2 July 2009
Local Local 43
Tentative Agreement Reached
Bargaining A tentative agreement was reached
between the Union and the
Employer at conciliation on June 24,
July 3, 2009:
12:00 noon - Information Meeting
between 2009. After careful deliberation,
NSGEU and 1:00 pm - Information Meeting
your bargaining committee
Canadian Blood recommends that you vote in favor 12:00 noon to 4:00 pm - voting by
Services of the tentative agreement. secret ballot
Information meetings and voting Location: CBS, LERT Room, 4th Floor
will be held on July 3, 2009. All
Local 43 members will receive If you have any questions, please
a copy of the Highlights of the contact any member of your
Tentative Agreement. Some of bargaining committee or the NSGEU
the agreement highlights include Labour Resource Centre at 424-
the continuation of matching 4063 (toll free 1-877-556-7438) or
the wage increase with NSGEU email us at email@example.com.
members at the CDHA, and many
improvements such as overtime Bargaining Committee
Nova Scotia provision enhancements (after an
Government employee works 4 hours of overtime Carolyn Barrett
and General in a day she/he will be compensated Carolyn.Barrett@blood.ca
Employees Union at double time including the first 474-8293
4 hours of overtime), retirement
100 allowance, improvements to jury/ Lisa Carver
Eileen Stubbs Ave court leave, family illness leave Lisa.Carver@blood.ca
Dartmouth, NS and bereavement. Although we 474-8304
B3B 1Y6 were unable to achieve some of our
424-4063 proposals tabled to address the April Laidlaw
1-877-556-7438 consolidation news, we were able to April.Laidlaw@blood.ca
www.nsgeu.ca achieve substantial improvements in 474-8270
the existing severance package.
On July 3, 2009, you will be asked Tina Webber
to vote by secret ballot to accept the Chief Negotiator
tentative agreement. If you reject 424-4063
the tentative agreement you will also
be authorizing the Union to conduct
NSGEU Local 43 and Canadian Blood Services
Highlights of the
e co An ce
Nova Scotia Government and General Employees Union
100 Eileen Stubbs Avenue
Dartmouth NS B3B 1Y6
424-4063 or 1-877-556-7438
Term of Agreement
Four (4) year Agreement – January 1, 2008 to December 31, 2011.
Provisions effective date of ratification except wages and overtime or unless
Wages – General Economic Adjustments
Employees (including those with PIO status) continue to receive the same
wage increases as employees at the Capital District Health Authority (CDHA).
The Employer agreed to eliminate the existing salary differentials. The
Employer agreed to language that if the Medical Laboratory Technologists at
CDHA receive additional salary adjustments then Local 43 classifications
requiring MLT qualifications will receive the same adjustment.
The increases to date are:
April 1, 2008 2.1% increase for Laboratory Technologist, Senior
Laboratory Technologist, Charge Technologist, Staff
November 1, 2008 2.9% increase for all classifications.
April 1, 2009 2.1% increase for Laboratory Technologist, Senior
Laboratory Technologist, Charge Technologists,
Biomedical Technologist, Equipment Specialist, Staff
The CDHA/NSGEU contract expires on October 31, 2009 so future increases are
subject to settlement between NSGEU and CDHA.
Employees with more than 15 years of service, who retire in accordance with
the pension plan, are entitled to an allowance equal to 1 week for each year
of service to a maximum of 20 weeks pay. It is prorated for part-time
Hours of Work and Overtime Compensation
Employer shall make every effort not to change existing shift schedules and
agree to develop new schedules with mutual agreement with employees.
Shifts for full-time employees shall not be less than 6 hours and not greater
than 10 hours exclusive of unpaid meal periods and includes of rest periods.
Part-time schedules shall not be less than 4 hours and not greater than 10
hours. Employer shall not change schedules within the 2 week confirmed
period just to avoid overtime.
All alternative hours of work shall be in writing and include the hours of
work. The current arrangements will be in writing.
Rest periods shall be prorated for scheduled shifts greater than 7.5 hours.
Shifts less than 7.5 entitled to one 15 minute rest period. Employees shall
receive an additional 15 minute rest period for each subsequent 3 hours
beyond their shift of 7.5 or more.
Full time employees, who work in excess of 4 consecutive hours beyond their
scheduled shift of 7.5 or more, shall be compensated 2 X including the first 4
hours of overtime.
Part time, temporary and casual employees shall receive 1.5 X for work in
excess of a scheduled shift 7.5 hours or more, and should they work 4
consecutive hours beyond the scheduled shift, they will be compensated 2 X
including the first 4 hours of overtime.
An employee who is called back shall receive 2 X if they work in excess of 7.5
Pyramiding will now apply to weekend and shift premiums. There will be no
pyramiding of overtime for the same hours - employee receives the higher
overtime rate or premium.
On call, holidays and weekends, will be scheduled on an equitable basis. The
parties will meet through Labour Management to determine an equitable
system for calling in employees who are not on call.
Overtime required at the end of a shift will be offered on an equitable basis
to employees currently on shift. Where 2 or more employees have worked no
or equivalent overtime in the current pay period, the employee with the most
seniority shall be offered the overtime first.
If part-time employees shift is cancelled within the 2 week confirmed period,
she/he shall be paid for the shift (currently only paid 4 hours).
Weekend shift premium will begin at 0001 Saturday instead of 0700
Holiday Overtime Premium - Full time employee now also entitled to time off
for all hours worked in excess of 7.5 hours in addition to the 2X.
New 6 hour rest interval after call back. Where employee does not receive
the rest period, she/he shall be compensated for 1.5X.
Job Security Provisions
Only regular employees are covered by Article 15 and the Memorandum of
Understanding on Consolidation
Memorandum of Agreement - Consolidation
A New Memorandum of Understanding will amend the Memorandum of
Understanding on Consolidation. It is effective until October 31, 2011 and will
be extended in the event consolidation not concluded or new building not
complete. It provides for:
No-claw back of Severance
Employees in receipt of severance allowance who secure employment with
any Public Sector Employer following layoff will not be required to reimburse
CBS their severance.
Voluntary Lay-off Option
Before lay-off notices are issued, the Employer may invite requests for
voluntary lay-offs from all regular employees in the bargaining unit. The
Employer will determine the number of voluntary lay-off options. The
voluntary lay-off severance is 3 weeks for each year of service to a maximum
of 52 weeks. Employees who accept this offer will resign their position for
the severance payment and not receive 60 calendar days notice of lay-off.
The Employer shall consider voluntary lay-off requests from employees who
are eligible to retire in accordance with the pension plan. Employees who
take this option will resign and therefore not be entitled to retirement
allowance. When they do retire, they will not be entitled to retiree health
If more voluntary lay-off options are made they shall be offered by order of
Employees will sign a letter of intent that will be irrevocable 30 calendar days
from the date of signing of the letter.
Severance for Laid Off Employees
Laid off employees entitled to severance of 3 weeks for each year of service
to a maximum of 70 weeks and a minimum of 24 weeks (currently no
minimum severance). Employees are also entitled to 60 calendar day’s notice
Employees are not required to accept a lower paying position, temporary
position, or to displace another employee. They will be entitled to this
severance. As well, if there are vacancies in the employees same
classification, they are offered by order of seniority. The least senior
employee shall be placed in the vacancy if more senior employees do not
want the vacancy. In this case the more senior employees who declined the
position will be entitled to this severance.
The severance shall be pro-rated for regular part-time employees based on
number of regular hours worked divided by 1950 hours multiplied by 3
weeks regular pay. The same minimums and maximums apply.
Laid off employees may continue their health benefit plan (except LTD) for 3
months provided they pay both the employee and employer premiums.
Acting Pay Provisions
Lead assistant duties increased to 80 cents per hour.
Employees shall receive a new $1.00 premium to conduct training on SOP’s
Employer can deduct the annual NSCMLT and CSMLS fees from the
employee’s pay. Fees are deducted from January to Oct pays and submitted
for the Nov. deadline.
Vacation Pay for Part-time Employees
Part-time and temporary employees may receive their vacation pay annually
in the first pay in November.
Family relationships for 5 consecutive working days expanded to include
fiancé, step-brother/sister, grandparent, sister/brother-in-law,
daughter/son-in-law. Relative permanently residing with employee moved
to 5 days from 1 day.
Jury/Court Duty Leave
Employee subpoenaed as a witness in a court action shall be granted leave
with pay. An unpaid leave of absence without pay will be granted to an
employee who has to attend court for private reasons.
Leave for Family Illness
Now includes leave for employee’s parent regardless if they live with the
Clarification of “day”
Several articles were clarified as to whether it is “calendar” or “working” day.
As well, some articles changed from days and weeks to 7.5 and 37.5 hours.
Employee called back to work reimbursed taxi fare to maximum of $24 (up
from $22). If employee uses own vehicle entitled to kilometer allowance as
per CBS travel policy (currently 39 cents) to maximum of $24.
Employee who works past 10:30 pm entitled to taxi fare to a maximum of
$24 (up from $22).
Temporary employees after 1 year of continuous employment now covered
under sick leave policy.
Layoff and Recall - Article 15
The process has been improved for clarity and improved overall. Before lay-
offs notices are issued, if there are permanent vacancies, they will be offered
to employees whose positions will be eliminated by order of seniority. Where
there is no interest the least senior employee will be placed in the vacancy.
The vacancy must be in the employee’s same classification.