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March 16, 2020 - COVID-19 Update

Further to the February/March 2020 CEO Update, CSSEA is providing an update on labour relations matters associated with the spread of COVID-19 Novel Coronavirus. As you know, events have been unfolding quickly over the past couple of weeks since the last CEO Update, with new issues emerging every few days based on developments around the globe and updated directions from the Provincial Medical Health Officer (MHO). We appreciate that members have been doing their best to manage in this rapidly changing environment. CSSEA will address below a number of issues raised over the past week and will also issue further updates in the future, based on new developments and advice from the Provincial MHO and government, and feedback from members and unions. The situation remains highly fluid and we encourage members to check the websites referenced below often for the latest news and developments.

General Health and Safety

As mentioned previously, employers’ overarching responsibility in times like this is to maintain quality services while supporting a safe and healthy workplace and remain compliant with occupational health and safety (OHS) legislation to prevent risk of exposure to communicable diseases. Best practices include more frequent and comprehensive cleaning, making hand sanitizers available at all worksites for employees, clients and visitors, and strongly encouraging regular hand washing and proper coughing/sneezing etiquette. Further, notices should be posted in prominent locations reminding staff and visitors to exercise proper hygiene and etiquette and to stay away from the worksite if not feeling well. Universal precautions should also be put in place, ensuring that a reasonable supply of gloves, masks and any other equipment appropriate for your worksites are readily available. And finally, reviewing with staff all of the health and safety steps taken on a regular basis will be helpful in increasing confidence in safety levels.

Working from Home

Even if asymptomatic, employers may act to prevent the spread of COVID-19 by having certain employees work from home where it is feasible to do so. Employees working from home would continue to be paid as usual for their work time. Prior to proceeding with these arrangements, employers should ensure that all relevant OHS requirements, risk assessments and privacy considerations have been considered and implemented. Please see the BC Government webpage on flexible workplaces to ensure that you have taken into account the relevant considerations.…

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Nominations Now Open for 2020 Community Social Services Awards of Excellence

CSSEA is now accepting nominations for the sixth annual BC Community Social Services Awards of Excellence, sponsored by TELUS. If you know outstanding individuals working in BC's publicly funded community social services sector deserving of recognition, we want to hear from you!

Who to Nominate

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

The award categories are:…

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Emerging Issues Relating to Employees' Use of Vehicles for Work

Over the past several months, there have been a number of emerging issues relating to employees’ use of motor vehicles for transporting clients in the course of their duties. Some of them have been triggered by changes to Motor Vehicle Act and ICBC regulations, and others have emerged based on employer questions to CSSEA staff. This CSSEA Info will consolidate the issues and answers.


Class 4 Driver’s License Requirements for Employees

Earlier this year, clarification was provided about the requirement for employees to hold (and be reimbursed for) Class 4 driver’s licenses to support the transportation of clients in typical “2 axle” vehicles such as an employee’s own vehicle or vehicle provided by an employer (not a bus). The legal opinion received by CSSEA concluded that unless an employer’s service involves charging fees specifically for the transportation of clients, the vehicle and driver would not typically require a Class 4 License. See this CSSEA Info for more information.

This bulletin was followed up when changes to ride-sharing rules were introduced to allow for companies such as Uber and Lyft to operate in BC. Upon receiving a supplemental legal opinion, CSSEA advised that the requirements for a Class 4 driver’s license had not changed. This CSSEA Info addresses the topic.…

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Change to Provincial Influenza Prevention Policy


At this time of year, community social services and health sector employers activate their influenza prevention policies. In recent years, these policies have required mandatory flu vaccination or alternatively, the wearing of masks in patient/client areas, consistent with the direction of the Provincial Medical Health Officer.

Note that this year, there has been a change in the mandatory nature of the policy. Affected employees are still required to report whether they have received the vaccination, and are still expected to be vaccinated. However, while failure to report is subject to disciplinary measures, the failure to be vaccinated or alternatively wear a mask is no longer subject to discipline. Under the amended provincial policy, the emphasis is on education and voluntary compliance with prevention efforts, and depending on compliance rates, a mandatory policy may still be reinstated in the future.

Please review your influenza prevention policy and make changes consistent with this new provincial policy, and remind employees of expectations.…

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Improvement in Mileage Allowance, 2% GWI and $20 Million LWR effective April 1, 2020

Mileage Allowance

Mileage reimbursement rate will increase by one (1) cent per kilometer, effective April 1, 2020, for Community Living Services, General Services and Indigenous Services Collective Agreements.

  Community Living Services/General Services Indigenous Services
Effective April 1, 2020 $0.50 $0.54

2.0% General Wage Increase + $20 Million Low Wage Redress (LWR)

CSSEA and CSSBA have agreed on the distribution of the second of three annual $20 million Low Wage Redress fund (wage schedules outlining the hourly wages are attached) effective April 1, 2020. The agreement provides for the following distribution:

  • All JJEP Non-Paraprofessional Classification will receive a 3.5% LWR increase plus 2% general wage increase effective April 1, 2020.…

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Improvement in Mileage Allowance, 2% General Wage Increase and $20 Million LWR effective April 1, 2020

Mileage Allowance

Mileage reimbursement rate will increase by one (1) cent per kilometer, effective April 1, 2020, for Community Living Services, General Services and Indigenous Services Collective Agreements.

  Community Living Services/General Services Indigenous Services
Effective April 1, 2020 $0.50 $0.54

2.0% General Wage Increase + $20 Million Low Wage Redress (LWR)

CSSEA and CSSBA have agreed on the distribution of the second of three annual $20 million Low Wage Redress fund (wage schedules outlining the hourly wages are attached) effective April 1, 2020. The agreement provides for the following distribution:

  • All JJEP Non-Paraprofessional Classification will receive a 3.5% LWR increase plus 2% general wage increase effective April 1, 2020.
  • Paraprofessional Classifications:
  • o The target rate for Licensed Practical Nurse has been met. Licensed Practical Nurse will receive the 2% general wage increase.
  • o Children Who Witness Abuse Counsellor 13P will receive an additional 13.5% LWR increase plus 2% general wage increase.
  • o Paraprofessional Grid Level 14P and 15P will receive 6.1% LWR increase plus 2% general wage increase.
  • o Nutritionist will be reclassified to 16P, equivalent to the following in each step:
  •  Step 1: 10.0% LWR + 2% GWI.
  •  Step 2: 10.4% LWR + 2% GWI.
  •  Step 3: 10.6% LWR + 2% GWI.
  •  Step 4: 10.8% LWR + 2% GWI.
  • Paraprofessional Grid Level 16P will receive a 3% LWR increase plus 2% general wage increase.
  • Occupational Therapist and Physiotherapist will receive a 5.5% LWR increase plus 2% general wage increase.
  • Nurse will receive a 10.5% LWR increase plus 2% general wage increase.
  • Paraprofessional Grid Level 17P and Speech Language Pathologist will receive a 0.8% LWR increase plus 2% general wage increase.
  • Paraprofessional Grid Level 18P, 19P and 20P will receive a 2% general wage increase.…

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Improvement in Mileage Allowance, 2% General Wage Increase and $20 Million Low Wage Redress effective April 1, 2020

Mileage Allowance

Mileage reimbursement rate will increase by one (1) cent per kilometer, effective April 1, 2020, for Community Living Services, General Services and Indigenous Services Collective Agreements.

  Community Living Services/General Services Indigenous Services
Effective April 1, 2020 $0.50 $0.54

2.0% General Wage Increase + $20 Million Low Wage Redress (LWR)

CSSEA and CSSBA have agreed on the distribution of the second of three annual $20 million Low Wage Redress fund (wage schedules outlining the hourly wages are attached) effective April 1, 2020. The agreement provides for the following distribution:

  • All JJEP Non-Paraprofessional Classification will receive a 3.5% LWR increase plus 2% general wage increase effective April 1, 2020.
  • Paraprofessional Classifications:
  • o The target rate for Licensed Practical Nurse has been met. Licensed Practical Nurse will receive the 2% general wage increase.
  • o Children Who Witness Abuse Counsellor 13P will receive an additional 13.5% LWR increase plus 2% general wage increase.
  • o Paraprofessional Grid Level 14P and 15P will receive 6.1% LWR increase plus 2% general wage increase.
  • o Nutritionist will be reclassified to 16P, equivalent to the following in each step:
  •  Step 1: 10.0% LWR + 2% GWI.
  •  Step 2: 10.4% LWR + 2% GWI.
  •  Step 3: 10.6% LWR + 2% GWI.
  •  Step 4: 10.8% LWR + 2% GWI.
  • Paraprofessional Grid Level 16P will receive a 3% LWR increase plus 2% general wage increase.
  • Occupational Therapist and Physiotherapist will receive a 5.5% LWR increase plus 2% general wage increase.
  • Nurse will receive a 10.5% LWR increase plus 2% general wage increase.
  • Paraprofessional Grid Level 17P and Speech Language Pathologist will receive a 0.8% LWR increase plus 2% general wage increase.
  • Paraprofessional Grid Level 18P, 19P and 20P will receive a 2% general wage increase.…

Read more

Improvement in Mileage Allowance, 2% General Wage Increase and $20 Million Low Wage Redress effective April 1, 2020

Mileage Allowance

Mileage reimbursement rate will increase by one (1) cent per kilometer, effective April 1, 2020, for Community Living Services, General Services and Indigenous Services Collective Agreements.

 

 

 

Community Living Services /      General Services

Indigenous Services

Effective April 1, 2020…

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Collective Agreements Now Available

The Community Social Services Bargaining Association (CSSBA) and the Community Social Services Employers’ Association (CSSEA) are pleased to announce that the Community Living Services, General Services and Indigenous Services collective agreements are now available.


You can find the agreements on the Fair Deal website at www.cssfairdeal.ca, on the CSSEA website at www.cssea.bc.ca and you can download your agreement using the link below:

Community Living Services

General Services

Indigenous Services

Please share this email with your co-workers.…

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Time Off for Employees to Vote October 21, 2019

A federal election will be held Monday, October 21, 2019. Pursuant to the sectoral collective agreements between CSSEA and the Community Social Services Bargaining Association and the Canada Elections Act, employees are entitled to a minimum number of hours off without loss of pay during voting hours. Polls will be open 7:30 am – 7:30 pm Mountain Time and 7:00 am  – to 7:00 pm Pacific Time.

Employees Covered by Collective Agreements

According to Article 20.5 (Elections) in the collective agreements:

Any employee eligible to vote in a federal, provincial, municipal, First Nation or other Aboriginal election or a referendum shall have four consecutive clear hours during the hours in which the polls are open in which to cast their ballot.…

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We Want to Hear From You: How is CSSEA Doing?

As part of CSSEA’s 2019-2022 Strategic Plan goal of enhancing CSSEA’s role in creating effective membership relations, we have committed to reintroducing the Member Satisfaction Survey on a triennial basis. We invite members to complete the short online survey so we may prioritize operational goals, understand your professional development needs and improve overall service delivery. The survey should take no more than 15 minutes to complete and your responses will be completely anonymous. The survey will remain open until October 31, 2019. If you have any questions, please contact Doris Sun, Director of Communications, at This email address is being protected from spambots. You need JavaScript enabled to view it. .…

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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.