CF HEALTH SERVICES UMCC
MEETING OF MARCH 27, 2013
UNDE EVP/OPI CFHS REPORT
|Simone Gardezy, PIPSC representative, co-chair, called the meeting to order; in attendance Colonel Ruel, COS and co-chair; Colonel Weger, Deputy Commander (DComd); Colonel Goheen for Dental; and Lieutenant-Colonel Parent representing Colonel Ferris for Medical. Brother Richard Smith also attended on behalf of PIPSC.
The agenda was accepted. Minutes of the December 20, 2012 meeting had been agreed to secretarially. It was agreed that the committee would discuss issues related to the workforce cuts and staffing first so that the DComd did not have to stay for the entire meeting.
|Reduction Action Plan Update
DComd stated that there were currently still 83 affected employees: 40 opting, 18-20 involved in SRLO processes, 3 on LWOP, and no specifics were provided for the remainder.
In response to PIPSC’s question will there be more cuts? The DComd responded that no additional cuts are anticipated at this time. CFHS has lost 106 FTEs and are currently at their mandated SWE levels.
|Staffing, ADI and WFA
UNDE EVP stated that these items were submitted for discussion because there appears to be different understandings of these issues in the field than have been discussed and agreed upon at the UMCC.
UNDE EVP asked for confirmation whether or not there is a staffing freeze? Or is the use of SOAs, temporary agency staff, and Calian simply because Clinic Managers do not want to do the paperwork required to staff a request up the chain of command to hire a public service worker.
UNDE EVP stated that WFA’d employees have received letters stating that there is a discontinuation of their function. UNDE EVP stated that a discontinuation of a function is just that, the function will cease. It does not mean that the responsibility will be handed over to a military person or a contractor. UNDE is of the opinion that recent WFA activities are simply “backdoor contracting out”.
UNDE EVP stated that CFHS has always promoted the employment of public service workers and that CFHS has confirmed on many occasions that Calian is in place only to replace military and the professional functions that cannot be staffed.
UNDE EVP stated that it previously took UNDE years to get Calian workers out of UNDE represented positions and now they are back filling positions of clerical employees that were WFA’s because [as previously explained] technological change. Why are Calian workers now performing clerical responsibilities? Why are Calian workers continuing to be employed in areas where public service workers are being cut?
The DComd provided the following in response:
– No there is no staffing freeze. There was agreement around the table that UNDE’s perception of why SOAs etc are being used is correct.
– The DComd confirmed UNDE EVP’s understanding of the purpose of the Calian contract.Calian is not supposed to be doing work of UNDE represented employees, administrative support duties are not in the contract.
– The DComd confirmed that Calian is a short term fix, for example to meet operational commitments until the completion of a staffing process.
– Calian workers replace clinicians – the professional functions. In this regard the DComd advised that in light of the cuts to the clerical staff, clinicians are now required to do some of their own administration, thus Calian workers would also have to perform that function in their clinician role.
– DComd reconfirmed that there is still a commitment to employing public service workers, adding that 12 public service employees were hired last week in Mental Health. Further, that the MND has committed support to the care of the Canadian Forces.
The COS asked the unions what is needed to address the unions’ concerns.
UNDE EVP stated that clear written direction, whether it be an email or formal letter, must be sent out to the chain of command reinforcing discussions and agreements made at the national level. UNDE EVP added that although information is shared with UNDE representatives at all levels, Clinic Managers are not going to listen to the union.
|CFPSA and CFHS Service Level Agreement (SLA). UNDE EVP stated that it was recently brought to her attention that there is a SLA between CFPSA and CFHS to provide preventative programs; concerns regarding the continued funding for these programs have been raised. The DComd confirmed the union’s understanding, stating that funding is provided to CFPSA to provide preventative programs, example smoking cessation. He stated that there is no intent to cease this funding unless CFPSA decides to discontinue the service.||Closed|
|Cleaning Services in CFB Borden. An email from the Clinic Manager in Borden was provided to the unions. The email reconfirmed the Base’s commitment to CFHS and confirmed that to date there are no issues with the cleaning standards in the Medical Clinic. The Dental representative stated that he had not received any comments from the Borden Dental Clinic but would follow up to confirm. UNDE EVP stated that other areas of the Base are not as satisfied.
PIPSC asked if there is money available through CFHS in the event that the required standards are not met, citing other locations where the contractor is not meeting the expected standatds? The COS advised that he is not aware of any additional funding. The committee was also reminded that cleaning services were devolved to the Bases.
PIPSC stated that in order to meet standards clinics will have to rely on their staff to make up the difference, taking time away from the staff’s normal duties and patients.
Management agreed, this will likely result in less productivity in patient services, priorities must be set adding people can no longer do “more with less”.
The unions thanked the management team for acknowleging what the unions have been saying all along.
|Professional Development. Human Resources advised that the draft will be made available at the June 2013 meeting for consultation. Much frustration was expressed by the unions, particularly PIPSC, because this issue has been at the table for the past two years and the policy was promised two meetings ago.
|Immunization. UNDE EVP stated that following the last meeting an email was sent to D Safe G for advice. The CPAO provided did not cover immunizations. The COS asked where the employer is not meeting it’s obligations, what is needed?
Again a lot of frustration was expressed. PIPSC stated that there has been no risk assessment conducted, there is no regulating for civilian employees. PIPSC stated that CFHS has a responsibility to protect the workers (PIPSC Collective Agreement Article 24.02). PIPSC identified that Health Canada is the department that provides this service to departments.
UNDE EVP committed to sharing the email between the unions and D Safe G. The COS committed to looking into the issue further.
|Collective Work Descriptions (CWD). Human Resources advised that a consultant has been hired to write the CWDs; of the 62, two CWDs are in progress, CR 5 and another that could not be recalled at this time. Focus groups of employees will be held before the WDs are finalized.
UNDE EVP asked who is the consultant, what are their qualfications, and where is the union in the process? It had previously been agreed that the unions would participate in the process for CWDs covering their respective classifications.
Human Resources advised that the consultant is an accredited classification officer with experience in writing WDs. The unions would be consulted before the WDs are finalized.
UNDE EVP asked that the consultation with the unions take place before the focus groups reinforcing that the UNDE staff member responsible for classifications is very experienced and works closely with DCCO on CWDs. UNDE’s request was agreed to. UNDE EVP agreed that the consultation would be a priority when the CWDs are received for review.
|Reimbursement – Membership/Licence Policies Cancellation. Email direction was sent out stating that where the collective agreement called for reimbursement, the collective agreement would be respected.
|CFHS Survey. The unions expressed joint concern that a survey was circulating amongst randomly selected CFHS staff. Concerns were how employees were selected, confidentiality of the process and the intent of the results. The COS was not aware of the referenced survey. UNDE EVP committed to sending the email in question.
Note: The COS responded secretarially by email immediately following the UMCC confirming that the survey was conducted under the auspices of the Surgeon General Health Research Program. The SOP covering the program will be updated to confirm the requirement to advise the Unions when a survey is to be sent to civilian members.
UNDE EVP sent a subsequent email asking what the intent of the survey is, what the results will be used for, and if the unions could have a copy of the results. Future responses and updates will be shared with the members.
|Contractors in Health Services Positions. Information not available for the meeting. Will be provided secretarially.
|Employment Equity Statistics. March 31, 2013 should be available for the June 2013 meeting.
UNDE. UNDE EVP stated that she recently became aware that a Clinic Manager is developing performance measurement tools and a confidentiality policy. UNDE’s understanding from previous discussions at the UMCC is that only corporate can develop policy? Also, performance management tools are already available and all employees take an oath of confidentiality? UNDE does not understand why there is a need for local development and since LMRC minutes are not received from this particular site it is not clear if consultation is taking place, with whom, and to what degree? COS stated that he would look into the concerns raised.
COS. COS asked that in the future the agenda clearly identify the POC for each agenda item so that everyone is aware of the items they are responsible for and can be prepared to respond. Agreed.
PIPSC. PIPSC asked for the status on the Grievance Policy. Human Resources stated that the delegations are being processed. After futher discussion it was clarified that PIPSC was requesting the updated version of CFHS process document number 3100-34 – Redress of Grievance which was to be updated to reflect the current grievance structure recently proposed and agreed to (albeit with concerns raised). Following a discussion of what has transpired to result in a need for the policy revision, UNDE EVP added that some of the employees being put forward for exclusion are not happy.
Next Meeting. June 2013 (TBC).
UNDE Executive Vice President