2019 - 2022 PROVINCIAL COLLECTIVE AGREEMENT between · 2020-01-10 · 2019 - 2022 PROVINCIAL...
Transcript of 2019 - 2022 PROVINCIAL COLLECTIVE AGREEMENT between · 2020-01-10 · 2019 - 2022 PROVINCIAL...
1
2019 - 2022
PROVINCIAL COLLECTIVE AGREEMENT
between
and
NURSES’ BARGAINING ASSOCIATION
April 1, 2019 – March 31, 2022
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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 Phone: 1 800 663 2017
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
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2019 - 2022
PROVINCIALCOLLECTIVEAGREEMENT
between
and
NURSES’ BARGAININGASSOCIATION
April 1, 2019 – March 31, 2022
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 Phone: 1 800 663 2017
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
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 Phone: 1 800 663 2017
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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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.
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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-
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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.
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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
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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.
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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
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(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
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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.
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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.
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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.
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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
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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).
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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
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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
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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:
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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.
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(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;
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(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
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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.
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(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.
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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
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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
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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;
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(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-
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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
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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
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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.
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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
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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
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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
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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-
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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.
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(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
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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
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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
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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-
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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
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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;
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(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
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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.)
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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-
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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
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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
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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-
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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.
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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
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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.
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(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-
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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
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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/
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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
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(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
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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.
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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.
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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-
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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.
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(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-
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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
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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
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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.
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(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
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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-
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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
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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
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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.
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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.
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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.
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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.
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(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
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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.
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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
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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-
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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.
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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
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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
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(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.
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(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
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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-
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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.
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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.
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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.
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(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;
or
(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
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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.
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• 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
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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-
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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
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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,
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• 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-
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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.
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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
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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
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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).
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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.)
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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-
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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.
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(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
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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
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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.
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(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
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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.)
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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
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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.
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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.
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(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-
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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.
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(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.
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(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
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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.
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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
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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-
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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
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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
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20workdaysafter2yearsofcontinuousservice
20workdaysafter3yearsofcontinuousservice
20workdaysafter4yearsofcontinuousservice
21workdaysafter5yearsofcontinuousservice
22workdaysafter6yearsofcontinuousservice
23workdaysafter7yearsofcontinuousservice
24workdaysafter8yearsofcontinuousservice
25workdaysafter9yearsofcontinuousservice
26workdaysafter10yearsofcontinuousservice
27workdaysafter11yearsofcontinuousservice
28workdaysafter12yearsofcontinuousservice
29workdaysafter13yearsofcontinuousservice
30workdaysafter14yearsofcontinuousservice
31workdaysafter15yearsofcontinuousservice
32workdaysafter16yearsofcontinuousservice
33workdaysafter17yearsofcontinuousservice
34workdaysafter18yearsofcontinuousservice
35workdaysafter19yearsofcontinuousservice
36workdaysafter20yearsofcontinuousservice
37workdaysafter21yearsofcontinuousservice
38workdaysafter22yearsofcontinuousservice
39workdaysafter23yearsofcontinuousservice
40workdaysafter24yearsofcontinuousservice
41workdaysafter25yearsofcontinuousservice
42workdaysafter26yearsofcontinuousservice
43workdaysafter27yearsofcontinuousservice
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44workdaysafter28yearsofcontinuousservice
45workdaysafter29yearsofcontinuousservice
(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
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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
261
+(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
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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
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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
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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.
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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.
(B) A regularemployeemaycoverpersonsother thandepen-dentsiftheplancarrieragreesandiftheemployeepaysthefullpremiumforthemthroughpayrolldeductions.
(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
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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.
(B) A regularemployeemaycoverpersonsother thandepen-dentsiftheplancarrieragreesandiftheemployeepaysthefullpremiumforthemthroughpayrolldeductions.
(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.
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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.
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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-
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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”.
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(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
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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
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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
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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
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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
Atlin
Bamfield
BellaBella(Waglisla)
BellaCoola
BlueRiver
BurnsLake
Chetwynd
DawsonCreek
FortNelson
FortSt.James
FortSt.John
GoldRiver
Hazelton
Houston
HudsonHope
Kaslo
Kitimat
Kyuquot
Lillooet
PortAlice
PortHardy
PortMcNeill
PouceCoupe
PrinceRupert
QueenCharlotteCity
Smithers
Sparwood
Stewart
Tahsis
TatlaLake
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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
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(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.
(ReferenceArticle37–Leave–General.)
(C) Periodsofservicecannotbeusedmorethanonceforcalcu-latingseveranceallowance.
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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;
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(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;
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(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.
and
(2) Anemployeeshallbepaidtheirstraighttimerateofpayforallotherhoursprovidedthattheemployeereturnstotheplacetheynormallyworkbythenextavailable,suitabletransport.
(C) Allaccommodations,mealsand relatedexpensesshallbepaidbytheEmployer.
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(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
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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.
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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.
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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.
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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.
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(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
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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.
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(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.
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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)
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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:
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• 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.
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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
(LPN)
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
(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
andtheLPNshallbemovedontothenextgridbasedonyearsofservice.AnLPNwithsix(6)ormoreyearsofserviceshallbeplacedonthegridasthoughtheyhadsix(6)yearsofservice(i.e.SeventhYear),andtheLPNwillnotprogresstothenextincrementstepuntil
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April1stofthefollowingcalendaryear.
EffectiveFirstPayPeriodafterApril1,2020
First Year
SecondYear
ThirdYear
FourthYear
FifthYear
SixthYear
SeventhYear
EighthYear
Level 1
(LPN)
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
(LPN)
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
EffectiveFirstPayPeriodafterApril1,2021
First Year
SecondYear
ThirdYear
FourthYear
FifthYear
SixthYear
SeventhYear
EighthYear
Ninth Year
Level1
(LPN)
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
(LPN)
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.
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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
EffectiveFirstPayPeriodafterApril1,2019
First Year
Sec-ondYear
Third Year
Fourth Year
Fifth Year
Sixth Year
SeventhYear
Eighth Year
Ninth Year
Level1
(LPN)
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
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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
EffectiveFirstPayPeriodafterApril1,2020
First Year
SecondYear
Third Year
Fourth Year
Fifth Year
Sixth Year
Seventh Year
Eighth Year
Ninth Year
Level1
(LPN)
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
(LPN)
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
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EffectiveFirstPayPeriodafterApril1,2020
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
EffectiveFirstPayPeriodafterApril1,2021
First Year
SecondYear
ThirdYear
FourthYear
FifthYear
SixthYear
SeventhYear
Eighth Year
Ninth Year
Level1
(LPN)
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
(LPN)
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
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EffectiveFirstPayPeriodafterApril1,2021
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
EffectiveFirstPayPeriodafterApril1,2020Step1 Step2 Step3 Step4
LicensedPracticalNurses(LPN) 28.93 29.68 30.52 31.40
LPNSupervisor 30.92 31.77 32.70
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and
EffectiveFirstPayPeriodafterApril1,2021Step1 Step2 Step3 Step4
LicensedPracticalNurses(LPN) 29.51 30.27 31.13 32.03
LPNSupervisor 31.53 32.40 33.35
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
EffectiveFirstPayPeriodafterApril1,2019
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
EffectiveFirstPayPeriodafterApril1,2020
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
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EffectiveFirstPayPeriodafterApril1,2021
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
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SIGNATURES OF THE PARTIES
Signedonbehalfof
HEALTH EMPLOYERS ASSOCIATION OF BRITISH COLUMBIA
Per:
MichaelMcMillan,President&ChiefExecutiveOfficer
Per:
ErinCutler,Director,LegalServicesandStrategicLabourRelations
NURSES BARGAINING ASSOCIATION
Per:
ChristineSorensen,President,BCNU
Per:
UmarSheikh,ChiefExecutiveOfficer/ExecutiveDirector,BCNU,Chair,NBA
Datedthis dayof ,2019.
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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.
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(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:
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(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,
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however,payinlieuofnoticeshallbecalculatedasfollows:
hourspaidpermonth*(excludingovertime)x(workinghours)**inlieuofnotice
162.5
*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.
(ReferenceArticle37–Leave–General.)
(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).
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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
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(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.
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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.
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(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
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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
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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.
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(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
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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.
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(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.
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ARTICLE 45 – LEAVE – VACATION45.01 Vacation Entitlement(C) Regularemployeeswillbeentitledtoavacationawayfrom
work,whenthequalifyingyear(s)ofserviceareattainedbeforeJuly1,asfollows:
150.0workinghoursafter1yearofcontinuous*service
150.0workinghoursafter2yearsofcontinuousservice
150.0workinghoursafter3yearsofcontinuousservice
150.0workinghoursafter4yearsofcontinuousservice
157.5workinghoursafter5yearsofcontinuousservice
165.0workinghoursafter6yearsofcontinuousservice
172.5workinghoursafter7yearsofcontinuousservice
180.0workinghoursafter8yearsofcontinuousservice
187.5workinghoursafter9yearsofcontinuousservice
195.0workinghoursafter10yearsofcontinuousservice
202.5workinghoursafter11yearsofcontinuousservice
210.0workinghoursafter12yearsofcontinuousservice
217.5workinghoursafter13yearsofcontinuousservice
225.0workinghoursafter14yearsofcontinuousservice
232.5workinghoursafter15yearsofcontinuousservice
240.0workinghoursafter16yearsofcontinuousservice
247.5workinghoursafter17yearsofcontinuousservice
255.0workinghoursafter18yearsofcontinuousservice
262.5workinghoursafter19yearsofcontinuousservice
270.0workinghoursafter20yearsofcontinuousservice
277.5workinghoursafter21yearsofcontinuousservice
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285.0workinghoursafter22yearsofcontinuousservice
292.5workinghoursafter23yearsofcontinuousservice
300.0workinghoursafter24yearsofcontinuousservice
307.5workinghoursafter25yearsofcontinuousservice
315.0workinghoursafter26yearsofcontinuousservice
322.5workinghoursafter27yearsofcontinuousservice
330.0workinghoursafter28yearsofcontinuousservice
337.5workinghoursafter29yearsofcontinuousservice(ReferenceArticle51–Portability)*continuousservicemeansyearsofservicewiththeEmployer butdoesnotincludeanyofthefollowingperiods:
a. Timespentasacasualemployeeb. Timespentonanunpaidleaveofabsence
beyond20workdaysinanyyear.c. Timespentonlayoff.d. Timespentinreceiptoflong-termdisability
insuranceplanbenefits.
(D) Regularpart-timeemployeesareentitledtovacationleaveonapro-ratabasisasfollows:
Hourspaid*excludingovertime toJune30(inclusive)
xregular pay
xyearlyvacation entitlement
1950
*Includesleavewithoutpayuptoonehundredfifty(150)workinghours.
(E) Regularemployeeswithlessthanone(1)year’sserviceontheJuly1cut-offdatewillreceivevacationleavecalculated asfollows:
Hourspaid*excludingovertime toJune30(inclusive)
xregular pay
xyearlyvacation entitlement
1950
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285.0workinghoursafter22yearsofcontinuousservice
292.5workinghoursafter23yearsofcontinuousservice
300.0workinghoursafter24yearsofcontinuousservice
307.5workinghoursafter25yearsofcontinuousservice
315.0workinghoursafter26yearsofcontinuousservice
322.5workinghoursafter27yearsofcontinuousservice
330.0workinghoursafter28yearsofcontinuousservice
337.5workinghoursafter29yearsofcontinuousservice(ReferenceArticle51–Portability)*continuousservicemeansyearsofservicewiththeEmployer butdoesnotincludeanyofthefollowingperiods:
a. Timespentasacasualemployeeb. Timespentonanunpaidleaveofabsence
beyond20workdaysinanyyear.c. Timespentonlayoff.d. Timespentinreceiptoflong-termdisability
insuranceplanbenefits.
(D) Regularpart-timeemployeesareentitledtovacationleaveonapro-ratabasisasfollows:
Hourspaid*excludingovertime toJune30(inclusive)
xregular pay
xyearlyvacation entitlement
1950
*Includesleavewithoutpayuptoonehundredfifty(150)workinghours.
(E) Regularemployeeswithlessthanone(1)year’sserviceontheJuly1cut-offdatewillreceivevacationleavecalculated asfollows:
Hourspaid*excludingovertime toJune30(inclusive)
xregular pay
xyearlyvacation entitlement
1950
*Includesleavewithoutpayuptoonehundredfifty(150)workinghours.
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.
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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.
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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
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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-
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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.
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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.
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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.
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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
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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.
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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.
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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,
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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
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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.
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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
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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
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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.
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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.
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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-
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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).
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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
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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”);
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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
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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
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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.
APPENDIX A.4MEMORANDUM OF AGREEMENT
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
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appealperiodnottoexceedtwelve(12)months.
APPENDIX A.5MEMORANDUM OF AGREEMENT
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.
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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.
APPENDIX A.7MEMORANDUM OF AGREEMENT
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
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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
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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
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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)
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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.
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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”)
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(B) “New Claimants”–Employees Disabled on or After April1,1998(April1,1999)*
(*SeeExplanatoryNoteinPreambletothisMemorandum)
(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
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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)
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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) *
(*SeeExplanatoryNoteinPreambletothisMemorandum)
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
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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
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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
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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
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(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
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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.
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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-
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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)
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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.
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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:
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(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’
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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
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• 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
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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”)
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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
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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
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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.
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• 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.
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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.
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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.
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APPENDIX A - Emergency RoomsAbbotsfordRegionalHospitalandCancerCentreBurnabyHospitalChildren’sandWomen’sHealthCentreofBC(AssessmentRoom)ChilliwackGeneralHospitalKelownaGeneralHospitalLangleyMemorialHospitalLionsGateHospitalNanaimoRegionalGeneralHospitalPeaceArchDistrictHospitalPentictonRegionalHospitalRichmondHospitalRoyalColumbianHospitalRoyalInlandHospitalRoyalJubileeHospitalSt.Paul’sHospitalSurreyMemorialHospitalUniversityHospitalofNorthernBritishColumbiaVancouverGeneralHospitalVernonJubileeHospitalVictoriaGeneralHospital
APPENDIX B - Tertiary Mental HealthAberdeenHouseACTTeamsAlderUnitatLangaracampus-VCHAppleLaneArbutusPlaceBastionPlaceBCChildren’sHospital/Women’s(CAPE,Heartwood,FirSquare)BCPsychosisUnitBraemorelodgeBulkleyLodge
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BurnabyCentreforMentalHealthandAddictionCaraCenterCedarRidgeConnollyLodgeCottonwoodLodgeCountrySquireCowichanLodgeCypressLodgeDawsonCreekTertiaryAcuteProgramDetwillerPavilion/UBCForensicPsychiatricHospital/RegionalForensicsClinicsFWGreenMemorialHouseGlengarryTransitionalCareUnitHarbourHouse/KBRHHillsideCenter--InteriorHealthAdultPsychiatricCenterHilltopHouseIrisHouseKelownaGeneralHospital-AdolescentPsychiatricUnitKelownaGeneralHospital-TertiaryUnitLodgeon4thMcBrideManorMemorialCottageNorthPeaceCareCentreOceansidePolsonSpecialRoyalJubileeHospitalSevenOaksTertiarySevenSistersSouthHillsPsychiatricCampusSt.Joseph’sGeneralHospitalSt.Paul’sHospitalSumacPlaceTamarackCottage
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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-
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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.
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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
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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-
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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
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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
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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-
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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
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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
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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
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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
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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
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(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.
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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
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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;
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(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
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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.
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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
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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
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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”).
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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
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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.
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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.
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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,
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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.
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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.
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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
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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
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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.
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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.
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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.
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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
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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
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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,
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jobsharerswillrelieveforeachotherwherethereisnoothersourceofreliefavailable.
APPENDIX BBMEMORANDUM OF AGREEMENT
JOB SECURITYWhereas:
The Health Employers Association of BC (“HEABC”) and theNurses’BargainingAssociation (“NBA”) recognize that theongoingimplementationoftheMinistryofHealth’sstrategicprioritiesmayre-sultinchangestothemannerinwhichhealthcareservicesaredeliv-eredoverthetermofthecollectiveagreement.
-And-
TheMinistryofHealthwill be conductinga reviewof long termcare services including contracts, service standards, and educationandtraininggapsofnursesinordertosupportthetransformationofthecommunitycareservices.
-And-
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
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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-
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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
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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
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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]
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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
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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
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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
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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;
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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
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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
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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
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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]
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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
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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]
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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
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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
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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)
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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)
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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
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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],
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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
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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]
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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.
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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-
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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
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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.
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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”).
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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
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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.
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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
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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:
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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.
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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.
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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:
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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
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• 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
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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
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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:
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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.
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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-
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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.
APPENDIX JJ.3MEMORANDUM OF AGREEMENT
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-
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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-
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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;
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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.
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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
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beneficialtoboththehealthsectorandtonurses.
Tothisend,allowingRPNsaccess toentry levelmedicalposi-tionsisbothconsistentwithintheircurrentscopeofpracticeandnec-essaryforthecareofthecurrentpatientpopulation.
Therefore,thePartiesagreetothefollowing:
(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
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practicetotheirfullprovincialscopeofpracticeacrossthehealthsector.
Therefore,thePartiesagreetothefollowing:
• 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.
APPENDIX JJ.4MEMORANDUM OF AGREEMENT
RURAL AND REMOTE NURSINGWhereas:
ThePartieshaveasharedinterestinpursuingsolutionstonurserecruitmentandretentionissuespresentlyfacedbyhealthemployersoperatinginruralandremotecommunities.
Therefore, the NBA and MOH agree that:
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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.
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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.
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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;
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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
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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.
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(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.
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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.
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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
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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.
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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;
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• 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:
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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.
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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.
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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.
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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.
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(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.
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(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
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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.
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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.
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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.
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FundswillbeavailabletoHealthAuthorities/PHCuponapplication.
Onehundredandtwenty(120)dayspriortothebeginningoffis-cal year2020/21,HEABC, theMinistryofHealthand theNBAwillmeettodeterminetheapplicationprocessandcriteria.Theapplica-tionprocesswillincludethetimelinesforsubmissionanddecisions.
Applicationswillbeadjudicatedbyacommittee,consistingoftheCEOofHEABCandtheChairoftheNBA.
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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WorkingGroupforaProvincialFrameworkonOccupationalHealth andSafety(OHS)inHealthCare[AppendixD] .......................................................................................... 213
WorkingShortPremium[Article28.04] ........................................................................................... 78
WorkingShortRebateFund[AppendixVV] ........................................................................................ 325
WorkplaceViolencePrevention[AppendixE] .......................................................................................... 217
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