Deputy Sheriff Benchmark Hearing Update


This is to report that the BCGEU’s evidence and arguments for the benchmark reviews for Deputy Sheriffs, Sergeants and Staff Sergeants have been submitted to the arbitrator. The arbitrator will now consider our union’s case and render a decision.

Our materials consist of four large binders of detailed arguments and evidence. We have argued the following factors:

Deputy Sheriff:

  • Factor 1 – Job Knowledge, based on significant changes in duties since 1996 when the reference jobs were first agreed
  • Factor 4 – Physical Coordination and Dexterity, due to the new COF requirements and obtaining court-ordered DNA
  • Factor 5 – Work Assignments, for being guided by a broad range of policies while delivering enforcement and protection services
  • Factor 6 – Financial Responsibility, based on jury expenses/civil trial refunds
  • Factor 7 – Responsibility for Information, due to gathering evidence for criminal investigations
  • Factor 11 – Physical Effort, based on the weight of your mandated uniform, duty belt and equipment weighing more than 20 pounds, plus having to wear it between 20% and 70% of the time while performing standing/moving duties (i.e. not sitting)

Sergeant:

  • Factor 2 – Mental Demands, based on having to adapt and modify approaches when planning and reviewing daily operations
  • Factor 4 – Physical Coordination and Dexterity, due to the new COF requirements
  • Factor 5 – Work Assignments, for being guided by policies while planning and coordinating daily operational programs at all levels of court
  • Factor 6 – Financial Responsibility, based on authorizing overtime
  • Factor 11 – Physical Effort, for the same reasons as the Deputy Sheriff

Staff Sergeant:

  • Factor 1 – Job Knowledge, based on new higher level duties due to business and operational planning for high risk/high security trials and escorts
  • Factor 4 – Physical Coordination and Dexterity, due to the new COF requirements
  • Factor 8 – Human Resources Responsibility, based on supervising a significant number of employees
  • Factor 11 – Physical Effort, for the same reasons as the Deputy Sheriff

The union bears the onus to prove its case. This means that, for each factor in dispute, our union must prove two things to win. First, we must prove there has been a significant change in the duties of each position from when the reference jobs were first agreed upon in the mid-1990s. If we succeed in the first test, we must then prove that those significant duty changes make the union's rating in that factor a better fit than the Public Service Agency's rating.

The arguments are detailed and technical. The Public Service Agency has also submitted detailed information and evidence for the arbitrator's consideration.

We do not know how long it will take for the arbitrator to make a decision, but will keep you updated.

Our union is completing the same process for the Corrections benchmark hearing and will follow the Sheriffs. We will provide another update as information becomes available.

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