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CSSEA - Community Social Services Employers' Association of BC

About Us

Main Content

man and woman in business attire smiling at the cameraWhat We Do

CSSEA was established by government under the Public Sector Employers Act to coordinate collective bargaining and other human resource services for publicly-funded employers in the Community Social Services sector. CSSEA negotiates three province-wide collective agreements in the sector. These collective agreements cover approximately 210 employers and close to 28,000 employees. The cost of labour under these collective agreements is $1.7 billion.

210 Employers

28,000 Employees

$1.7 Billion Cost of Labour

CSSEA is one of six employers’ associations in BC, responsible for coordinating labour relations and human resources activity for the community social services sector. There are similar employer associations or representatives established for other public sectors where funding for services originates mainly from government, like health care, education, universities, and crown corporations. The mandate of all of the employer associations is determined by the Public Sector Employers Act. These mandates form the core of CSSEA’s responsibilities to your organization and to government.

The three agreements in the community social services sector are established by the Community Services Labour Relations Act.

Individual employer and union collective agreements have not been negotiated in this sector since 1999, given the efficiency of group bargaining and the common interests that employers in this sector share with one another. Each CSSEA member has an influence in shaping the terms of its collective agreement by:

  • participating in the pre-bargaining feedback process,
  • nominating representatives to sit on CSSEA’s divisional panel so that some of them can be delegated to join the bargaining committee to directly negotiate with the unions, and
  • participating in the ratification process of any tentative agreements reached by the bargaining committee. 

Senior representatives of member organizations can also be elected to shape CSSEA’s policies and strategic direction by participating in CSSEA's governance through divisional panels and the Board of Directors.

 

Human Resources/Labour Relations

Finance, Research And Knowledge Management

Communications

Key Functions and Responsibilities

CSSEA was established on January 13, 1994 and was mandated to serve four key functions in the social services sector:

To act as the bargaining agent for its members regulated by Government and under the Labour Relations Code and the Public Sector Employers Act.

To co-ordinate: 

  • compensation services for member employees who are not subject to collective agreements
  • benefit administration and
  • human resources practices.

To encourage collaboration and consultation with the unions in the community social services sector.

To work in conjunction with government to achieve the objectives and strategic directions determined by the Public Sector Employers' Council.

Your Organization Is Party To One Of The Three Collective Agreements Based On The Main Services You Provide:

 

Community Living

Community living services include a range of support tailored to the needs of individuals with diverse mental and physical abilities, promoting greater independence and enhancing accessibility.

Indigenous Services

Indigenous services refer to programs and supports specifically designed for Indigenous peoples, including First Nations, Métis, and Inuit communities. These services may encompass child and family services, cultural education, and mental health and peer support.

General Services

General services encompass a broad range of programs and supports delivered by agencies that are not included in the Community Living or Indigenous Services Divisions. These services may include assistance with childcare, employment, housing, and more, aimed at enhancing overall well-being and accessibility.

 CSSEA's legislated mandate is to coordinate activities for our sector in the following areas:

  • Collective Bargaining
  • Human Resource Practices
  • Benefit Administration
  • Compensation For Non-Union Employees Of Members
  • Fostering Positive Relationships With The Unions
  • Assisting The Government In The Delivery Of Their Strategic Initiatives

To carry out these mandated responsibilities, CSSEA currently has a total staffing complement of approximately 2 dozen employees, including the CEO, finance and administration, communications, membership, research and knowledge management, classification, and human resources/labour relations employees. The two departments that you will most typically have contact with are Research and Knowledge Management and Human Resources/Labour Relations.

Get The Most Out Of CSSEA

CSSEA recommends the following to get the most out of our services:

 

  1. Agency Contact Information
    Keep your agency contact information up to date. If there are changes to your agency’s leadership, particularly Executive Director/CEO, we ask that you notify us in a timely manner by e-mailing cssea@cssea.bc.ca so there are no gaps in communications with CSSEA.
  2. Human Resources
    Ensure that the people in your organization who advise or make decisions about labour relations and human resource matters have access to the Members' Area. Access is free, but the credentials will be provided by CSSEA only to persons who are in management and authorized by your CEO. There is a wealth of resources there, including interpretations of each collective agreement article.
  3. My Leadership Learning Hub
    Encourage management staff to join the My Leadership Learning Hub. We recommend that new managers who have labour relations and human resource responsibilities be encouraged to take all of the labour relations courses as part of their orientation. Existing managers may also benefit from further education on these topics. The LR courses cover a range of topics including: introduction to joint labour relations, performance management, the disciplinary process, conducting effective investigations, discrimination and the duty to accommodate, and attendance management. The LR courses are currently being offered for free until June 2025. This will help managers be much more effective in their relationships with unions and in navigating the labour relations and human resource environment.
  4. CSSEA Communications
    Regularly check for new CSSEA communications online, especially for CSSEA Information Bulletins and CEO Updates. These communications provide timely updates on current events, emerging issues and directions from CSSEA to members.
  5. HRLR Professional
    Have a single point of contact from your organization to communicate with your primary HRLR professional. This facilitates the development of strong internal coordination on labour relations/human resource matters within your organization. A single contact ensures effective flow of information, enhancement of skills and best practices throughout your organization, and the consistent management of similar issues arising in all of your programs and worksites. It also facilitates the streamlining of questions and answers to and from CSSEA with your organization, without duplication on similar issues.
  6. Inquiries
    Include in your inquiries as much relevant information as possible to reduce the time spent gathering information necessary to properly address the inquiry in a timely way. Once the information is gathered, it may be easier to schedule a meeting to work through the more complex issues and develop strategies.
  7. Response Time
    Pose inquiries as far in advance as possible so CSSEA staff can effectively respond and discuss issues with you as needed.