Canadian Blood Services and Diagnostics
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January 16, 2013
CBS Support Bargaining Team
Tentative Agreement details
On behalf of the Support
Bargaining team we would like to wish everyone a Happy New Year and thank you
for your patience while we prepared the ratification schedule and information
We were pleased to announce just
prior to the holidays that we had reached a tentative agreement with Canadian
Blood Services. This was a long haul for all of us. During the course of just
over a year the parties met face to face over twenty times. This was not an
easy round of bargaining.
At the outset, you set some
major priorities for this round of bargaining through the demand set process.
Job Security, protection of full-time positions, more opportunities for our
part time members and full-time members as well as guarantees of work and no
concessions were at the top of the list for members. We are pleased to announce
that we have been able to achieve steps forward in each of these areas.
In the face of the demands that
we put forward, the employer came to the table with significant concessions to
our collective agreement. The employer wanted to attack and negatively change
the hours of work provisions currently in the collective agreement. They wanted
to butcher the existing severance and notice provisions of the collective
agreement. They wanted to change how meal and break times were taken and affect
when you could have days off. The employer wasn’t just satisfied with stopping
there. In addition to the demands they had, mentioned above, Canadian Blood
Services was looking for concessions on your premium provisions and wanted
changes and adjustment to how vacations were scheduled. Despite all of these
demands placed on the table by the employer, the bargaining teams stood strong,
backed by a very supportive membership and are please to advise you that the
tentative agreement reached contains absolutely no concessions for any current
employees. We were successful in fighting off everything the employer was
looking to change. The solidarity of this membership played a huge role in
making that happen.
In addition to fighting off the
attacks to the collective agreement, we also made some significant gains.
We will be presenting a two-year
collective agreement. In times of austerity (right or wrong), we are pleased to
announce that we have negotiated wage increases in each year of the collective
Upon ratification members will
receive a 2% wage increase in each year of the collective agreement. These
increases will be retroactive to April 1, 2011. In essence, members will see an
immediate 4% wage increase upon ratification. Where most employers are offering
zero’s we see this as a significant accomplishment.
The number one issue coming out
of the demand set process was that of Job Security and greater guarantees for
our part time members who make up the majority of our membership. We all know
how often Canadian Blood Services changes how clinics are run and looks at
restructuring our workplaces. Often these changes result in a reduction of
full-time work, layoffs or cutbacks in part-time hours. We believe that we have
achieved a major accomplishment by negotiating for our part time members a
minimum guarantee of hours each week.
Reading the agreement
If this deal is ratified,
part-time members will be assigned a minimum full-time equivalent (FTE) number
of hours guaranteed. We will provide greater details on this significant
change and achievement at the ratification meetings with a full presentation,
however, in essence this means that members working as Clerks, Lab Assistants,
Drivers, Driver II, Shipper Receiver, Logistics Attendant, Phlebotomist,
Clinical Assistants and Donor Service Representatives will be guaranteed a .5
FTE or .3 FTE per week. In short, you can never fall below this guarantee of
hours. Under the current Collective Agreement, there is no guarantee of hours
whatsoever. This gain is a significant accomplishment that not only provides
greater guarantees for part-time members but also offers greater protection for
full-time positions. In addition, members will no longer have to worry about
possibly falling below the threshold of required hours for benefits.
We know that the employer is
looking to make what could be some significant changes to how clinics are run.
With the new guarantee of hours for our part-time employees this provides even
greater job security if and when those changes approach.
In addition to this, in order to
deal with any significant workplace changes and also to allow us to better deal
with ongoing concerns from the new facility in Brampton, we have negotiated a
Provincial Labour Management Table. This table will work in addition to the
local Labour Management tables. The union will be represented on this committee
with one member from each of the five locals covered by the Collective
Another significant achievement
in this tentative deal is the provision of greater job security through the job
posting process. Currently members can only apply for jobs within their
respective locals or workplaces. Article 16 has now been amended to allow for
all employees employed at any centre covered by the
support agreement to apply for vacancies at other centres.
This has significantly opened the door to greater movement for our members via
the job posting procedure.
We made some improvements to the
meal allowances. All Drivers will now be guaranteed a claim for both lunch and
dinner when working specific hours between 8 pm and 11:59 pm and 12:00 am and
2:59 am. Although the employer was paying in some instances, they were not
paying in all and we have now fixed that issue.
We have also agreed on new wage
rates for the Driver II classification. Effective upon ratification, in addition
to the general wage increase, members in the Driver II position will receive a
$2.50 per hour across the board increase, which will be retroactive.
Under the terms of the tentative
agreement Local 200 will also now have a position/member on the bargaining team
for all future negotiations and the Brampton facility is fully recognized under
the new agreement.
As mentioned above the
bargaining team managed to get the employer to back away from all of their
concessionary demands. This in and of itself is a significant achievement as
employers look to find cost savings at the expense of their employees.
These are just some of the major
highlights of the tentative agreement. The bargaining team is recommending you
vote in favour of this tentative agreement and we
look forward to meeting with and answering any questions you may have at the
ratification meeting. A full copy of the Memorandum of Settlement (MOS) will be
provided to you prior to your ratification date.
IS, The Bargaining Team