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SMS — Bargaining Bulletin #6 (2010): 2010 to 2012 – SMS PEA Tentative Settlement
June 30, 2010
Your SMS PEA Bargaining Committee is pleased to let you know that we reached a tentative settlement with representatives of SMS after a marathon bargaining session that stretched well into the evening of Monday, June 28, 2010.
The Parties’ tentative agreement is for two years and your Bargaining Committee is unanimously recommending members ratify the agreement. We are working to develop a comprehensive information and ratification package and commit to providing members with full details of the settlement the week of July 18th. We will be holding meetings to address any questions and to ensure that you are fully apprised of details prior to a ratification vote, which we anticipate will be completed in early September.
The following is a summary of the changes that are part of the settlement:
Compensation:
- Wage increases of 1.75% on July 1, 2011 and 1.75% on January 1, 2012.
There was significant discussion between the Parties on the School’s finances. The agreement on a delayed (no increase in 2010) 3.5% wage increase was made on the basis of the School’s finances, declining enrolment, and the requirement for debt repayment starting this year. The increases will provide some inflationary protection for members.
- Potential Enrolment Based Lump Sum Payment
A Letter of Agreement has been negotiated as to some sharing of revenue from enrolment beyond current projections. This provides our members some insurance should there be an unanticipated increase in enrolment at SMS. There is also an advantage to having this attached to our collective agreement in regards to continuing this approach in the future, should it be something of value to our members.
- Article 14.04 Benefits Continuation
Currently when an SMS member is on Short Term Illness and Injury (Article 13.05), they are required to pay both the School’s and their own share of benefit premiums. This has had a significant negative impact on our members when they are ill, earning lower salary as STIIP pays 70% of wages and are then required to pay an additional $300 per month in benefit costs. We have negotiated the requirement for members to pay the School’s share of benefits out of the collective agreement.
- Article 22 Layoff, Recall and Severance
In the event of a full or partial closure of the School, PEA members will now be provided with an additional 16 weeks of notice or severance in lieu of notice. This was a priority for the committee, given the School has taken a position that teachers would not be entitled to notice or severance otherwise. This would also benefit support staff in the event of a closure or partial closure as this would be on top of existing notice provision in the collective agreement.
- Letter of Agreement Regarding SMS Support Staff Wage Adjustments for Specific Positions
Similar to the process in the 2004 to 2007 collective agreement, the Parties have agreed to conduct a wage survey regarding Administrative Assistant Jr. School, Bus Driver, Bus Driver Coordinator, and Maintenance Coordinator. This matter would be referred to arbitration if the Parties are not able to agree on results.
Language:
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Article 5.03 Disciplinary Action
The PEA will now be provided with copies of all written warnings. This ensures that members are appropriately represented in disciplinary situations and provides opportunity for the PEA to work proactively with members and the School to resolve issues.
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Article 10.04 Tutorial Staff
Staff members (non-ESL department) who are qualified to teach English as a second language will now have opportunity to access work during the August Orientation Program. ESL department members will continue to have first access to this work along with the responsibility to do the work (based on seniority) if no other qualified employees wish to accept the assignment. Payment for this work will now be made in the first pay period after commencement of the school year.
- Letter of Agreement – Trial Period Application of Auxiliary Seniority
This letter from the previous collective agreement has been renewed and revised to include confirmation that the Parties support the principle of TOC work being provided to existing part-time teachers and that this matter will be reviewed in the context of the Trial Period Application of Auxiliary Seniority.
- Letter from SMS regarding Fine Arts Curricular time
The School will confirm a process to resolve concerns in regards to curricular time for Fine Arts to the PEA.
- New Article - Compassionate Care Leave
The collective agreement will now reflect (consistent with the BC Employment Standards Act) that PEA members are entitled to up to 8 weeks unpaid compassionate care leave where the School will pay their share of the employee’s benefits (note: members may be eligible for EI benefits during this leave).
- Article 9.05
The previously negotiated requirement for the School to interview all qualified applicants is now written into the collective agreement.
- Article 21
Housekeeping change to update the numbers of Joint Standing Committee representatives.
- Letter of Agreement regarding SMS Tutorial Staff Compensation Practice Review
This letter sets out a process for the Parties to review compensation and tutorial hours of work and then for the findings to be presented to the Parties. This reflects that the Parties were not able to agree on a common basis on which to discuss comparative compensation and tutorial hours of work during bargaining. We will be sharing these findings with members prior to the next round of bargaining.
SMS Bargaining Committee:
- Sonny Wilson
- Ross Alden
- Nan Lefebure
- Anita Mivromichalis
- Scott McCannell, PEA Labour Relations Officer
