Tentative 2022-2025 Collective Agreement Changes

CEU Members – for the full version of changes and ratification meeting links, please refer to the email sent to you on Friday, Nov. 18^th from CEU

In our bargaining survey of the Membership, you told us your top items you wished to have addressed this round of bargaining.  They were:  wages; work at home; benefits; workload; leaves; and, mental health in the workplace (in that order of priority).

We are happy to report that we have made gains, some very significant, in all areas. 

Summary:

• 3 year Collective Agreement (“CA”)

Wages/Money

• April 1, 2022: a $0.25 per hour increase and then a 3.24% General Wage Increase
• April 1, 2023: Increase rates of pay by the annualized average of BC Consumer Price Index (over twelve months starting on March 1, 2022) to a minimum of 5.5% and a maximum of 6.75%
• April 1, 2024: Increase rates of pay by the annualized average of BC Consumer Price Index (over twelve months starting on March 1, 2023) to a minimum of 2.0% and a maximum of 3.0%
• Increased meal and per diem allowances

Work at Home

• All job postings must now provide notice as to whether the position can be done at home in hybrid arrangement or must be performed 100% in the WCB office
• Work at home language has been expanded in Work at Home LOU B22 to provide additional rights and safeguards for members
• No concessions to existing Work at Home LOU B22 language

Extended Health Benefits

• Psychological counselling coverage per calendar year increased from $2,400 to $3,600 starting immediately on the date of ratification
• Eyeglasses/contact lenses increased from $500 every 2 years to $650 every 2 years starting immediately on the date of ratification
• The full series of a shingles vaccine of your choice every 5 years to employees and their dependents who are over 50 years of age. This coverage begins on the date of ratification
• Chiropractor coverage increased from $550 to $650 starting on the date of ratification
• Major dental category Plan B (eg. Crowns etc) increased from 70% of costs reimbursed to Member to 85% of costs reimbursed to Member beginning on April 1, 2023
• Gum grafting up to $2,000 per person (for employees and their dependents) per year (100% reimbursement level) beginning on April 1, 2023
• Massage coverage increased per calendar year from $650 to $850 beginning on April 1, 2023

• Guaranteed AD&D coverage for employees up to $250k. Option for employees to purchase additional, insurance up to $500k for life and $500k for AD&D coverage in the future
• New minimum baseline long term disability rates added to the CA

Workload

• Existing mandate of the Joint Workload Committee is maintained (ie. investigation of objective factors causing workload; development of complexity and effort tools to assess workload etc.)
• Creation of new employee-driven workload process added to the Collective Agreement
• Joint Workload Committee to produce 2 Reports analyzing the forms, information, problems, solutions etc. generated by the new process. Reports sent to all VPs at WCB.

Leaves/Time Off Provisions for Life-Work Balance

• Ability to use up to 1 day’s worth of sick bank time per calendar year to provide assistancean elderly relative
• 2 days of paid cultural leave per year for Indigenous Members
• National Day of Truth & Reconciliation embedded in CA as stat holiday
• Domestic/sexual violence leave increased from 3 paid days to 5 paid days
• Vacation to accrue for an entire parental leave period
• Vacation to accrue for an entire compassionate care leave period

Mental Health Measures

• Members may use up to 12 hours of sick bank time per calendar year (in one-hour increments) to attend counselling appointments on work time
• Commitment from the employer to implement initiatives and strategies in accordance with the National Standard for Psychological Health & Safety in the Workplace.
• Employer also obligated to: (a) provide management teams with an orientation to the National Standard and strategies and initiatives that align with the National Standard; and, (b) develop and present to the Executive Leadership Team (“ELT”) (and Union) by June 30, 2023, a plan for commitment to psychological health and safety strategies and initiatives that align with the National Standard and other evidence-based practices.  
• Long term disability coverage expanded to cover self-inflicted disabilities where a mental health illness exists

Career Progression

• Parties to discuss ability to offer back up training and promotional opportunities outside of a department and a division (while respecting the seniority rights of the people in those departments/divisions)
• Pilot to allow jobs where there is a sole incumbent in the classification, or where the jobs are all vacant in the classification, to be posted in multiple office locations in the province

Health & Safety

• 1 hour of paid site-specific training to CEU JOHS reps
• Continuation of corporate JOHS Committee for the term of the CA

Union-Member Engagement

• Link to CEU website on WSN (for work at home Members who may not see the CEU bulletin boards daily in the WCB Offices)
• Guaranteed private meeting space in all WCB office locations for Union meetings with Members, upon request