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CSSEA and CSSBA Agree to Early Childhood Educator Wage Enhancement Allocation Process

CSSEA and the Community Social Services Bargaining Association (CSSBA) have agreed to a process by which to allocate Early Childhood Educator (ECE) wage enhancements and have jointly created a template for use by both parties to implement those wage enhancements. Both CSSEA and the CSSBA have agreed to provide direction to their respective employers and union representatives on this process.

 Background

As part of the Provincial Government’s Early Care and Learning Recruitment and Retention Strategy, front-line Early Childhood Educators (ECEs) working in eligible licensed child care facilities receiving Child Care Operating Funding (CCOF) will be eligible to receive a $1 per hour wage enhancement beginning in early 2019 and retroactive to September 1, 2018.

Another $1 per hour is scheduled for April 1, 2020, which will increase the total wage enhancement to $2 per hour as part of Government’s Childcare BC plan. Additional funding for statutory benefits will also be provided.

Front-line ECEs (as defined in the Funding Guidelines), including those who are also owner/operators of a licensed child care facility, are eligible for the wage enhancement if they are directly employed by a licensed child care facility that:

  • Receives Child Care Operating Funding (CCOF) and has opted in to the Child Care Fee Reduction Initiative (CCFRI) if eligible to do so;
  • Receives Child Care Operating Funding (CCOF) but is not eligible for CCFRI funding (i.e. preschools, school age facilities that do not have continuous kindergarten enrolments, and facilities that do not charge parent fees); or
  • Has been approved as a Universal Child Care Prototype Site. 

CSSEA member employers who meet this criteria may not receive sufficient provincial funding for these programs and positions such that the parties to the Collective Agreements treat them as Non-Provincially Funded Positions (“NPF”) under Part D of Appendix A – Wage Grid.  Part D requires the parties to negotiate the terms and conditions of employment that apply to these positions.  

There are also a few CSSEA member employers who operate programs that have been identified by the Provincial Government as a “prototype” site associated with the “$10/day” initiative. The prototype sites are also eligible for increases under this government initiative.

Some employers who have non-provincially funded positions have used other sources of funding to apply the terms of the Collective Agreements to eligible positions in full. These employers will still receive the ECE wage enhancements for these positions. With significant compensation increases being granted under the Collective Agreements over the course of the next three years, the parties may need to renegotiate the wage and benefit levels for these positions.   

Other CSSEA member employers may be sufficiently funded provincially such that their Early Childhood Educator programs and positions are already governed by the terms of one of the sectoral Collective Agreements. 

Categories

Based on this background, CSSEA Employers’ programs, sites, and positions fall into one of the following four categories. Employers may operate multiple programs, sites, and positions resulting in more than one category applying to them. Those categories are: 

1.       NPF positions that are eligible for the Provincial Wage Enhancement and are not covered by the wages and/or benefits of the sectoral Collective Agreement

These Employers employ eligible positions that have not been covered by the wage and/or benefits of the sectoral Collective Agreement, and will be applying the $1/hour wage enhancements. 

The ECE Wage Enhancement also includes 17.6% for statutory benefits. According to the funding guidelines, this additional funding can only be used to negotiate improvements for vacation and paid holidays. Some negotiations may be necessary to factor in any unanticipated costs associated with wage-impacted benefits, such as sick leave and LTD premiums where they exist. The parties agree that the ECE wage enhancements should not result in compensation that exceeds the sectoral collective agreement.

A memorandum of agreement should be agreed upon between the parties to address the eligible employees’ terms and conditions of employment.  All NPF Agreements must be approved by CSSEA and the Community Social Services Bargaining Association (CSSBA)

2.       NPF “prototype” sites

Eligible positions will receive compensation increases, with the exact amounts still being investigated.  A memorandum of agreement should be agreed upon between the parties to address the eligible employees’ terms and conditions of employment. 

3.       NPF Employers that have paid the wages and/or benefits of the sectoral Collective Agreement

Some Employers have found other funding sources in order to apply the terms of the sectoral Collective Agreement wages and/or benefits to these positions. 

While these Employers have to date aimed to pay at collective agreement levels, if they cannot find the funding to keep pace with the increases to the Collective Agreements, they can access Part D of Appendix A. 

 4.       Positions that are supported by sufficient provincial funding such that they are already covered by the sectoral Collective Agreement in full and are not considered “NPF.” 

These positions are not eligible for the Provincial Wage Enhancement as they will instead be receiving the increases granted under the sectoral collective agreement. 

Template

Negotiations leading to an MOA for positions falling into Categories 1 to 3 above must be concluded to better understand terms and conditions of employment as well as to facilitate the funding process with Government.

The following template is acceptable for use to assist Employers in arriving at an MOA. The bargaining agents must also approve and sign the MOAs.

The template MOA includes the following wording:

 

Memorandum of Agreement 

Between

[Employer Name]

And

[Union Name]

Re:  Provincial Early Childhood Educator Wage Enhancement Strategy

WHEREAS under the Provincial Government’s Early Care and Learning Recruitment and Retention Strategy, eligible front-line Early Childhood Educators (ECEs) working in licensed child care facilities receiving Child Care Operating Funding (CCOF) will receive a wage increase beginning in early 2019;

And the above parties wish to participate in the ECE Wage Enhancement Strategy for the following:  [insert name(s) of sites/programs];

The parties agree as follows:

[for Category 1, 2, and 3 Employers]

  1. a $1 per hour wage enhancement beginning in early 2019 and retroactive to September 1, 2018 will be granted to the eligible positions;
  2. Another $1 per hour wage enhancement scheduled for April 1, 2020 will also be granted to the eligible positions;
  3. [Parties to negotiate the application of benefits, as applicable]

 [for Category 3 Employers only (NPF but paying Collective Agreement rates) – an additional option]

[the Parties may negotiate the application of wage rates for eligible positions in excess of point #1 and #2 above; Parties to negotiate the application of benefits, as applicable];

[Note: any application of WE monies and/or negotiations should not result in wage or benefit levels that exceed the corresponding Collective Agreement levels.]

 [for inclusion in all agreements]

Should the Provincial Government’s Early Care and Learning Recruitment and Retention Strategy be amended or discontinued, affecting the compensation increases noted above, the parties agree that they will immediately meet to discuss options, including the potential renegotiation of the above terms under Part D of Appendix A – Wage Grids.

Agreement reached on this ____ day of ___________, 2019

Signed:

_____________________________                   _____________________________

Union                                                                                    Employer

 

_____________________________                   _____________________________

CSSBA                                                                                   CSSEA

For More Information

Employers with questions on any of the above information are asked to contact their HRLR Consultant.

Communications Contact

Doris Sun
Director of Communications
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604.319.5010
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