthecalloftheCo-chairs.TheSNSCwillbecomposedofsix(6)members, three93)ap-pointedbyeachtheEmployer,one(1)ofwhichisasenioroperational leader,and theUnion,one(1)ofwhichwillbea labour relationscoordinator.EachSNSCmaydetermineto includeotherrepresentatives toassistorprovideexper-tiseasmutuallyagreedtobythecommitteemembers.Co-chairs,one(1)memberfromEmployerandone(1)memberfromtheUnion,willbeselected.

7. TheCo-chairswillmeetpriortoeachSNSCmeetinginordertodetermineandagreetoagendaitems.Theagendawillbecirculatedtwo(2)weeksinadvanceofeachmeetingbythe

SNSCCo-chairs.Discussions,recommendationsanddeci-sions of eachSNSCwill be recorded in formal committeeminutes.TheSNSCmeetingswill bescheduledwithsuffi-cienttimetoaddressallitemsontheagenda.

8. Anagreed to jointcommunicationsdocumentwillbecom-pletedeachmeetingandsharedbytheEmployerandUnion.

9. EachSNSCshallreportquarterlytotheNurseStaffingSec-retariat Steering Committee (NSC) via the Nurse StaffingSecretariat(NSS)onwork,bothsuccessesandchallenges.TheSNSCsmayaccesssupportfromtheNSS.

10. TheSNSCwillbereviewedannuallytodetermineitseffec-tiveness.TheNSSwilldraftmeasurablemetrics fordeter-miningeffectiveness.

ThisMemorandumofAgreementshallexpireonMarch31,2022unlessHEABCandtheNBAexpresslyagreeotherwise.

APPENDIX JJ

MEMORANDUM OF AGREEMENTBetween:

Health Employers Association of BC (“HEABC”)And:

Nurses’ Bargaining Association (“NBA”)And:

Ministry of Health (“MOH”)(collectively “the Parties”)

RE: STRATEGIC AND PROFESSIONAL PARTNERSHIPPublic Sector Governance and Accountability

TheMinistryofHealthandHealthAuthoritiesaretakingim-portantstepstostrengthengovernanceandaccountabilityinthe

healthsysteminBritishColumbia.Onastrategiclevel,thisactionisinformedbytheMinistryofHealthdocumentSettingPrioritiesforthe

BCHealthSystem,whichsetsoutgovernment’sstrategicprioritiesforthedeliveryofhealthcareservices,including:

• A renewed focusonpatient-centeredcare inhealthservicedeliverysystemsandpolicydevelopment;

• Afocusonhealthserviceperformancemanagementandac-countabilitythroughcontinuousqualityimprovement;and,

• Acrosssystemfocusonanumberofkeypatientpopulationsand service delivery areas those are critical to both qualityandsustainability.

Setting Priorities alsohighlightstheneedtostrengthenandclar-ifyrelationships,bothacrossthepublicsectorandwithinthehealthsector,inordertopromotestrategiccollaboration.

Strengthening the Relationship with NursesWithinthiscontext,theMinistryandHealthAuthoritiesarecom-

mittedtoandwillbemutuallyaccountableforstrengtheningandclari-fyingtheirrelationshipwithBCNU/NBAattheprovincial,regionalandlocal levels.At the provincial level, thiswill be carried out throughconstructive engagement and dialogue between senior executivesoftheMinistryandHealthAuthoritiesandtheBCNU/NBA,primarilythroughanumberofkey individualpointsofcontactaswellastheseniordecisionmakingcommitteesoftheMinistry,HealthAuthoritiesand BCNU/NBA, Constructive engagement and dialogue betweenthePartiesisintendedto:

• Enable effective alignment of strategic planning on issuessignificantly affectingnursesand their ability to providepa-tient-centredcare;

• Enable strategic level discussions on major issues/policiesaffectingthePartiestothisagreement;

• Support thedevelopmentofeffectiverelationshipsatseniordecisionmakinglevels;and

• Support the improvement of engagement and consultationandmutualaccountabilitybetweenBCNU/NBAandHealthAu-thoritiesatRegionalandLocallevelsthroughouttheprovince.

ThefollowingarethekeyinteractivecontactsfortheParties:

a) Deputy Minister of Health - President of the BCNU/Chairper-son of the NBAOnanannualbasis, theDeputyMinisterofHealthshallholda

meetingwiththePresidentoftheBCNUandChairpersonoftheNBAtoshareanddiscusstheMinistryofHealth’sstrategicprioritiesfortheupcomingyearandanyotherprovinciallevelissuesaffectingnurses.

b) Leadership Council - President of the BCNU/Chairperson of the NBAOnaquarterlybasis,LeadershipCouncilshallprovidethePres-

identoftheBCNUandtheChairpersonoftheNBAwiththeopportu-nitytomeetwiththeLeadershipCouncilandtosubmitproposalsorissues forconsideration that relate tostrategicdirectionandpolicywherethefollowingcriteriaaremet:

i. The proposal or issue relates to a significant operationalchange arising from strategic policy direction as it affectsnurse staff, including consideration of best practices forchangemanagement;or,

ii. TheproposalorissuearisesfromresearchorpolicyinitiativesundertakenbytheBCNU/NBA.

c) Health Authority CEOs - President of the BCNU /Chairperson of the NBAOnanannualbasis,eachHealthAuthorityCEO,alongwithcer-

tainmembersoftheirSeniorExecutiveTeam,willholdameetingwiththePresidentoftheBCNUandtheChairpersonoftheNBAaspartoftheHealthAuthority’sannualstrategicplanningcycle.ThismeetingwillprovideaforumfortheHealthAuthoritytoseekandfortheBCNU/NBAtoprovideinputonanysignificantproposedoperationalchang-esineachHealthAuthorityarisingfromprovincialstrategicpolicydi-rectionasitaffectsnurses,includingconsiderationofbestpracticesforchangemanagement.

Requests for Disclosure of InformationAnyrequestsfordisclosureofinformationrelatedtotheaforemen-

tionedprocessforconstructiveengagementanddialogueshallberea-sonableinscope.Anyinformationthatisdisclosedshallbeusedsolelyforthepurposeofenhancingconstructiveengagementanddialogue.

Roles and ResponsibilitiesNothinginthisMemorandumlimitstheexclusivelegalauthority

of theMinistryorHealthAuthoritiestomakedecisionswithrespecttomatterswithin their purview,norwill theprocessof constructiveengagement and dialogue constrain theMinistry orHealthAuthor-ities from implementing change in theorganizationanddelivery ofservices.

NothinginthisMemorandumlimitstherightsoftheBCNU/NBAasprovidedfor in theProvincialCollectiveAgreementbetweentheHealthEmployersAssociationandtheNBA.

Separate AgreementThisMemorandumisaseparateanddistinctagreementandits

construction isnot tobe influencedoraffectedbytheprovisionsoftheProvincialCollectiveAgreementbetweentheHealthEmployersAssociationofBCandtheNBATheprovisionsoftheNBAcollectiveagreementdonotapplytothisMemorandum.

Resolution of DisagreementsIf any of the Parties has a concern respecting thisMemoran-

dum, thePresidentof theBCNU, theChairpersonof theNBA, thePresidentofHEABC,theDeputyMinistryofHealthand/ortheHealthAuthorityCEOswillmeettoattempttoresolvetheseissues.Failingresolution,therearenofurtherstepsunderthisMemorandumtoad-dresssuchconcerns.

Bill 29 MeetingsTheregularmeetingsestablishedunderthisMemorandumshall

replacetheregularBill29meetingsthatarecurrentlyrequiredundertheNBABill29SettlementAgreement.Assuch,regularlyscheduledBill29meetingsshallnolongertakeplace.

APPENDIX JJ.1 MEMORANDUM OF AGREEMENTEDUCATION FOR NURSES LINKED TO

STRATEGIC PRIORITIESThecommitmentssetoutbelowwillexistoutsidetheNBAPro-

vincialCollectiveAgreementandareinsupportofadvancingtheMin-istryofHealth’sstrategicprioritiesforthehealthcaresysteminBritishColumbia.

TheMinistryofHealthandHealthAuthoritieswillprovidefund-ing to theNBA in the amount of $5million to be used for educa-tionfornurseslinkedtoadvancingthestrategicagendaintheareasofcommunitycareoffrailandmedicallycomplexseniors, includinglong-termcareandmentalhealthandsubstanceuse,aswellasforadvancementacrossthecareerladder.

TheNBAmay at its own discretion contribute additional fundingtothesupporttheseobjectivesfromtheTrainingandEducationFund.HEABCagreesthatthislettermeetstherequirementoftheEmployer’sagreementundertheNBAProvincialCollectiveAgreementAppendixYY.

TheNBAwillprovidetheMinistryofHealthwithaplanforuseofthe$5millionandwillprovidereportingonuseofthefundstotheMinistryofHealthuponrequest.

APPENDIX JJ.2MEMORANDUM OF AGREEMENT

SPECIALTY EDUCATIONTheparticipantsagreetothebenefitofcontinuingtocollaborate

onspecialtyeducation.ThepartieswillmodeloutprojectedneededspecialtynursingFTEsforthetermoftheagreement.HealthAuthor-ities/MinistryofHealthwillprovidefundingforspecialtyeducationforatleast850FTEsforfiscalyear2016-2017andthenadequatefund-ingforrequiredFTEsforatleasttwo(2)additionalyearsandforthebalanceoftheagreement.

NURSING SCOPE OF PRACTICEBackground

The scope of practice for Licensed Practical Nurses (“LPN”s),RegisteredNurses (“RN”s)andRegisteredPsychiatricNurses (“RP-N”s)aresetoutintheNurses(LicensedPractical),theNurses(Regis-

tered)andNursePractitionersandtheNurses(RegisteredPsychiatric)regulationsundertheHealth Professions Act (the“Act”).Thesescopesofpracticearecomplementedbystandards,limitsandconditionsthataresetbytheBritishColumbiaCollegeofNursingProfessionals,aswellasbyemployerpoliciesandanindividualnurse’scompetencetocarryoutaparticularactivity.

TheMinistry of Health has recently completed updates to thescope of practice regulations for LPNs,RNs andRPNs under theAct,andisnowinapositiontoworkcollaborativelywithHealthAu-thorities,CollegesandtheNBAinconsultationwithotherstoensurethesescopesareoptimizedinpracticesettingsacrossthecontinuumofcareandineverypartoftheprovince.

ThePartiesrecognizethatthedeliveryofcarerequireswell-func-tioningteamsthatvaluethecontributionsofallmembers.Researchhasshownthat“Successfulhighfunctioningteams[are]fluid,confi-dent,non-hierarchal,patient-focusedandincludetherightnursesintherightjob.Teammembers[have]autonomyoverdecisionswithintheirscopeofpractice.They[make]decisionsaboutcomplexpatientsthroughcollaboration,negotiationandrecognitionofeachmember’sexpertise.” 2014 Bauman et al. 01 (Reference: High Functioning Nurse Teams: Collaborative Decisions for Quality Patient Care Bau-man, et al NSRU - Health Human Resources Series 40 November 2014)Researchwillbeutilizedtoensurethateffectiveteamsaresup-portedwhichenablenursestoutilizetheirskillsandabilitiesinordertoeffectivelymeettheneedsofpatients/clients/residents.

Nursing Policy SecretariatTothatend,theMinistryhasestablishedaNursingPolicySecre-

tariatthataspartofitsrolewill:

1. Reviewcurrent legislation,regulation,otherstandards, lim-itsandconditions,andothertypesofpracticerestrictionstodeterminewherethereareopportunitiestoexpandnursingpracticetorespondtopatientandpopulationhealthneedsandtheevolutionofservicedesigninBritishColumbia.Thereviewwillcommence inearly2019.Aspartof thereview,theNursingPolicy Secretariatwill consult withHealthAu-thorities(“HA”s),Colleges,theNBAandotherpartners.

2. ReviewanyconditionssetbytheCollegesthatrequireedu-

cationthroughanamedagencyoradditionaleducation,andsupport the creation of a standard provincial approach fornurses tomeet these conditions such that nurseswill notneed to retake thiseducation solelybecause theychangeemployers.

3. Reviewanyother limitsorconditionssetbytheCollegetodeterminewhetherthereisanopportunitytoadvocatefortheadjustmentorrevisionoftheseconditions.

4. PrioritizekeyopportunitiesforactionbasedontheabovebytheNursingPolicySecretariatinApril2017.

5. ReviewanyconcernsrelatedtoinconsistenciesinpermittedscopesofpracticefornurseswithinaHAwhere:

a. TheHAhasapprovedamethodtoallownursestosatisfyanylimitsorconditionsassociatedwithanactivity;

b. TheHA has allowed nurses to perform this activity insomesettingsandnotothers;

c. TheHA’s professional practice office and theBCNU’sprofessional practice department have discussed thevariability;

d. The rationaleprovided isnotacceptable to theBCNUprofessionalpracticedepartment;and

e. TheBCNUprofessionalpracticedepartmentrefersthemattertotheNursingPolicySecretariat.

Nursing Career Pathways1. Toreflectastrengthenedprofessionalpracticecommitment,

thePartiesagreethatarobustcareerpathwayfornurseswillenhancerecruitmentandretentionandsupportthedeliveryofsafepatientcare.Therefore,thePartiesunderstandthattheNBAwillusepartoftheireducationfundtoassistnursesinaccessingeducationrelatedtomovingacrossthecareerladder.Inparticular,theprioritiesfortheNBAare:

a. Increasing LPN scope of practice through advancedcompetencies;

b. SupportingLPNtoRNandLPNtoRPNeducationandplacement;

c. SupportingRN/RPNdiplomanurses in achieving theirNursingBaccalaureatedegree;

d. IncreasingRNscopeofpracticethroughadvancedcom-petenciesinareassuchasanesthesiaassistants,surgi-calassistants,anddischargeauthority;

e. Increasing RPN scope of practice through advancedcompetencies;and

f. StrengtheningLPN,RNandRPNnurseleadershiprolesandskillsacrossthehealthsystem.

Increased Nursing Scope of PracticeThePartiesrecognizethat theBCNUhastabledthree(3)pro-

posalsregardingtheexpansionofLPN,RNandRPNnursingscopeofpractice.ThePartiesfurtherrecognizethatanexpandedscopeofpracticeforallnursesisessentialtomeetincreasedpatientacuityaswellastoprovidefurthercareerdevelopment.

In recognitionof this, theParties in the futurewillconsider theproposalstabledbytheBCNU,attachedasAppendicesA,BandCtothisMemorandumofAgreement.

Funding for Additional OpportunitiesThepartiesagreetoestablishajointcommitteewhichwillbere-

sponsibleforprovidingfundingfornursingprofessionaldevelopmentopportunities and education to expand nurses’ scope of practice.Theseopportunitiesinclude,butarenotlimitedto,programssuchasLPNOrthopaedicTech,RNFirstAssist,RNFirstCall,IntegratedPri-maryCareNursingandRNAnesthetists.HealthAuthorities/PHCwhoarecurrentlydevelopingscopeenhancementeducationmayalsoap-plytothecommitteeforfunding.

The committeewill be comprisedof one (1)member from theNBAandone(1)memberfromHEABC.Thecommitteewillreceiveone-timefundingof$1.4millionandwillberesponsibletodetermininghowthesefundswillbeallocatedbasedonmutuallyagreedcriteria.

Thecommitteewillmeetwithinsixty(60)daysofratificationofthetermofthisAgreementtodetermineTermsofReferenceandfundingcriteria.

APPENDIX ARN SCOPE OF PRACTICE

ThepartiesrecognizethatutilizingRNsconsistentlytotheirfullscopeofpracticeaswellexpandingRNrolesandserviceswillresultinmoreeffectivedeliveryofpatientcareandasignificantcost-sav-ingstotheEmployer.

Therefore,thePartiesagreetothefollowing:

(a)TheEmployerwill standardizeRNservices to includepre-scribing,suturing,orderingroutinelabworkanddiagnosticsanddischarging.Standardizationshallbecompletednolaterthansix(6)monthsfollowingratificationofthisagreement.

(b)Each Employer will also conduct a comprehensive reviewwiththeUnionandtheProfessionalPracticeOfficeofcurrentRNutilizationineachworksite.

ThepurposeofthisreviewistoexpandtheutilizationofRNsinthehealthsector.Thisreviewshallinclude,butshallnotbelimitedto,incorporating:RNFirstAssist,RNFirstCall,IntegratedPrimaryCareNursingandRNAnesthetists.

ThereviewateachEmployershallcommencenolaterthansix(6)monthsfollowingratificationandshallconcludenolaterthaneigh-teen(18)monthsfollowingratificationofthisagreement.Atthecon-clusionoftherevieweachEmployerandtheUnionshallsubmitjointorindependentrecommendationstothePNCforimplementation.

ThePartiesagreedthatthisAppendixAwillnotbeutilizedinanyarbitrationorlegalproceeding.

APPENDIX BRPN SCOPE OF PRACTICE

TheParties recognize that patient comorbidities have evolvedandcontinuetoevolvetoincludementalhealthdisorders.Assuch,utilizingRPNsconsistently towork to their full scopeofpractice is

beneficialtoboththehealthsectorandtonurses.

Tothisend,allowingRPNsaccess toentry levelmedicalposi-tionsisbothconsistentwithintheircurrentscopeofpracticeandnec-essaryforthecareofthecurrentpatientpopulation.

(a)RPNswillhaveaccesstoentrylevelmedicalpositions.Inaddition,RPNswillhaveaccesstopositionsonallunits,departmentsorprogramswheremental healthdisordersareasignificantconcern.Thisincludes,butisnotlimitedto,emergencyunits,communityprograms,pediatricsandlong-termcarefacilities.

(b)EachEmployerwillconductacomprehensivereviewwiththeUnionandtheProfessionalPracticeOfficeofcurrentRPNutilizationineachworksite.

Thepurposeof thisreviewis toensurethatRPNswillbeusedconsistentlywithineachEmployer.Thisreviewshallcommencenolat-erthansix(6)monthsfollowingratificationandshallconcludenolaterthaneighteen(18)monthsfollowingratificationofthisagreement.

At theconclusionof the review,eachEmployerand theUnionshall submit jointor independent recommendations to thePNC forimplementation.

ThePartiesagreedthatthisAppendixBwillnotbeutilizedinanyarbitrationorlegalproceeding.

APPENDIX CLPN SCOPE OF PRACTICE

TheParties recognize that LPNsworking across different em-ployers, units, worksites, programs and facilities have an unequalapplicationoftheirprovincialscopeofpractice.InordertoimplementconsistencyinprovincialLPNscopeofpracticeaswellasgeneratecost-savingstotheEmployer,itisnecessarytoharmonizeprovincialLPNscopeofpracticeacrossthehealthsector.

ThePartiesfurtherrecognizethatthenecessarysupportandap-propriateeducationmustbeinplacetoenableLPNstoconsistently

practicetotheirfullprovincialscopeofpracticeacrossthehealthsector.

• EachEmployerwillensurethatLPNsareworkingconsistent-lytotheirfullprovincialscopeofpractice.Tothatend,eachEmployerwillconductacomprehensivereviewwiththeUnionandtheProfessionalPracticeOfficeofcurrentLPNutilizationineachworksite.

• WherethereviewidentifiesareaswhereLPNsarenotwork-ingconsistently to their fullprovincialscopeofpractice, theEmployer shall implement the necessary changes to allowthistooccur.

• Thereviewshallinclude,butshallnotbelimitedto,utilizationofLPNstodoimmunizations, IVtherapy(includingIVmed-ications), advancedwound care andworking in communitysettings(includingpalliativecare).

• ThisreviewateachEmployershallcommencenolaterthansix(6)monthsfollowingratificationandshallconcludenolat-erthaneighteen(18)monthsfollowingtheratificationofthisagreement.

• Attheconclusionofthereview,eachEmployerandtheUnionshall submit joint or independent recommendations to thePNCforimplementation.

ThePartiesagreedthatthisAppendixCwillnotbeutilizedinanyarbitrationorlegalproceeding.

RURAL AND REMOTE NURSINGWhereas:

ThePartieshaveasharedinterestinpursuingsolutionstonurserecruitmentandretentionissuespresentlyfacedbyhealthemployersoperatinginruralandremotecommunities.

Therefore, the NBA and MOH agree that:

1.ThePartieswillconductajointreviewofRural/Remotenurs-ingissues.

2.Thepurposeofthisreviewwillbetoidentify immediateandpressingnurserecruitmentandretentionissues.

3.The review will be conducted in each of the following healthauthoritiesandshallbeconductedbyone(1)employeeofthehealthauthorityandone(1)representativefromtheNBA:

a. NorthernHealth;b. InteriorHealth;c. IslandHealth;andd. VancouverCoastalHealth.

4.Thereviewwillcommencenolaterthanthree(3)monthsfol-lowingratificationofthePCAandbecompletednolaterthansix(6)monthsfollowingratificationofthePCA.

5.UponcompletionofthereviewthePartieswillsubmitjointrec-ommendations,onsolutionstoissuesidentifiedbythereview,toMOHforapproval.Onceapproved the recommendationsshallbeimplemented.

6.WherehealthauthorityandNBA’sappointeesconductingthejointreviewcannotreachagreementregardingwhetherapar-ticularmeasureshould,orshouldnot,berecommended,ei-therpartymaysendunilateralrecommendationstotheNPSwhichwilldeterminewhetherimplementationisappropriate.

7.TheMinistryofHealthwillallocate$2,000,000toimplementapprovedrecommendations

APPENDIX KKMEMORANDUM OF AGREEMENT

PROFESSIONAL RESPONSIBILITY PROCESSThepurposeofthisMemorandumofAgreementistoclarifyand

streamlinetheprocessthroughwhichprofessionalpracticeproblemsareaddressed.

BackgroundInthe2014-2019NBACollectiveAgreement,thepartiesrestruc-

turedtheprofessionalresponsibility(“PR”)processunderArticle59(Professional Responsibility Clause) and improved collaborationthroughthecreationofPRguidelinesandjointeducation.

Sincea largemajorityofPRconcernswererelated tostaffing,thepartiesalsoagreedthatitwasnecessarytoaddressthesecon-cernsthroughanalternativeprocess.

Professional Responsibility ProcessThepartiesnowagreetoarevisedPRprocesstoaddressonly

professionalpracticeproblems,which includesanypracticeproblemrelatedtotheNursingStandardsofPracticeoftheprovincialregulatorybodyincludingthosewhichmayputpatients,residentsand/orclientsatrisk.

Thepartiesagreetoimplementthefollowingcollaborative,prob-lem-solvingprocessforHealthAuthorities/PHC:

1. Ifaprofessionalpracticeproblemarises,thenursewillhaveadiscussionwiththeirexcludedmanagerorexcludeddesig-natetotrytoaddressthepracticeproblematthelocallevel.

Attheirdiscretion,thenursemaychoosetobringacolleaguetothediscussion.

ThenurseorthemanagermayseekadvicefromtheHealthAuthority/PHC Professional Practice Office (“PPO”) and/orthe Provincial Union Professional Practice Department ordesignateasadvisedbytheUnion(the“UnionPPD”).

Thenurseandthemanagershoulddiscussthepracticeprob-lemandagreeonareasonabletimeframetoimplementchang-esand/orcompletefurtherfollow-up.Thenurseandmanagermay include other participants as needed, such as a nurseeducator,toassistwithaddressingthepracticeproblem.

Theparties’mutualintentionistocollaborateonsolutionsthataddressthepracticeproblem.Itisrecognizedthatachievingsolutionsmayinvolvefurtherworkbythemanagerand/orthenursepriortoresolvingthepracticeproblem.

2.Priortoanyescalationofthepracticeproblem,iftheHealthAuthority/PHCPPOwasnotinvolvedinthediscussions,thePPOwillreviewthepracticeproblemandmyassistthenurseandthemanagertoresolveit.

3.If the nurse believes that the PPO is not available withinareasonabletimeframe, thepracticeproblemhasnotbeenfullyaddressedor that the implementation timeframe isnotreasonableafterinvolvingtheHealthAuthority/PHCPPO,thenursemaysubmitaProfessionalResponsibilityForm(PRF)totheexcludedmanager.AcopyofthePRFwillbesenttotheHealthAuthority/PHCPPOandtheUnionPPD.

4.TheUnionPPDwill review thePRF andmay have furtherdiscussionswith thenurseand/or theHealthAuthority/PHCPPO.

5.If the practice problem is not resolved, theUnionPPDwillcreateareportoutliningthepracticeproblem,asummaryofanysolutionsidentifiedbytheparties,anyfurtherrecommen-dations,andanyoutstandingconcerns.

6.ThisreportwillbesenttotherespectiveHealthAuthority/PHCChiefNursingofficer(“CNO”)withacopysenttotheHealthAuthority/PHCPPO, thenurseand themanager.TheCNOwillacknowledgereceiptofthereportinwritingtothepartiesandwillprovidearesponseincludinganyfurtheractionssug-gested,oragreedto,bytheCNO.

Thepartiesagreetoimplementthefollowingcollaborative,prob-lem-solvingprocessforAffiliates:

1.Wherethenurseidentifiesaprofessionalpracticeprob-lem,theywillinitiateadiscussionwiththeexcludedman-agerorexcludeddesignate.Attheirdiscretion,thenursemaychoosetobringacolleaguetothediscussion.

Thenurseandtheexcludedmanagerorexcludeddesignate:

a) willcollaborateonsolutions;

b) willagreeonareasonabletimeframetoimplementchangesand/orcompletefurtherfollow-up;

c) mayincludeotherparticipantsinthediscussionasneeded(e.g.educator);and

d) mayseekadvicefromtheprovincialregulatorybodyand/orUnionPPD.

2.Ifthepracticeproblemisnotresolved,thenursewillfilloutaPRFandcopytheUnionPPD,theexcludedman-agerandtheAffiliateExecutiveDirector.

3.TheUnionPPDwillreviewthePRFandmayhavefur-therdiscussionswiththenurse,excludedmanager,ex-cludeddesignateand/ortheAffiliateExecutiveDirector.

4.Ifthepracticeproblemremainsunresolved:a) theUnionPPDwillcreateareportasdescribed

inparagraph5aboveandsendittotheAffiliateExecutiveDirectorwithacopytothenurseandtheexcludedmanager;

b) theAffiliateExecutiveDirectorwillacknowledgereceiptofthereportinwritingtothepartiesandwillprovidearesponseincludinganyfurtherac-tions suggested, or agreed to, by theAffiliateExecutiveDirector.

Thepartiesfurtheragreethat:

(A)Staffingandworkloadissueswillbeaddressedthroughaseparateprocess.

(B)NursesafetyissuesareaddressedthroughArticle32–OccupationalHealthandSafetyProgramandtheWork-ers Compensation Act.

(C)Ongoing,timelycommunicationisanimportantelementinthePRprocess.

(D)ThePRprocess isa jointproblem-solvingand learningprocessandisnotexpectedtoresultinanydiscipline.

(E)ThePRprocessisnotalabourrelationsprocess.Ifthenursebringsacolleaguetothediscussionswhoisalso

aUnionstewardtheywillattendinasupportroleonly.

(F)Funding for additional professional practice resourcesperHealthAuthority/PHCandAffiliateswillbeprovidedthrough thisAgreement, tobedeterminedandmutual-ly agreed by the parties.Such resourcesmay includeadditionalworktosupportpointofcarenursesthroughmentorship, leadership and/or othermeans agreed bytheparties.

(G)Withinsixty(60)daysofratification:

i. ThepartieswillcreateaPRworkinggroupcom-prisedofuptothree(3)representativeseachfromtheEmployerandtheUnion.

ii. The PRworking groupwill communicate to theHealthAuthorities/PHCthatalloutstandingPRFsattheHealthAuthority/PHCSeniorReviewCom-mittee(“SRC”),orinreferralstage,willstayattheSRClevelthroughuntiltheirclosure.

iii. TheunionPPDwillreviewallPRFsfiledDecem-ber1,2017uptoandincludingdateofratificationand identify those related to practice problems.The PRFs related to practice problems will bebroughttothePRworkinggroup.

The remainingPRFswillbe themed.TheUnionPPDwillprepareareportfortheHealthAuthority/PHC Vice President of Human Resources. TheHealthAuthority/PHCwill review the report andprovideasummaryoftheoutcome(s)totheStra-tegicNurseStaffingCommittee.

iv. Effective thedateofratification,nurseswillcon-tinuetoraiseanddiscusspracticeproblemswiththeirexcludedmanagerorexcludeddesignatetotry to address the practice problem at the locallevel.Thenurseorthemanagermayseekadvicefrom the HealthAuthority/PHC PPO and/or theUnionPPDordesignateasadvisedbytheUnionPPD.

(H)Withinafurtherninety(90)days,thePRworkinggroupwill:

i. Review the outstanding PRFs identified by theUnionPPDin(G)(iii)aboveandapplyforthenewPRprocess.

ii. Develop and deliver a joint communication thatwilloutline theprocess that isunderway,adviseauthors and the Employer that the PR file isclosed, and provide the authors’ options underthenewprocess.

iii. CreateanewmutuallyagreeableProfessionalRe-sponsibility form (PRF), jointguidelinesandedu-cation,acommunicationplanonthenewprocessandthenewPRF,andothermattersasmutuallyagreedbytheparties.

(I)ThePRworkinggroupwilldetermineaprovincialeval-uationplanandmetrics toassess thenewPRprocessandPRF.

ThisMemorandumofAgreementreplacesArticle59(Profession-alResponsibilityClause)effectivethedateofratificationforthetermofthisAgreementandwillexpireonMarch31,2022.UponexpirationofthisMemorandumofAgreement,thepartieswillreturntothepro-cessunderArticle59,unlessthepartiesexpresslyagreeotherwise.

APPENDIX LLMEMORANDUM OF AGREEMENT

BASELINE STAFFING INFORMATIONTheEmployerwillprovidetheunionwithcopiesofthebaseline

staffinglevels,theregularFTEsandtotalcasualhoursforallunits/departments/programsbyMarch31,2013.Thisdata shall alsobeprovidedonanannualbasisthereafter.

If theUnionhasquestionsor concerns regarding thebaselinestaffing levels, the appropriate senior staff from the Employer willmeetwiththeappropriateseniorofficersoftheUniontodiscusstheissues.

APPENDIX MMMEMORANDUM OF AGREEMENT

MAINTENANCE OF STRAIGHT TIME PAID HOURS OF NURSES

HEABCwill provide theNBAwith the totalnumberof straight-timepaidhours,of thenurses in thehealthsector for thecalendaryear2016,2017,2018and2019.ThisinformationwillbeprovidedtotheNBAforeachcalendaryearbyJulyofthefollowingyear.

For the term of the CollectiveAgreement, the total number ofstraight-timepaidhoursofnursesinthehealthsectorwillbenolessthanthetotalnumberofstraight-timepaidhoursofnursesin2016.

HEABCwillalsoprovidetheNBAwiththenumberofFTEsbro-kendownbyfull-time,part-timeandcasual,andthenumberofover-timehours,ofnursesinthehealthsectorforthecalendaryear2016,2017,2018,and2019.

APPENDIX NNMEMORANDUM OF AGREEMENT

ADDITIONAL NURSE FTESTheEmployerwasobligatedtoincreasenursinghoursfromthe

December31,2012hoursbyatleast4,159,687.5straighttimepaidhours(2125FTE)byMarch31,2016.Theseincreaseswouldhavebeendistributed relatively evenly over this period, although the in-creasesinthefirstyearmaybeless.AstrongmajorityoftheseFTEswouldhavebeenregularpositions.

ThepartieshaveagreedtheHEABCmemberswillincreaseandextendthecommitmenttoincreasenursinghoursbyaddinganaddi-tional2,000,700RN.RPNstraighttimehourspaid(1026FTE)tothetargetbyDecember31,2019foratotalof6,160,387.5(3159FTE).Compliancewiththiscommitmentwillbeachievedifthetotalstraighttimepaidhoursforthegroupincalendar2019are6,160,387.5great-er(fortotalof50,197,081.5)thanthestraighttimepaidhoursforthegroupincalendar2012(whichwas44,036,694).Atleasteightyper-cent(80%)oftheadditionalstraighttimepaidhourswillbehourspaidinregularstatus.

Inaddition,HEABCmemberswilladd440,154LPN,NBAmem-berstraighttimepaidhours(226FTE)tothesystembyDecember31,2019over thesamemeasure for thesamegroup for calendar2016.Compliancewiththiscommitmentwillbeachievedifthetotalnumberofstraighttimepaidhoursforthegroupforcalendar2019is440,154greaterthanthesamemeasureforcalendar2016.Atleasteightypercent(80%)oftheadditionalstraighttimepaidhourswillbehourspaidinregularstatus.

ThenewnurseFTEswillbeinSurgicalService,InHospitalMed-ical,Residential,LongTermCare,HospitalServices,ICUServices,HomeCareNursing,EmergencyMedicine,Obstetrics,Hospitaliza-tion,MentalHealthandAddiction,amongotherareas.

Themeasureofstraighttimepaidhoursreferencedinthispara-graph is as recorded in the HSCIS field called [REGULAR_PAID_HOURS] (currently field #D15 inHSCIS), and compliancewill bereportedinoraroundApril2020whenthe2019dataisavailableinHSCIS.

Table1:CalculationtodeterminehoursincreaseforRNs/RPNs

(1) (2) (3)

2012: BaseActual

2019: Target

2019: Actual

RN/RPNStraight-timepaidhours(includeshoursworkedinbothregularandcasualstatus)

44,036,694 50,197,081.5 To be entered in 2020 when data for 2019 is available

Table2:CalculationtodeterminehoursincreaseforLPNs

(1) (2) (3)

2016:Base Actual

2019: Target

2019: Actual

RN/RPNStraight-timepaidhours(includeshoursworkedinbothregularandcasualstatus)

10,471,778 10,911,932 To be entered in 2020

when data for 2019 is available

Calculationsteps:

Forthehoursincreasecalculation:If(3)-(2)isapositivenumberthencomplianceisachieved.

For thecommitment that80%of the increasewillbehourspaid inregularstatus:

Table3:CasualandRegularbreakdownofhours

BaseYear Hours

2019 Hours

Difference Percentoftotal difference

HoursinRegularStatus (A) (D) (G) (J)

HoursinCasualStatus (B) (E) (H) (K)

Total (C) (F) (I) (L)

Where:

(A) Isallthestraight-timepaidhoursinthesysteminregularsta-tusinthebaseyear(2012forRNs/RPNSand2016forLPNs)

(B) Isallthestraight-timepaidhoursinthesystemincasualsta-tusinthebaseyear(2012forRNs/RPNSand2016forLPNs)

(C) (A)+(B)(D) Isallthestraight-timepaidhoursinthesysteminregular

statusintheendyear(2019)(E) Isallthestraight-timepaidhoursinthesystemincasual

statusintheendyear(2019)(F) (D)+(E)(G) (D)-(A)(H) (E)-(B)(I) (F)-(C)(J) (G)/(I)*100(K) (H)/(i)*lOO(L) 100%

If(J)isgreaterthan80%thancomplianceisachieved.

APPENDIX OOMEMORANDUM OF AGREEMENT

ACUTE CARE/LONG TERM CARE STAFF REPLACEMENT – LONG TERM ABSENCES – VACATION RELIEF FTE

ThroughtheProtocolSettlementAgreement(“PSA”)datedApril1,2015,thepartiesagreedonaminimumvacationreliefFTEformula(the“Formula”).AsperthePSA,theEmployerwastocompleteallrequiredanalysisandapprovalprocessestoimplementregularvaca-tionreliefpositionsataunitorprogramlevelwherethereareten(10)ormorebaselineFTEsinthesamejobandrequiredcompetenciesandtocommenceimplementationJanuary2016.

ThepartiesagreethattheFormulawillformpartofthisCollectiveAgreement.

Note:thePartiesarecurrentlyworkingontheapplicationofthisMOAtocommunityservices.

APPENDIX PPMEMORANDUM OF AGREEMENT

PRIMARY AND COMMUNITY CARE MODEL IMPLEMENTATION

BackgroundBCHealthAuthoritiesandProvidenceHealthCare (PHC), the

NBAandHEABCshareastrongcommitmenttothesuccessfulinte-grationof thePrimaryandCommunityCarehealthservicesacrossBritishColumbia.TheHealthAuthorities andPHCare currently atvariousstagesintheprocessofimplementingchangestothePrimaryandCommunitycaremodel,basedontheneedsofeachcommunity.

PrimaryandCommunityCarehealthservicesfeature:

• Directlife-longcarerelationshipsbetweenaPrimaryandCom-munityCareteamandpatients,familiesandcommunities;

• Patients/families as partners and contributors to their owncaredecisions;

• PrimaryandCommunityCareteamsthatareinterdisciplin-arybasedonthehealthneedsofthelocalcommunity;

• Totheextentpossible,healthcareservicesclosetohome;

• Afocusonpreventionandwellness;

• Seamlesscaretransitionsthroughoutthepatientjourney;

• A shift of resources and staff toward the creation of inter-disciplinaryprimarycareteamsfocusedonlongitudinalcarerelationshipswithpatients,familiesandcommunities;and

• A relationship between the Primary and Community Careteam and Specialised Community Service Programs (SC-SPs)intheinterestsofprovidingperson-centered,culturallysafecarethroughanongoingrelationshipbetweenanindi-vidualandtheirprimarycareproviderwhoismostresponsi-blefortheoverallcoordinationandcontinuityoftheindividu-al’scarethroughouttheirlife.

SCSPs provide specialized care for people with complexconditionsincludingcomplexmedical/frailtyandmoderatetoseverementalhealthandsubstanceuseissues.

During the transition to primary care andwhileworking inthenewmodel,theNBAanditsmembershaveidentifiedanumberofconcerns:

a. Education,leadershipandmentorship;b. Staffinglevels,skillmixandworkingtofullscope;c. Primarycarenursejobdescriptions;d. Impactofprimarycareinitiativesonotherareas,

including,acuteandlong-termcare;e. Issuesarounddocumentationandtechnology;f. Flexibilityaroundshiftlengthandrotations;andg. Additionalrecruitmentandretentionstrategies.

Toaddresstheseconcernsandtorecognizetheparties’sharedcommitment to the implementation of thePrimary andCommunityCaremodel,thepartiesagreeto:

1. TheNBAand theEmployeragree tomeetwithin30dayspostratificationtocreateacomprehensivechangemanage-mentstrategythatpromotessafenursingpractice,increasedjobsatisfactionandstaffretention(LabourAdjustmentPlan).

2. TheNBAandtheEmployerfurtheragreethatwhileallnurs-espossessageneralknowledgeintheareasofHomeCare,Public Health, andMental Health; SpecialisedCommunityServiceProgramswillprovidecareforpatientsinthecom-munitywithcomplexconditionsincluding,butnotlimitedto,complexmedical/frailty,palliativecareandmoderatetose-verementalhealthandsubstanceuseissues.

3. Thepartiesagreethatallnursesimpactedbythetransitioninprimaryandcommunitycareserviceswillparticipateinanindividuallearningneedsassessment.Eachassessmentwillconsideranurse’seducationandexperience in relation totherespectivejobdescriptionandwillidentifyanyeducationgaps.Whereagapisidentified,necessaryeducationwillbecompletedpriortotheemployeebeingrequiredtocompletethework.Thisincludesnurseswhoarecurrentlyworkinginaprimary care role and thosewhoare yet to transition toprimarycare.

4. Thepartiesagreetoutilizemoneyallocatedforclinicalmen-torshipforthecreationofclinicalresourcenursestobeallo-catedequitablyacrosstheHealthAuthorities/PHCtosupportPrimaryandCommunityCare.Thepartiesagreetoevaluatetheeffectivenessof thesepositionsandreportback to thepartiesno later thanninety (90)daysprior to theexpiryofthisAgreement.

5. Primarycarenursejobdescriptionswillbereviewedincon-sultationwiththeUnionandtheEmployeratthelocallevel.Jobdescriptionswill providea clear overviewof expectedrolesandresponsibilities.

6. TheseeffortswillbeinadditiontotheexistingmechanismsinthisAgreement,suchasconsultation,staffing,scheduling,classification,workload,trainingandeducation,andvariousstatutesandregulationstoaddressmattersthatmayarise.

APPENDIX QQMEMORANDUM OF AGREEMENT

CLINICAL MENTORSHIPBackground

Thepartiesrecognizethatqualitynursingpracticeisessentialtotheprovisionofsafepatientcare.Practicalnursingskillsarelargelylearnedontheunit,whetherthroughtheconsolidationofskillsasnewnurses,or throughcontinuous learningasnursesprogress throughtheircareers.

The parties agree that nurses benefit from consistent, experi-encedmentorship and support at the unit level. Increasing clinicalmentorship also aids with skill development, retention and recruit-mentandthepromotionofsafepatientcare.

Clinical Mentor PositionsThepartiesagreetocreateclinicalmentorpositionsfortheterm

ofthisAgreement.ThemajorityofthesepositionswillsupportPrima-ryandCommunityCare.

Clinicalmentorswillprimarilyberesponsibleforprovidingrapid,elbow-to-elbowclinicalmentorshipontheunit.Theywillalsoworkinconjunctionwithnurseeducatorstoprovideon-goingeducation.

Clinicalmentorswillbe includedonthemasterrotationandbescheduledtoworkonday,nightandweekendshifts.ClinicalmentorswillbepaidataLevel4rateofpayandwillnotcarryacaseloadorproviderelief.

Clinicalmentorsshouldhaveatleast3yearsofnursingexperi-ence,andhaverecent,relevantexperienceontheunit(s)onwhichtheywillprovidementorship.

TheEmployerwilldevelopaclinicalmentorjobdescriptionandprovideittotheUnionattheSNSClevelwithinsixty(60)daysofrat-ification.Withinafurthersixty(60)daysofratification,theEmployerwillpostandfillthesepositions.

TheEmployerwillalsoregularlyprovideallrelevantdataattheSNSClevelsothatthepartiescanevaluatethesepositions.

TheNBAwillallocatethefollowingamountstofundpilotpositions:

(a)$2milliononApril1,2019;and

(b)$2milliononApril1,2020.

APPENDIX RRMEMORANDUM OF AGREEMENT

EMPLOYED STUDENT NURSE (ESN)WHEREASthepartiesseekto:

i. Retaingraduatesoflocalnursingprogramsfollowingcom-pletionof their studiesbyproviding jobopportunities forpaidexperience;

ii. Consolidate students’ knowledge and skills so they are‘jobready’asnewgraduates;

iii. Understand the feasibility, effectiveness and outcomes ofsuchaprocess;

iv. Facilitatetheabovepointsinasafeenvironment;

ANDWHEREAStheHealth Professionals Act,RSBC1996,c.183andtheBritishColumbiaCollegeofNursingProfessionals(BCCNP)BylawsandPolicieshavebeenrevisedtoprovidefortheemploymentofundergraduatenursesinhealthcarefacilities;

NOWTHEREFORE,thepartiesagree:

1. Priorityfortheprogramwillbegiventoundergraduatenurs-eswhoareresidentsofBritishColumbia.

2. Undergraduatenurseswill behiredandutilized in aman-nerconsistentwiththeBritishColumbiaCollegeofNursingProfessionals (BCCNP) Rules and Registration ProgramPolicies andStandards of Practice and thisMemorandumofAgreement.

3. Under thedirectionofmanageror designate, undergradu-atenurseswillprovidedirectnursingcaretobothstableandunstablepatients/clients/residents,commensuratewiththeirlevelofeducationandtraining.

4. UndergraduatenurseswillbeconsideredcasualemployeesandgovernedbyArticle11.04–CasualEmployeesexceptasmodified,orspecifiedotherwisebelow:

Article 11.04 – Casual Employees(A)Definition:

Anundergraduatenurseisapersonengagedinthepracticeofnursing for thepurposeofworkingasanursingstudentinahealthcare facilityduringorbetweenthe termsof theNursingEducationProgram, inaccordancewith theBritishColumbiaCollegeofNursingProfessionals(BCCNP)RulesandRegistrationProgramPolicies.

(B)OffDutyRightsDoesnotapply.

(C) Appointment & Utilization:(1) The Employer will provide the undergraduate nurse

with a letter of appointment immediately following re-cruitment, clearly stating their classification,wage lev-el,worksite,andtheunit,departmentorprogramwheretheywillbeassigned.

(2) TheEmployerwillprovidetheundergraduatenursewithaworkschedule.TheworkschedulewillbedeterminedbytheEmployer,afterconsultationwiththeundergradu-atenurseregardingtheireducationprogram.Theestab-lishmentandpotentialvarianceoftheworkscheduleisnotsubjecttoArticle17–VacancyPostings,Article25–WorkSchedulesorArticle26–HoursofWork,MealPeriods,RestPeriods.

(3) Undergraduate nurses will be scheduled as supernu-merarytotheexistingstaffingcomplementfortheunit,department,orprograminordertofacilitateasafeworkexperience.

(4) The Employer will provide undergraduate nurses withorientationtotheunit,department,orprogramtowhichtheyareassigned.

(5) At the beginning of the annual commencement of theprogram,thedesignatedNBArepresentativewillreceivealistoftheundergraduatenurses,indicatingundergrad-uatenurse’sname,unit,departmentorprogramwhereassigned,andmanager’sname.

(D) Casual RegisterDoesnotapply.

(E) Procedure for Casual Call-InDoesnotapply.

(F) Wage EntitlementThehourlyrateofpayforundergraduatenursesshallbeeffective

thefirstpayperiodafterthefollowingdates:

i. April1,2018 $27.84

ii. February1,2019 $28.33

ESNswill not beeligible to receive thegeneralwage increases inApril2020and2021.

(G)BenefitEntitlement(1) Grievance and Arbitration

Whereadifferencearisesbetweenthepartiesrelatingto the interpretation, application, operation, or allegedviolationof thismemorandumduring its term, thepar-tiesshallmeetwithinfourteen(14)daysandattempttoresolvethedifference.Failingresolutionsuchdifferenceshall be referred to the British Columbia HealthcareOfficeofArbitrationforexpeditedarbitrationtobeheldwithinthirty(30)daysasperArticle10.02ofthisAgree-ment.

(2) Vacation Pay and Paid Holidays Undergraduatenursesshallreceive8.0%oftheirstraight

timepay,exclusiveofallpremiums,ifany,inlieuofsched-uledvacationsandpaidholidays.

(3) OtherBenefitsUndergraduate nurses shall be paid any earned shiftpremium,overtime(asperArticle11.04(I))andpremiumpayforworkonapaidholiday.

TheprovisionsofArticle56.03–PaydaysandArticle56.04 –Statement ofWages are applicable to under-graduatenurses.

(4) Health and Welfare Coverage Nochange.

(5) BenefitsforCasualEmployeesinTemporary Appointment

Doesnotapply.

(6) Seniority Seniority for undergraduate nurses is defined as the

total number of hoursworkedby the employeeat theworksiteuptoamaximumoftheannualfull-timeequiv-alent(1950)-hoursperyear.

Undergraduate nurses, while receiving workers’ com-pensation benefits (wage loss replacement and reha-bilitationbenefits)will,uponreturntowork,becreditedwithseniority.Thiscreditwillbebasedon thenumberofhoursworkedasanundergraduatenurseduringthetwelve(12)monthperiodprecedingthedateofillnessoraccident,calculatedasfollows:

1. Determine thenumberofhoursworked in thetwelve(12)monthperiod.

2. Divideby52weeks.

3. Multiplyby thenumberofweeksonapprovedworkers’compensationbenefits(wagelossre-placementandrehabilitationbenefits).

IfanundergraduatenursehasbeenwiththeEmployerfor lessthantwelve(12)monthsprecedingthedateofillnessoraccident,thenthisshorterperiodwillformthe

basisofthecalculation.

Undergraduatenursescannotusetheirsenioritytobidinto,orotherwiseaccess,positionsinthebargainingunitpriortograduation.

Notwithstandingtheabove,withintwelve(12)monthsofgraduationtheymayusetheirsenioritytopostonnursepositionsinthebargainingunitwiththesameEmployer.

APPENDIX SSMEMORANDUM OF AGREEMENT

NEW NURSE ASSISTANCE FUNDWhereas,thepartieshaveacommoninterestinensuringindivid-

ualswhoareeducatedtobenursesareabletosuccessfullypracticeinBritishColumbia;and

Whereasthepartiesarecommittedtoworkinginaproactivewayto assist nurses to establish themselves successfully in theirworkenvironments;

Therefore,thepartiesagreeasfollows:

EffectiveApril1,2012,fivehundredthousanddollars($500,000)peryearwillbepaidtotheNBAfromtheongoing2010-2012TotalCompensationResidualmoniestobeusedtoprovideprogramsandsupport,atboththepre-andpost-licensingstage,thatcanbeshowntoassistnursesinbecomingqualifiedtopracticeinBritishColumbia.

Thefundisintendedtoassistanynurse,includinginternationallyeducatednurses,whorequiresassistance inpreparing fororcom-pletingtheirregulatoryrequirementsandprovidingsupportforthesenursestobesuccessfulintheworkplace.

TheNBAwilladministertheNewNurseAssistanceFundandwillprovideanannualreportingoftheexpenditureofthefundstoHEABCverifyingthatthesumwasdisbursedinthemannerandforthepur-posesdescribedabove.Thiswillincludeasummarystatementofthetransactionsandbalancesfortheyear,aswellasacopyoftheNBA’sauditedfinancialstatements.

APPENDIX TTMEMORANDUM OF AGREEMENTPREVENTION AND ASSISTANCE FUND

EffectiveApril1,2012,onemilliondollars($1,000,000)perfiscalyearwillbeallocatedtothePreventionandAssistanceFundfromtheongoing2010-2012TotalCompensationResidualmonies.

ThePreventionandAssistanceFundwillbeusedtoassistem-ployeeswheretheassistancecanbeshowntopreventtheemployeefrombeingoffworkorresultintheemployeebeingabletoreturntoworkearlier.

TheNBAwilladministerthePreventionandAssistanceFundandwillprovideanannualreportingoftheexpenditureofthefundstoHE-ABCverifyingthatthesumwasdisbursedinthemannerandforthepurposesdescribedabove.Thiswillincludeasummarystatementofthetransactionsandbalancesfortheyear,aswellasacopyoftheNBA’sauditedfinancialstatements.

Theannualreportwillbeprovidedwithinsixty(60)daysfollowingthefiscalyearend.

TheNBAmayredirectalloraportionoftheonemilliondollars($1,000,000) residualmonies allocation bymutual agreementwithHEABCandsuchagreementwillnotbeunreasonablywithheld.

APPENDIX UUMEMORANDUM OF AGREEMENT

TRAINING / EDUCATION PARTNERSHIP FUNDEffectiveApril1,2012,ninehundredthousanddollars($900,000)

perfiscalyearwillbeallocatedtotheTraining/EducationPartnershipFund(“Fund”)fromtheongoing2010-2012TotalCompensationRe-sidualmonies.

ThepartiesagreethattheRetraining/EducationFundCommitteethatwasestablishedin2010willberenamedtheTraining/EducationFundCommittee(“Committee”)andwillcontinuetojointlyadministertheFundandmaintainmutuallyagreeabletermsofreference,poli-ciesandcriteriaforeligibility, includinganagreeduponprocessforapproval.

Training/EducationproposalsmaybeinitiatedbytheHealthAuthori-tiesorbyindividualnurses.

TheFundwillbeusedasfollows:

• asapriority,tominimizejoblossordisruptioncausedbydisplacements

• tosupporttraining,retraining,skillsupgradinganddeter-miningeducationalneedsofnurseswhoaretransitioningintonewrolesorpositions,andinparticular,difficulttofillpositionsincludingthoseinspecialtyareas

• foranyothertraining,retraining,oreducationalneedsoropportunitiesasmutuallyagreedtobytheparties

ProposalswillbereviewedbytheCommittee,andapprovedpro-posalsmaybe fundedup to50percent from theFund (subject tomaximumsand to the requirement formatching contributions fromtheEmployer).

TheCommitteewillendeavourtousethewholeoftheFundwith-ineachfiscalyear.Bymutualagreement,anyremainingfundsmayberedirectedandsuchmutualagreementwillnotbeunreasonablywithheld.

APPENDIX VVMEMORANDUM OF AGREEMENT

WORKING SHORT REBATE FUNDThepartieshaveagreedtoimplementaWorkingShortpremium

inthisAgreement.

Thepartiesalsorecognize thatat timestheHealthAuthorities/PHCmayhavedifficultyfillingallshifts,despiteeveryefforttorecruit,educateandretainstaff.

Inrecognitionofthisissue,HEABCandtheNBAwillestablishafundwiththefollowingamounts

• 2019/20 $1,750,000one-timepayment

• 2021/22 $7,000,000,andcontinuingeachyear.

FundswillbeavailabletoHealthAuthorities/PHCuponapplication.

Onehundredandtwenty(120)dayspriortothebeginningoffis-cal year2020/21,HEABC, theMinistryofHealthand theNBAwillmeettodeterminetheapplicationprocessandcriteria.Theapplica-tionprocesswillincludethetimelinesforsubmissionanddecisions.

Applicationswillbeadjudicatedbyacommittee,consistingoftheCEOofHEABCandtheChairoftheNBA.

SUBJECT INDEXSubject / Article Page

AAccumulation-Leave-Sick[Article42.01] ......................................................................................... 103

Accumulation-Leave-Special[Article43.01] ................................................................................. 109,165

AdditionalNurseFTES[AppendixNN]........................................................................................ 312

AddressingWorkplaceViolenceandRespectintheHealth Workplace[AppendixG] .......................................................................................... 224

AdvanceNotice[Article19.02] ........................................................................................... 59

AdvancedHirePositions[Article17.08] ........................................................................................... 48

AgencyNurses[AppendixO] .......................................................................................... 235

AgreementonPrinciplesRegardingApplicationofSectionB-7.4 oftheEnhancedDisabilityManagementProgram[AppendixB] .......................................................................................... 195

AmendingTimeLimits-Grievances[Article9.05] ............................................................................................. 14

Amendments[Article58] .............................................................................................. 136

AnniversaryDate[Article12.02] ........................................................................................... 36

ApplicabletoAffiliateEmployersotherthanProvidenceHealthCareSocietyandBishopofVictoria(St.Joseph’sGeneralHospital)[Article59.07] ......................................................................................... 139

ApplicabletoHealthAuthorities,ProvidenceHealthCareSocietyandBishopofVictoria(St.Joseph’sGeneralHospital)[Article59.06] ......................................................................................... 138

Application-Leave-Special[Article43.01] ......................................................................................... 166

Application-On-call,Call-BackandCall-In[Article29.02] ........................................................................................... 80

Application-Overtime[Article27.04] ......................................................................................... 160

ApplicationofCall-Back[Article29.05] ........................................................................................... 81

ApplicationofSingleEmployerArbitrationDecisions[Article9.04] ............................................................................................. 13

Appointments-Leave-Sick[Article42.09] ......................................................................................... 107

ApprovalofQualifications-QualificationDifferential[Article53.08] ......................................................................................... 128

Arbitration[Article10] ................................................................................................ 16

Authorization-Overtime[Article27.02] ........................................................................................... 75

BBaccalaureateDegree-QualificationDifferential[Article53.05] ......................................................................................... 127

BaselineStaffingInformation[AppendixLL] ..........................................................................................311

BCCollegeofNursingProfessionalsRegistrationFeesFund[AppendixGG] ....................................................................................... 289

BenefitsAccrue-Leave-Sick[Article42.04] ......................................................................................... 104

BenefitsContinuation-MaternityandParentalLeave[Article38.04] ........................................................................................... 98

BenefitsContinued-Lay-off&Recall[Article19.03] .................................................................................... 60,157

BridgingofService-MaternityandParentalLeave[Article38.07] ........................................................................................... 99

BulletinBoards[Article6.11] ............................................................................................... 9

BusinessAllowance[Article57.06] ......................................................................................... 136

CCalculationofSeveranceAllowance[Article55.03] ......................................................................................... 130

Call-Back[Article29.04] ........................................................................................... 81

Call-BackTravelAllowance[Article29.06] ........................................................................................... 82

Call-In[Article29.07] ........................................................................................... 82

CaseReviewMeeting[Article9.12] ............................................................................................. 16

Cash-InofSickLeaveCredits[Article42.11] ......................................................................................... 108

CasualCall-InProcedure[Article11.04] ........................................................................................... 27

CasualEmployees[Article11.04] ........................................................................................... 21

CasualEmployees-MaternityandParentalLeave[Article38.08] ........................................................................................... 99

CHA/CNAandBCITCourses[Article53.02] ......................................................................................... 126

Chair-Union/ManagementCommittee[Article8.02] ............................................................................................. 10

ChangeinClassification[Article22] ................................................................................................ 64

ClarificationoftheNatureoftheDispute[Article9.08] ............................................................................................. 15

ClientSpecificNursesFromHomeSupportAgencies[AppendixQ] .......................................................................................... 236

ClinicalMentorship[AppendixQQ] ....................................................................................... 318

Community-BasedServicesSection,FlexibleWorkSchedules, Overtime,ShiftPremiums[AppendixN] .......................................................................................... 235

CompositionofCommittee[Article8.01] ............................................................................................. 10

ConsecutiveHoursofWork[Article26.02] ........................................................................................... 72

ConsecutiveShifts[AppendixI.1] ......................................................................................... 227

ContractingOut[AppendixCC]........................................................................................ 260[Article6.02] ............................................................................................... 6

CopiesoftheProvincialCollectiveAgreement[Article6.08] ............................................................................................... 9

CreationofNewPosition[Article21] ................................................................................................ 63

DDefinitionofEmployeeStatusandBenefitEntitlement[Article11] ........................................................................................ 19,155

Definitions[Article1.02] ....................................................................................... 1,155

DentalCoverage[Article46.03] ..........................................................................................119

DependentsBenefitCoverage[Article46.04] ......................................................................................... 120

DeterminationofWorkSchedules[Article25.02] ........................................................................................... 66

DeviationfromGrievanceProcedure[Article9.09] ............................................................................................. 15

DirectPatientCareStaffing[Article60] .............................................................................................. 140

DrugCoverage[AppendixT] ........................................................................................... 242

DutyToAccommodate-PermanentAccommodations[AppendixA.7]........................................................................................ 194

EEarlyRetirementIncentiveBenefit[AppendixA.6]........................................................................................ 193

EducationforNursesLinkedtoStrategicPriorities[AppendixJJ.1] ...................................................................................... 298

EffectiveandTerminatingDates[Article61] ...................................................................................... 143,170

EligibilityforSeveranceAllowance[Article55.01] ......................................................................................... 129

EmployedStudentNurse(ESN)[AppendixRR]........................................................................................ 319

EmployeeEvaluation[Article16] ................................................................................................ 41

EmployeeGrievance-ChangeinClassification[Article22.03] ........................................................................................... 65

EmployeeRights[Article16.02] ........................................................................................... 41

EmployeeTermination[Article15.01] ........................................................................................... 39

Employee’sRighttoDeclineOvertime[Article27.03] ................................................................................... 75,159

EmployerNotice-ChangeinClassification[Article22.01] ........................................................................................... 64

EmployerNotice-CreationofNewPosition[Article21.01] ........................................................................................... 63

EmployerPolicies[Article3.02] ............................................................................................... 4

EmployerTerminations[Article15.04] ........................................................................................... 40

Employer’sBusiness[Article6.03] ............................................................................................... 6

EmploymentinExcludedPositionsandWithinOtherBargainingUnits[Article13.04] ........................................................................................... 37

EmploymentInsurance[Article48] .............................................................................................. 121

EnforceableLegalClaim[Article42.08] ......................................................................................... 107

EnhancedDisabilityManagementProgram[AppendixA]........................................................................................... 170

EnhancedDisabilityManagementProgram-Administration[AppendixA.1]........................................................................................ 189

EnhancedDisabilityManagementProgram-RegionalRepresentation[AppendixA.2]........................................................................................ 190

Evaluations[Article16.01] ........................................................................................... 41

EveningandNightPremium[Article28.01] ................................................................................... 77,161

ExcessiveOn-CallandCallBack[AppendixJ] ........................................................................................... 229

ExemptandSaveHarmless[Article50] .............................................................................................. 122

ExpeditedArbitration[Article10.02] ........................................................................................... 17

ExpirationofSickLeaveCredits[Article42.06] ......................................................................................... 105

ExtendedHealthCareandDentalBenefits[AppendixS] .......................................................................................... 242

ExtendedHealthCareCoverage[Article46.02] ..........................................................................................118

ExtendedWorkDayMemorandum[Article25.11] ........................................................................................... 71

ExtendedWorkDay/CompressedWorkWeek[MOA].....................................................................................................154

FFillingVacancies[Article18.02] ........................................................................................... 51

Full-TimeStewardPositions[AppendixW] ......................................................................................... 251

GGeneralConditions[Article57] .............................................................................................. 133

GeneralEducationPrograms-Leave[Article35.03] ................................................................................... 90,162

GeneralRights[Article3.01] ............................................................................................... 4

GrievanceProcedure[Article9.02] ..............................................................................................11

Grievances[Article9]...................................................................................................11

GroupLifeInsurancePlan[Article46.06] ......................................................................................... 121

HHealthandWelfareBenefits[AppendixU.1] ....................................................................................... 246

HoursofWork[Article26.01] ......................................................................................... 158

IImplementation-ChangeinClassification[Article22.02] ........................................................................................... 64

Implementation-CreationofNewPosition[Article21.02] ........................................................................................... 63

ImplementationofImprovementsinDisputeManagement[AppendixFF] ........................................................................................ 285

IncentivePaymentforPreandPostRetirees[AppendixP] .......................................................................................... 235

IncreasingorDecreasingRegularPart-TimeEmployeeFTEStatus[Article17.09] ........................................................................................... 48

IncrementAnniversaryDate[Article18.07] ........................................................................................... 53

Increments[Article12.03] ........................................................................................... 36

IndividualAgreement[Article6.01] ............................................................................................... 5

IndustryWideApplicationDispute[Article9.07] ............................................................................................. 14

InformationSharingandReferraltoRegistrar[Article9.11] ............................................................................................. 16

In-ServicePrograms[Article35.02] ........................................................................................... 90

InsufficientNotice-WorkSchedules[Article25.08] ........................................................................................... 70

InsufficientOff-DutyHours[Article29.08] ........................................................................................... 82

IntegrationofLicensedPracticalNursesintotheNBAProvincial CollectiveAgreement[AppendixEE] ........................................................................................ 281

InternalScheduleChange[Article25.03] ........................................................................................... 66

IsolationAllowance[Article54] .............................................................................................. 128

JJobClassificationandPayEquityProcess[Article24] ................................................................................................ 65

JobDescriptions[AppendixHH]........................................................................................ 290[Article23] ................................................................................................ 65

JobSecurity[AppendixBB] ........................................................................................ 258

JobSharing[AppendixAA] ........................................................................................ 255

JointOccupationalHealthandSafetyCommittee[Article32.01] ........................................................................................... 85

JurisdictionalAgreement[AppendixV] .......................................................................................... 250

LLaidOffEmployeesandExternalHealthAuthorityVacancies[AppendixH] .......................................................................................... 225

Laundry[Article57.04] ......................................................................................... 135

Lay-OffDuetoTechnologicalChange[Article20.04] ........................................................................................... 63

Leave-Compassionate[Article33] ........................................................................................ 89,162

Leave-CourtAppearance[Article34] ........................................................................................ 89,162

Leave-Education-StaffDevelopmentPrograms[Article35] ........................................................................................ 90,162

Leave-Elections[Article36] ................................................................................................ 93

Leave-General[Article37] ................................................................................................ 93

Leave-PaidHolidays[Article39] ...................................................................................... 100,163

Leave-Personal[Article43.02] ..................................................................................110,166

Leave-ProfessionalMeetings[Article40] .............................................................................................. 103

Leave-PublicOffice[Article41] .............................................................................................. 103

Leave-Sick[Article42] .............................................................................................. 103

Leave-Sick-NoticeRequired[Article42.05] ......................................................................................... 105

Leave-Special[Article43] ...................................................................................... 109,165

Leave-Union[Article44] ...............................................................................................110

Leave-Vacation[Article45] .......................................................................................112,167

Leave–Workers’Compensation[Article42.07] ......................................................................................... 105

LeaveofAbsenceRefused[Article25.10] ........................................................................................... 71

LeavesofAbsence[Article19.06] ........................................................................................... 62

ListofEmployers[AppendixDD]........................................................................................ 260

ListofNewandTerminatingEmployees[Article6.10] ............................................................................................... 9

LongTermDisabilityPlan-PremiumMaintenance[AppendixA.5]........................................................................................ 193

Long-TermDisabilityInsurancePlan[AppendixC] .......................................................................................... 197[Article46.05] ......................................................................................... 120

MMaintenanceofStraightTimePaidHoursofNurses[AppendixMM] ....................................................................................... 312

ManagementRights[Article3].................................................................................................... 4

ManagingStaffingChallengesintheHealthCareSystem[AppendixM] .......................................................................................... 233

MasterWorkSchedule[Article25.01] ........................................................................................... 66

Master’sDegree-QualificationDifferential[Article53.06] ......................................................................................... 127

MaternityandParentalLeave[Article38] ................................................................................................ 94

MaternityandParentalLeave–BirthingParent[Article38.01] ........................................................................................... 94

MaternityLeaveAllowance[Article38.02] ........................................................................................... 96

MealPeriods[Article26.03] ................................................................................... 73,158

MedicalCoverage[Article46.01] ..........................................................................................118

MedicalExaminations[Article32.02] ........................................................................................... 86

Meetings-Union/ManagementCommittee[Article8.03] ............................................................................................. 10

MergedSeniorityLists[Article13.05] ........................................................................................... 38

Multi-siteReliefPositions[Article17.06] ........................................................................................... 47

MunicipalPensionPlan[Article49.01] ......................................................................................... 122

NNBAOccupationalHealth,SafetyandViolencePreventionInitiatives[AppendixA.3]........................................................................................ 191

NewEmployees[Article6.09] ............................................................................................... 9

NewGraduates:MentorshipProgram [AppendixX]...........................................................................................254

NewNurseAssistanceFund[AppendixPP] ........................................................................................ 315

Non-Discrimination[Article31] ................................................................................................ 84

Notice–Penalty[Article15.03] ........................................................................................... 40

NoticeRequirement-MaternityandParentalLeave[Article38.05] ........................................................................................... 98

NurseStaffingSecretariate(NSS)andNSSSteeringCommittee[AppendixII] ........................................................................................... 291

NursingScopeofPractice[AppendixJJ.3] ...................................................................................... 299

OOccupationalHealthandSafetyProgram[Article32] ................................................................................................ 84

On-Call[Article29.03] ........................................................................................... 80

On-CallTime[Article26.05] ........................................................................................... 74

OrientationandTraining[Article18.04] ........................................................................................... 51

OtherProcesses-Grievances[Article9.10] ............................................................................................. 15

Overtime[Article27] ........................................................................................ 74,159

OvertimeBySeniority[Article27.07] ........................................................................................... 77

OvertimeOfferedandAccepted[Article27.06] ........................................................................................... 77

OvertimePayCalculation[Article27.05] ................................................................................... 75,160

PPaidEndofShiftWork[Article26.07] ........................................................................................... 74

PaidHolidayCoincidingwithaRestDay[Article39.05] ......................................................................................... 102

PaidHolidayCoincidingwithaVacation[Article39.06] ......................................................................................... 102

PaidHolidayEntitlement[Article39.01] ................................................................................. 100,163

ParentalLeave[Article38] ................................................................................................ 94

ParentalLeave–Non-birthingParent[Article38.03] ........................................................................................... 97

PayDays[Article56.03] ......................................................................................... 131

Payment-Leave-Sick[Article42.02] ................................................................................. 104,165

PaymentforPaidHolidays[Article39.02] ......................................................................................... 100

PaymentofWages[Article56] .............................................................................................. 131

PeakPeriodRestrictions[Article44.02] ..........................................................................................112

PensionforRetirees[AppendixY] .......................................................................................... 254

PensionPlan[Article49] .............................................................................................. 122

PensionPlanReview[AppendixK] .......................................................................................... 230

PerformanceFeedbackforWorkingGroup[AppendixR] .......................................................................................... 239

PersonalPropertyDamage[Article57.03] ......................................................................................... 135

PersonnelFile[Article6.07] ............................................................................................... 8

Portability[Article51.01] ......................................................................................... 123

PortabilityofSeniority[Article13.02] ........................................................................................... 37

PortabilityofServiceforSeveranceAllowancePurposes[Article55.04] ......................................................................................... 131

PortableBenefits[Article51.02] ......................................................................................... 123

PostingofSuccessfulCandidate[Article17.10] ........................................................................................... 49

PostingofWorkSchedules[Article25.05] ........................................................................................... 68

Preamble[Article1.01] ............................................................................................... 1

PremiumMaintenanceWhileAwaitingLTD[AppendixA.4]........................................................................................ 192

PremiumRatesofPay[Article39.04] ................................................................................. 101,164

PreventionandAssistanceFund[AppendixTT] ........................................................................................ 324

PreviousExperience[Article52] .............................................................................................. 125

PrimaryandCommunityCareModelImplementation[AppendixPP] ........................................................................................ 315

ProbationaryPeriod[Article14] ................................................................................................ 39

ProfessionalResponsibilityClause[Article59] .............................................................................................. 136

ProfessionalResponsibilityProcess[Article59.08] ......................................................................................... 306

Promotions,TransfersandDemotionsintheFillingofVacancies orNewPositions[Article18] ................................................................................................ 49

ProofofSickness-Leave-Sick[Article42.03] ......................................................................................... 104

ProvisionforImmunizations[Article32.04] ........................................................................................... 88

PsychologicalHealthandSafetyintheHealthCareWorkplace[AppendixD.1] ....................................................................................... 216

PurposeofAgreement[Article2]....................................................................................................3

PurposeoftheCommittee[Article8.04] ............................................................................................. 10

QQualificationDifferential[Article53] .............................................................................................. 125

QualifyingPeriod[Article18.03] ........................................................................................... 51

RRebates-EmploymentInsurance[Article48.02] ......................................................................................... 122

RecallPeriod[Article19.05] ........................................................................................... 62

RecognitionofSeniority[AppendixZ]........................................................................................... 255

RecordsRemoved[Article16.03] ........................................................................................... 41

ReferencetotheBCHOA[Article10.01] ........................................................................................... 16

RegisteredPsychiatricNurse-QualificationDifferential[Article53.03] ......................................................................................... 126

Registration[Article57.05] ......................................................................................... 135

RegularEmployees-PreviousExperience[Article52.01] ......................................................................................... 125

RegularFlexPositions[Article17.07] ........................................................................................... 47

RegularFull-TimeEmployees[Article11.02] ........................................................................................... 19

RegularPart-TimeEmployees[Article11.03] ................................................................................... 20,155

RegularReliefPositions[Article17.05] ........................................................................................... 47

RequirementsofWorkSchedules[Article25.06] ........................................................................................... 68

RequirementsofWorkSchedules(EmployeesonFlexibleWork Schedules)[Article25.07] ........................................................................................... 68

ResiliencyEducation[AppendixF]........................................................................................... 224

ResolutionofEmployeeDismissalorSuspensionDisputes[Article9.06] ............................................................................................. 14

ResponsibilityPay[Article30] ................................................................................................ 83

ResponsiveShiftSchedules(RSS)/Rotations[AppendixI] ............................................................................................ 226

RestPeriods[Article26.04] ................................................................................... 74,159

RestrictionofEmployeeStatus[Article11.01] ........................................................................................... 19

RetroactivePayandBenefits[Article56.02] ......................................................................................... 131

ReturntoEmployment-MaternityandParentalLeave[Article38.06] ........................................................................................... 98

ReturningtoFormerlyHeldPosition[Article18.05] ........................................................................................... 52

RuralandRemoteNursing[AppendixJJ.4] ...................................................................................... 305

SSafeWorkplace[Article32.03] ........................................................................................... 86

SalaryonPromotion[Article18.06] ........................................................................................... 52

SchedulingofPaidHolidays[Article39.07] ................................................................................. 103,164

SchedulingofVacation[Article45.04] ..................................................................................116,170

ScopeofAgreement[Article4.02] ............................................................................................... 4

ScopeoftheCommittee[Article8.05] ..............................................................................................11

SeasonalPart-timePositions[Article17.04] ........................................................................................... 46

Self-Scheduling[Article25.04] ........................................................................................... 67

Seniority[Article13] ................................................................................................ 36

Seniority–MaintainedandAccumulated[Article13.03] ................................................................................... 37,155

SeniorityLists[Article13.06] ........................................................................................... 38

Service-SeveranceAllowance[Article55.05] ......................................................................................... 131

SeveranceAllowance[Article55] .............................................................................................. 129

SeveranceAllowanceEntitlement[Article55.02] ......................................................................................... 130

ShiftPremiums[Article28] ........................................................................................ 77,161

ShortNoticePremium[Article28.05] ........................................................................................... 79

SickorInjuredPriortoVacation-Leave-Sick[Article42.12] ......................................................................................... 108

SingleEmployerPolicyDispute[Article9.03] ............................................................................................. 13

SixMonthsService-Leave-Sick[Article42.10] ......................................................................................... 107

SpecialClinicalPreparation-QualificationDifferential[Article53.01] ......................................................................................... 125

SpecialtyEducation[AppendixJJ.2] ...................................................................................... 299

Standard/DaylightSavingsTimeChange[Article26.06] ........................................................................................... 74

StatementofWages[Article56.04] ......................................................................................... 132

Stewards-UnionRightsandActivities[Article6.04] ............................................................................................... 6

Stewards-Union/ManagementCommittee[Article8.06] ..............................................................................................11

STIIPPlans-PayoutofSickLeave[AppendixL] ........................................................................................... 233

StrategicandProfessionalPartnership[AppendixJJ] ......................................................................................... 295

StrategicNursingStaffingCommittee[AppendixII.1] ........................................................................................ 293

StrikesorLockOuts[Article7] ................................................................................................. 10

SuperShiftPremium[Article28.03] ........................................................................................... 78

SuperiorBenefits[Article6.06] ............................................................................................... 8

SupplementaryVacation[Article45.03] ..................................................................................115,169

SustainabilityofNBABenefitsPlans[AppendixU] .......................................................................................... 243

TTechnologicalDisplacement[Article20.02] ........................................................................................... 62

TechnologicalPolicy[Article20.01] ........................................................................................... 62

TemporaryAppointments[Article17.02] ................................................................................... 43,156

TemporaryPositions[Article17.03] ........................................................................................... 45

TerminatingEmployees-Leave-Vacation[Article45.02] ..........................................................................................115

TerminationofEmployment[Article15] ................................................................................................ 39

ThreeDifferentShiftsWorked[Article25.12] ........................................................................................... 71

Training/EducationPartnershipFund[AppendixUU]........................................................................................ 324

TransferofFunction[Article35.01] ........................................................................................... 90

TransportDuty[Article57.01] ......................................................................................... 133

UUnionDeductions[Article5.02] ............................................................................................... 4

UnionLeaveofAbsence[Article44.01] ..........................................................................................110

UnionRecognition[Article4.01] ............................................................................................... 4

UnionRepresentativeVisits[Article6.05] ............................................................................................... 7

UnionRightsandActivities[Article6] ................................................................................................... 5

UnionSecurity[Article5] ................................................................................................... 4

Union/ManagementCommittee[Article8] ................................................................................................. 10

UniversityPreparation-QualificationDifferential[Article53.04] ......................................................................................... 126

UseofPersonalVehicleonEmployer’sBusiness[Article57.02] ......................................................................................... 134

VVacancyPostings[Article17] ........................................................................................ 42,156

VacationEntitlement[Article45.01] ..................................................................................112,167

VacationEntitlementEarnedDuringVacation[Article45.05] ..........................................................................................118

VacationPayAdvance[Article45.06] ..........................................................................................118

VoluntaryDemotion[Article18.09] ........................................................................................... 53

VoluntaryShiftExchange[Article25.09] ........................................................................................... 71

VoluntaryTreatment-Leave-Sick[Article42.13] ......................................................................................... 108

WWageScheduleClassifications[Article62] .............................................................................................. 143

WageSchedules[Article63] .............................................................................................. 145

Wages[Article56.01] ......................................................................................... 131

WagesonReassignment[Article20.03] ........................................................................................... 63

WaiverofNotice[Article15.02] ........................................................................................... 40

WeekendPremiums[Article28.02] ........................................................................................... 77

WorkonaPaidHoliday[Article39.03] ................................................................................. 101,163

WorkSchedules[Article25] ........................................................................................ 66,158

Worker’sCompensation[Article47] .............................................................................................. 121

WorkingGroupforaProvincialFrameworkonOccupationalHealth andSafety(OHS)inHealthCare[AppendixD] .......................................................................................... 213

WorkingShortPremium[Article28.04] ........................................................................................... 78

WorkingShortRebateFund[AppendixVV] ........................................................................................ 325

WorkplaceViolencePrevention[AppendixE] .......................................................................................... 217

2019 - 2022 PROVINCIAL COLLECTIVE AGREEMENT between · 2020-01-10 · 2019 - 2022 PROVINCIAL...

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