There’s been a bit of a gap in the updates on the questions following up from our virtual town hall meetings held in late September. Since then, there have bargaining sessions with SAHO held and a laser like focus on achieving a fair and equitable collective agreement. Not to mention the increased activity around the ‘go live’ date for the new provincial health authority set for December 4, 2017.
So we return to the questions that were presented during our town hall meetings (these are continued from the Oct. 13, Oct. 17, Oct. 24 and Oct. 30 posts) We want to be certain that we are closing the loop on our communications and ensuring that when you ask a question of your union – you get an answer.
16. Where are they sitting at with contracting out work. The employers is sending out Lab work to DynaCare? – Carla, Saskatoon.
This is a great example of our members getting the information to us because unfortunately, the employer doesn’t always check with the union or the collective agreement before they embark on a path like this! (I know, what are they thinking??!!) Like every area in healthcare, we are short-staffed in labs. The DynaCare solution was a stop-gap until the Employer could get some staff recruited. There are 4 new people lined up to start within the next 2 months. Dynacare service is going to end in January. When members were asked their opinion on the best way to address this, they reluctantly agreed to this temporary measure as opposed to being mandated for overtime.
Further to this, when the Government of Saskatchewan decided to shut down STC, there was no consultation or engagement with the health regions who relied on STC to provide transport for lab specimens for testing and diagnosis. This has created another layer of a privatized service. A private for profit company called LifeLabs charge the health regions for transporting lab specimens for testing. The short answer to this problem is that in order to address costs and create an efficient responsive lab service, we need to make sure we have the correct equipment, staff and supports in place. Lab services are incredibly important: they provide testing for cancer, disease, immunology and the list goes on. If our lab services are compromised, it impacts timely care provided to everyone.
17. Why doesn’t the bargaining committee challenge the employer on how many management there are as there are so many less front line workers? Where did the employer find the money for more management jobs? – Michelle, Moose Jaw.
The bargaining committee hasn’t challenged this because there is no way to guarantee less management will translate into more front line staff. The bargaining committee is focused on our primary goal – getting our members a good collective agreement. With that said, it doesn’t mean that SEIU-West hasn’t raised this concern numerous times and in a number of different forums. We have talked about this issue with the Ministry of Health, the health regions, and 3sHealth. Using the exact same perspective that our members see every day; there appears to be multiple layers of management but getting our positions or vacant shifts filled doesn’t seem to be a priority.
I was once told by a senior health region executive that ‘actually’ the Saskatchewan Health regions run with less management that other health regions…I’m not buying that. Right now, we are seeing the departure of some OOS managers because of the impending changes with the provincial health authority. I don’t want to see front line health care workers leave because of the knowledge, skill and professionalism that you bring to the job every day.
18. Member’s is off sick with Huntington’s on DIP and will never work again but is an SEIU-West member. God bless you – Phyllis.
Well, I don’t know what to say except thanks and bless you too! I wish you as much positive energy and peace as you manage your illness…it can’t be easy.
19. Why is there a discrepancy on the mileage payout between the CCAs and the LPNs or RNs? – Francis, Moose Jaw.
There shouldn’t be a difference in the mileage rate for LPNs and CCAs. They are captured under the same collective agreement language in our SEIU-West contract.
RNs negotiated a different rate than we did. We’ve tried to raise this rate for our home care members and all other members who are required to travel for their work. Over the years we’ve seen modest increases, but they have simply not matched what SUN negotiated for their members. We have repeatedly advised the employers and SAHO (in negotiations) that the mileage rates are intended to offset personal cost for the use of one’s vehicle – and these costs are the same for all health sector employees. Our advice has fallen on deaf ears.
20. With SAHO continuing to insist on cuts to pay, is this considered actively bargaining or an unfair labour practice? – Kevin, Saskatoon.
Let me as blunt as possible – it’s not just SAHO that is insisting on these cuts, it is the Government of Saskatchewan who have stuck their nose into bargaining in a way they have not done in my past experience. I’ve said this before and will say it again: that this is government’s mandate – but that it is not the mandate that the bargaining committee was given from our membership.
What SAHO is doing could be considered “hard bargaining” which is not an unfair labour practice (ULP). While our recent Supreme Court decision won unions the right to collective bargaining, the court has clarified unions don’t have a right to any certainty in the outcome of bargaining.
SAHO has moved in that they reduced their initial proposal from a menu of cuts amounting to 4.09% down to a menu of cuts amounting to 3.6% (ironic slow clap here)…but we are seeing movement. If we file an ULP complaint with the Saskatchewan Labour Relations Board, progress is halted and it isn’t clear that we’ll see a positive result. It could also trigger the government to introduce legislation to set out what the outcome of collective bargaining will be, much like what the government in both Manitoba and Nova Scotia have done.
While we can always mount a legal challenge to government legislation to force changes, the best agreements are the ones that we negotiate ourselves.
21. With the new health authority what will be the effect on seniority due to other unions and merging? – Deanna, Kyle.
At this point, all three unions, SEIU-West, CUPE and SGEU, are taking the position that our seniority processes remain the same. So that would mean SEIU-West members still earn seniority based on hours worked, as opposed to date of hire.
The transition team for the new health authority wants to see a standard way of addressing seniority for all health providers. So there are discussions still to be had in this regard.
As well, the three unions have proposed a formal bargaining association that would manage bargaining and provincial issues. When we look at provincial issues, we consider postings/bidding; transfers; and grievances that would have a provincial impact to be included in that category. We believe that this health care provider association is a way to avoid having representation votes between the three unions; that it will assist in providing labour relations stability for the move to one health authority and also ease some of the anxiety for our members going through this health region restructuring.
22. With the proposed cutbacks, some job titles and positions are fairly similar to market level. Others such as the trades are a huge gap. How can that gap be addressed? – Kelly, Saskatoon.
This is an area of particular interest to me as I’ve spent a fair amount of time getting to know the trades and their issues, what the market pressures are, and spent time touring their work sites and getting to know more about the actual work being done.
In our last round of bargaining, we got creative in addressing the trades specific market issues and developed a LOU on retention bonuses that would address the market pressures being experienced in certain locations and classifications.
Unfortunately, the retention bonuses were withdrawn by the employer as they felt that the market pressures were no longer present. We are losing skilled professionals from the health system in a way that doesn’t recognize their knowledge and value and that is a damn shame!
We’ve reached out to members in the affected classifications to ask for market information so that we can reintroduce the retention bonus and get back to par. Other avenues for this to be addressed is via the provincial market supplement program or through negotiated market adjustments But we need the data to be successful in this argument; we need your knowledge and expertise so that we can provide the evidence that will guide better decision making.
Your SEIU-West bargaining committee is going back to the table with SAHO and the employers November 23rd to 27th. We are bargaining through the weekend because we believe that there is an opportunity to increase the pressure on the elected politicians and elevate the debate on what this new Saskatchewan Health Authority will look like as a ‘future state’.
We are continuing to ask members, their families, and friends to call your MLA, tell them what a cut of 3.5% would do to your ability to live and work and raise a family in Saskatchewan. Tell them about the value you bring to the workplace every single day and be proud of this work!
I spoke to one tradesman who told me about a doorstep conversation he had with his MLA – when he talked about the recruitment and retention challenges he experienced, his MLA told him to go get another job! What??!! That is not the answer…maybe that MLA should get another job when he’s voted out of office!
Oct 13: Virtual Town Hall Follow Up Part One
Oct 17: Virtual Town Hall Follow Up Part Two
Oct. 24: Virtual Town Hall Follow Up Part Three
Oct. 30: Virtual Town Hall Follow Up Part Four
Health Care Provider Week: