Local 42 – LPNs at Capital Health
Update on Reclassification
Much work has been done on trying to move your classification review forward. As you know, in March we submitted an extremely comprehensive Job Fact Sheet (JFS) to the employer. It included thirteen written pages of examples and descriptions of how the role of LPN has changed. We also appended to the JFS approximately 17 policies and educational requirements and job descriptions that demonstrated exactly what we were saying. All told, we submitted more than 100 pages of very solid information in support of reclassification to your employer.
Initially, your employer asked for an extension since the information was so extensive. We granted this extension. Then, they asked for another extension; we gave that too, still hoping for a fair assessment, and also because the new Job Evaluation Committee still needed training to ensure they were ready to review the document. This was what was happening as we went in to the summer. We told you we would not let the vacation period stop on our work on this, and we did not.
In July, our staff met with Capital Health representatives on this matter to try to elicit their response. At that time, we were told that the JFS did not contain enough information, and that Capital Health LPNs were already the highest paid in Atlantic Canada, as well as a few other objections and complaints. Our staff met in the summer and then responded to the objections and complaints made by Capital Health, and we also took steps to expedite the training of the Joint review so that is able to happen within weeks.
In September, we also consulted our legal advisors about our progress on this issue, and how to navigate the path forward in spite of objections and delays on the part of your employer. We have also now grieved your employer’s refusal to provide a clear response on the content of the JFS. We can confirm to you that we continue to make every effort to move this assessment to the Job Evaluation Committee.
We continue to pursue this matter and will take whatever steps are necessary to have the LPN position valued for the role it actually performs.
You should know that because of Bill 1, it is more critical than ever that we are successful in pushing for reclassification of the LPN position. Unless there is agreement in the mediation phase of Bill 1, the legislation will likely force all LPNs to join the NSNU as of April 1. The NSNU contract does not include a joint job evaluation process like the NSGEU agreement. The NSGEU joint job evaluation process allows an independent third party to resolve classification issues, like the LPN reclassification appeal, in the event the parties cannot agree on a resolution. The NSNU process allows for an appeal to the employer and if that is denied the Union can then only appeal to the Health Association of Nova Scotia (HANS). HANS is closely affiliated with Capital Health and does all of CDHA’s collective bargaining and legal work on grievances. It is not an independent third party and is unlikely to grant a classification appeal that CDHA has denied. As such, your employer may try to continue to stall our reclassification attempt, in hopes that if they can postpone it until April 1st, they will never have to address your concerns.
Here’s what you can do to help: Talk to or email your manager and ask them to tell HR to stop stalling and get this dealt with fairly. Please let us know how they respond.