Below you will find a link to the CSSBA highlights for the tentative agreement and a letter from CUPE 1936 Bargaining Committee with the highlights.
Tentative deal reached for Community Social Services
CUPE Local 1936 is pleased to announce a tentative agreement has been reached
with the Community Social Services Employers Association (CSSEA). This includes
agreements for workers in the Community Living Services, General Services and
Indigenous Services sub-sectors.
The CUPE Local 1936 bargaining representatives, along with other bargaining
committee representatives unanimously supports the tentative agreement and
is encouraging all members to vote in favour of ratification.
The tentative agreement was negotiated with nine other unions who represent
members in the agreement: BCGEU, HEU, HSA, CSWU Local 1611, CLAC, USW 1-
417, UFCW and BCNU. Our union – which represents you and 2,500 other
members covered by this agreement – has been at the bargaining table since
February 2022, working hard to bring forward the priorities you identified.
These priorities include fair and equitable wages to address rising costs of living,
meaningful recognition and rights for Indigenous workers and the ability to
address your own health needs, including mental health supports.
The tentative agreement has a three-year term and includes the following
highlights:
Monetary
Low Wage Redress
$22 million in low-wage redress increases to be applied retroactively for all
employees past and present to April 1, 2022.
General Wage Increases
•$0.25/hour increase to all wage grids, retroactive for all employees past and
present to April 1, 2022
• 3.24% increase to all wage grids, retroactive for all employees past and present
to April 1, 2022
• At least a 5.5% general wage increase, effective first pay period after April 1,
2023
• At least a 2% general wage increase, effective first pay period after April 1, 2024
Comparability Money
• Additional $4.1 million in wage comparability increases for all classifications
Other Monetary Improvements
• Increase to transportation allowance to .61 cents effective date of ratification
• 100% paid sick leave, effective April 1, 2024
All Employers to provide the Employment Family Assistance Program
(EFAP)
One-time lump sum retroactive payment to ECE Employees governed by
the Collective Agreement and who were otherwise eligible for the ECE Wage
Enhancement of $2/hour and didn’t receive the payment.
Non Monetary Provisions
Leave Language
Expansion of bereavement leave definition to include leave for grieving.
Expansion of the definition of family in bereavement leave language to
include “foster child, sibling and step-sibling” and “any person who lives
with an employee as a member of the employees family”.
Addition to Special Leave to include two days of unpaid leave to
“attend/celebrate Indigenous spiritual/ceremonial events”
Addition of a new article with two days paid leave for “Ceremonial,
Cultural, and Spiritual Leave for Indigenous Employees
Ability to take either National Indigenous Peoples Day or Louis Riel Day in
lieu of Easter Monday and/or Boxing Day.
Health and Safety Improvements
Clarification of posting of meeting minutes
Ready access to Information Appendix B-Unsafe Work
Inclusion of culturally appropriate supports for defusing and debriefing
Inclusion of sexual or verbal assault in language
Employer’s responsible for informing and reviewing employees of potential
for violence as soon as information is updated.
Clarification as to who can be a Health and Safety representative.
Inclusion of bed bugs as a communicable disease and parasitic infestation.