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CSSEA - Community Social Services Employers' Association of BC

HRLR

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Human Resources/Labour Relations

The Human Resources/Labour Relations Department is a team of professionals who provide advice and representation to members.  Each HRLR professional is the primary contact for a portfolio of agencies.  The services the team provides are as follows:  

  • Conduct provincial collective bargaining on behalf of members, as well as related bargaining duties including coordinating essential services in the event of strike action and representing members in local issues negotiations on the topic areas listed under MOA #1.
  • Post updates on our website in relation to current events and emerging issues.
  • Develop online resources on a wide range of human resources and labour relations topics including an interpretation guide for each article of the collective agreement on the member website, and modules in the Learning Hub on topics of greatest labour relations interest.  The member website contains resources on many other topics including the CSS Early Intervention Program, template policies, checklists for newly certified employers, and job classification materials.
  • Provide advice on the interpretation of the collective agreement on more complex matters not specifically covered by the online interpretation guide.
  • Develop and deliver customized education where needed, on topics not covered by the Learning Hub.
  • Provide advice on strategic human resource and labour relations initiatives, like workforce changes and planning.
  • Act as an advisor after members have completed a disciplinary or harassment investigation and are considering disciplinary action.
  • Represent your organization as counsel in expedited arbitration, mediation, and arbitration hearings when disputes cannot be resolved after making best efforts to do so in the grievance procedure. CSSEA staff assumes the case file and represents members upon the dispute being referred to hearing.
  • Represents members at tribunal hearings such as the Labour Relations Board and the Human Rights Tribunal (provided that the employer’s insurer approves of CSSEA representing the employer where insurance payments may be made).
  • Provide advice on structuring and negotiating resolutions to non-union discipline and dismissal matters except where it appears that the matter will proceed to Court; in those cases, employers should secure their own counsel early in the process.

CSSEA is responsible for coordinating HR/LR issues that may have sector wide implications (impact on all members’ human resource practices).

Services Not Provided By HRLR

The following services do not fall within the scope CSSEA’s HRLR mandate to members:  

Operational Meetings

CSSEA will provide the advice needed for conducting investigation and disciplinary processes, however, will not participate in those types of internal operational meetings.  

Grievance Meetings

CSSEA will provide the advice needed to address grievances effectively, however, will not typically participate in internal grievance meetings.  CSSEA will assume conduct of the grievance on members' behalf should it escalate to the hearing stage.

Court Litigation

CSSEA staff do not attend court proceedings on behalf of members so will not act as counsel in wrongful dismissal claims filed by non-union and management personnel. CSSEA staff are available to advise on the legal principles involved and to assist with settlement discussions.   

WorkSafeBC

Participating in WorkSafeBC claims and adjudications. The independent Employers Advisors Office (EAO) at WSBC represents employers in the claims management process and is available for other WSBC inquiries and education. 

Funding

Under CSSEA's mandate, we ensure that collective agreement negotiations and settlements occur within the global financial mandate established and approved by government, and we educate the major funders about cost increases and pressures once bargaining is complete.  CSSEA does not advocate on members' behalf with their funders over how they negotiate or administer their service contracts.

From time to time, when CSSEA’s resources are stretched due to the provincial negotiations cycle, and/or staffing shortages, members may need to secure alternative representation. We recommend coordinating with CSSEA before doing so.

Steps To Take When Seeking Assistance From The HRLR Team

Like you, we aim to work as efficiently as possible with the resources we have in order to deliver the mandated services. To that end, we have become more focused on developing and updating our online resources, and are continually adding to them. This allows managers to educate themselves and seek answers to a broad range of questions “on demand,” so that they can get the information they need when they need it.

This also allows for our staff to focus on providing value-added services when they are most needed. Our staff prioritize their time between all employers in their portfolio. In addition to answering inquiries, their activities include engaging in litigation activities for members (frequently involving extensive preparation time prior to and during the hearing), collective bargaining, and resource development. Nevertheless, we will always aim to acknowledge your inquiries within 24 hours; given competing demands it may take longer to provide a complete answer to your inquiries. 

To get the most out of your interactions with the HRLR team, please refer to the steps that we recommend be taken, which can be found here

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