The 2019-2022 Nurses' Bargaining Association (NBA) contract is effective April 1, 2019 - March 31, 2022.
This agreement is the result of months of respectful, open and honest dialogue about the obstacles that nurses and employers face when trying to deliver quality public health care. This contract gives rights to more than 45,000 NBA members of BCNU, and will foster a workplace culture of collaboration and mutual respect.
The union and health employers are committed to developing an implementation plan that honours the terms of this new agreement and addresses the staffing challenges nurses face daily.
May 27, 2019 - MEMO: Professional Responsibility (PR) Process Update
(D) An employee who voluntarily accepts a shift will be paid the appropriate rate of pay for that position.
(D) Voluntary Acceptance
Employees are under no obligation to accept lower-rated shifts offered by the Employer.
Where an employee voluntarily accepts a shift, whether at overtime or straight-time, in a lower-rated position, they will be paid the rate of pay attracted by the position.
Where the Employer reassigns a regular employee to work in a lower-rated position, the employee will be paid at their regular rate of pay. Article 18.08 (C) applies to casuals.
This language does not apply to RNs/RPNs who fill a vacant LPN shift, unless they are dual registered. As per Appendix EE employees who are dual registered as an LPN and RN/RPN are paid the rate of the pay for the position except where the RN/RPN does not actively work as an LPN (i.e., doesn't have a regular LPN position and/or is not on an LPN casual list).
A regular-status Level 2 nurse is offered and accepts a shift as a Level 1 nurse three days before it is scheduled to start. The nurse is paid the Level 1 rate of pay.
A regular-status Level 4 nurse is reassigned at the start of or during their shift to fill a Level 3 vacancy. The nurse will be paid their Level 4 rate of pay.
A regular-status Level 3 nurse is offered and accepts a vacant Level 1 shift as no Level 1 nurses were available. The nurse will be paid their current Level 3 rate of pay.
A dual-registered employee who actively works as both an LPN and an RN/RPN but owns a regular position as a Level 3 RN/RPN is offered and accepts a Level 1 LPN shift. This employee will be paid the Level 1 rate of pay.
Where an employee is required to perform work which extends beyond the end of their regularly scheduled shift by less than fifteen (15) minutes, they will be paid at their straight-time rate of pay for all time worked.
Where the time worked is fifteen (15) minutes or greater, the employee will be paid at the applicable overtime rate in accordance with Article 27 – Overtime.
The goal of this article is not to increase work obligations, rather it is to ensure that workload is properly addressed and nurses do not have to consistently stay past the end of their shift. It is also not intended to create additional administrative burden for supervisors or the system.
This language addresses the situation where, in the employee's professional judgment, work must be completed by the employee prior to the end of their shift (i.e., cannot be left for the oncoming staff to complete/perform). Some examples include completing a dressing change, completing a client visit, or completing charting that could not be finished by end of shift, and the work can be completed in less than fifteen (15) minutes.
Given the nature of these situations it is not practical for a nurse to seek pre-approval and, therefore, pre-approval by the employer is not required. When claiming for this pay, the nurse may be required to provide a rationale for the additional time.
Work for fifteen (15) minutes or longer is considered overtime and must be authorized by the Employer as per Article 27 - Overtime.
Nurses are expected to work collaboratively, with each other and with Management, to ensure that work load is properly managed and that nurses are not staying beyond the end of their shift.
If a unit/program/department or nurse is experiencing consistent or significant requests for pay under this article, the manager and nurse or group of nurses should meet to discuss the reasons for the ongoing issues and identify strategies to ensure that the nurse(s) do not have to stay past the end of their shift. This review may include a discussion about the need to change the handover process, a schedule change to accommodate paid handover, or other strategies and approaches to manage workload.
There is an unfilled shift on nights and a replacement is not available until 2100. The manager asks the day shift nurse (0700-1900) to stay the two (2) hours extra and work until 2100. The nurse is paid two (2) hours at the applicable overtime rate from 1900-2100.
An emergent patient incident late in the shift prevents the nurse from completing their charting by shift end. They stay an additional ten (10) minutes to ensure patient documentation is completed. The nurse may claim (10) minutes at straight time rate of pay.
A nurse working 0700-1900 becomes aware late in the shift that they will not be able to complete their charting on time and knows they will need about an hour to do so. They receive approval from their manager in advance and work until 2000. They are paid at the applicable overtime rate for one (1) hour.
Employees who are offered and accept a straight-time shift within twenty-four (24) hours of the start of the shift shall be paid a shift premium of $2.00 per hour for each hour worked.
Any part-time or casual employee who is offered and accepts a straight-time shift within twenty-four (24) hours of the start of that shift, regardless of when the vacancy occurred, will be paid $2.00 per hour for each hour worked.
Shifts previously offered outside of the twenty-four (24) hour period, but not accepted until within twenty-four (24) hours of the start of the shift, are not eligible for the premium.
The intent is to ensure that Employers are actively working to fill vacancies as they arise.
A nurse phones in sick for her night shift (7 pm that evening) at 5 am. The staffing office opens at 5:30 am, retrieves the call and begins the call-out process. If a nurse accepts the straight-time shift, the premium would be applicable.
The Employer is notified of a vacancy 36 hours before the start of the shift but is unable to begin the call-out process until within 24 hours of the start of the shift. If a nurse accepts the straight-time shift, the premium would be applicable.
Staffing office is made aware of a shift needed to be replaced three weeks in advance. Attempts to pre-book the shift were not successful so moved to the short call process. Staffing office is able to find a nurse to fill the shift 18 hours before the start of the shift. The nurse accepting the shift had been offered the shift during the original call out (i.e. greater than 24 hours before the shift start) and therefore is not eligible for the premium.
Staffing office is made aware of a shift needing to be replaced three weeks in advance. The staffing office does not attempt to pre-book the shift and it moves to the short call process. The first attempt of fill this shift is less than 24 hours from the start of the shift and a nurse accepts the straight-time shift. The premium is applicable as the employer did not offer the shift to any staff prior to 24 hours before the start of the shift.
2014-2019 NBA PCA
April 11, 2019 - MEMO: Professional Responsibility Working Group (PRWG) update
April 1, 2019 - Safe Staffing Language Now Applicable to All Nurses
April 1, 2019 - Professional Responsibility Process Redesigned
March 29, 2019 - 2019-2022 Nurses' Contract Effective April 1
March 29, 2019 - Overtime Language to Remain Unchanged Until Further Notice
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