Staff Job Dispute Update
As we reported earlier, COPE/MoveUp have rejected the recommendations issued by veteran mediator Vince Ready. Following a full discussion, Council voted unanimously to accept the recommendations.
The decision was made because Council believes the recommendations were fair and balanced. They are:
Sick Bank Entitlements: with respect to sick bank entitlements for new employees hired after the signing of the Collective Agreement, I recommend the following:
Notwithstanding Article 11.01 all new regular employees hired after the date of this agreement will receive and accrue their sick bank in the following manner:
One year 0.5 days per month 6 days
Two years .75 days per month 9 days
Three years 1 day per month 12 days
Four years 1.25 days per month 15 days
Five years 1.5 days per month 18 days
Six years 2 days per month 24 days
Term of agreement: Term of agreement to become effective January 1, 2016 and expire on December 31, 2023.
Wages:
January 1, 2016 0%
January 1, 2017 0%
January 1, 2018 0%
January 1, 2019 .5%
January 1, 2020 1%
January 1, 2021 Equal to NBA negotiated increases (excluding any market adjustment)
January 1, 2022 Equal to NBA negotiated increases (excluding any market adjustment)
Signing bonus: upon ratification of this agreement the Employer will pay a signing bonus of $4,000.00 to employees covered under this Collective Agreement. Such payment will be prorated based upon the employees FTE and exclude casual employees.
Post Retirement Benefits: The employer currently manages a Retirement Benefit Plan ("the Plan") for BCNU members. The Plan mandates a 1% contribution of payroll (inclusive of wages and benefits), in order to attain retiree benefits. The Plan is managed by the BCNU.
The Employer is agreeable to allowing BCNU employees represented by the MoveUp to join the plan subject to:
- An agreement by the employees to contribute 1% of payroll into the plan;
- Consultation with the Health Employer's Association; and
- The formation of a retiree benefit scheme within the existing Plan which is mutually agreeable by the Parties.
Return to work protocol:
- I recommend that there be an orderly return to work of employees by no later than November 15, 2016
- Seniority shall continue during the strike.
Previously agreed items: All matters previously agreed between the parties form part of these recommendations.
Implementation matters: Vince Ready will retain the necessary jurisdiction as an expedited arbitrator to resolve any matters arising out of the implementation of these recommendations.
We remain hopeful that the expertise of Vince Ready will result in a resolution as he continues to work with the parties.