Central Nursing Home Highlights: Awarded and Significant Agreed To Items

FRENCH VERSION

Congratulations to all SEIU Central Nursing Homes on their most recent award!

Because of the Central Nursing Home committee’s hard work, they were able to achieve significant advances in areas such as:

  • wages,
  • wage adjustments,
  • vision care,
  • weekend premium,
  • responsibility pay,
  • part time in lieu benefits,
  • union leave,
  • and much more!

While many of these provisions were awarded by Arbitrator Norm Jesin based on our proposals, the Union and Employers also managed to come to an agreement on certain articles, which are all outlined below.

MANY OF OUR WINS ARE ALSO CONTAINED IN THE EMPLOYER’S LOSSES

You won’t see them in the award but the Employer tried to engage in concession bargaining, where they sought to bring down conditions that we’ve achieved throughout many rounds of bargaining.

For example, they proposed a two-tiered wage, where employees working side by side would receive different levels of compensation based on their date of hire. If the employer had their way, a new employee would have been paid 3% less by virtue of being hired a day after the award. Other concession proposals included reductions to sick leave, shift premiums, and payment in lieu of benefits, as well as many more proposed concessions for each home.

We are very happy to say that no central concessions were awarded and instead, we achieved fair and steady increases in many areas over a three year term – a term which provides for stability amongst homes in the central process, as well as the nursing home sector in general.

SEIU Healthcare would like to extend a special thank you to our extremely dedicated, passionate and thorough bargaining committee, who worked tirelessly to pursue ‘wins’ for our members.

CLICK ON THE DROPDOWN ARROWS BELOW FOR DETAILS ON THE AWARDED AND AGREED TO ITEMS.

Awarded Items

Issue #1: Wages

Year 1: 1.4%

Year 2: 1.4%

Year 3: 1.4%

Total: 4.2% increase per hour

Starting the first day of your collective agreement, all employees involved in the central nursing home process will receive a wage increase of 1.4% every year, for three years! We are happy with the stability a three-year term provides, as well as the steady increase awarded.

Issue #2: RPN Adjustment

Year 1: 10 cents increase, in addition to the general wage increases

Year 2: 10 cents increase, in addition to the general wage increases

Year 3: 15 cents increase, in addition to the general wage increases

SEIU’s Nursing Division is pleased that the Arbitrator recognized the incredible need for an RPN wage adjustment. The Union provided exhaustive information on the increased scope and competencies of RPNs and our concerns were heard!

Issue #3: Dietary Aide Adjustments

Effective Year 2: $0.10 wage adjustment, in addition to the general wage increases

SEIU has been fighting for this increase every round since 2011, after the requirements for an additional certificate were set in 2010. A few very strong voices on our bargaining committee expressed this as a priority and thanks to their fervour, we have finally achieved the wage adjustment!

Issue #4: Weekend Premium

Effective the day after the expiry date of the collective agreement: $0.05 p/hr increase

Effective a year after the expiry date of the collective agreement or a year after the award (October 13th), whichever is later: $0.05 p/hr increase

Total: 10 cent increase per hour during weekend shifts

Members will receive an additional $0.10 to the weekend premium in the next two years! SEIU sought this increase to acknowledge the sacrifice members make when they give up time on their weekends to work.

Issue #5: Responsibility Pay

 As of September 22, 2017, members will receive $8.00 each shift when the employer temporarily assigns an employee to carry out responsibilities of a salaried Employee outside of the bargaining unit, for a period longer than a half shift (previously was $7.50)

As of September 22, 2017, RPNs will receive $8.50 each shift when the employer temporarily assigns them to carry out some additional responsibilities of an absent RN, for a period longer than a half shift (previously was $8.00)

Total: 50 cent increase per shift for responsibility pay

Members will now receive $0.50 extra per shift when they are assigned to carry out the additional responsibilities outlined above – a significant and well-deserved amount that recognizes the additional responsibilities taken on.

Issue #6: Vision Care

October 13th, 2016: Increase to $275.00 (previously $250.00)

Year 2: Include coverage for eye exams to $275.00

Year 3: Increase to $300.00

Total increase: $50.00 and eye exam coverage

Given the increasing cost of eye wear, its necessity for certain members to perform their job and the ability for members to access eye exams, SEIU is very pleased that members who require vision care will now have access to a fair amount!

Issue #7 Part Time in Lieu

Year 2: Increase to $0.30 (from $0.25)

Total increase: 5 cents per hour

SEIU is proud to announce that we achieved an incremental increase to part time benefits.

Significant Agreed to Items

  1. Standardized rolling/replenishable lieu day bank (up to three days)

    Standardizing a rolling/replenishable lieu day bank is a significant win for our members and was a top priority for many workplaces!

  2. Union Leave increased to 120 days per request

    With our shared commitment to leadership assemblies/development and other member-led actions, we consider this agreed to item a huge ‘win’ for our members.

  3. When on union leave, employees will accumulate service and seniority for up to 1 year

    To complement our extended union leave ‘win’, we also fought for employees to accumulate service and seniority for up to one year while on union leave!

  4. Professional Practice Issues can be discussed at Labour Management Meetings

    SEIU’s Nursing Division is pleased to announce that nurses have a venue to express their professional practice concerns! We hope that by creating a space for nurses to talk about professional practice issues with the employer, that this will provide for prevention of wrongful workplace disciplines.

Central Nursing Home Table

LEGAL COUNSEL: Aleisha Stevens 
RESEARCH:

Michael Greenway
Shauna Fabrizi
Natasha Luckhardt

CHIEF NEGOTIATOR: Terry McCarthy
LTC SECTOR SERVICE: Ricardo McKenzie
UNION REPRESENTATIVE: Scott Tracze
NURSING DIVISION PRESIDENT: Jackie Walker
MANAGERS: Dan Belford 
BARGAINING COMMITTEE:

Joan Beverley – Revera Longfields Manor
Yuanlin Qi – Chartwell White Eagle
Eulalee Robinson – Revera Winbourne Park
Michael Hall – Heritage Nursing Home
Christine Outright – APANS Grace Villa
Angela Sterread – Extendicare West Park
Carla Sleep – Extendicare Cobourg
Mena Harris – Hawthorne Place
Vickram Sooknanan – Sienna Midland Gardens
Gerald Woods – Sienna Maple Grove
Lisa Pattison – APANS Grace Villa

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