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2018 Compensation and Employee Turnover Survey Now Available.
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Community Social Services Sector Proud to Launch New Injury Prevention Handbook

Following three years of work with sectoral partners that include CSSEA, the Federation of Community Social Services of BC (The Fed) and WorkSafeBC, with support from the Community Social Services Bargaining Association (CSSBA), we are pleased to jointly launch the Community Social Services Health & Safety Handbook. The Handbook is a first-of-its-kind resource in Canada for the social services sector and provides strategies on how employers can prevent workplace injury, respond in the event of an occupational injury and reintegrate employees back to the workplace following an injury.

How to Learn More

Several initiatives will be rolled out in the coming weeks in order to familiarize employers with the content, features and uses of the Handbook. A webinar is scheduled for May 10 from 10:30 to 11:30am, and is open to all who register online. The webinar will be followed by in-person sessions around the province, where attendees can bring questions and receive a hard copy of the Handbook. Dates, times and locations for those sessions will be announced as soon as they are confirmed.

Acknowledgements

The Handbook was made possible by the joint commitment of CSSEA, The Fed, CSSBA and WorkSafeBC, under the leadership of Project Manager Satvinder Basran. Additional workplace insights provided by the 26 CSSEA agencies that were a part of the project since its inception, as well as four additional agencies who joined in the last year, provided invaluable firsthand knowledge that contributed directly to the publication. The partners will continue to work on injury prevention, disability management and resource development for the sector, as the project has been renewed for one more year.…

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Final Days to Nominate for 2018 Awards of Excellence

Those thinking about submitting a nomination for the 2018 BC Community Social Services Awards of Excellence are reminded that this is the final week to do so. Anyone can nominate an outstanding individual working in BC's publicly funded community social services sector and the recognition is a meaningful way to highlight individual successes and build organizational pride. The nomination involves answering four straightforward questions to a maximum of 500 words for each response. Winners will be determined through a two-part shortlisting and judging process and as part of their award, will receive travel to and accommodation in Vancouver, where a luncheon will be held in their honour on October 10 at the Marriott Pinnacle Hotel.

Nominations will be accepted until Friday, April 20 at 5pm. Full details, including the nomination form, can be found on our Awards Website. If you have any questions, contact Doris Sun at: 604.601.3110, toll free at 1.800.377.3340 ext. 110 or via email at This email address is being protected from spambots. You need JavaScript enabled to view it.…

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Class 4 Driver's License Requirements for Employees

The CEO Network approached CSSEA on behalf of its members to provide direction regarding employee driver’s license requirements for Class 4 Licenses in BC. Following an initial consultation with the Insurance Company of British Columbia (ICBC), we sought further legal regulatory expertise from Fasken Martineau DuMoulin LLP on the licensing requirements pursuant to the Motor Vehicle Act and associated regulations.


Generally, under the Motor Vehicle Act, employers must ensure that employees who are directed to operate vehicles in the course of their employment possess the appropriate class of license to operate the particular motor vehicle. Failure to possess the appropriate license is considered an offence and may also invalidate insurance coverage through ICBC.


The focus of the Motor Vehicle Act Regulations, which set out licensing requirements, is the nature and use of the vehicle and driver:…

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2017 Employee Turnover Report Now Available


As part of CSSEA’s ongoing commitment to provide members with value-added services, we are pleased to present the 2017 Employee Turnover Report. The report and one page highlights are made possible through data collected in the 2017 Compensation and Employee Turnover Survey. As always, we thank you for your participation in the survey.

If you have not yet completed the 2018 Compensation and Employee Turnover Survey, please do so by May 31, 2018. It is especially important for members to complete this survey, as the data gathered will be used to report the sector’s total compensation cost to PSEC and assist in drafting the 2019 bargaining mandate.

Any questions about this report, survey completion, or access to WFIS can be directed to: This email address is being protected from spambots. You need JavaScript enabled to view it. .…

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Nominate Now for 2018 BC Community Social Services Awards of Excellence!

If you know an outstanding individual working in BC's publicly funded community social services sector, do not miss the chance to honour him/her by submitting a nomination for the fourth annual BC Community Social Services Awards of Excellence, presented by CSSEA and sponsored by TELUS.

Four Award Categories

The Awards of Excellence celebrate four individuals who provide vital services to some of the most vulnerable people in our communities.

The award categories are:
Rising Star: An individual with less than five years of experience who demonstrates early success.
Leader: An individual with more than five years of formal leadership experience who leads and mentors a team to achieve a common goal.
Hero: Someone who goes the extra mile to make a difference, not necessarily in a formal leadership role.
Legend: An ED or CEO with at least 15 years of experience who has made extraordinary contributions to the community and the sector.…

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Final Decision on Class 5 Driver's Licenses Received

CSSEA informed the membership in late 2017 that it had filed an appeal to the Labour Relations Board (LRB) of an arbitration decision that ruled employers must pay the renewal fees of employees’ Class 5 driver’s licences when employers require employees to drive as part of their jobs. The LRB has dismissed our appeal, upholding Arbitrator Pekeles’ original decision. While CSSEA is very disappointed by the outcome, we acknowledge that the arbitration decision stands and must be fully implemented.

We encourage members who feel strongly about this or other issues to register for our Bargaining Consultation Sessions, which will be held around the province this spring. The sessions will provide employers with the opportunity to comment on the impact of this decision and whether they wish for us to propose changes to the collective agreement in the upcoming round of bargaining. Anyone with questions are asked to contact their HRLR Consultant.

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Employers May be Eligible for Federal EI Reduction Program

The Employment Insurance (EI) Premium Reduction Program is available to employers who offer a short-term disability or cumulative sick leave plan to their employees and whose plans meet certain requirements. The program has been made possible by short-term disability plans, which reduce demands made on the EI program. Savings from reduced premiums are shared between the employer and employee. A minimum amount of 5/12 of the savings must be returned to the employee (employers can choose to return more if they wish), either in the form of a cash rebate (taxable and insurable) or new or increased employee benefits. Participation in this program is permitted under the sectoral Collective Agreements.

Eligibility

To be considered for a premium reduction, your plan must:

  • Be a weekly indemnity plan or cumulative paid sick leave plan.
  • Provide at least 15 weeks of benefits for short-term disability.
  • Match or exceed the level of benefits provided under EI.
  • Pay benefits to employees within eight days of illness or injury (the elimination period cannot exceed seven consecutive days).
  • Be accessible to employees within three months of hiring; and
  • Cover employees on a 24-hour-a-day basis.…

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2.5% Classification Anomaly and Compensation Comparability Wage Increase Effective April 1, 2018

CSSEA and CSSBA have agreed on the distribution of the April 1, 2018 Comparability and Classification Anomaly Wage Increases (wage schedules outlining the hourly wages can be found here). The intention of the Comparability Adjustment is to close the wage gap with comparator classifications in Community Health. The agreement provides for the following wage increases:

  • 98.2% of all FTEs would be eligible for a 2.5% increase in wages effective April 1, 2018.
  • The comparability target has been met for Steps 3 and 4 for Program Coordinator 1 Grid Level 12A, and Volunteer Coordinator Grid Level 12A, and as such full 2.5% increases will only be applied to Steps 1 and 2.
  • The target has been met for Steps 2 to 4 for Crisis Line Coordinator Grid Level 13A and as such increases will only be applied to Step 1.
  • Paraprofessional Grid Level 13P classifications Steps 1 to 3 will receive additional $1.49 and $1.27 for Step 4 (to match the Step 4 rate of Health LPNs) on top of the 2.5% wage increase. This covers the LPN and Children Who Witness Abuse Counsellor Benchmarks.
  • Paraprofessional Grid Levels 17P, 18P, 19P and 20P classifications will receive an additional $0.50 on top of the 2.5% wage increase.

To be eligible for comparability money a classification must meet the following criteria to qualify for a wage adjustment:…

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Federal Changes to Maternity Benefits

On December 3, 2017, the Federal Government implemented changes to parental leave benefits, allowing parents to choose to receive employment insurance benefits over an extended period of up to 18 months at a lower benefit rate of 33% of average weekly earnings. Parental leave benefits still continue to be available at the existing benefit rate of 55% over a period of up to 12 months. These changes relate to federal EI rules only. BC legislation relating to parental leaves has not changed at this time. As a result, members should continue to look to their Collective Agreements and the Employment Standards Act (the ESA) for guidance on parental leaves and associated benefits.

Under Article 21.1 of the Collective Agreements and s. 50 and 51 of the ESA, an employee who provides notice that they will be taking 18 months of parental leave must still be granted maternity leave for a period of up to 17 weeks; in addition, the employee will be granted parental leave for up to 37 weeks following the birth her child. The aggregate leave for one employee taking both maternity leave and parental leave does not exceed 52 weeks, absent complications (there are other possible limited periods of leave).  During this time, the employer bears the cost of benefits. Once the first 12 months of the leave are exhausted under Articles 21.1 and 21.2, the additional 6 months of leave is already covered under Article 21.9, which provides for up to one additional year of unpaid leave of absence. The cost of benefits during this period are to be paid by the employee.

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New Wage Grids Now Available

Updated wage grids that incorporate the recently announced Economic Stability Dividend (ESD) and general wage increase are now available for Aboriginal Services, Community Living Services and General Services divisions, as well as Aboriginal Services Delegated Programs.

The Minister of Finance recently announced the ESD, which amounts to a 0.4% wage increase for employees covered by collective agreements settled under the government’s Economic Stability Mandate. Both the 0.4% ESD and 1.0% general wage increase are effective February 1, 2018.

Aboriginal Services Delegated Programs

The 0.4% ESD and general wage increase of 1% will come into effect on February 4, 2018 for delegated positions. The ESD will amount to $0.1212 per hour for delegated positions. A second general wage increase of 0.5% will be effective April 1, 2018 for delegated positions only.…

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Details on Upcoming Economic Stability Dividend

The province announced earlier in November that employees covered by agreements settled under the government’s Economic Stability Mandate — including those who work in the social services sector — will soon be receiving a wage increase.

The increase stems from the Economic Stability Dividend included in the 2014-2019 collective agreements, which allow for ongoing general wage increases when the provincial Gross Domestic Product (GDP) exceeds Economic Forecast Council (EFC) projections. The wage increase is calculated based on 50% of the positive difference between the EFC forecast for real GDP growth and the provincial GDP data tabulated by Statistics Canada.

The ESD wage increase will be effective February 1, 2018. CSSEA will be working with the unions to calculate the increases and will distribute new wage grids when they are finalized.…

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Communications Contact

Doris Sun
Director of Communications
604.601.3110
604.319.5010
This email address is being protected from spambots. You need JavaScript enabled to view it.