In recognition of the importance of tackling shortages affecting health science professions, the Ministry of Health has agreed to further extend initiatives launched last year to increase recruitment of health science professionals in rural communities, and among professions facing acute shortages in urban centres. 

Our advocacy on behalf of members, which resulted in the creation and now extension of these initiatives, will continue. The Ministry of Health is currently undertaking a review of programs and spending and, as part of this process, is doing an evaluation of the recruitment and retention incentive programs.

The Provincial Rural Retention Initiative (PRRI), which initially ran April 1, 2024 to March 31, 2025, was extended until June 30, 2025, and will be further extended to September 30, 2025, providing health science professionals with quarterly retention payments where they are critically needed to address long-standing shortages. PRRI, which was originally piloted in 18 communities, was expanded last year to cover 56 additional rural communities across B.C. The program provides recruitment incentives of up to $8,000 per year or $2,000 per quarter for health science professionals working in regular positions – new and current – for work done in these communities between April 1, 2024 to September 30, 2025.

By providing this incentive, the program aims to encourage new and current health science professionals to move to rural communities. 

The GoHealth BC Recruitment and Retention Initiative, the Rural and Remote Recruitment Initiative (RRRI) and the Recruitment Incentive for Difficult to Fill Vacancies will all be extended temporarily for an indefinite period of time: 

• The GoHealth BC Recruitment and Retention Initiative, which in pilot form applied only to laboratory technologists in Northern Health, may be expanded to cover additional health science professions in Northern Health and additional health authorities. This will be done in a phased process, with the objective of applying to all of the professions listed below. By offering a signing bonus of up to $10,000 with a 12-month travel work commitment, the program aims to draw professionals from out of province and/or country, out of private agency work and to bring retired professionals back into the system. 

• The Rural and Remote Recruitment Initiative (RRRI) provides a recruitment incentive payment of up to $30,000 to new health science professionals starting careers in professions facing severe shortage. Due to higher vacancy rates and more complex challenges, eligible vacancies identified in rural and remote communities in Northern Health are eligible for $30,000 incentive payments (prorated based on FTE of the eligible vacancy). HSPs who are recruited into eligible vacancies identified outside of Northern Health are eligible for up to $20,000 incentive payments (prorated based on FTE of the eligible vacancy). The health science professional must remain employed in the regular, priority occupation position in that community for a period of 24 months, failing which the employer will recover the incentive payment made on a pro-rata basis. Note that members already working in these areas, or currently working in remote communities and moving to another remote community, are not eligible. Eligible professions are listed below. 

• The urban and metro Recruitment Incentive for Difficult to Fill Vacancies provides new health science professionals with a recruitment incentive of up to $15,000 with a 24-month work commitment. The program aims to draw professionals from out of province and/or country, out of private agency work, offers an opportunity to recruit existing casuals into regular positions, and bring retired professionals back into the system. Eligible professions are listed below. 

The following professions are eligible for PRRI, GoHealth and RRRI incentives: 

• Anesthesia Assistant 
• Biomedical Engineering Technologist 
• Cardiac Technologist 
• Clinical Counselor 
• Diagnostic Cytology Technologists 
• Dietitian 
• Medical Laboratory Technologist 
• Medical Radiation Technologists (Magnetic Resonance Imaging Technologist, Radiation Therapist, Radiological Technologist, Nuclear Medicine Technologist, PET Technologist, CT Technologist) 
• Occupational Therapist 
• Pharmacist 
• Physics Assistant 
• Physiotherapist 
• Psychologist 
• Radiation Therapy Service Technologist 
• Radiology Service Technologist 
• Respiratory Therapist 
• Social Worker 
• Sonographer 
• Speech Language Pathologist 

In addition to the above list, the following profession is eligible for the urban and metro Recruitment for Difficult to Fill Vacancies incentive: 

• Perfusionist

Some of the initiatives may be combined but cannot exceed the Recruitment Incentive – Rural and Remote maximum amounts above. For example, an HSP who has received a GoHealth BC Recruitment Incentive and who is subsequently employed in a regular vacancy eligible for the Rural and Remote Recruitment Incentive may also receive a Rural and Remote Recruitment Incentive payment, but the combined total of these payments will be limited to the maximum Rural and Remote Recruitment Incentive that is available within the area (i.e. $30,000 within an eligible Northern Health community, or $20,000 in an eligible community outside of Northern Health). 

 
In solidarity, 

Your BCGEU HSP Bargaining Committee 

Tim Little, Local 404 Bargaining Chairperson 
Matthew Cook, Local 401 
Virginie Fostroy, Local 407 
Michelle McAuley, Staff Representative, Negotiations 

P.S. Check that we have your personal email address here https://my.bcgeu.ca/signup and forward this link to any colleagues not receiving updates. 

UWU/MoveUP

Your bargaining committee met with the Health Science Professionals Bargaining Association (HSPBA) for the third round of bargaining on May 20-23.

To date, the bargaining committee has tabled more than 50 proposals, each of which is based on specific ideas submitted by members and prioritized in discussions at the fall bargaining proposal conference. Bargaining committee members are working to make progress at both the main table, and in small table discussions focusing on key issue areas.

Members elected to serve on the bargaining committee come from a range of professions and bring a diversity of perspectives and experience to the discussions, ensuring the needs of all professions are addressed. The HSPBA joint bargaining committee also includes representatives from HSA, CUPE, PEA, and HEU—all of whom are covered by the same collective agreement. While the economic landscape is challenging, the committee is dedicated to securing the improvements needed to address critical issues like shortages, fair pay, and improved care for patients and clients.

Bargaining is set to resume June 16-20. 

In solidarity,

Your BCGEU HSP Bargaining Committee

Tim Little, Local 404 Bargaining Chairperson 
Matthew Cook, Local 401 
Virginie Fostroy, Local 407 
Michelle McAuley, Staff Representative, Negotiations 


P.S. Check that we have your personal email address here https://my.bcgeu.ca/signup and forward this link to any colleagues not receiving updates. 


UWU/MoveUP

UWU/MoveUP

HSPBA Recruitment and Retention Initiatives Extended: PRRI extended to June 30, other programs extended temporarily 

In recognition of the importance of tackling shortages affecting health science professions, the Ministry of Health has agreed to extend initiatives launched last year to increase recruitment of health science professionals in rural communities and among professions facing acute shortages in urban centres.

The HSPBA's advocacy on behalf of members, resulted in the creation and now extension of these initiatives. The Ministry of Health is currently undertaking an evaluation of the recruitment and retention incentive programs and the HSPBA is seeking further extensions of the timelines and expansion to cover more communities and professions.

The Provincial Rural Retention Initiative (PRRI), which initially ran April 1, 2024 to March 31, 2025, will be extended to June 30, 2025, providing further signing bonuses to recruit new health science professionals where they are most critically needed to address long-standing shortages. PRRI was initially piloted in a small number of communities in Northern Health Authority and was expanded last year to cover 56 rural communities across BC. The program provides recruitment incentives of up to $8,000 per year or $2,000 per quarter for all health science professionals – new and current – for work done in these communities between April 1, 2024 and June 30, 2025. For a full list of the communities covered by PRRI, click here. By providing this incentive, the program aims to encourage new and current health science professionals to move to rural communities.

The GoHealth BC Recruitment and Retention Initiative, the Rural and Remote Recruitment Initiative (RRRI) and the Recruitment Incentive for Difficult to Fill Vacancies, will be extended temporarily for an indefinite period of time: 

• The GoHealth BC Recruitment and Retention Initiative, which in pilot form applied only to laboratory technologists in Northern Health, has been expanded to cover additional health science professions in Northern Health and additional health authorities. This will be done in a phased process with the objective of applying to all of the professions listed below. By offering up to $10,000 as a signing bonus with a 12-month travel work commitment, the program aims to draw professionals from out of province and/or country, out of private agency work, and to bring retired professionals back into the system.

• The Rural and Remote Recruitment Initiative (RRRI) provides a recruitment incentive payment of up to $30,000 to new health science professionals starting careers in professions facing severe shortage. Due to higher vacancy rates and more complex challenges, eligible vacancies identified in rural and remote communities in Northern Health are eligible for $30,000 incentive payments (prorated based on FTE of the eligible vacancy). HSPs who are recruited into eligible vacancies identified outside of Northern Health are eligible for up to $20,000 incentive payments (prorated based on FTE of the eligible vacancy). The health science professional must remain employed in the regular, priority occupation position in that community for a period of 24 months, failing which the employer will recover the incentive payment made on a pro-rata basis. Note that members already working in these areas or currently working in remote communities and moving to another remote community are not eligible. Eligible professions are listed below. Communities covered by the incentive, which align with incentives offered to doctors and nurses, can be found here.

• The urban and metro Recruitment Incentive for Difficult to Fill Vacancies provides new health science professionals with a recruitment incentive of up to $15,000 with a 24-month work commitment. The program aims to draw professionals from out of province and/or country, out of private agency work, and offers an opportunity to recruit existing casuals into regular positions and bring retired professionals back into the system. Eligible professions are listed below. 

The following professions are eligible for PRRI, GoHealth and RRRI incentives: 

• Anesthesia Assistant 

• Biomedical Engineering Technologist 

• Cardiac Technologist 

• Clinical Counselor 

• Diagnostic Cytology Technologists 

• Dietitian 

• Medical Laboratory Technologist 

• Medical Radiation Technologists (Magnetic Resonance Imaging Technologist, Radiation Therapist, Radiological Technologist, Nuclear Medicine Technologist, PET Technologist, CT Technologist)

• Occupational Therapist 

• Pharmacist 

• Physics Assistant 

• Physiotherapist 

• Psychologist 

• Radiation Therapy Service Technologist 

• Radiology Service Technologist 

• Respiratory Therapist 

• Social Worker 

• Sonographer 

• Speech Language Pathologist 

In addition to the above list, the following profession is eligible for the urban and metro Recruitment for Difficult to Fill Vacancies incentive:

• Perfusionist

Some of the initiatives can be combined but cannot exceed the Rural and Remote Recruitment Incentive maximum amounts above. For example, an HSP who has received a GoHealth BC Recruitment Incentive and who is subsequently employed in a regular vacancy eligible for the Rural and Remote Recruitment Incentive may also receive a Rural and Remote Recruitment Incentive payment, but the combined total of these payments will be limited to the maximum Rural and Remote Recruitment Incentive that is available within the area (i.e. $30,000 within an eligible Northern Health community, or $20,000 in an eligible community outside of Northern Health). 

UWU/MoveUP

NEW MENTAL HEALTH SUPPORT FUND TO TOP UP BENEFITS

A new mental health support fund will be available tomorrow (April 1) to help Health Science Professional Bargaining Association (HSPBA) members. 

Your union has negotiated this funding with the BC government as part of our ongoing work to provide greater support for members, especially for those dealing with the impact of significant shortages and excessive workload. This one-time $11 million grant through BC's Ministry of Health will fund up to $5,000 worth of enhanced mental health and wellness support for HSPBA members like you.

The fund will be available to members as supplementary benefits as part of the Joint Health Science Benefits Trust (JHSBT), which provides health benefits to HSPBA members – essentially raising the limit on benefits to allow more time with psychologists, clinical counsellors, online cognitive behavioural therapy and social workers, and adding coverage for dietitians for the duration of the fund.

The fund is open to all HSPBA members who are regular full-time, regular part-time, and casual employees covered by benefits. It does not extend to spouses, dependents or other family members.

BENEFITS ELIGIBLE FOR TOP UP

The fund will top up your coverage by up to $5,000 over the lifetime of the fund for the following supplemental benefits:

• Psychology benefit enhancement: Registered social workers will be added as an ongoing approved service provider under the existing $900 annual psychology benefit of the JHSBT plan effective June 1, 2025. For claims incurred between April 1, 2025 and May 31, 2025, please see the information below about that reimbursement process.

• Psychology top up: Once a member reaches the $900 per calendar year combined maximum psychology benefit, they will have access to an additional $1,100 per calendar year combined maximum at 100% reimbursement, subject to Pacific Blue Cross's reasonable and customary limits, for registered social workers, registered clinical counsellors, registered psychologists, and online cognitive behavioural therapy (iCBT) programs available through Pacific Blue Cross. The HSPBA supplementary top-up will be available effective April 1, 2025.

• For claims made between April 1 and May 31, 2025 only: During the months of April and May 2025, the HSPBA supplementary psychology benefit will be available to members through an interim reimbursement arrangement with the Healthcare Benefit Trust. For more information about claims made April 1, 2025 - May 31, 2025, please email [email protected].

• For claims made June 1, 2025 onward: Effective June 1, 2025, the HSPBA supplementary psychology coverage may be accessed by submitting receipts for reimbursement to Pacific Blue Cross as per the usual claims process.

• Registered Dietitian: $600 per calendar year at 100% reimbursement and no annual deductible, subject to Pacific Blue Cross's reasonable and customary limits, effective April 1, 2025, and submitted to Pacific Blue Cross via the usual claims process.

HOW TO APPLY

You do not need to apply to access this funding. Simply claim your benefits as usual, with the exception of benefits in April and May of this year.

Claims made for benefits during April and May 2025 will have to be submitted to the Healthcare Benefit Trust. For more information about claims made April 1, 2025 - May 31, 2025, please email [email protected].

Starting June 1, 2025, you can claim as usual through Pacific Blue Cross. The additional funding will allow you to claim more time with the professionals listed above.

HOW LONG WILL THE FUNDING BE AVAILABLE?

The $11 million in funding will be available to top up benefits starting April 1 and will remain available until individual members have incurred $5,000 in supplementary benefit claims, or all funding is depleted.

UWU/MoveUP

Negotiations to determine the pay, benefits and protections for your next contract have begun. The Health Science Professionals Bargaining Association (HSPBA) bargaining committee met with the employer for initial discussions on March 6.

THE NEGOTIATING TEAM

The multi-union bargaining committee team includes professional negotiators and members elected by their colleagues to represent them in the talks. 

Negotiations will be guided by input from the union membership through bargaining proposals submitted by members last fall and prioritized by elected delegates who attended the October bargaining conference.

As you know, the Health Sciences Association is the lead union for the HSPBA collective agreement. Other than BCGEU, representatives from other unions with members covered by the collective agreement also sit on the bargaining committee. Those unions include Canadian Union of Public Employees (CUPE), Hospital Employees' Union (HEU), and Professional Employees Association (PEA).

WHAT HAPPENS NEXT

The current contract expires March 31, and its provisions will be in force until a new contract is negotiated and ratified in a vote that will include all members.

BCGEU will be reporting to members on the progress of negotiations in the coming weeks and months. These updates will be provided by email, so it's important to keep your contact information up to date. To check to see if BCGEU has your current information, visit https://my.bcgeu.ca/signup and please encourage your colleagues to do the same. 

ESSENTIAL SERVICE WORK NEARLY COMPLETE

Negotiations with employers are in full swing for determining essential services levels across health care as required by law. British Columbia's essential services legislation creates a balance between workers' rights to strike, and the need to protect the public from "immediate and serious danger." While bargaining can proceed, essential service levels must be established before any form of job action can be undertaken. When essential service levels are in place, the employers' human resources are reduced, placing pressure on the employer to get back to the bargaining table. A balance is thereby struck, which prevents the chaos of a total withdrawal of service in the health care system, but allows meaningful collective bargaining to take place.

STAY UP TO DATE ON BARGAINING NEWS

In other bargaining news, the BCGEU has developed an information hub for members where significant bargaining updates will be posted. The site has six sections-one for each sector-as well as education materials and profiles of your bargaining committee. For more information about how bargaining works, talk to your steward, or visit the BCGEU bargaining information hub.

In solidarity, 

Your BCGEU HSP Bargaining Committee

Tim Little, Local 404 Bargaining Chairperson 
Matthew Cook, Local 401 
Virginie Fostroy, Local 407 
Michelle McAuley, Staff Representative, Negotiations 

P.S. Check that we have your personal email address here https://my.bcgeu.ca/signup and forward this link to any colleagues not receiving updates. 

UWU/MoveUP

Our collective agreement with the Health Employers Association of BC (HEABC) - the contract that outlines our wages, working conditions and more - will expire in 2025. This means that it's time to start preparing to negotiate a new one. 

The negotiation (or bargaining) process has several stages which are outlined below. Every stage is driven by BCGEU members like you, bringing ideas forward to improve your working conditions, and B.C.'s health care system more widely. 

Members working in the health sciences are represented by the Health Science Professionals Bargaining Association (HSPBA) – a bargaining committee of 17 voting members covering five unions. The Health Sciences Association (HSA) is the lead union with 10 voting members as they represent the most workers. The BCGEU has three voting members on the committee to represent your interests and lead you through each stage of the bargaining process. 

We are currently in stage 1 - determining our bargaining priorities. In the coming days, we will email you a survey to complete about the issues that are most important to you. Please keep an eye on your inbox for the survey and don’t miss your chance to weigh in

A snapshot of the bargaining process: 

1. Determine our bargaining priorities: Our bargaining committee leads members through a process to identify the most important workplace issues to tackle in bargaining. It is important our committee receives responses from a majority of members so we can be confident that the issues identified are representative. We look for the most widely and deeply felt concerns, patterns in grievances and trends compared to previous bargaining rounds.
    
2. Bargain with the employer: Our bargaining committee prepares proposals based on your input, and the employer prepares proposals of their own. Bargaining officially begins when the two parties exchange proposals. Negotiation continues until one of two things happen – either an impasse or a tentative agreement (see below for more). Throughout this stage, you and your co-workers will be asked to engage in collective action to show the employer that we are united, and pressure them to agree to our demands.
   
   
3. If impasse is reached, escalate pressure: An impasse is when the two parties are unable to reach an agreement through negotiation. If an impasse is reached, our bargaining committee may call for us all to take a strike vote. Sometimes the threat of a strike is enough to force the employer back to the table. Sometimes we can avoid a strike by entering into mediation. And sometimes it’s necessary to take job action – such as an overtime ban, work-to-rule and/or a strike. Before taking any job action, our bargaining committee will hold discussions with members to make sure everyone is ready to act together.
   
   
4. Vote on a tentative agreement: Eventually we will reach a tentative agreement – whether through negotiation alone or after mediation or job action. Once the two parties reach a tentative agreement, you will receive a package of information outlining the details of the tentative agreement, and our bargaining committee will hold ratification meetings to make sure everyone understands what’s in the deal. Then you and your co-workers will vote on the tentative agreement. If a majority of members vote in favour, the agreement is ratified as our new collective agreement. If members vote down the tentative agreement, the bargaining process resumes until a new tentative agreement is reached. 

You can also check out this infographic that illustrates the bargaining journey over time.

P.S. It is important to note that tens of thousands of other BCGEU members under five other agreements in B.C.'s public sector will also be negotiating new collective agreements in 2025. Because our agreement and their agreements are negotiated with essentially the same employer – the B.C. provincial government – our union is taking a coordinated strategic approach to ensure our employer knows we are aware of our collective power and are prepared to use it if needed. We will keep you informed of any coordination efforts as they are made. 

In solidarity, 

Mahen Ramdharry
BCGEU vice-president for Health Services (Component 4) 

UWU/MoveUP