Single Site Order Update #2

BCNU and other health-sector unions continue to meet with the Health Employers Association of British Columbia and the Ministry of Health to implement the terms of a single site order (SSO) transitional framework agreement recently negotiated with the help of an arbitrator.

The agreement, which aims to ensure the SSO is removed with minimal workplace disruption to staff and patient care, allows unions continue to advocate for members’ job security and rights.

The SSO expired on Dec. 31, 2022. The order had been put in place by the Provincial Health Officer in April 2020 as measure to help control the spread of COVID-19.

Key information updates:

WAGE LEVELING Unions continue to advocate for wage leveling, and the Ministry of Health has made statements indicating that wage leveling will continue following the full removal of the single site order at both independent and publicly funded sites. Please see page 31 of the BC Human Resources Strategy for more information.

WORKING GREATER THAN 1.0 FTE As of Jan. 1, 2023, any member working over 1.0 FTE will return to applicable contract language with overtime rates applied accordingly.

ROTATIONS These may be impacted with the end of the single site order. Please connect with a local steward for assistance as needed.

TEMPORARY POSITIONS Any position that was posted temporarily as a result of the single site order will be posted permanently for application under the applicable collective agreement.

Last November, employers began reaching out to employees who were on COVID leave as a result of the single site order to confirm their intent to return to a COVID-restricted site. Any member who has not been contacted by their employer should inform their manager immediately.

Members requiring assistance transitioning out of a single site should contact a local steward or email SingleSiteQuestions@bcnu.org. Please include your full name, worksite and summary of concerns.

Please consult our FAQ for more details on the Single Site Transition Framework.

More information on the process to repeal the SSO can be found in the Provincial Health Officer’s Dec. 16, 2022 Order.

Frequently Asked Questions

Single Site Transition Framework and COVID-19 Related Measures Act

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When does the Single Site Order (SSO) end?

The orders restricting health-care workers to single sites expired Dec. 31, 2022.

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When can I start working at multiple sites that were restricted by the SSO?

Jan. 1, 2023

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I have been working a combined FTE of up to 1.3 FTE at straight time. When does that end?

As of Jan. 1, 2023, all hours worked more than 1.0 FTE will be paid at overtime as per the applicable collective agreement.

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I took the seniority I earned at my COVID-leave employer to my single-site worksite. Do I get to keep my seniority?

Seniority ported under the SSO will be returned to the COVID-leave employer effective Jan. 1, 2023 unless a porting provision is contained within the collective agreement. Example A: Employer A (COVID-leave site) is a signatory to the NBA collective agreement and Employer B (single site employer) is also a signatory to the NBA collective agreement. You terminate employment at Employer A and article 51 of the NBA collective agreement applies. Example B: Employer A (COVID-leave site) is a signatory to the NBA collective agreement and employer B (single site employer) is a signatory to an independent collective agreement. Your seniority moved under the SSO is deducted. Employer A seniority was 1,000 hours that was ported to Employer B. Combined seniority is now 3,000 hours. You remain at Employer B and are terminated at Employer A. Your seniority effective Jan. 1, 2023 is 2,000 hours at Employer B.

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Can I use my temporarily-ported seniority to bid on postings?

Seniority ported under the SSO can be used to bid on postings up until Dec. 31, 2022, in accordance with the applicable collective agreements. Adjusted seniority will be posted the first full pay period after Jan. 1, 2023. Temporarily-ported seniority cannot be used to bid on a posting that has been re-posted as a result of the expiry of the SSO.

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I am choosing not to return to my line at Employer A and continue my employment at Employer B. I have banked overtime at Employer A. What happens to those hours?

You are entitled to any unpaid monies (including vacation, banked overtime, etc.) that would be paid out at the point of terminating employment. Payments are subject to the applicable collective agreement language.

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I am returning to my COVID-leave employer. Where am I placed on the seniority list?

You are returned to your relative placement on the seniority list when the order expired. Members are not to suffer a relative loss or gain in seniority. Example: Prior to the SSO, you were number 8 on the seniority list. You are placed back at number 8 or between the two people who held number 7 and 9 on the seniority list. Disputes on placement will be addressed at the local level and subject to the dispute resolution process.

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I am returning to my COVID-leave employer where I owned a permanent position. The employer has no lines available to me. What happens?

If you are a junior employee who holds a line of a comparable FTE, you can bump a junior employee, or choose to accept an available vacant line. If nothing is available, your employer and steward will be involved to connect with the regional placement coordinator, who will then look for work that would be comparable from the surrounding area outside of the current employer.

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I am a junior employee who was bumped by another member returning to the worksite from a COVID-leave employer. My employer has no positions available to me. What happens to me?

If all worksite options have been exhausted, your employer and steward would connect you to the regional placement coordinator to find comparable work in the area.