CUPE Health Care Workers' Council of Unions

ARTICLE 23 - EMPLOYMENT STRATEGY

23.01 Purpose

Through the Provincial Employment Strategy Committee (hereinafter referred to as "the Committee"), the parties agree to develop and implement long term strategies for training, retraining and re-employment of Employees to meet current and future human resource needs in order to provide employment security. The Employer agrees to deduct the Employees' share of the Employment Insurance rebate and match that deduction and forward to the Employment Strategy Committee those monies on a monthly basis.

23.02 Employment Strategy Committee Membership

The Committee shall be comprised of eight (8) members, four (4) Union appointees and four (4) Employer(s) appointees or their alternates.

23.03 Committee Mandate

a) Administration

The Committee will:

Establish program direction, action strategies and policies and procedures;
Review and approve the payment of requests as appropriate;
Determine signing authorities for financial and operational needs;
Prepare and publish a monthly financial statement;
Contract an independent auditor to produce a yearly audited financial statement for the program;
Develop and maintain an adequate information system to support the committee's needs;
Establish an appeals process.

b) Human Resource Planning

Human Resource planning is the responsibility of the Employer(s). The Committee will review and provide recommendations on a provincial basis to ensure that Employees who become unemployed are given access to job opportunities throughout the health care system.

Specifically, the committee will:

Monitor vacancies and recall activities;
Provide assistance to Local Committees and/or Employer(s) on job matching;
Evaluate future "job type" requirements throughout the system, i.e. overall system needs and recommend to districts;
Inventory health human resources and work with the appropriate agencies to address anticipated future needs.

c) Establishing Program Directions

The Committee, in establishing program direction and action strategies must, at a minimum consider the following which may include but not be limited to:

Training and retraining - training courses, on the job training, salary continuance, double staff (dual incumbency training), etc.;
Tuition Reimbursement - course tuition, registration, books, etc.;
Career Counselling/Job Placement - opportunities for transfer, assistance with job search, resume writing and development of interview skills, etc.;
Relocation Assistance - costs associated with moving personal effects, etc.

23.04 Workplace Reorganization

Prior to the implementation of workplace reorganization which results in amalgamations, facility closures, dissolution of departments or abolishment of any position(s), the Employer will notify the Local of the Union affected and the Committee in writing prior to implementing such change.

In order to explore options within their mandate, the Committee shall consult with representatives from the Employer(s) and Local of the Union(s) affected. At this time, the parties will review the proposed change, including but not limited to:

The number of positions affected;
Options to minimize displacement;
Employees who will be affected;
Affected Employee(s) preferences;
The process for implementation, including target dates; and
The reorganization goals and objectives.

Within twenty (20) days of the original notice, the Committee will:

Develop a list of strategies to address the defined goals and objectives.
Communicate such recommendations to the Employer(s) and Local of the Union(s).
Negotiate a resolution with the Employer(s) and the Local of the Union(s) which will be binding upon all parties.

23.05 Representative Workforce

a) Preamble

The parties will address proactive processes that support a representational workforce which shall include but not be limited to identifying employment opportunities, education and training, and preparing workplaces.

b) Workforce Representation

The parties agree to the principle of a representative workforce for Aboriginal workers. The parties agree to charge the Employment Strategy Committee with the responsibility to develop, implement, monitor and evaluate pro-active initiatives designed to ensure Aboriginal People are present in all occupations in their proportion to the provincial working population.

Therefore, when hiring new employees, the Aboriginal representative principle shall be applied, providing there are qualified Aboriginal applicants for the vacancy.

c) Workplace Preparation

The parties agree to implement educational opportunities for all Employees to deal with misconceptions and dispel myths about Aboriginal People. This will include enhanced orientation sessions for new employees to ensure a better understanding of respectful work practices to achieve a harassment free environment.

d) In-Service Training

The parties agree to facilitate educational opportunities which may include literacy training and career path counselling/planning.

e) Elders

At the request of the employee, an Elder will be present when dealing with issues affecting Aboriginal employees.

f) Accommodation of Spiritual or Cultural Observances

The parties agree to make every reasonable effort to accommodate an Employee in order for them to attend or participate in spiritual or cultural observances required by faith or culture.

23.06 Co-ordination of Provincial Job Placement

Each Health District/Employer(s) which is unable to fill a vacancy shall notify the Committee of the position and relevant details. The Committee will distribute information on these vacancies and their location to District Health Boards/Employer(s). District Health Boards/Employer(s) will ensure the position will be posted and filled according to the Collective Agreement.

23.07 Transfer of Benefits, Seniority and Accruals

a) Portability of Benefits

The Committee will enter into discussions with the applicable plan administrators to identify the feasibility of transferring benefit plans for Employees who have transferred between bargaining units including but not limited to waiving qualifying periods and continuation of service.

Upon a relocation under the terms of this Agreement, Employee(s) who are already enrolled in a SAHO Benefit Plan shall not be required to serve a further qualifying period for eligibility of those SAHO benefit plan(s).

b) Transfer of Vacation and Sick Leave

Current unused sick leave credits will be transferred.

Current unused vacation credits will be paid out as per Section 35 of the Labour Standards Act. The Employee will have the option to purchase those vacation credits from their receiving Employer.

c) Transfer of Seniority

Transfer from bargaining unit to bargaining unit will not constitute a break in service for purposes of seniority.

d) Salary Rate Upon Transfer

Salary rate upon transfer shall be established consistent with the terms of Article 21.04 - Pay Upon Promotion, 21.07 - Lateral Transfer within the Same Pay Grade and Article 21.08 - Pay Upon Demotion.

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CUPE Health Care Workers' Council of Unions
3725E Eastgate Drive
Regina, Sask
S4X 1A5

Phone: 1-306-546-2185
Fax: 306-781-8177
Email: Gordon Campbell, President