HOSPITAL
SERVICES NURSES
COMPONENT
1.01 Preamble
2.01 Work Day
2.02 Meal Time
*2.03 Compensation - Escort Duty
3.01 Shifts, Shift Schedules, and Shift Rotations
3.02 Shift Break
3.03 Shift Cycles
3.04 Shift Assignment
3.05 Rotations and Adjustment
3.06 Changing or Trading of Shifts, Rotations of
Shifts, or Rest Days
3.07 Volunteering for Shifts
3.08 Rotation Between Wards and Areas
3.09 Shifts, Variations and Flexibility
3.10 Flexible Schedules
3.11 Criteria
4.01 Invalid Articles
4.02 Replacement of Articles Held Invalid
*5.01 Overtime Meal Allowance
5.02 Out-of-Pocket Expenses
*5.03 Forensic Allowance
6.01 Health and Convenience
6.02 Placement and Duties of Employees
7.01 Establishment of Committees
7.02 Meetings of Local Standing Joint Committee
7.03 Chairperson of Meeting
7.04 Responsibilities of the Committee
7.05 Limitations
*8.01 Expiration of Agreement
*8.02 Notice to Bargain
8.03 Commencement of Bargaining
8.04 Changes in Agreement
8.05 Effective Date of Agreement
ARTICLE
1 - PREAMBLE AND DEFINITIONS
1.01 Preamble
The purpose of this Agreement is to set out those
terms and conditions of employment applicable only
to employees included in the Hospital Services
Nurses Component as described in Appendix 1 (b) of
the Master Agreement.
ARTICLE
2 - HOURS OF WORK
2.01 Work Day
The hours of work shall be 7 1/2 consecutive
hours, interrupted only by the meal break as
provided in Clause 2.02.
2.02 Meal Time
Meal time of a minimum of 30 minutes to a maximum
of 45 minutes shall be scheduled during an
employee's work day.
*2.03 Compensation - Escort Duty
An employee required to act as an escort to a
patient will be compensated as follows:
(1) All hours in excess of seven and one-half
in any one day (or multiples of seven and
one-half hours for two or more days) will be
paid at overtime premium rates, providing they
return by the first available transport system,
after surrendering their charge.
(2) Where the employee has elected and has
been given permission to return at a later time
or date, the employee shall be on unpaid leave
of absence from the time of surrendering their
charge to the time of commencing their return
journey, at which time they will commence their
regular rate of pay.
(3) In respect of (2) above, an employee may
utilize vacation and/or Article 26 credits to
avoid loss of earnings.
(4) In the event of the employee being unable
to return by any transport system as a result of
adverse weather conditions following the
surrendering of their charge, they will be
reimbursed for such accommodation and
subsistence expenses in accordance with the
rates applicable to travel status. Under such
circumstance, overtime payments are
inappropriate, but there shall be no loss of
basic pay.
(5) Where, however, circumstances of (4) are
appropriate but the employee's charge has not
been surrendered, e.g. travel restrictions occur
between connections en route, they are
considered to be still on duty and therefore
will be subject to compensation shown under
subsection (1) above.
ARTICLE
3 - SHIFT AND ROTATION
3.01 Shifts, Shift Schedules, and Shift
Rotations
(a) All employees covered by the provisions of
this Agreement shall continue to work shifts and
rotations currently in effect.
(b) Once an employee is assigned to a specific
rotation of shifts and days off, the Employer will
make every effort to ensure that this rotation is
maintained.
(c) Notwithstanding the provisions of subsections
(a) and (b), an employee may be required to work
five consecutive days to provide for the changing of
shifts and (or) rotations. It is agreed that the
interruption to the four days on and two days off
shift pattern shall be kept to a minimum.
(d) To meet the principle needs of the Service as
defined under Clause 1.01 of the Master Agreement,
changes in shifts, shift schedules, and shift
rotations may be determined at Local Standing Joint
Committee Level, subject to the written approval of
the Bargaining Principals.
3.02 Shift Break
If shifts are scheduled so that there is not a
period of at least 15 hours and 45 minutes between
the end of one work period and the beginning of the
next, overtime rates will apply to hours worked on
the succeeding work period within the 24-hour
period.
3.03 Shift Cycles
(a) All shift cycles shall not last less than 12
calendar days, nor more than 30 calendar days. The
foregoing shift cycle lengths may be lessened or
extended to allow a shift change on employees'
scheduled days off.
(b) By mutual agreement between an employee and
their supervisor, an employee may work two or more
consecutive cycles on the night shift.
(c) Supervisory personnel (Nurse Level 7 and 9)
on their own initiative and with agreement from
local management, may reduce or increase their shift
cycle lengths.
3.04 Shift Assignment
Rosters covering a minimum of 24 days shall be
posted 14 calendar days in advance, and any
subsequent change shall be subject to the provisions
of Clause 15.05 of the Master Agreement.
3.05 Rotations and Adjustment
(a) There shall be no pay back for short fall in
the shift systems.
(b) Shift employees shall work a pattern of four
days work and two days off (4-2 shift pattern).
(c) All other employees shall work a pattern of
five days work and two days off (5-2 shift pattern).
(d) (1) Shift employees working the 4 - 2
shift pattern where the length of the scheduled
work shift is 7 hours and 30 minutes, exclusive
of meal break, will earn a surplus of time off
the equivalent of 10 working days per year (in
addition to any compensation or premium due
under Clause 17.07 of the Master Agreement)
which shall be paid in accordance with the
provisions of Clause 26.02 of the Master
Agreement.
(2) Employees working the 5 - 2 shift pattern
where the length of the scheduled work shift is
7 hours and 30 minutes exclusive of meal breaks
will earn a surplus of time off the equivalent
of 17 working days per year (in addition to any
compensation or premium due under Article 17 of
the Master Agreement). The time shall be paid by
permitting the employee to schedule off one of
the days owing each month at a time convenient
to the employee but subject that minimum
operational requirements are maintained, and the
remaining five days shall be paid in accordance
with Clause 26.02 of the Master Agreement.
(3) Part-time employees will earn a surplus
of hours and receive repayment on a prorated
basis.
3.06 Changing or Trading of Shifts, Rotations of
Shifts, or Rest Days
With suitable advance notice to their supervisor,
employees shall normally be allowed to trade shifts,
rotations, and (or) rest days, providing no extra
cost to the Employer will result and that:
(a) the replacement employee is of a similar and
(or) acceptable level of ability, qualifications,
and experience; or
(b) that coverage of the ward or area will not be
adversely affected.
3.07 Volunteering for Shifts
(a) Volunteers for any shift will be utilized
whenever and wherever practicable, providing this
does not involuntarily restrict the rotation of
other employees, except where an employee is engaged
in a professional development program.
(b) All shift staff who are prepared to remain
indefinitely on the afternoon or night may be
granted permission to do so, providing this:
(1) is administratively practicable;
(2) in no way adversely affects the coverage
of the ward or unit, or patient treatment
program;
(3) does not interfere with the employee's
professional development and knowledge of
various conditions and programs.
With 30 day's notice and after four months'
service, including such notice, the Employer may
recall employees to rotation.
3.08 Rotation Between Wards and Areas
(a) Employees can normally expect (and will be
expected) to remain on the same ward or area for
approximately 18 months. Ward staff members will be
expected to rotate through all types of wards. No
ward staff shall be permitted to remain on a ward if
by doing so they restrict the rotation of others.
(b) Ward staff assigned as in (a) above may
request a move at any time after three months after
assignment to a given ward if the request is
supported by sound reasons. Before such a request is
refused, it shall be referred to the appropriate
excluded manager. At the end of 18 months or more on
a given ward, the employee requesting transfer to
another ward or another type of ward may be
transferred at the next shift change, but in any
case not more than 60 days following the request.
Any application issues arising from this Clause
shall be referred to the Local Standing Joint
Committee.
(c) Supervisors after 18 months in the area, and
with 60 days' notice, may request assignment to
other areas, and such requests shall be granted
wherever possible.
(d) Requests made pursuant to (b) and (c) above
shall not be unreasonably denied.
(e) Temporary reassignment to cover vacation,
illness, and similar absence of employees shall be
on a compulsory basis of rotating the employees
involved, although timely volunteering will be
considered.
(f) Save for the closing of a hospital, clinic or
other facility, no employee shall be transferred or
sent relieving without their consent to a ward or
area in another hospital.
(g) The Employer shall notify an employee at
least 14 calendar days in advance of any move to
another ward or area except in the case of temporary
assignment made necessary by operational
requirements, in which case as much reasonable
notice as possible will be provided.
3.09 Shifts, Variations and Flexibility
(a) (1) Notwithstanding any provision to the
contrary contained in Article 3, the following
hours of work provisions shall apply for the
following enumerated classes of employees.
- program nurse positions as agreed by
the parties
- Central Sterile Supply, all facilities
- Admissions Nurses, all facilities
- Staff Trainers, all facilities
- North Lawn Consultant, Riverview Hospital
- Community Follow Up, Riverview Hospital
- (Any other position agreed to by the
parties from time to time.)
(2) For existing incumbents of the topic
functions there shall be two work schedule
options, either current schedules in effect, or,
by mutual agreement at the local level, a
seven-hour day, day shift, Monday to Friday,
with statutory holidays off.
(3) In the event of vacancies or newly
created positions in subclause (1), the Employer
at the local level may establish the work
schedule as being a seven-hour day, day shift,
Monday to Friday with statutory holidays off.
This information will be included in any
relevant posting.
(b) Notwithstanding any provisions to the
contrary in Article 3, the representatives of the
Employer and the Union at the local level may
establish variations to the current shifts and
rotations. Any varied work schedule shall meet the
following criteria:
(i) All varied schedules must conform to the
program requirements necessary for the delivery
of service.
(ii) All work schedules shall meet the
annualized hours of work.
(iii) Any work schedule shall not contain
scheduled overtime.
(iv) Two-thirds of the affected incumbent
nurses must agree to the varied work schedule.
(v) The varied work schedule shall be
reflected in the form of a memorandum between
the bargaining principles before it is
implemented.
(vi) In the event that either the Employer or
the Union at the local level, or either of the
bargaining principles, determine that such a
changed work schedule is no longer desirous,
then said schedule shall be cancelled upon one
month’s notice.
(c) By mutual agreement between the individual
employee(s) and the Employer at the local level,
employees classified at Level 7 and 9 may schedule
their work on a flexible basis. Scheduling of work
on a flexible basis shall meet the following
criteria:
(i) The program requirements necessary for
the delivery of service are maintained.
(ii) The annualized hours of work must be
met. The employee may be requested to keep an
accurate record of actual hours worked which
will be submitted to their supervisor.
(iii) No premium or penalty contemplated on
Articles 15 (Shift and Rotation) or 16
(Overtime) of the Master Agreement shall apply
where it results from an employee self
scheduling their work on a flexible basis. Hours
worked in excess of the seven or the seven and
one-half in a work day initiated or scheduled by
the Employer shall attract the premiums
contemplated in Articles 15 and/or 16.
(iv) In the event either the employee(s) or
the Employer at the local level, or either of
the bargaining principles, determine such
flexible scheduling of work is no longer
desirous, then it shall be cancelled.
3.10 Flexible Schedules
Deleted date of signing of Eleventh Master
Agreement
3.11 Criteria
Deleted date of signing of Eleventh Master
Agreement
ARTICLE
4 - SAVING CLAUSE
4.01 Invalid Articles
If any article or section of this Agreement or of
any riders hereto should be held invalid by
operation of law or by any tribunal of competent
jurisdiction, or if compliance with or enforcement
of any article or section should be restrained by
such tribunal pending a final determination as to
its validity, the remainder of this Agreement and of
any rider thereto, or the application of such
article or section to persons or circumstance other
than those as to which it has been held invalid or
as to which compliance with or enforcement of has
been restrained, shall not be affected.
4.02 Replacement of Articles Held Invalid
In the event that any article or section is held
invalid, or enforcement of or compliance with which
has been restrained, as above set forth, the parties
affected thereby shall enter into immediate
collective bargaining negotiations, upon the request
of either party for the purpose of arriving at a
mutually satisfactory replacement for such article
or section during the period of invalidity or
restraint. If the parties do not agree, they shall
submit the dispute to the procedure as outlined in
Article 9 of the Master Agreement.
ARTICLE
5 - ALLOWANCES
*5.01 Overtime Meal Allowance
(a) An employee who is required to work a minimum
of two and one-half consecutive hours overtime
before or after, but joined to their scheduled hours
of work, shall be provided with a meal or shall be
reimbursed in the amount of
$14.25
.......................................effective
April 16, 2006
$14.50
.......................................effective
April 1, 2007
$14.75
.......................................effective
March 30, 2008
$15.00
.......................................effective
March 29, 2009.
A meal break of one-half hour with pay at the
straight time rates shall be provided.
(b) An employee who is required to work
continuously six and one-half or more hours
overtime, excluding the overtime meal break in
clause (a), shall receive a further meal or
allowance and break as in clause (a). This
entitlement shall continue upon the completion of
every three hours of overtime worked thereafter.
(c) This Clause shall not apply to an employee
who is on travel status which entitles them to claim
lodging and (or) meals.
5.02 Out-of-Pocket Expenses
Employees performing their duties within their
headquarters area (not on travel status) but away
from their hospital, clinic, or other facility, may
claim reasonable out-of-pocket expenses, such as
meals, subject to the approval of the Employer.
*5.03 Forensic Allowance
(a) Employees employed in the following wards or
areas or any eventual successor wards or areas shall
be paid a forensic allowance in accordance with the
following:
(1) Maximum Security - A forensic allowance
of one extra day off per month:
(i) Forensic Psychiatric Hospital
- Ashworth House
- Dogwood House East
- Physicians Assistants
(ii) Youth Forensic Psychiatric Services
- Inpatient Assessment Unit
(iii) Maples Adolescent Treatment
Centre
- Crossroads Annex Program (when
operating)
(2) Combined Maximum/Medium Security - A
forensic allowance of one extra day off every
two months:
Forensic Psychiatric Hospital
- Case Management Services - Nurse Case
Coordinators only
- Complex Coordinator (if established)
(3) Medium Security - A forensic allowance of
$80.00 per month:
(i) Forensic Psychiatric Hospital
- Elm House
- Dogwood House West
- Hawthorne House
- Ironwood House
- Juniper House
(ii) Burnaby Youth
Custody Services
(b) Employees entitled to an extra day off shall
take the same in conjunction with a regularly
scheduled two-day break, and such time shall be
posted on the roster at the time the regular
schedule of work days is posted.
(c) Where an employee has worked part of a month
on one security ward or area and part of a month on
another security ward or area, the employee shall
receive the allowance appropriate to the ward or
area on which the greater length of time was worked.
Where an employee has worked an equal amount of time
between two security wards or areas, the higher
security allowance shall apply.
(d) (1) Authorized absences of less than five
scheduled working days in a month, or 10 days in
two months under (a)(2) shall not affect an
employee's entitlement to the allowance. Should
an employee be on authorized absence for more
than five scheduled working days in any month,
or 10 days over two months under (a)(2) the
allowance shall be reduced on a pro rata basis
and shall be the product of a numerator being
the actual number of days worked, the
denominator being the number of scheduled work
days for that employee in the given month, and
the multiplicand being the full amount of the
appropriate allowance. In such instances, the
maximum and combined security allowances shall
be converted to a cash payment.
(2) No employee shall suffer any loss of
allowance because of absence from their
normal work site of five days or less in one
month, or 10 days or less in two months
under (a)(2), due to temporary assignment by
the Employer or due to union business. An
employee may combine the absences permitted
in sub clauses (1) and (2) without reduction
of the allowance; except that an employee
may not combine the Employer assignment and
union business in the same calendar month
under the provisions of sub clause (2)
without a prorated reduction in the
allowance should the absences in sub clause
(2) exceed five working days.
(3) Employee entitled to and who take the
security allowances of an additional day off
shall not have the day charged against the
five days of valid absence permitted in sub
clause (1).
(e) No employee shall suffer loss of Forensic
allowance because of absence from work due to a
work-related injury. Employees in the maximum or
combined security areas who are absent from work
more than five days in a single month due to a work
related injury shall receive their allowance as
extra pay.
(f) Regular part-time and auxiliary employees,
and employees who commence or terminate employment
during a month shall receive the appropriate
allowance on a pro rata basis and converted to cash,
except that any such employees who work 15 full-time
days or more in the month shall receive the full
allowance.
(g) Should a pay equity program be agreed to
between the parties and incorporate the basis for
which these allowance are paid, this Article shall
be deleted in its entirety upon implementation of
any such pay equity program.
ARTICLE
6 - EMPLOYEE/PATIENT WELFARE
6.01 Health and Convenience
(a) Rooms suitable for consumption of beverages
and meals will be provided.
In facilities where meal service is currently
provided for employees, meal service shall continue
to be provided and be available on the day and
afternoon shift at times which are concurrent with
the established kitchen hours. Cost for such meals
shall be the basis of raw food plus services costs.
(b) A room(s) will be set aside away from the
work station to provide staff privacy during breaks.
The room shall be minimally equipped for making hot
and cold beverages. Chattels will be provided at no
cost to the employees. The room will be equipped
with one or more couches and (or) chairs.
(c) Lockers which can be locked shall be provided
for the safekeeping of personal belongings. These
lockers may be located in the staff rooms.
6.02 Placement and Duties of Employees
(a) No employee shall be required to work alone
on a ward if the employee indicates to the
supervisor that the employee believes the situation
may be unsafe.
(b) In concert with other affected bargaining
units, placement of male and female employees on
shift and rotations as well as wards and units
shall, as a minimum, adhere to the following
principles:
(1) The modesty, safety, and health of the
patient must be assured;
(2) The safety and health, as well as
reasonable modesty, of the employee must be
assured.
(c) The local union organization or local
management may refer differences of interpretation
of modesty, safety, and (or) health to the Local
Standing Joint Committee referred to in Article 7.
ARTICLE
7 - LOCAL STANDING JOINT COMMITTEE
7.01 Establishment of Committees
A Local Standing Joint Committee shall be
established for each unit specified in Appendix 1(b)
of the Master Agreement, consisting of equal numbers
of employees nominated by the Union and Employer
representatives with a minimum of two and a maximum
of four from each party. The Committee may use
additional persons for technical information or
advice.
7.02 Meetings of Local Standing Joint Committee
The Committee shall meet at least once each month
at a mutually agreeable time and place. Employees
shall be without loss of basic pay for time spent on
the Committee
7.03 Chairperson of Meeting
An Employer representative and an employee
nominated by the Union shall be designated as joint
chairpersons and shall alternate in presiding over
meetings.
7.04 Responsibilities of the Committee
(a) Assigned Responsibilities
(1) The Committee shall deal with
responsibilities specifically assigned to it
under the terms of the Master and this
Agreement.
(2) Where the Master Agreement or this
Agreement use the terms "by mutual agreement",
"local arrangements", or similar terms, and
where it is evident that these terms do not
apply to another committee(s) of the Union and
the Employer nor to arrangements between an
individual employee and their supervisor, these
matters shall be referred to the Local Standing
Joint Committee.
(3) Unless otherwise expressed in the Master
or this Agreement, all recommendations of the
Committee are subject to the approval of the
Bargaining Principals. Where the members of the
committee cannot come to an agreement on matters
referred to it, the opposing positions will be
reduced to writing and referred to the
Bargaining Principals for solution.
Where the Bargaining Principals fail to
agree, the question will be handled under the
provisions of Article 8 of the Master Agreement.
(4) The Committee may appoint standing or ad
hoc sub-committees to deal with specialized
problems. The sub-committee(s) shall be
responsible to the Local Standing Joint
Committee.
(5) There is no restriction against the Local
Standing Joint Committee acting as the Safety
Committee, provided that the provisions of the
Workers' Compensation Act and regulations are
complied with.
(b) Continuing Responsibilities of the
Committee
The Committee may concern itself with the
following general matters:
(1) Reviewing suggestions from employees and
questions of working conditions and service (but
not grievances), so that better relations shall
exist between the Employer and its employees.
(2) Correcting conditions causing grievances
and misunderstandings.
(3) Studying issues arising from changing
conditions and concepts in nursing care and
treatment of patients.
7.05 Limitations
The Committee shall not have jurisdiction over
wages or any other matter of collective bargaining,
including the administration of this Agreement,
except the recommendations to be made under Clause
7.04. The Committee shall not supersede the
activities of any other committee of the Union or
the Employer and does not have the power to bind
either the Union or its members or the Employer to
any decision or conclusions reached in their
discussions. The Committee shall have the power to
make recommendations to the Bargaining Principals.
ARTICLE
8 - TERM OF AGREEMENT
*8.01 Expiration of Agreement
This Agreement covers the period from and
including January 1, 2007 to and
including midnight, December 31, 2010.
All terms and conditions of this Agreement shall
remain in full force and effect after
December 31, 2010 until the Union gives
notice of strike and a strike occurs, or until the
Employer gives notice of lockout and lockout occurs,
or until a new or amended Agreement comes into
force, whichever is earliest, and as may be provided
by statute.
*8.02 Notice to Bargain
(i) This Agreement may be opened for
collective bargaining by either party giving
written notice to the other party on or after
October 31, 2010, but in any
event not later than midnight October
31, 2010.
(ii) Where no notice is given by either party
prior to October 31, 2010, Clause 8.03 of this
Article applies, as if notice has been given.
8.03 Commencement of Bargaining
Where a party to this Agreement has given notice
under Clause 8.02 of this Article, the party shall
within 30 calendar days after the notice was given
commence collective bargaining.
8.04 Changes in Agreement
Any change deemed necessary in this Agreement may
be made by mutual agreement at any time during the
life of this Agreement.
8.05 Effective Date of Agreement
The provisions of this Agreement shall come into
full force and effect on the date of signing of the
Master Agreement, except where otherwise specified.
*APPENDIX 1
WARD AND AREA SELECTION
1. Subject to the limiting factors of Clause 3.08
of this Agreement every attempt will be made to
place employees on the ward or in the area of their
choice, subject to the provisions of proper and
adequate patient coverage.
2. In hospitals where nursing procedures are
required to be performed by members of a specific
sex, every reasonable effort will be made to insure
that a member of the appropriate sex is available to
carry out these procedures.
In cases where specific nursing procedures come
into dispute as to the appropriateness of the
assignment, such shall be referred to the Local
Standing Joint Committee with views, if any, being
received from the Human Rights Commission.
Failure to reach agreement shall be dealt with
under the provisions of Clause 7.04(a)(3) of this
Agreement.
3. Every attempt shall be made by the Employer to
ensure that all employees for maximum security areas
will be selected only from volunteers unless the
employee was expressly hired for a maximum security
area, such as in a hospital unit in a Provincial
jail.
4. The Employer undertakes to work toward
maximizing the professional nursing element in the
job content for all employees in the bargaining
unit.< /p>
*MEMORANDUM OF UNDERSTANDING #1
IN CHARGE
(a) For the facility specific designations as
agreed and listed below, employees classified at the
Nurse 4 level only, shall receive a special
allowance of $9.38 per shift worked where such
employees are “in-charge”. This allowance will apply
when the majority of the shift is worked and shall
not be pro-rated.
(b) Where the incumbent of a higher paying
position is temporarily absent for three or more
hours, employees classified at the Nurse 4 level
only and “in-charge” shall receive a special
allowance of $1.25 per hour worked.
(c) In the circumstances of (b) above, Clause
27.08 (Temporary Substitution) will only apply where
the temporary absence is known in advance to exceed
16 consecutive shifts. If the Employer determines
that it will not designate an employee pursuant to
Clause 27.08, then (a) above will apply.
(d) Where a position is vacant, the Employer
shall determine whether to designate an employee to
substitute pursuant to Clause 27.08 or make
temporary appointments pursuant to Clause 27.09.
However, where an Employer decision in this regard
results in non-compliance with the facility
designations listed below, then (a) above will
apply.
(e) An employee shall not receive both the
“in-charge” special allowance and substitution pay
on any given shift.
(f) “In-charge” means assuming supervisory and/or
administrative duties over and above regular
clinical duties, but is not a designation pursuant
to Clause 27.08 to assume the principal duties of a
higher paying position.
(g) The “in-charge” special allowance payable
under (a) and (b) shall be paid according to
classification seniority within the facility
designations described below.
(h) Organizational changes or changes to existing
staffing models in the affected facilities, noting
specifically Forensic Psychiatric Hospital, may
necessitate revision of the facility designations as
required. Discussions in this regard will commence
at the call of either party.
(i) The Employer will consult with the Union
respecting expected duties for employees who are
assigned “in-charge” responsibilities as defined in
(g) above.
(j) Deleted date of signing of Eleventh
Master Agreement
Facility Designations
1. Nothing in this Memorandum of
Understanding is intended to detract from the
Employer’s ability to assign nurse supervisors
(defined as bargaining unit Nurse Levels 4, 5,
7, 9 or excluded nurse) to any shift in any
facility, nor to designate Nurse Level 4 for
temporary substitution pursuant to Clause 27.08
or make temporary appointments pursuant to
Clause 27.09.
2. Riverview Hospital, Forensic Psychiatric
Hospital.
Facility Designations for Riverview and Forensic
Psychiatric Hospital will be modified to reflect
the principle of there being one employee
in-charge per organizational unit where such a
unit would otherwise have an organizationally
established supervisory presence. It is
recognized that organizational structures may
change such that in-charge designations would
change as well.
* 3. Tillicum and Veterans Care Society
OBL Continuing Care Society
On each full day, afternoon or night shift where
no nurse supervisor as defined in (1) above is
scheduled to work, MOU#1 (a) or (b) shall apply for
one Nurse Level 4 per shift, per facility.
MEMORANDUM OF UNDERSTANDING #2
CHANGES TO SHIFTS AND ROTATIONS
A. The Union has identified a desire by some
members, less than a majority, to have the
opportunity to work additional day shifts and to
have more weekends off. The Employer has identified
a need to have a limited number of additional nurses
on duty on Monday to Friday during the day shift in
order to better provide certain programs.
In view of the above,
1. the Parties agree to introduce pilot
project(s) where a limited number of regular full
time Nurse Level 4 and/or Nurse Level 5 employees
will be given the opportunity to accept assignment
of a combination of four days work and five days
work with the equivalent number of annual days off
as provided by a 4-2 shift pattern with the number
of consecutive days off being two or more;
2. the maximum number of consecutive days of work
shall be five;
3. all provisions of current Hospital Services
Nurses Component Clause 3.09 shall continue to
apply;
4. by mutual agreement at the local level,
ward(s) shall be chosen on which to introduce the
pilot project;
5. the provisions of the pilot project shall be
in writing;
6. the Parties agree to establish a Joint
Committee to monitor the implementation and success
of the pilot project;
7. should the pilot projects be a success, the
Parties may agree to add additional wards to the
pilot project.
B. The British Columbia Nurses' Union has
identified a desire by some members to work an
extended work day.
In view of the above, the BCNU and Employer shall
investigate the feasibility of introducing mixed
shift lengths on the number of wards on which there
is a mutual agreement at the local level. The
approach shall be that those employees who wish
shall continue to work the 7.5 hour day, 4-2 shift
rotation or a variation thereof, while others
(volunteers) shall work an extended work day. The
provisions of current Hospital Services Nurses
Component Clause 3.09 shall continue to apply.
LETTER OF AGREEMENT
RE: HOSPITAL SERVICES NURSES COMPONENT AGREEMENT
MEMORANDUM OF UNDERSTANDING #1
Expired date of signing of Eleventh Master
Agreement
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