Deadline Approaching for LPNs to Claim Retroactive Seniority

June 28, 2016
There are numerous ways some LPNs have lost their seniority since becoming a member of BCNU. If you are one of these members, you must fill out a form no later than July 31 in order to claim retroactive seniority.

Currently employed LPNs who lost seniority as a result of resigning from a position or being terminated (without cause) between April 15, 2013 and May 20, 2016, have the opportunity to earn it back thanks to an agreement reached between BCNU and HEABC under the terms of the 2014-2019 NBA provincial collective agreement.

There are numerous ways some LPNs have lost their seniority since becoming a member of BCNU (see examples below). If you are one of these members, you must fill out a Request for Retroactive Seniority Form no later than July 31 in order to claim retroactive seniority.

The form must be submitted whether or not you have filed a grievance on this issue.

COMPLETE THE FORM

LOSS OF SENIORITY EXAMPLES:

1. Moving from one collective agreement to another.
A member working a regular position in a hospital under the Facilities Bargaining Association (FBA) collective agreement resigns to take a regular position in the community under the Community Bargaining Association (CBA) collective agreement and is unable to port their seniority.

Example: LPN works a regular full-time position at Royal Columbian Hospital, resigns to take a part-time home support supervisor position in the community, and as a result loses seniority. This could also happen the other way around: member who moves from a CBA position to an FBA position.

2. Moving from one worksite to another.
A member working a regular position in the community moves worksites to another regular community position and is unable to port their seniority.

Example: LPN works a regular full-time position in Howe Sound Home Support and moves to a part-time position at Richmond Community Home Support.

3. Working multiple positions or status under both the FBA and CBA collective agreements in the same health authority.

Example: LPN works as a casual 200 hours-per-year at Kelowna General Hospital (KGH) covered by the FBA, and as a casual at South Okanagan Home Support covered by the CBA, working 300 hours-per-year. They are terminated from the casual list at KGH for not reaching the 225-hour threshold, even though they worked 500 hours for the health authority.

4. Working as a casual at multiple worksites under the CBA collective agreement.

Example: LPN works in a casual position 400 hours-per-year at Prince George Community Health and works in a casual position 150-hours-per-year in North Peace Home Support. They are terminated from the casual list at North Peace for not reaching the 225-hour threshold, even though they worked 550 hours for the health authority.

For more information, please contact your steward.

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