19th BCGEU Main Agreement FAQs

Every change can be seen in the BCGEU Main Memorandum of Settlement 19th.

Overall, there are changes to leave types, pay and allowances, process changes and modernized language updates.

Employees, supervisors and managers should familiarize themselves with these changes as it is a shared responsibility to keep up to date on the terms and conditions of employment for unionized employees.

The majority of wage increases were processed in time for the December 23, 2022 pay with some exceptions for complex instances are still being processed.  Every effort is being made to process wage increases as soon as possible. We ask for your patience and that you refrain from contacting AskMyHR for payment status updates. 

The general wage increases are effective the first day of the pay period following April 1st of each year: 

• April 10, 2022 – $0.25 per hour plus 3.24% general wage increase
• April 9, 2023 – Minimum of 5.5% to a maximum of 6.75%
• April 7, 2024 – Minimum of 2% to a maximum of 3%

Effective February 17, the vast majority of retroactive pay for BCGEU employees was completed, with some complex adjustments being processed for the March 3 pay.

Remaining increase adjustments for Professional Employees Association, Schedule A and Category B employees will be processed by the March 3 pay and all related retroactive pay by the March 31 pay. 

Some were processed in time for the December 23, 2022 pay although exceptions requiring review and manual data entry are still being processed. 
Every effort is being made to process as soon as possible. We ask for your patience and that you refrain from contacting AskMyHR for payment status updates.   

Year 1

• Effective April 1, 2022 – correctional services R24 will receive an additional one-grid temporary market adjustment to grid 26
• Effective April 1, 2022 – court clerks R11 will receive an additional two-grid temporary market adjustment to grid 15
• Effective April 1, 2022 – deputy sheriff senior intelligence officer R21 will receive an additional one-grid temporary market adjustment to grid 26
• Effective April 1, 2022 – deputy sheriff R24 will receive an additional one-grid temporary market adjustment to grid 26
• Effective April 1, 2022 – deputy sheriff R27 (Staff Sergeant) will receive a one-grid temporary market adjustment to grid 28

Year 2

• Effective April 1, 2023 – social program officer (SPO) R24 will receive a one-grid temporary market adjustment to grid 25
• Effective April 1, 2023 – social program officer (CYMH) R24 will receive an additional two-grid temporary market adjustment to grid 28
• Effective April 1, 2023 – social program officer (CYMH) R27 will receive an additional two-grid temporary market adjustment to grid 30
• Effective April 1, 2023 – child and youth mental health social program officer R30 will receive a two-grid temporary market adjustment to grid 32
• Effective May 1, 2023 – social program officer (child protection) R24 will receive an additional one-grid temporary market adjustment to grid 27
• Effective May 1, 2023 – social program officer (child protection) R27 will receive a one-grid temporary market adjustment to grid 28

Year 3

• Effective April 1, 2024 – information systems R24 will receive an additional 3.3% temporary market adjustment to a total of 9.9%

Salary administration for this change will involve a step-to-step movement. For
example, a grid 11 at step 3 will move to a grid 12 at step 3.

Salary administration for this change will involve a step-to-step movement. For
example, a grid 13 at step 3 will move to a grid 15 at step 3.

Yes, grid changes apply to auxiliary employees.

Changes to the Public Service Job Evaluation Plan do not have any impact on current
employees in these grids. The positions remain distinct with different job duties as
described in their job profiles.

No, there are no changes to your duties and responsibilities. The change is only to the
classification title and grid range.

All classifications at grid 11 and grid 13 are being eliminated. Employees who are in a
grid 11 classification move to a grid 12 classification and those in a grid 13
classification move to a grid 15 classification. This is neither a reclassification, nor a
promotion, therefore Article 27.5 does not apply.

There is no impact to seniority or job security. Your seniority carries over in its entirety
for all purposes under the Main Collective Agreement and component agreements.

The BCGEU annual membership or licensing fees are not to exceed the 2021 fee
schedule.

• Counselling services – increase the annual combined maximum for counselling services under the extended health plan from $500 per family to $750 per person. The combined maximum includes registered psychologists, registered clinical counsellors, and recognized social workers.
• Diabetic supplies – add continuous glucose monitors (CGMs) and sensors. CGMs are to be coordinated with the provincial plan which specifically covers DexcomCGMs. You should seek prior approval for this expense under the extended health plan through Canada Life. 
• Reimbursement – reimbursement formula of 80% coverage for the first $2,000 (currently $1,500) paid per person in a calendar year. Any claims paid beyond $2,000 will be covered at 100% to plan limits.
• Annual deductible – increase annual deductible from $90 to $100.

The changes to the 19th Main Agreement are specific to BCGEU members.
Information specific to other bargaining units will be released as it becomes available.

Anyone who supervises a BCGEU member is expected to understand the agreement
enough to support their employees and contact the PSA when additional clarification and
support is required. More information for supervisors will become available on MyHR in
the future.

Effective for the duration of the 19th Main Agreement, a number of leave provisions
including supplemental leave and cultural leave for Indigenous employees will apply to interns during their 12-month period of active employment. Full details can be found in
the BCGEU Main Memorandum of Settlement 19th (2022).

Indigenous employees are entitled to up to 2 days leave with pay per calendar year for traditional Indigenous activities that connect these employees to their culture and language.

A minimum of 2 weeks’ notice is required for leave under this provision. Where this is not possible due to the unpredictable nature of the event, then as much notice as possible shall be provided. Such leave shall not be unreasonably withheld.

To record leave taken:

• In Time and Leave, use the leave code ‘Cultural Leave – Indigenous’.
• For leave taken prior to January 15, 2023 or for non-Time and Leave entries, submit a Leave Management Transaction form through AskMyHR.

The BCGEU 19th Main Agreement includes a new leave for eligible BCGEU employees. Eligible BCGEU employees can access 2 days of supplemental leave at their regular rate of pay per calendar year. Supplemental leave is intended to support employee work-life balance, encourage wellness, support their participation and expression of their culture, support their personal growth and individual lifestyle. This list is not exhaustive. It further supports a diverse and inclusive workplace.

For instance, it may offer the ability for an employee to take their medical supports, such as a wheelchair, to get maintenance. This would normally not be covered under STIIP or any other leave, yet the employee would not be able to work without such a medical device. Therefore, this supplemental leave provides a paid day for the employee to take care of their needs. Other examples include:

• Attending to the medical needs of their pet
• Accompanying their child on a school-based event
• Participating in a cultural event or activity, such as Diwali

Supplemental leave cannot be attached to other leaves of absence including vacation and paid statutory holidays, but can be attached to earned days off, earned time off, overtime, etc., weekends (unless that weekend is attached to a statutory holiday, vacation or any other leave). Supplemental leave can be split, but it must be taken in no less than half-shift or half workday increments. Employees do not need to provide their leave approver with the reason for requesting the leave, however these days are subject to operational requirements and supervisor approval. Such leave shall not be unreasonably withheld. The hours taken from supplemental leave are included in the maximum entitlement for special leave of 70 hours per calendar year (the cap is prorated for part-time).

The new leave is effective the date of ratification, October 18, 2022. In Time and Leave, use the leave code ‘Supplemental Leave’.

As with any type of leave, Leave Approvers are expected to exercise their authority with care and diligence to ensure their determinations are consistent with the language negotiated in the Main Agreement. Authorized Leave Approvers are to assess requests based on the following guidelines when determining whether supplemental leave can be approved. 

• Supplemental leave is subject to operational requirements
• Employees are not required to share why they need supplemental leave and it should not to be unreasonably withheld
• Supplemental leave is not to be directly attached to another pre-approved leave (such as vacation, statutory holidays, or other special leaves), but can be attached to weekends, earned days off, earned time off, overtime, etc.
• Supplemental leave cannot be attached to a weekend if that weekend is attached to a statutory holiday, vacation leave or any other leave
• Supplemental Leave is a type of Special Leave under Article 20 in the new BCGEU agreement and is counted within the maximum 70 hours of special leave
• Supplemental Leave can be used in one-half shift increments

The general wage increase will be implemented retroactively effective April 10, 2022. If you were employed during the eligible period (April 10, 2022 or later), you may be eligible for a retroactive salary increase. Any types of leaves will be reviewed by payroll and the appropriate adjustments made, if applicable. If you are eligible, you will be identified through reporting. You do not need to take any action. We appreciate your patience as we work to process these salary increases.

If you are within two pay periods following the end of your employment, you will receive a direct deposit. If you are outside of those two pay periods, any monies owed will be mailed to your last known address in the system.

Retroactive payouts are included with regular on-cycle pay. The BC Public Service payroll application includes taxation methods and formulas approved by the Canada Revenue Agency (CRA) that cannot be altered. As per the Canada Revenue Agency (CRA), T4s include all income for the calendar year in which it was paid, regardless of when the services are performed.

For example: the final pay for 2022 will include pay period Dec 4 - 17, 2022 and be paid on Dec 23, 2022. All the hours worked Dec 18 - 31, 2022 are actually paid in 2023, so will be included in 2023’s T4.

Yes, you will receive the salary increase. Payroll is currently working on these exception updates which require manual review and entry. Your top-up will be recalculated, and any retro pay owing will be paid to you.

Yes, you will receive the salary increase. Payroll is currently working with WorkSafeBC on these exception updates which require manual review and entry. 

A manual review and entry by Payroll is required to process this retro pay.  Employees who return from lay-off will have any owed retroactive pay processed with their first pay.

If an employee is a concurrent hire in different ministries, or if the employee transferred between ministries during the period of the retro pay, the retro pay may be processed over multiple pay periods. If retro pay for those ministries were not processed in the same pay period, the retro pay may be split over multiple pay periods.

Employees receiving salary protection do not receive negotiated salary increases to their protected salary. Their base salary increases and their salary protection decreases until such time as the base salary exceeds the protected salary.

For more information, please refer to further details on salary protection.

Classification adjustments are not included in base pay and are not recalculated when general wage increases are implemented.  

A new substitution pay form needs to be submitted by your supervisor for TELUS Employer Solutions to update your sub pay with the general wage increases. Ensure there is a note included on the new sub pay form stating, “This is a correction to a previously entered substitution pay request.” 

Please submit an AskMyHR request providing specific details regarding what you believe the issue is with your retroactive payment. Once received we can review your request further.

As with all large payroll applications, PeopleSoft comes pre-loaded with all taxation methods and formulas approved by the Canada Revenue Agency. These formulas cover federal income tax, provincial income tax, contribution calculations to the Canada Pension Plan and premium calculations for the Employment Insurance program. Neither the Province of British Columbia nor TELUS Employer Solutions alters these formulas in any way.

There are many variables when calculating an employee’s pay and no two employees are alike. If you believe there is an error, submit an AskMyHR request and provide specific details regarding on what you believe the issue is with your retroactive payment. Once received we can review your request further.

We ask for your patience and ask you refrain from contacting AskMyHR for updates. A response will be provided as soon as possible.

Please submit an AskMyHR request advising that retro pay has not been received. 

Yes, the retroactive pay for the general wage increase is pensionable.

Yes, the retroactive pay will be reported to Pension Corporation for the fiscal year 2022/2023.

Yes. Section 57.1 in the Terms and Conditions of Employment for Excluded Employees stipulates a deputy minister shall approve leave of absence with pay for excluded employees in an amount equal to or greater than that provided for a bargaining unit employee under the collective agreement. The new leave is effective October 18, 2022. Leaves or vacation that were taken prior to October 18, 2022 cannot be converted to supplemental leave.

These days are subject to operational requirements and supervisor approval.

It is within the purview of a deputy minister to award an excluded employee more than 2 days of supplemental in certain circumstances. Employees wishing to request additional supplemental leave should speak with their supervisor.

In Time and Leave, use the leave code ‘Supplemental Leave - Excluded’.

The Public Sector Employers’ Council Secretariat allows public sector employers to adjust their Management Classification and Compensation Framework (MCCF) salary ranges by the same magnitude as their largest bargaining unit. For the public service, the largest bargaining unit is the BCGEU. This means the minimum and maximum salary ranges for excluded management positions is adjusted by 4%, effective April 1, 2022.

This allows excluded managers near or at the maximum of their position’s salary range to be eligible to receive a performance based in-range increase following the adjustment of the salary ranges. Any permanent employee who falls below their position’s new salary range minimum will be brought up to that minimum, effective April 1, 2022.

An employee who is in a position classified under MCCF as of July 1, 2022, is eligible for a performance based in-range compensation adjustment, if their ministry can assess their performance. Performance based in-range movement for excluded managers is implemented retroactively, effective July 1, 2022. The performance based in-range movement for excluded managers’ increases are limited to a maximum of 4% for good performing employees and 6% (limited to up to 20% of employees) whose performance exceeded expectations, as determined by executive.

Each ministry received instructions on the process and determined the increases for individual employees.

In-range increases have begun to be processed, with many employees receiving their increase on the February 17 pay. Our payroll services provider is working to complete the remaining increases by the March 31 pay and we are seeking confirmation from them on a date when related retroactive pay will be complete.

Due to a high volume of payroll service requests, lump sum retroactive payments may take up to an additional five pay periods to arrive.

Every effort is being made to process increases and issue retro pay as soon as possible. We ask for your patience and that you refrain from contacting AskMyHR for payment status updates.   

There are changes to the flexible benefits program taking effect on January 1, 2023. November 10 is the deadline to make changes to your flexible benefits and allocate funds to a health spending account. This is your only annual opportunity to update your coverage options unless you request changes after an eligible life event, such as marriage.

The new salary rates for the following positions have been submitted to payroll for processing, retroactively effective April 10, 2022:

• Schedule A
• Senior executive assistant
• Executive administrative assistant
• Senior judicial administrative assistant
• Judicial administrative assistant
• Paralegal
• Category B OIC
• Administrative coordinators (Minister’s staff)

More details will be shared as they become available.