Presentation of the agreement in principle
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Presentation of the agreement in principle. Round of general membership meetings of FSSS unions in the public sector. Summer 2010. TARGET 1: BETTER PROTECTION AGAINST PRIVATIZATION. Our objective:.

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Presentation of the agreement in principle

Presentation of the agreement in principle

Round of general membership meetings

of FSSS unions

in the public sector

Summer 2010


Target 1 better protection against privatization

TARGET 1:BETTER PROTECTION AGAINST PRIVATIZATION

Our objective:

Incorporate measures into our collective agreements to limit the use of contracting-out and P3s and to counter the proliferation of outside sources of labour in our workplaces. We want to protect public services and our jobs.


Agreement in principle privatization

Agreement in principlePrivatization

  • Creation of a joint committee on contracting-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


Presentation of the agreement in principle

Agreement in principlePrivatization

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


Presentation of the agreement in principle

Agreement in principlePrivatization

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

TARGET 2:IMPROVING OUR UNION RIGHTS

Restore the union rights we lost when the decree was imposed. In order to be able to do our work of representing our members properly, we have to have the appropriate means and resources.

Our objective:


Agreement in principle union rights

Agreement in principleUnion rights

  • 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


Presentation of the agreement in principle

Agreement in principleUnion rights

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

  • under $40,000:

    increases 90% in 4 years

  • $40000 or +:

    increases 50% in 4 years

For example:


Presentation of the agreement in principle

Agreement in principleUnion rights

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

  • Union leave and seniority for part-time employees:

    -Days of leave for union work to be included when echelon advancement is calculated for part-time employees


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

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

Establish

attraction and retention measures

for all personnel

Our objective:


Presentation of the agreement in principle

Agreement in principleAttraction-retention

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

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

See an example


Example anna s situation

Example: ANNA’s situation

Anna holds a 7 / 14position on the evening shift

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.


Presentation of the agreement in principle

Agreement in principleAttraction-retention

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

See an example


Example nancy s situation

Example: NANCY’s situation

Nancy doesn’t have a position (recall list)

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.


Presentation of the agreement in principle

Agreement in principleAttraction-retention

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


Presentation of the agreement in principle

Agreement in principleAttraction-retention

Increased premiums for evening and night shifts


Examples of increases in the evening shift premium

Examples of increases in the evening-shift premium

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

Examples of increases in the night-shift premium

Amounts per shift of work

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


Presentation of the agreement in principle

Agreement in principleAttraction-retention

11. Initiation and training premium of 2% for

-nurses

-outpost/dispensary nurses

For other job titles:

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


Presentation of the agreement in principle

Agreement in principleAttraction-retention

12. Clients presenting serious behavioural disorders

Creation of a joint inter-union union committee within 60 days of when the collective agreement is signed, with a 12-month mandate to examine the specific work of employees working with clients presenting serious behavioural disorders. The budget is $8 million a year

The MSSS applies the measures recommended by the parties. The measures are in particular for employees of youth centres and CRDIs (rehabilitation centres for persons with intellectual impairments)


Presentation of the agreement in principle

Agreement in principleAttraction-retention

13. New and increased premiums in critical care and complex critical care

-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 critical care, including the days involved in their positions

-The availability offered must be in one of the following departments: emergency, intensive care, neonatal care, major burns or coronary care

-The critical care and complex critical care premiums are for employees in Class 1, beneficiary attendants, social workers, occupational therapists and physiotherapists

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


Examples of increases in the critical care premium

Examples of increases in the critical care premium

Amounts per shift of work

Examples of increases in the complex critical care premium

Amounts per shift of work

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


Presentation of the agreement in principle

Agreement in principleAttraction-retention

14. 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:

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


Presentation of the agreement in principle

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

For an 8 / 14 schedule:

0-5 years of seniority:

5-10 years of seniority:

10 or more years of seniority:

The figures in the examples are approximate


Presentation of the agreement in principle

Agreement in principleAttraction-retention

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


Presentation of the agreement in principle

Agreement in principleAttraction-retention

16.Attraction and retention measures for the Far North

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


Presentation of the agreement in principle

Agreement in principleAttraction-retention

17.Regional disparities issues

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

-The committee has 12 months to do this work

-It will report and make recommendations to the

bargaining parties


Target 5 family work study balance

Target 5:FAMILY-WORK-STUDY BALANCE

Our objective:

Adjust to new family realities


Agreement in principle family work study balance

Agreement in principleFamily-work-study balance

19. Committee on family-work-study balance

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

-catalogue existing measures

-analyse and identify measures

-make recommendations to the bargaining parties

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


Target 6 better quality of life at work

Target 6:BETTER QUALITY OF LIFE AT WORK

Our objective:

Obtain a larger role in the organization of work, notably through the creation of joint committees on improving working conditions and the climate of work


Presentation of the agreement in principle

Agreement in principleQuality of life at work

21. Committee for personnel working with clients in CHSLDs

Creation of a joint FSSS committee within 3 months of when the collective agreement comes into force

The committee’s mandate is to document and assess problems and issues faced by employees working in CHSLDs

A budget of $5 million a year for the implementation of local, regional or national measures


Target 7 occupational health and safety

Target 7:OCCUPATIONAL HEALTH AND SAFETY

Improve our conditions for

protecting our health and safety

in our workplaces

Our objective:


Presentation of the agreement in principle

Agreement in principleHealth and Safety

  • 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.


Presentation of the agreement in principle

OTHER ITEMS


23 consistency with certain public policy statutes

23. Consistency with certain public policy statutes

OTHER PROPOSALS

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)

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


Presentation of the agreement in principle

24. Budget for professional supervision for Classes 1 and 4

0.19% of total payroll for professional supervision

25. Creation of a shift rotation premium

This 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)


Presentation of the agreement in principle

  • 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


Presentation of the agreement in principle

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


Presentation of the agreement in principle

  • Leave without pay to work in a northern institution

    It becomes available for all classes of personnel

    31.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


Presentation of the agreement in principle

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

35. Temporary supplementary premium of 9% for biomedical engineering technicians

and 13.5% for industrial hygiene technicians,

until the salary relativity process is completed


Presentation of the agreement in principle

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 titles and job descriptions

Target 4:REVIEW OF THE LIST OF JOB 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

Agreement in principleJob 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


Presentation of the agreement in principle

Agreement in principle Job titles

  • 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


Presentation of the agreement in principle

  • NO rollbacks in the collective agreement

  • and management DROPPED its

  • 42 demands for rollbacks, including:

  • reduction in days of sick leave

  • reduction in salary insurance benefits

  • etc.


Have a good debate

Have a good debate!


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