Presentation of the agreement in principle Round of general membership meetings of FSSS unions in the public sector Summer 2010.

Presentation of the Presentation of the agreement in principleagreement in principle

Round of general membership meetingsof FSSS unions

in the public sector

Summer 2010

TARGET 1: BETTER PROTECTION AGAINST PRIVATIZATION

Incorporate measures into our collective Incorporate measures into our collective agreements to limit the use of contracting-agreements to limit the use of contracting-out and P3s and to counter the proliferation out and P3s and to counter the proliferation

of outside sources of labour in our of outside sources of labour in our workplaces. We want to protect public workplaces. We want to protect public

services and our jobs.services and our jobs.

Our objective:

Agreement in principle Privatization

1.1. Creation of a joint committee on Creation of a joint committee on contracting-outcontracting-out

• Maintain quality public services and identify

where savings can be made• Work to maintain and develop the expertise of

employees in the public system• Safeguard jobs in the public system• Discuss concrete proposals for improving

ways of doing things

The committee’s mandate is to analyse issues and address the following topics in particular:

• Downsizing of administrative personnel• Contracting-out• P3s• Development of new services and transfers of

services or parts of services• The joint committee is to prepare a report and make

joint or separate recommendations to the bargaining parties after 12 months, with the possibility of a 12-month extension


2. Process for countering independent labour:

A joint inter-union committee (1 representative each from

the FIQ, CSQ, APTS and FTQ, and two from the CSN)

created within 6 months of when the collective

agreement comes into force,

charged with making recommendations to the MSSS,

with a budget of $5 million a year for carrying out the

selected measures and aimed in particular at: – reducing the use of independent labour– reducing overtime


TARGET 2: IMPROVING OUR UNION RIGHTS

Restore the union rights we lost when Restore the union rights we lost when the decree was imposed. In order to the decree was imposed. In order to

be able to do our work of be able to do our work of representing our members properly, representing our members properly,

we have to have the appropriate we have to have the appropriate means and resources.means and resources.

Our objective:

Agreement in principle Union rights

3. Creation of a joint inter-union committee for personnel in Class 4 (FSSS, FP, APTS, FTQ, CSQ), charged with making recommendations on the establishment of organization of work projects, with a budget of $1 million a year

4. Local parties may agree to use general seniority across bargaining units

5. Establishment of a local labour relations committee within 60 days of when the collective agreement comes into force

6. Establishment of a process for settling disputes aimed at having the parties exchange information after a grievance is filed

7. 7. Increase in the employer’s contribution to the health Increase in the employer’s contribution to the health insurance plan insurance plan (cf. art. 23.12):(cf. art. 23.12):

• under $40,000:under $40,000:

increases 90% in 4 yearsincreases 90% in 4 years• $40000 or +$40000 or +::

increases 50% in 4 yearsincreases 50% in 4 years

Pay every 14 days with dependent

Employer’s contribution

April 2009April 2010 April 2011 April 2012 April 2013 April 2014

Total

Under

$40,000 $6.97

15%

$8.01

15%

$9.05

15%

$10.09

20%

$11.48

25%

$13.22

=

+90%

Over

$40,000 $3.98

5%

$4.18

5%

$4.38

10%

$4.78

10%

$5.18

20%

$5.98

=

+50%

For example:


8. 8. An employee called in for a meeting with the employer An employee called in for a meeting with the employer can demand to be accompanied by her or his union can demand to be accompanied by her or his union representative.representative.

9.9. Union leave and seniority for part-time employees:Union leave and seniority for part-time employees:-Days of leave for union work to be included when -Days of leave for union work to be included when

echelon advancement is calculated for part-time employeesechelon advancement is calculated for part-time employees


Target 3: Attraction and retention measures to counter the impact of labour shortages

Establish Establish attraction and retention attraction and retention

measures measures for all personnelfor all personnel

Our objective:

10. 10. Increase in evening- and night-shift premiums for full-Increase in evening- and night-shift premiums for full-time employees and for employees who offer and time employees and for employees who offer and honour minimum availability of 16 days out of 28, honour minimum availability of 16 days out of 28, including the days involved in their positionincluding the days involved in their position

For employees who hold a position, all the additional For employees who hold a position, all the additional availability must be offered on the evening or night availability must be offered on the evening or night shiftsshifts

See an example

Agreement in principle Attraction-retention

Example: ANNA’s situation

Anna holds a 7 / 14Anna holds a 7 / 14 position on the evening shiftposition on the evening shift

Su M T W Th F Sa

Position

X

Position

X

Position

X

Position

X

Position

X

Su M T W Th F SaPosition

XPosition

X

Additional

availability Days/

Evenings

Additional

availability Days/

Evenings

Additional

availability Days/

Evenings

Additional

availability Days/

Evenings

So to have access to the increased evening-shift premium, Anna must offer and honour So to have access to the increased evening-shift premium, Anna must offer and honour additional availability of one day on an evening or night shift.additional availability of one day on an evening or night shift.

For employees who don’t hold positions, some or all of For employees who don’t hold positions, some or all of the minimum availability of 16 days out of 28 must be the minimum availability of 16 days out of 28 must be on evening or night shifts on evening or night shifts

See an example


Example: NANCY’s situation

Nancy doesn’t have a position (recall list)Nancy doesn’t have a position (recall list)

Su M T W Th F SaAvailability

Days/ Evenings

Availability

Days/ Evenings

Availability

Days/ Evenings

Availability

Days/ Evenings

Availability

Days/ Evenings

Availability

Days/ Evenings

Su M T W Th F Sa

Availability Evenings/

Nights

Availability Evenings/

Nights

So Nancy must offer and honour some or all of her availability on the evening or night So Nancy must offer and honour some or all of her availability on the evening or night shifts. When she works evenings or nights, she will be entitled to the higher premium. shifts. When she works evenings or nights, she will be entitled to the higher premium.

An employee who doesn’t meet the availability criteria An employee who doesn’t meet the availability criteria will be entitled to a premium of 4% for evening shifts will be entitled to a premium of 4% for evening shifts and between 11% and 14% for night shifts, in and between 11% and 14% for night shifts, in accordance with the current clauseaccordance with the current clause


Effective

date

April 1,

2011

April 1,

2012

April 1,

2013

April 1,

2014Evenings 6% 6% 7% 7% 8%

Nights 0-5 yrs

12% 13% 14% 14% 14%

5-10 yrs 13% 14% 14% 15% 15%+10 yrs 15% 15% 16% 16% 16%

Increased premiums for evening and night shifts


Examples of increases in the evening-shift premium

2010

4%Effective date

6%April 1, 2012

7%April 1, 2014

8%Beneficiary attendant

5th echelon

$18.50 / hr., 36.25 hr./wk $5.37 $8.05 $9.39 $10.73

Nurse

12th echelon

$31.89 / hr., 36.25 hr./wk. $9.25 $13.87 $16.18 $18.49

Admin. Officer, Cl. 3

5th echelon

$17.81 / hr., 35 hr./wk. $4.98 $7.48 $8.73 $9.97

Nursing assistant

8th echelon

$22.57 / hr., 36.25 hr./wk. $6.54 $9.82 $11.45 $13.09

Educator

4th echelon

$22.71 / hr., 38.75 hr./wk. $7.04 $10.56 $12.32 $14.08

Amounts per shift of work

N.B.: The figures in the example are approximate, based on rates of pay on April 1, 2009

Examples of increases in the night-shift premium Job title Current

premiumEffective

date

April 1,

2011

April 1,

2012

April 1,

2013

5th echelon, $18.50 / hr.

7 years’ seniority

36.25 hrs / week

12%

$16.09

13%

$17.44

14%

$18.78

15%

$20.12Nurse

12th echelon, $31.89 / hr.12 years’ seniority (10 yrs +)

36.25 hrs / week

14%

$32.37

15%

$34.68

16%

$36.99Intervention officer

5th echelon, $20.38 / hr.

2 years’ seniority

38.75 hrs / week

11%

$17.38

12%

$18.95

13%

$20.54

14%

$22.11


N.B.: The figures in the examples are approximate, based on rates of pay on April 1, 2009

11. Initiation and training premium of 2% for11. Initiation and training premium of 2% for--nursesnurses-outpost/dispensary nurses-outpost/dispensary nurses

For other job titles:For other job titles:

Creation of an inter-union committee mandated to Creation of an inter-union committee mandated to analyse the orientation and training work done by analyse the orientation and training work done by employees in the course of their duties and to make employees in the course of their duties and to make recommendations to the MSSS on extending the recommendations to the MSSS on extending the premium to all personnelpremium to all personnel


12. Clients presenting serious behavioural 12. Clients presenting serious behavioural disordersdisorders

Creation of a joint inter-union union committee within Creation of a joint inter-union union committee within 60 days of when the collective agreement is signed, 60 days of when the collective agreement is signed, with a 12-month mandate to examine the specific with a 12-month mandate to examine the specific work of employees working with clients presenting work of employees working with clients presenting serious behavioural disorders. The budget is serious behavioural disorders. The budget is $8 $8 million a yearmillion a yearThe MSSS applies the measures recommended by The MSSS applies the measures recommended by the parties. The measures are in particular for the parties. The measures are in particular for employees of youth centres and CRDIs (rehabilitation employees of youth centres and CRDIs (rehabilitation centres for persons with intellectual impairments)centres for persons with intellectual impairments)


Effect. Date

April 1,

2011

April 1,

2012

April 1,

2013

April 1,

2014

Critical care premium 8% 8% 9% 9% 10%

Complex critical care premium

10% 10% 11% 11% 12%

An employee who does not meet the above-mentioned criteria is entitled to a 5% premium


13. New and increased premiums in critical care and 13. New and increased premiums in critical care and complex critical care complex critical care -The critical care premium is for full-time employees and employees who offer -The critical care premium is for full-time employees and employees who offer and respect minimum availability of 16 days out of 28, some or all of it in and respect minimum availability of 16 days out of 28, some or all of it in critical care, including the days involved in their positionscritical care, including the days involved in their positions-The availability offered must be in one of the following departments: -The availability offered must be in one of the following departments: emergency, intensive care, neonatal care, major burns or coronary careemergency, intensive care, neonatal care, major burns or coronary care-The critical care and complex critical care premiums are for employees in -The critical care and complex critical care premiums are for employees in Class 1, beneficiary attendants, social workers, occupational therapists and Class 1, beneficiary attendants, social workers, occupational therapists and physiotherapistsphysiotherapists

Examples of increases in the critical care premium

Job title Effective date April 1,

2012

April 1,

2014

Beneficiary attendant 5th echelon, $18.50 / hr.

36.25 hrs / week.

8%$10.73

9%$12.07

10%$13.41

Nurse12th echelon, $31.89 / hr.

36.25 hrs. / week $18.44 $20.75 $23.05


Examples of increases in the complex critical care premium

Job title Effective date April 1,

2012

April 1,

2014

Beneficiary attendant 5th echelon, $18.50 / hr.

36.25 hrs. / week

10%$13.41

11%$14.75

12%$16.10

Nurse12th echelon, $31.89 / hr.

36.25 hrs. / week $23.05 $25.36 $27.66


N.B.: The figures in the examples are approximate, based on rates of pay on April 1, 2009

14. Arrangement of work time14. Arrangement of work time-Introduction of terms and conditions for the arrangement of work time for full-time employees, on an individual and voluntary basis:

-Evening shift 9/14-Night shift 9/14 (application of Appendix L) or 8/14-Rotating shifts, prorated

-Application of the arrangement of work time:-Application of the arrangement of work time:Using statutory holidays (12 days), sick leave (4 days) and annual vacation leave (maximum 10 days) For personnel on nights, the night-shift premium is converted into days, reducing the number of days of annual leave needed


Examples of arrangements of work time (for personnel on nights)

For an 8 / 14 schedule:

0-5 years of seniority:Night-shift premium of 12% Night-shift premium of 13% Night-shift premium of 14%

8.4 days of annual leave needed 6.4 days of annual leave needed 4.4 days of annual leave needed

Night-shift premium of 13% Night-shift premium of 14% Night-shift premium of 15%

6.4 days of annual leave needed 4.4 days of annual leave needed 2.4 days of annual leave needed

Night-shift premium of 15% Night-shift premium of 16%

Conversion of 2.4 days of annual leave

Conversion of 0.4 days of annual leave

5-10 years of seniority:

10 or more years of seniority:

The figures in the examples are approximate

15.Creation of a national workforce 15.Creation of a national workforce planning committee for beneficiary planning committee for beneficiary attendantsattendants


16.16. Attraction and retention measures for the Attraction and retention measures for the Far NorthFar North

Creation of a joint FSSS committee within 30 days Creation of a joint FSSS committee within 30 days of when the collective agreement comes into force, of when the collective agreement comes into force, for technicians and professionals in Classes 3 and for technicians and professionals in Classes 3 and 4 in Regions 17 and 18 of the Far North, with a 4 in Regions 17 and 18 of the Far North, with a budget of budget of $5 million a year$5 million a year to carry out the to carry out the attraction and retention measures on which the attraction and retention measures on which the parties agree, to be applicable no more than 6 parties agree, to be applicable no more than 6 months after the collective agreement comes into months after the collective agreement comes into forceforce


17.Regional disparities issues17.Regional disparities issues

Creation of a joint FSSS committee to analyse and Creation of a joint FSSS committee to analyse and make recommendations on other regional disparity make recommendations on other regional disparity issues (Grand-Nord, Basse Côte- Nord, Côte-Nord, issues (Grand-Nord, Basse Côte- Nord, Côte-Nord, Île d’Anticosti, Fermont, Abitibi-Témiscamingue and Île d’Anticosti, Fermont, Abitibi-Témiscamingue and Gaspésie-les-Îles ), including in particular problems Gaspésie-les-Îles ), including in particular problems in the attraction and retention of personnel, in the attraction and retention of personnel, isolation and remoteness premiums, etc.isolation and remoteness premiums, etc.

-The committee has 12 months to do this -The committee has 12 months to do this workwork

-It will report and make recommendations to -It will report and make recommendations to the the

bargaining partiesbargaining parties


Target 5: FAMILY-WORK-STUDY BALANCEFAMILY-WORK-STUDY BALANCE

Adjust to new family realitiesAdjust to new family realities

Our objective:

Agreement in principle Family-work-study balance

19. Committee on family-work-study balance19. Committee on family-work-study balance

Creation of a joint inter-union committee on family-Creation of a joint inter-union committee on family-work-study balance within 6 months of when the work-study balance within 6 months of when the collective agreement comes into force, to:collective agreement comes into force, to:

-catalogue existing measures-catalogue existing measures-analyse and identify measures-analyse and identify measures-make recommendations to the bargaining -make recommendations to the bargaining

partiesparties

20.20. Leave for parental responsibilities: 10 days without Leave for parental responsibilities: 10 days without pay instead of 6 (consistency with the pay instead of 6 (consistency with the Labour Labour Standards ActStandards Act))

Target 6: BETTER QUALITY OF LIFE AT WORKBETTER QUALITY OF LIFE AT WORK

Obtain a larger role in the Obtain a larger role in the organization of work, notably organization of work, notably through the creation of joint through the creation of joint

committees on improving working committees on improving working conditions and the climate of workconditions and the climate of work

Our objective:

21. 21. Committee for personnel working with Committee for personnel working with clients in CHSLDsclients in CHSLDs

Creation of a joint FSSS committee within 3 Creation of a joint FSSS committee within 3 months of when the collective agreement comes months of when the collective agreement comes into forceinto forceThe committee’s mandate is to document and The committee’s mandate is to document and assess problems and issues faced by employees assess problems and issues faced by employees working in CHSLDs working in CHSLDs A budget of A budget of $5 million a year$5 million a year for the for the implementation of local, regional or national implementation of local, regional or national measuresmeasures

Agreement in principle Quality of life at work

Target 7: OCCUPATIONAL OCCUPATIONAL HEALTH AND SAFETY HEALTH AND SAFETY

Improve our conditions for protecting our health and safety

in our workplaces

Our objective:

22. Creation of health and safety committees

Establishment of health and safety committees in institutions, with the role in particular of:

-agreeing on workplace inspection methods and identifying hazardous situations (prevention)

-recommending priority actions for the action plan-gathering relevant information about accidents that

occur-receiving and examining statistical reports on work-

related accidents and occupational diseases, etc.

Agreement in principle Health and Safety

OTHER ITEMSOTHER ITEMS

23. Consistency with certain public policy statutes

1. Clause 1.07c) of the collective agreement (consistency with the Labour Standards Act)

2. Clause 3.03 (consistency with the Civil Code)

3. Clause 11.21(consistency with the Labour Code)

4. Appendix G, clause 3.02 and Appendix N, Article 4 (time off in lieu of overtime) after 40 hours of work (consistency with the Labour Standards Act)

5. Changes for consistency on parental rights, as agreed at the central table

OTHER PROPOSALSOTHER PROPOSALS

24. Budget for professional supervision for Classes 1 and 4

0.19% of total payroll for professional supervision

25. Creation of a shift rotation premiumThis new premium for the hours worked on the day shift will

be half of the premium for the evening (days-evenings rotation) or night shift (days-nights rotation)

26. Incumbency (Class 1)

Relieve an employee who holds a position in one

institution of the obligation to hold a position in another

institution. Apply the same rule for employees with

teaching loads in an educational institution, and

employees who are 55 or older

27. Atypical schedules:

Possibility of agreeing locally to establish atypical

schedules for shifts of more than 7.25 hours, up to 12

hours, with national guidelines

28. Medical arbitration

Medical arbitration applies to all fields of medical

specialties

29. Meal prices

up from $4.00 to $4.20 / lunch and supper

up from $1.75 to $1.85 / breakfast

Prices will then increase in keeping with percentage

increases in pay

30. Leave without pay to work in a northern institution

It becomes available for all classes of personnel31. Elimination of the Mont St-Antoine,

assistant head educator premium (job title no longer used)

32. Clarifications regarding annual vacation quantum and recognition of years of service

33. Creation of a committee for employees who are off the rate or off-scale, to examine the clause to make sure that it is not discriminatory under the Labour Standards Act

34. For Class 1: recognition of additional education for nursing assistants

35. Temporary supplementary premium of 9% for biomedical engineering techniciansand 13.5% for industrial hygiene technicians, until the salary relativity process is completed

Additional information:

For all the committees established with budgets, any amounts not allocated for 2010-2011 are carried over and added to the amount for 2011-2012

Target 4: REVIEW OF THE LIST OF JOB REVIEW OF THE LIST OF JOB TITLES AND JOB DESCRIPTIONS TITLES AND JOB DESCRIPTIONS

Proceed with a review of job titles, job descriptions and conditions for obtaining positions, and ensure

union representation when job titles are created or changed, and remedy

distortions in pay

Our objective:

Agreement in principle Job titles

• Change to the process for creating or making changes to job titles that provides genuine access to information and involves union organizations in the process

• Creation of twelve job titles in Class 3, “breaking up” the job titles of administrative officer, Classes 1, 2, 3 and 4 and creating separate job titles for medical secretaries, legal secretaries, secretaries to heads of university teaching departments and executive assistants

• Legal secretaries obtain pay parity with legal secretaries in Legal Aid

• Creation of job titles: -infection prevention and control nurse -sexologist -intervention officer in psychiatric settings

• Change to the job title of pastoral care worker

• Committee to continue work on the review of the List of job titles and job descriptions, in particular:-the creation of new job titles-the review of job descriptions and requirements-problems in conditions for obtaining positions

Agreement in principle Job titles

NO rollbacks in the collective agreement

and management DROPPED its42 demands for rollbacks, including:

• reduction in days of sick leave• reduction in salary insurance benefits

•etc.

Have a good debate!

Presentation of the agreement in principle Round of general membership meetings of FSSS unions in the public sector Summer 2010.

Documents

minimum availability

principle union rights

days of leave

employees agreement

principle privatization

example agreement

union work

overtime agreement