On October 29, 2019, an agreement was reached on the details of the HSPBA pay rates negotiated for the 2019-2022 Health Researchers Collective Agreement. You can find the final salary schedules here. Please note that there are several professional schedules and you must refer to the salary schedule that corresponds to your profession. The health researchers` collective agreement is negotiated between employers and the Health Science Professionals Bargaining Association (HSPBA). It has more than 16,000 members of the HSA as well as members of the Employees Union Hospital (HEU), the Canadian Union of Public Employees (CUPE), the Professional Association of Employees (PEA) and the BC Government Employees Union (BCGEU). An interim agreement has been reached. Details can be found on the HESU trading page. We are pleased to inform you that 82% of the members voted in favour of the agreement. Members and directors should be aware that this proposed collective agreement may contain errors and omissions that will be corrected in the coming months when the agreement is concluded and printed. Once the printed version is completed, employers are responsible for distributing the registers to employees covered by the HSPBA. (a) A bargaining conference is held before the collective agreement is reopened. (f) Before sending all collective bargaining to the conciliation committee, the bargaining committee will report to a full and comprehensive general meeting.
Such a referral is only made if a majority of the participants in the members` assembly is obtained and ratification is based on a full report to the members. I, ___________________Schwören herein that I will respect the Constitution and the statutes of the Union, that I will do everything in my power to attend their meetings, and that I will behave at all times in an honourable and orderly manner, by showing charity towards my colleagues, and never for selfish reasons which are unfair to a colleague, nor that he was wrong if he is in my power to prevent this. a) A member may be charged by cause. The Board of Directors, which has ensured that its information is complete and, after reviewing this information, will decide whether or not to proceed with costs, legal proceedings and sanctions. Before deciding whether procedures and penalties are subject to a tax, all information obtained from the Board of Directors is verified by an external consultant who submits a written report to the Board of Directors. The Board of Directors appoints the external advisor. (c) cooperation with other jobs which may be considered necessary and acceptable for this Union. 15.2 The extent, extent and location of strike action/employment must be approved by the Board of Directors, which determines the circumstances and when strike/employment measures must be paid. 8.2 All functions are elected by a simple majority; these elections are held by secret ballot. .
To be eligible for a strike/action/picket wage, a member must complete twenty (20) strike/employment actions or picketings subject to local planning requirements and can be assessed on a pro-rata basis. ii. Any suspension and termination of EU membership remains in force until a decision by reputable members has been taken in accordance with paragraph 16.1. A hearing is set for seven (7) days of suspension or termination of membership. Vice-President: Jacquie Janum, 604-438-5000 ext. 7028 This area contains documents relating to chapter HESU and the collective agreement. Please note that you may need to log on to the site to access some of the documents.