Psychological Health and Safety for Workers – A 1 hour Online Course

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Our one-hour online course helps workers deepen their understanding of the connection between work and mental health.

Participants will learn how to:

  • Define psychological health and safety
  • Recognize how work environments affect mental health
  • Identify factors that influence mental health in the workplace
  • Understand the roles and responsibilities of workers and employers in promoting psychological safety
  • A PDF certificate is available upon successful completion.

If you are interested in registering please email bway1936@gmail.com. Please identify your name, address, agency and role.

Black workers, unions and racial equity

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Unions are a powerful force for racial and economic justice, benefiting both Black workers and society as a whole. Here’s why unions matter:

Union advantage for Black workers (Centre for Future Work, 2024)

• Union membership increases annual income for Black and racialized workers by over $3,000.

• Racialized women see a 14.2% wage increase when unionized, compared to 1.9% for racialized men.

For more information click here: BHM_202

 

PLEDGE FOR CANADA

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Vancouver & District Labour CouncilWorkers know the power of solidarity, and in these uncertain times we need that power now more than ever. That’s why the VDLC has endorsed the Pledge for Canada, and we are encouraging you to do the same.

The Pledge offers a broad-based set of values, from which to work together to confront the threats to our economy and our sovereignty, and ensure that the future of Canada is determined by us – not by Donald Trump.

You can read the Pledge at https://engagement-canada- pledge.ca/, then join the tens of thousands of others who have already signed and are standing together for our future.

STRIKES AND LOCKOUTS

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Please respect the unions’ picket lines in the following disputes, and do not patronize these businesses until the dispute is settled.

BCGEU vs. Western Pacific Marine
Issues: Recruitment, Retention
Commencement: November 3, 2024

ILWU 514 vs. BCMEA
Issues: Wages
Commencement: October 31, 2024

IAMAW Local 1857 vs. Kal Tire (Burnaby)
Issues: Concessions, Two-tiered Wages
Commencement: October 31, 2024

SEIU Local 2 vs. Armstrong Regional Cooperative (ARC Liquor)
Issues: Wages, Cost of Living Increases
Commencement: September 14, 2024

USW 2009 vs. Uni-Select (Bumper to Bumper)
Major Issues: Wages, Working Conditions and Use of Temporary Agency Workers
Commenced: September 3, 2024

IUOE Local 115 vs F&G Delivery Ltd
Major Issues: Wages, Terms and Conditions
Commenced: June 9, 2024

UNITE HERE Local 40 vs. Radisson Blu (formerly Pacific Gateway Hotel)
Major Issues: Recall Rights, Concessions
Commenced: May 3, 2021

SETTLED

IAMAW Local 1857 vs. West Coast Ford Lincoln (Maple Ridge)

HSA vs. West Coast Medical Imaging

ATU 1724 vs. HandyDart

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BOYCOTTS & HOT EDICTS

Boycott: Kal Tire, all locations, IAMAW Local 1857/BCFED

Boycott: Armstrong Regional Cooperative Liquor Store, Kelowna, BC – SEIU Local 2/BCFED

Boycott: Radisson Blu (formerly Pacific Gateway Hotel), Richmond, BC – UNITE HERE Local 40/BCFED

Boycott: H&R Block, Canadian Tire, Rogers, Wendy’s, Home Hardware, Sleep Country – ACTRA/CLC

Community Social Services Health and Safety Association of BC (CSSHSA) newsletter

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Please see the attached December newsletter from CSSHSA with links to workshops and resources. like coping with winter blues,  workplace bullying, Wellnes exchange program, 1st aid, winter driving, and OHS info.

CSSHSA – December 6 2024 Newsletter

Our association, the Community Social Services Health and Safety Association of BC (CSSHSA) is composed of over 2,500 member organizations, all integral to the Community Social Services (CSS) sector. Our mission is to foster and promote safer and healthy workplaces in the Community Social Services sector in British Columbia

 

April 1, 2023 and April 1, 2024 Health Science Professionals Classification Comparability

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CSSBA Communication re CSS Health Wage Comparability 24Nov22 1555 FINAL

The parties have reviewed the 2023 and 2024 wage schedules of CSSEA/CSSBA paraprofessional
occupations comparable to occupations under the Health Science Professionals (HSPBA) Sector Collective
Agreement after the 2024 wage schedule of the new Health Science Professionals profile-based
classification system was finalized. While available funding is insufficient to align all CSSEA/CSSBA
paraprofessional classifications up to the HSPBA target rates, the classifications that remain below their
target rates are 13-P, 14-P and 15-P.
The only grids affected by this distribution are the Paraprofessional Wage Grids – the JJEP Wage Grids
for 2023 and 2024 remain the same as previously circulated and are included here only for completeness.

April 1, 2023 HSPBA Classification Comparability:
• Wage Adjustments (Grid 13-P, 14-P, 15-P, and 16-P):
o Effective April 1, 2023, Paraprofessional classifications in Grid 13-P, 14-P, 15-P, and 16-P
will receive a 3.50% wage increase.

• Speech Language Pathologist Supervisor (Grid 18-P-SLP):
o Step 4 rate will be increased by 3.79% to match the top rate of the April 1, 2023 Health
Science Professionals Bargaining Association (HSPBA) wage schedule.
o Step 1 rate will remain unchanged as it is higher than the start rate of the April 1, 2023
HSPBA wage schedule.
o Step 2 rate will be calculated at one-third the difference between Step 1 and Step 4 rates.
o Step 3 rate will be calculated at two-thirds the difference between Step 1 and Step 4 rates.

• Layered-Over Supervisors:
o Layered-Over Paraprofessional Supervisors without an existing supervisor benchmark
will be compensated at a rate of one additional grid or a minimum of eight percent (8%)
above the highest job supervised.
o For illustrative purpose, the table below shows how the rates will be calculated for a
Layered-Over classification:

Classification Step 1 Step 2 Step 3 Step 4
Grid 14-P Classification $40.03 $43.55 $47.07 $50.59
Unique Grid 15-P Classification $42.98 $46.50 $50.01 $53.52
Layered-Over Grid 15-P Classification (Grid 14-P + 8%) $43.23 $47.03 $50.84 $54.64

April 1, 2024 HSPBA Classification Comparability:
• Occupational Therapist Supervisor (Grid 17-P-OT):
o Step 4 rate will be increased by 4.41% to match the top rate of the April 1, 2024 HSPBA
wage schedule.
o Step 1 rate will be increased by 0.50% to match the start rate of the April 1, 2024 HSPBA
wage schedule.
o Step 2 rate will be calculated at one-third the difference between Step 1 and Step 4 rates.
o Step 3 rate will be calculated at two-thirds the difference between Step 1 and Step 4 rates.

• Physiotherapist Supervisor (Grid 17-P-PT):
o Step 4 rate will be increased by 4.41% to match the top rate of the April 1, 2024 HSPBA
wage schedule.
o Step 1 rate will be increased by 0.50% to match the start rate of the April 1, 2024 HSPBA
wage schedule.
o Step 2 rate will be calculated at one-third the difference between Step 1 and Step 4 rates.
o Step 3 rate will be calculated at two-thirds the difference between Step 1 and Step 4 rates.

• Speech Language Pathologist Supervisor (Grid 18-P-SLP):
o Step 4 rate will be increased by 3.32% of the final April 1, 2023 rate (or 4.12% of the
preliminary April 1, 2024 rate, which was agreed on March 22, 2024) to match the top
rate of the April 1, 2024 HSPBA wage schedule.
o Step 1 rate will remain unchanged as it is higher than the top rate of the April 1, 2024
HSPBA wage schedule.
o Step 2 rate will be calculated at one-third the difference between Step 1 and Step 4 rates.
o Step 3 rate will be calculated at two-thirds the difference between Step 1 and Step 4 rates.

• New Supervisor Benchmarks:
o Infant Development Consultant Supervisor (15-P-IDC) and Supportive Child Development
Consultant Supervisor (15-P-SCDC) benchmarks will be created.
o Step 1 rate will match the start rate of the April 1, 2024 HSPBA wage schedule.
o Step 4 rate will match the top rate of the April 1, 2024 HSPBA wage schedule.
o Step 2 rate will be calculated at one-third the difference between Step 1 and Step 4 rates.
o Step 3 rate will be calculated at two-thirds the difference between Step 1 and Step 4 rates.
o Incumbent Layered-Over supervisors of Infant Development Consultant (Grid 14-P-IDC)
and Supportive Child Development Consultant (Grid 14-P-SCDC) will be wage protected
at Grid 15-P.

See Link for more information