November 2, 1998 Nurses win major breakthroughs. We're not "backing off." It's time to pause and prepare for the next round A break in job action is required to give negotiators time to analyse new overtime data. The next phase of bargaining will be difficult and will require more job action. Bargaining dates are set through to November 21 You may have seen media reports that suggest nurses are "backing off" on our campaign to press employers for a new contract to address workload, improve quality of care, and achieve fair compensation for nurses. This is not the case. The decision to lift the job action was taken after a lengthy strategic discussion among members of the Provincial Job Action Committee and the Bargaining Committee about what's required in the difficult days ahead, as talks turn to monetary issues related to workload, quality care and fair compensation for nurses. Thanks to the concerted efforts of nurses through our job action and in our public demonstrations, the Nurses' Bargaining Association achieved major breakthroughs at the bargaining table on Friday night. In fact, it was only after nurses announced last Wednesday at 4 pm that we were launching an overtime ban that negotiators for the Health Employers' Association of BC began negotiating seriously on contract language issues, after more than seven months at the bargaining table. These breakthroughs included an agreement on the casual call-in definition of a block; the opportunity for part-timers to increase their FTE; regular status for casuals in temporary positions of more than four months; regular status for client-specific nurses; and dual posting for RN/RPNs in mental health, extended and long term care. (see details below). Breakthrough on employer data is crucial for monetary talks Among the breakthroughs on Friday was an agreement that the employer will provide the unions in the Nurses' Bargaining Association with computerized data twice a year on the working hours and employment status of our members. The Ministry of Health is going to provide us with the first batch of information this week, including information on the number of overtime hours and casual hours in each component of the health care system. We need to get this information and we will have to analyze it carefully in order to discuss the exact costs of our proposals to address workload and the quality of patient care. The employers have been issuing inflated estimates of the costs of our proposals and we need the new data to counter their claims effectively. Prepare for more job action - next stage will be hard The next stage of negotiations - on issues that will cost the employers and the provincial government significant amounts of money - will be even more difficult than the talks about language, and will last at least another two weeks. Bargaining dates have been booked through to November 21. The Provincial Job Action Committee and the Bargaining Committee felt that because these talks will not be approaching the crunch stage until next week, it is advisable to take a pause in our job action now, and continue our public demonstrations across the province, continue lobbying MLAs and other public officials, and prepare for the next stage of our campaign. We were also concerned that some employers were advising employees that they were moving to essential service levels and were prepared to send any employees home who weren't required to meet essential services levels. We felt we should not jeopardize patient care, or risk nurses and other health care employees losing pay, potentially for as long as three weeks, while we were waiting for data in preparation for the next round of talks. It is highly likely that as talks on monetary issues proceed we will need to engage in more job action. When that is necessary, we will issue 72-hour strike notice again. Meanwhile, talks are continuing on equality issues, health and welfare, LTD and private pay pensions. Congratulations to all members and activists The Bargaining Committee and Provincial Job Action Committee wish to congratulate all members for carrying out a highly successful job action to date. The only real bargaining that has taken place occurred in the 48 hours before the overtime ban kicked in. Particular credit should go to the hard-working members of our WJACs and CJACs and to every BCNU member who has been wearing a sticker, has kept informed and has forced management to take on non-nursing duties during our work-to-rule. Also a thanks goes to activists in HEU and other health care unions for showing solidarity with nurses. Agreed to Provisions October 31, 1998 What We Had What We've Gained Nothing Creation of Regular Float Positions to provide relief coverage wherever it is cost effective Nothing Where an increase in part-time hours is required, the Employer will first offer part-time employees, by seniority, the opportunity to have their hours increased before creating a new part-time position. Casual employees who applied on postings for temporary project positions remained casual. Casual employees who go into these jobs will have regular status for temporary project positions of up to 12 months for the duration of the position. Casual employees who applied on these long term leaves remained casual. Casual employees in a temporary position of over 4 months will be treated the same as a regular employee and get: access to regular positions sick leave accrual employer paid H&W benefits vacation in time or pay Definition of a block as applied by HEABC was up to 4 months. Definition of a block of work for casuals will be the shifts between the regular days off of the employee being relieved. Employer could call out of seniority order for the first three shifts where relief was requested with less than 24 hours as the employer deemed most efficient for the purpose of skill development. Short call for casuals - the Employer may only call out of seniority order for the first shift where relief is requested with less than 24 hours notice. Client Specific employees were restricted to casual status. Client Specific employees are eligible for regular status if they work an average of 14.4 to 36 hours per week for more than 4 months in work that is of an ongoing nature. Sick Leave accrual for home support was restricted to 420 hours. Sick Leave accrual for home support is increased to 156 days. No requirement to provide computerized data. The Employer will provide the Unions in the NBA with computerized data twice a year, including the number of casual employees twice a year. Union members have to sign a new waiver to release their SIN numbers along with this data. Nothing. Casual employees will accrue seniority while on WCB. Nothing. Joint provincial union-management committee to make recommendations on consistent conditions for multi-site positions and merged seniority lists. Separate seniority lists. Merged seniority at each worksite for all RNs and RPNs Postings restricted by Union affiliation. Dual postings for RN/RPNs for positions in Mental Health Services (includes Psychiatry units and community mental health), Extended Care and Long Term Care. Back to top         ©2006 BC Nurses Union | Privacy Policy | Disclaimer | Site Map | Links | Contact Us | Council Login Web design in Vancouver by Graphically Speaking Text Size:  A A A