Provincial Bargaining Update #6 – A Tentative Agreement Has Been Reached!

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The Community Social Services Bargaining Association (CSSBA) is pleased to announce that, after four weeks of negotiations and a 95-hour push over the last six days for a deal without concessions, a tentative agreement has been reached for General Services and Community Living with the Community Social Services Employers’ Association (CSSEA). The tentative agreements are for three-year terms and provide significant compensation increases in terms of low-wage redress for all members, while meeting the government mandate of improving the services British Columbians count on.

You can get the June 15th bargaining update by clicking here.

CUPE Press Release

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Tentative agreements reached for General Services and Community Living

BURNABY—The Community Social Services Bargaining Association (CSSBA) is pleased to announce that, after four weeks of negotiations and a 95-hour push over the last six days for a deal without concessions, a tentative agreement has been reached for General Services and Community Living with the Community Social Services Employers’ Association (CSSEA).

To read more, please visit:

https://www.cupe.bc.ca/tentative_agreements_reached_for_general_services_and_community_living

 

Community Social Services Bargaining Association and Employers to begin negotiating new contract for members in Community Social Services (CSS)

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BURNABY—The Community Social Services Bargaining Association (CSSBA) has agreed to begin negotiations with the Community Social Services Employers’ Association of BC (CSSEA) aimed at concluding renewal collective agreements with members in Community Social Services.

Along with CUPE and the lead union, BCGEU, the bargaining association members are HEU, HSA, USW, UFCW, CSWU, CLAC, BCNU, and SEIU. The Community Social Services sector consists of collective agreements for Community Living Services, General Services, and Aboriginal Services.

The existing contracts between the CSSEA and CSSBA expire on March 31, 2019. They cover approximately 3,000 CUPE members among a total of more than 15,000 unionized workers within the provincial bargaining sector.

“We’re pleased to be entering into early contract negotiations,” says CUPE bargaining committee member Sheryl Burns. “The Community Social Services sector has been in crisis for over a decade. We look forward to improving the working conditions and lives of our members and caring professionals who provide support to some of the most vulnerable British Columbians.”

CUPE has been preparing for a return to the bargaining table since late last year, identifying priorities through member surveys and bargaining meetings.

Bargaining will commence on May 15, 2018.

We will post more information as it becomes available. Please make sure your contact information is up to date by e-mailing CUPE Community Social Services Coordinator Louise Oetting at loetting@cupe.ca.

Recent win: driver’s licence arbitration

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In 2012, the Community Social Services Bargaining Association (CSSBA) successfully argued at arbitration that Clause 28.12 (Required Certificates) of the Community Social Services sectoral collective agreements required Community Social Services employers to reimburse employees the costs associated with renewing their Class 4 driver’s licence. Arbitrator Vince Ready ruled that if an employee is required to hold a Class 4 licence as a condition of employment, then the employer is required to reimburse the following:

  1. ICBC License renewal fee;
  2. ICBC Medical form processing fee; and
  3. any remaining physician costs paid to the physician to complete the ICBC Medical Form not otherwise covered by the employee benefit plan up to the amount outlined in the MSP fee schedule.

The CSSBA obtained a second favourable arbitration award involving Clause 28.12 and employers are now also required to reimburse employees the $75 ICBC renewal fee for renewing their Class 5 driver’s licence.

The Community Social Services Employers’ Association (CSSEA) appealed this decision and submissions were made to the BC Labour Relations Board (LRB). The LRB reached a decision on the appeal on February 21, 2018 and decided to dismiss CSSEA’s appeal.

What does this mean for you?

If you renewed your Class 5 driver’s licence on or after June 12, 2017, and you are required to hold a Class 5 driver’s licence as a condition of employment, you may submit your receipt for the $75 ICBC renewal fee to your employer for reimbursement.

It does not matter if you also use your driver’s licence for personal use. If you are required to hold a Class 5 licence as a condition of employment, you are entitled to have the $75 ICBC renewal fee reimbursed by your employer.