October 22, 2002
The new Government is in financial difficulties and will soon announce draconian cutbacks to services. Large scale layoffs are feared. We are trying to get a collective agreement negotiated in this atmosphere. UPN's position is the Government is ethically bound to agree to the same compensation as they legislated for 25,000 other nurses. Government negotiators have spent the past weeks determining costs, and discussing budget limitations with local employers. They will soon put a costing proposal to Treasury Board. When that is ready, negotiations will resume. What you may have read in another bulletin about unnecessary delays caused by UPN are propaganda.
It was one broken promise too many. HEABC has been working on the reclassification of the supervisors and geriatric outreach nurses in the health sector since March 2000. There have been numerous promises of when this would be done - all broken.
The proverbial last straw came last week. HEABC took the position that even when the supervisors and geriatric outreach nurses are reclassified, they will still be paid at the CH1 level because there is no authorization to pay them at a higher classification. And, HEABC will not agree to reclassify the geriatric outreach nurses and supervisors unless UPN agrees to withdraw the classification appeals on behalf of five members who have applied for reclassification to HSCL nurses.
UPN has placed the matter in the hands of legal counsel to determine if there is a legal strategy the Union can invoke.
BCGEU and UPN met with Ministry officials to discuss the move of Maple Cottage Detox to the health sector, still firm for April 1, 2002. UPN has contacted PSERC to begin discussing a transfer agreement. In the mean time, new rumors, unconfirmed, abound that the transfer of Riverview and FPH are off again. A major announcement is supposed to be made in three weeks.
BCGEU and UPN met with FPH officials to learn about their plan to integrate the payroll and scheduling system the beginning of the new year. The benefits are add ons to pay will be paid much faster, records are more accurate, and pay stubs contain more information and are easier to understand. However, employees will be paid for the exact number of hours worked in a biweekly pay period which will mean variable pay amounts for 4-2 shift workers who may work eight, nine, or 10 days in a biweekly pay period. There would be no more leveling. The Local Union will be asking their members for input.
Members who are planning on purchasing Essondale student time, or probation period time, or other time for Public Service Pension purposes are reminded that the deadline is March 21, 2004.