A recent communication from the Public Service Agency has been causing some confusion. In 2007, Memorandum of Understanding 24, Re: The Recruitment and Retention of Court Clerks (R11) and Child and Youth Mental Health Social Workers (SPO24) stated that Child and Youth Mental Health Social Worker clinicians were to receive an adjustment equating to Grid 25. This was always a Temporary Market adjustment (TMA).

This means that your position was never classified as a Grid 25 as the base pay. The CYMH classification has always been a Grid 24 base pay with a 1 Grid TMA and then a subsequent TMA to Grid 26. After the latest round of public service bargaining (ratified last October), your classification received another 2 grid TMA to bring you more in line with the nurses pay doing the same job as you. In order to account for this increase, MOU 24 is cancelled. As a result, you are now at SPO24 (CYMH) with a 4-grid TMA to Grid 28, therefore there is no reduction of base pay.

Historically, TMAs have rarely been rolled back. In the instance of the CYMH classification, there was an administrative error caused by your employer. Your union fought to make sure your classification received an additional pay bump beyond the general wage increase. Your union also ensured this TMA would not be discontinued for those that are already in receipt of a TMA with the negotiated language set out in Memorandum of Understanding 22 , Re: Temporary Market Adjustments which states the following:

4. Except in cases of temporary appointments and substitution pay, an eligible regular employee in receipt of a TMA will continue to receive the TMA should it be discontinued pursuant to #5 below so long as they remain in the position and the principal duties of the position remain unchanged."

5. Any temporary market adjustment is subject to mutual agreement between the Bargaining Principals for the term of the 19th Main Agreement except that the Employer may terminate the payment of any TMA with 60 days' notice to the Union. Except as provided in #4 above, payment of the TMA will cease on the expiry or termination date.
 

We hope this clears up any confusion.

In solidarity,

Your BCGEU Public Service Bargaining Committee

Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President - Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff 

Our current collective agreement – ratified in October 2022 – includes wage protections that adjust our year two general wage increase according to the impact of inflation in the previous 12 months.
 
Today, the inflation figures for February 2023 were released: https://www2.gov.bc.ca/gov/content/data/statistics/economy/consumer-price-index
 
Based on the B.C. Consumer Price Index (CPI) 12 month average increase, members will receive the full 6.75% wage increase as the second-year general wage increase under the Public Service Main Agreement.
 
According to the collective agreement, this increase will take effect from the first full pay period after April 1, 2023. Based on discussions with the Public Service Agency, we expect members will see this increase reflected on their paystubs before the end of April, although the exact date may vary by ministry/department.
 
The general wage increases for each year of the agreement are as follows: 

1. Year 1 – Effective the first full pay period after April 1, 2022 increase all rates of pay by 25 cents per hour and then increase all rates of pay by 3.24%. 
2. Year 2 – Effective the first full pay period after April 1, 2023 increase rates of pay by the annualized average of BC CPI to a minimum of 5.5% and a maximum of 6.75%. 
3. Year 3 - Effective the first full pay period after April 1, 2024 increase rates of pay by the annualized average of BC CPI to a minimum of 2% and a maximum of 3%.

There are also a number of other terms in our collective agreement that take effect on April 1, 2023. To learn about those terms and see how your wages will increase, please visit our ratification page.
 
In solidarity, 

Your Public Service Bargaining Committee

Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President - Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff 
 

In an unprecedented move, the public service bargaining committee has filed a policy grievance to address your ongoing delay in retroactive pay. As we informed you in last week's bulletin, we are committed to protecting your interests and enforcing your collective agreement, and that's why we've initiated the grievance process to address this issue.

The letter, sent to the Assistant Deputy Minister of your employer – B.C.'s Public Service Agency – states "It has now been more than three months since the 19th Main Public Service Agreement was ratified. Despite this significant passage of time, BCGEU members continue to await the retroactive pay increases under that renewed agreement. This delay is unacceptable. Public service workers have already withstood a global pandemic, labour dispute, and an ever‐increasing cost of living." Read the letter here.

Our union is seeking immediate payment, court-ordered interest on the outstanding amounts, and any other remedy required to make our members whole.

While we cannot guarantee an outcome, we are seeking interest-based damages as part of the resolution of the grievance. We will continue to update you on the progress of the grievance and our close monitoring of the new implementation timeline that government has agreed to.

Remember to visit the employer's BCGEU 19^th Main Agreement FAQ web page for their most up-to-date information.
 

In solidarity,

Your BCGEU Public Service Bargaining Committee
 
Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President, Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff

As you know, the 19^th main public service collective agreement was ratified last October, and many of you working in B.C.'s public service are still waiting to receive your retroactive payments. After repeatedly calling on the provincial government to process your retro pay, our union has initiated the grievance process to address this issue.

While we were encouraged to see a statement released yesterday by government about the delay, it's been three months since your agreement was ratified. The delay in retro pay has been too long and is completely unacceptable. We know you're fed up, and you have a right to be. 

We've had conversations with the Deputy Minister and the Head of the Public Service and filing a grievance ensures that government must fulfill their commitment and ensure that every member receives the retroactive payment amount that they are entitled to and that all provisions of the collective agreement are followed.

As your bargaining committee, we remain actively committed to protecting your interests and enforcing your collective agreement. We will continue to keep you updated on the grievance process we've initiated and any other actions we take.
 
In the meantime check back on the employer's BCGEU 19^th Main Agreement FAQ web page for their most up-to-date information.
 
In solidarity,

Your BCGEU Public Service Bargaining Committee
 
Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President, Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff 

UWU/MoveUP

We have heard from many of you that you have not yet received your retro pay. We hear your concerns, and we agree that this is unacceptable. Right from ratification of your collective agreement, we made it clear to your employer – the Public Service Agency (PSA) – that retro pay was a priority. 
 
Your bargaining committee has followed up with your employer and has pressed them on the urgency of this issue. The PSA continues to advise us that they have prioritized the implementation of wage increases and then retroactive pay. We will continue to press the employer on this issue and keep you informed as progress is made.
 
We are currently awaiting changes to the employer's 19^th Main Agreement FAQ web page reflecting these updates.
 
In solidarity,
 
Your BCGEU Public Service Bargaining Committee
 
Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President, Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff

Your Public Service Bargaining Committee continues to monitor the employer's implementation of the terms of the 19th main agreement, and we want to update you on several issues which members have brought to our attention this week. 

General wage increase
The PSA has previously advised that BCGEU pay increases are targeted for the December 23rd payday.

Processing of exceptions will be completed in following pay cycles and then retroactive pay can be expected in 2023. We understand that in some ministries, wage increases have already been implemented and retroactive payments are in process.

However, in other areas, the general wage increase was not included in this week's pay. If you are in this situation, we ask that you advise your manager and send a notice to MyHR.
These delays in the wage increase -- which members ratified months ago -- continue to be an understandable source of frustration. Raising specific areas of concern with the employer is our best way to ensure this is resolved quickly as the employer is responsible for implementing the terms of the new collective agreement.

If you have not received your increase or believe that the increase received is inaccurate, and you are unable to resolve through MyHR, we strongly encourage you to speak to your steward about filing a grievance. It is only through continued pressure that the PSA will correct these issues.

Court Clerk Wage Increases
Several specific issues have been raised by members who are Court Clerks.
 
Under the terms of the new collective agreement, Court Clerks are entitled to:

• MOU 21 - Effective April 1, 2022 Grid level 13 are increased to 15 and grid level 11 are increased to grid 12 
• MOU 22 - Effective April 1, 2022 – Court Clerks R11 will receive an additional two-grid TMA to grid 15

Some members have advised us that they have not received the appropriate increase. As one example, it appears that some members who were court clerks at the grid 13 level received a notification that they were demoted to grid 12 and then received a TMA to grid 15.

It is important for impacted members to understand that the employers' action here is outside of the collective agreement and is not something that the BCGEU has agreed to. We have raised this with the PSA and failing an immediate resolve, we intend to file a policy grievance to get this issue corrected.

If you are one of these members impacted by this, please raise through your Ministry and MyHR.

Retroactive wage increases
According to the PSA, retroactive pay to April 1, 2022 will be paid out in January 2023. If upon receiving the pay you notice any errors, please submit a MyHR ticket to address the issue.

The current year has been a challenging one for the Public Service. Please accept our best wishes for the holiday season and we look forward to a brighter future in 2023!

In solidarity,

Your BCGEU Public Service Bargaining Committee

Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President, Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff 

UWU/MoveUP

Your Public Service Bargaining Committee continues to monitor the employer’s implementation of the terms of the 19th main agreement. It is vital that members understand that the employer is responsible for implementing the terms of the agreement.

When the final version of the agreement is formatted and ready for production, you will receive the complete agreement. Please note that this process can take several weeks. In the meantime, you can access the memorandum of settlement with all new language on both the Public Service Agency (PSA) and BCGEU websites. In addition, details and FAQs can be found here. FAQs are updated on a regular basis and are your best source for answers to many questions.
 
Since our last communication, several areas of the new collective agreement have been generating many member questions. Here are some of the most common questions:

1. Archived vacation payout 

The collective agreement required that vacation carryover in excess of 10 days will be archived and not paid out until termination of employment.
 
As part of the 19^th main agreement the employer has committed to a one-time full payout of all archived vacation up to and including the 2021 vacation year. The PSA has committed to send an email to all employees this month about this process, and these payouts will be made by December 23rd, 2022.  

1. Illness and injury leave to be paid at 100% for first 5 days 

 The collective agreement now provides for all employees, auxiliary or regular, who have been employed for 90 consecutive days to be entitled up to five days of paid illness or injury leave. Employees who took sick leave earlier this year that was paid at 75% are entitled to have those days paid at 100% consistent with the terms of the renewed collective agreement.  
 
If you want to have previous STIIP absences topped up in accordance the new provisions of the collective agreement, the PSA is requiring employees to submit a service request to AskMyHR. If you do not have access to MyHR, in the LDB for example, these requests should be directed to your human resources department. It is important to remember you should initiate your request by the end of the year to be retroactively compensated at 100%.

1. Supplemental leave 

The renewed collective agreement contains a new provision for up to two days of supplemental leave with pay per calendar year subject to the 70-hour maximum leave entitlement outlined in Article 20.12.
 
Effective April 1st, 2022, an employee shall be entitled to two days of supplemental leave at their regular rate of pay per calendar year. These days are subject to operational requirements and cannot be attached to other leaves of absence, including vacation and paid statutory holidays. This may be used in one-half shift increments.

Members should also be aware that these days can be attached to flex days resulting from a modified work week. In addition, the supplemental leave can be used two days in a row.

In their FAQ, the employer has also noted that: “Such leave shall not be unreasonably withheld.”
 
We have heard from many members that their requests to take this leave are being denied. If your request for this supplemental leave meets the criterion outlined in the collective agreement, and you believe your request is being unreasonably denied, please contact a steward and file a grievance. 

1. Pay increases and retroactive payment 

As we have previously advised, the implementation of pay increases will likely take place in two stages: The introduction of the new pay rates will take place first. Following that, retroactive payments will follow.
 
The PSA has said that BCGEU pay increases are targeted for the December 23rd payday. Processing of exceptions will be completed in following pay cycles and then retroactive pay can be expected in 2023. In some areas we understand wage increases have already been implemented and retroactive payments are in process.
 
We continue to monitor this closely and are in regular contact with the employer about this. The process of implementing our new wage rates and paying retroactive payments is taking far too long from our perspective. To make matters worse, in some areas such as the Pension Corporation it appears that managers have received their new pay rates before BCGEU members. This is unacceptable and we have shared our strong concerns with the PSA.
 
We are continuing to monitor these implementation issues and will update you as needed.
 
In solidarity,
 
Your BCGEU Public Service Bargaining Committee
 
Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President, Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff
 
UWU/MoveUP

Your bargaining committee is currently working to make sure that the negotiated changes to our agreement are correctly integrated into the full text of the previous main agreement. Once the final draft is complete and the employer has signed off on it, the agreement will be formatted and ready for production. We anticipate that the printed collective agreement will be distributed early in the new year. In the meantime, the memorandum of settlement with all new language is available for reference on both the Public Service Agency (PSA) and BCGEU websites.

New pay scales and retroactive payments
The PSA is responsible for implementing the terms of the renewed agreement through their payroll system. The BCGEU is in regular contact with the PSA as we work through the implementation process.
 
We anticipate that the revised pay scales including the year 1 wage increases will be posted shortly.
 
The implementation of pay increases will likely take place in two stages: The introduction of the new pay rates will take place first.  Following that, retroactive payments will follow. Many of you have been asking about the timeline for the payment of retroactive pay. The PSA has advised that they are currently prioritizing implementation of wage increases and then retroactive pay.
 
Reminder: While the timing of wage increases and retroactive pay are still being determined, all terms of the newly ratified agreement are now in effect, including the new leaves.

Component Agreements
Component agreements will be produced and printed at the same time as the Main Agreement, and the final language will be posted electronically as soon as they are ready.
  
Employer FAQ
The PSA has posted an FAQ addressing the changes to the BCGEU 19th agreement. It can be found on MyHr via the following link: 
Collective agreements - Province of British Columbia (gov.bc.ca)
 
Many of the questions you may have in terms of the implementation of the agreement, including new wage rates, retro pay etc. will be posted on these FAQs which are updated regularly. 

We will update you as progress is made. 
 
In solidarity,

Your BCGEU Public Service Bargaining Committee
 
Stephanie Smith, President and Committee Chair
Paul Finch, Treasurer
Judy Phipps, Executive Vice President
Dean Purdy, Vice President - Component 1
Kusam Doal, Vice President - Component 5
Judy Fox-McGuire, Vice President - Component 6
Kayla Woodruff, First Vice President - Component 6
Maria Middlemiss, Vice President - Component 12
DJ Pohl, First Vice President - Component 12
Robert Davis, Vice President - Component 20
Michael Eso, Secretary and Lead Negotiator
Lisa Lane, Support Staff

UWU/MoveUP

FOR IMMEDIATE RELEASE
October 18, 2022

B.C.'s public service members ratify collective agreement

BURNABY, B.C. – Over a two-week voting period, members of the BCGEU's (BC General Employees' Union) public service bargaining unit voted 53.4 per cent in favour of the tentative agreement reached with B.C.'s Public Service Agency (PSA) on September 6. More than 71 per cent of eligible members voted in the ratification process.
 
"This ratification marks the end of a long, challenging round of bargaining," said BCGEU President Stephanie Smith, who also serves as Chair of the Public Service Bargaining Committee. "And this agreement is the beginning of a renewed investment in public services and the workers that provide them that will ultimately benefit everyone in B.C. But the result is a clear message from our members that our work is not over."
 
Highlights of the new three-year agreement include:

• A three-year term from April 1, 2022, to March 31, 2025.
• General wage increases:
  • Year 1 – a flat increase of $0.25/hour which provides a greater percentage increase for lower paid employees (for BCGEU workers, an average of 0.76%) plus 3.24%
  • Year 2 – 5.5% plus a potential Cost of Living Adjustment to a maximum of 6.75%
  • Year 3 – 2% plus a potential Cost of Living Adjustment to a maximum of 3%

• Improvements to occupational health and safety
• Improvements to mental health in the workplace
• Employment security
• Equity and worker's rights
• Improved and more flexible leave provisions

The agreement is now fully in effect as the 19th Main Agreement between the BCGEU and the PSA, with a number of terms retroactive to April 1, 2022.
 
In addition to the 33,000 members in the public service bargaining unit, an additional 31,000 public sector BCGEU members are still engaged in bargaining under the Community Social Services, Community Health, Post-secondary instructors and support, and Health Science Professionals agreements.
 
BCGEU is one of the largest unions in British Columbia, with over 85,000 members in almost every community and economic sector in the province.
 
Please see attached backgrounder for additional details and a timeline of public service bargaining.

For more information, contact BCGEU Communications at 604-291-9611 or [email protected]

UWU/MoveUP