Questions and Responses from the Child Protection Social Worker (CPSW) NSGEU Webinar – July 3, 2024

This document is supplementary to the Employer’s Frequently Asked Questions (FAQ) which can be found here. Questions raised during the webinar have been consolidated for ease of reference and to avoid redundancy.

Why was the new classification not brought to the membership before the Union agreed to it?

The Employer does not require the Union’s agreement to introduce new classifications.

43.01   Classification and Salary Adjustments

• When a new or substantially altered classification covered by this Agreement is introduced, whether or not the classification has been created or substantially altered during the current collective agreement or a previous collective agreement, the rate of pay shall be subject to negotiations between the Employer and the Union. The Employer may implement a new classification and attach a salary to it, providing that the Union is given ten (10) business days’ written notice in advance.

What was the rationale to not include Screening, Adoption and Foster Social Workers with the new classification?

The Employer made the determination which social work positions would be included in the new classification. All CPSWs will be required to have representation status. There has been a significant focus on Child Protection over the past number of years stemming from a grievance which resulted in a series of Labour Management Committees which brought forward recommendations to the Department. There is a crisis in Child Protection where the Department cannot recruit or retain experienced Social Workers. The Employer’s rationale for the new classification and wage adjustment included complexity of the role, recruitment and retention. The creation of the new classification is not meant to diminish the important work and contributions that other Social Workers make.

It feels like other Social Worker positions were overlooked. Are those positions eligible for reclassification?

If you feel like your position has been substantially altered or if you wish to appeal your classification, you should contact your Employee Relations Officer (ERO). They will be able to explain the processes that may be available to you.

Are those who have a representation status but are not a CPSW expected to do on-call and provide coverage in rural offices?

If you are asked to cover the functions of a CPSW position, you should not refuse direction given by the Employer. You should perform the work asked of you and if you have questions about your rights, you should contact your ERO. We are seeking further information from the Employer regarding whether coverage is required or voluntary, and how it will be offered or assigned. If required, we are seeking further information of when that will be expected to end.

Since the webinar, the Union was able to confirm with the Employer that the existing on-call rosters will remain in place until there are enough CPSWs with representation status in place. Once the currently posted positions are filled, the Employer will assess the numbers across all offices to determine if an adequate number of fully trained CPSWs are in place, which may result in changes to the roster to exclude non-CPSWs.

Has consideration been made to the impact this will have on Expressions of Interests (EOI)? It could create a vacancy problem in other areas of social work.

The current significant vacancy rate in Child Protection is driving this change. Because there are now separate classifications of Social Workers within Child Protection, other Social Workers will not be able to EOI into these positions in the future. The Parties have waived the “same classification” and twelve-month restriction on the EOI currently in place to allow Social Workers to EOI into the roles. Future EOIs will be offered within classification, and the twelve-month restriction will be in place. If there are issues in the future with respect to vacancies in other areas, we encourage you to reach out to your ERO.

Will core training be a requirement for non-CPSWs?

Core training requirements will not change.

What is the pay adjustment?

In addition to the new salary for CPSWs, the Parties agreed to an additional wage adjustment. These types of adjustments are used in situations where there’s a tangible issue with respect to recruitment and retention as it relates to fluctuations in the market. It involves an analysis of industry-wide compensation levels in similar positions and within similar organizations. The wage adjustment is a temporary adjustment that will be in place for three years, at which point, it may be renewed. It adds is 4% to the CPSW 1 and CPSW Supervisor classifications and a 6% to the CPSW 2 classification. These adjustments are applied at all steps in the wage scale.

The new classification and rates are one thing, but how can we ensure that the working conditions improve as well?

A Social Worker Labour Management Committee remains in place, and the Union continues to work with the Department regarding the implementation of recommendations brought forward by the current and previous committees.

Is acting pay for three days in a row?

The Employer has agreed to waive the three day requirement for all hours worked outside of the work day (on-call) from April 1, 2024 to December 31^st, 2024.

38.10   Acting Pay

• Where an employee is designated to perform for a temporary period of three (3) or more consecutive work days, the principal duties of a higher position, they shall receive payment of acting pay, including the three (3) work days, equivalent to ten percent (10%) higher than their existing rate of pay, provided that in no case shall the rate for that period exceed the maximum rate of the higher-paying position.

Following the Webinar, the Union continued discussions with the Employer to see if we could agree to extend the waiver to all hours worked regardless of when coverage was required. We are please to advise that the Employer has agreed that if you are asked to act in a CPSW role whether after hours or during, you will receive acting pay.

For the wage adjustment, why is there a difference between CPSW 2 (6%) and CPSW 1 (4%)?

There was a larger increase for those who moved from SW 1 to the new CPSW 1, so the Employer gave a higher wage adjustment to the CPSW 2 classification. Additionally, this classification would generally have more experience, so it was a retention incentive.

Is the two years’ experience requirement for the CPSW social work positions only for the EOI, or will it be a requirement for external applicants, as well.

This requirement isn’t specific to the current EOI.

What impact will the new classification and wage increases have on contract negotiations that are underway?

None, the wage adjustment and new classification are completely outside of the bargaining process, including any wage increases negotiated through that process.

Years ago, Social Workers were not required to do after hours duty (on-call). It’s my understanding that because of vacancies the Employer made many, or, if not, all, Social Workers participate. Once vacancies are filled in Child Protection, will after-hours duty still be required for CPSWs?

Once vacancies are filled and CPSWs gain representation status, the plan is that the requirement to participate will end for Non-CPSWs.

Why was the current EOI only open for SWs to move to CPSW positions and not the other way around?

The goal was to fill CPSW positions, so opening an EOI like this was not discussed.

What are we doing to advocate for provincial PART system?

We are not aware of any active plan to implement a provincial after hours system, but the Union will continue to engage the Employer on after hours work within Child Protection.

When did the Union become aware of the Employer’s intention to implement new classification?

We have been aware of the recruitment and retention issue in Child Protection for years and we have actively lobbied to have the pay reviewed because of those issues. The Union was notified of the plan to implement the new classifications by letter on May 27, 2024.