The collective agreement for HRC Care Society (Westminster House) ratified yesterday with a 98% yes vote.

Your union agreed to a number of changes with the following highlights:

• Improved harassment language and added definitions of sexual and personal harassment that includes psychological harassment
• If a member forgets to make a written request to have discipline removed from their file after 18 months with no further discipline the Employer will not be able to refer to it or rely on it if something happens after the 18 months
• Added language restricting how long a position can be considered temporary before being posted as a regular position while providing options for anyone who returns from a medical or Workers' Compensation Board absence after one year
• Expanded the bumping options in the event of a layoff (members will be able to bump any junior person provided they are qualified for the job)
• Agreement to post members’ work and vacation schedules (currently a member has to go and ask to see their schedule, and vacation schedules are not posted)
• Overtime: Members will be provided an option to be paid out at rate OT was earned (current policy), or to be paid the premium (.5 X or 1 X) and bank equivalent hours at straight-time and take the time off within the calendar year;
• Added sharing of overtime language
• Stat holiday lieu days – members will be able to take these within the calendar year it is earned (instead of within 60 days)
• Moved to 2 vacation periods in a year and clarified the “Choice system” to prevent members from losing their choices if their first choice is declined
• Changes to a member’s vacation, other than for emergencies, will be permitted
• Special Leave: added ability to have time off to attend a funeral as a mourner, and went to 1 day for mourner or pall bearer (current entitlement is ½ day) 
• Added ethno-cultural or religious practices to bereavement leave
• Removed the sunset date from the Contracting Out language 
• Removed requirement for casual employees to serve a 2nd probationary period when they post into a regular position
• Revised the Casual Call In language and included time for members to return calls
• Compensation: Average total compensation for the term of the agreement is 9.6%
  • Year 1: effective first pay period after date of ratification (year 1 total compensation of 2.9 – 14.8% with more than 60% of the bargaining unit receiving 5% or more)
    • Care Aides, LPNs and Cooks: market adjustment: move to one rate (current top step) to address recruitment & retention issues in these classifications
    • 1.5% GWI to revised grid
    • Reduced the cost of staff meals from $6.00 to $4.00 per meal
  • Year 2:  (year 2 total compensation of between 3 and 4%)
    • Effective April 1, 2018: Increase to the annual combined maximum for Plan A & B to $1,500 (from $1,000)
    • effective first pay period after July 1, 2018: 1% GWI
• 2.5 year agreement with expiry June 30, 2019

The collective agreement for HRC Care Society (Westminster House) ratified yesterday with a 98% yes vote.

Your union agreed to a number of changes with the following highlights:

• Improved harassment language and added definitions of sexual and personal harassment that includes psychological harassment
• If a member forgets to make a written request to have discipline removed from their file after 18 months with no further discipline the Employer will not be able to refer to it or rely on it if something happens after the 18 months
• Added language restricting how long a position can be considered temporary before being posted as a regular position while providing options for anyone who returns from a medical or Workers' Compensation Board absence after one year
• Expanded the bumping options in the event of a layoff (members will be able to bump any junior person provided they are qualified for the job)
• Agreement to post members’ work and vacation schedules (currently a member has to go and ask to see their schedule, and vacation schedules are not posted)
• Overtime: Members will be provided an option to be paid out at rate OT was earned (current policy), or to be paid the premium (.5 X or 1 X) and bank equivalent hours at straight-time and take the time off within the calendar year;
• Added sharing of overtime language
• Stat holiday lieu days – members will be able to take these within the calendar year it is earned (instead of within 60 days)
• Moved to 2 vacation periods in a year and clarified the “Choice system” to prevent members from losing their choices if their first choice is declined
• Changes to a member’s vacation, other than for emergencies, will be permitted
• Special Leave: added ability to have time off to attend a funeral as a mourner, and went to 1 day for mourner or pall bearer (current entitlement is ½ day) 
• Added ethno-cultural or religious practices to bereavement leave
• Removed the sunset date from the Contracting Out language 
• Removed requirement for casual employees to serve a 2nd probationary period when they post into a regular position
• Revised the Casual Call In language and included time for members to return calls
• Compensation: Average total compensation for the term of the agreement is 9.6%
  • Year 1: effective first pay period after date of ratification (year 1 total compensation of 2.9 – 14.8% with more than 60% of the bargaining unit receiving 5% or more)
    • Care Aides, LPNs and Cooks: market adjustment: move to one rate (current top step) to address recruitment & retention issues in these classifications
    • 1.5% GWI to revised grid
    • Reduced the cost of staff meals from $6.00 to $4.00 per meal
  • Year 2:  (year 2 total compensation of between 3 and 4%)
    • Effective April 1, 2018: Increase to the annual combined maximum for Plan A & B to $1,500 (from $1,000)
    • effective first pay period after July 1, 2018: 1% GWI
• 2.5 year agreement with expiry June 30, 2019