On this page you’ll find supporting documents for the ratification of the Community Health Agreement, and answers to frequently asked questions (FAQ).
Members ratified the agreement in a vote that took place from February 13 until February 28.
Click here to view the Comprehensive Report which outlines the changes proposed in the tentative agreement.
Click here to view the detailed summary of changes to see the specific language for all changes proposed in the tentative agreement.
Frequently Asked Questions
About the Agreement
This agreement includes Low Wage Redress (LWR) in Year 1 – to narrow the gap between our agreement and similar roles in the Facilities Agreement (FBA) in hospitals and care facilities – as well as General Wage Increases (GWI) in each year of the agreement. Years 2 and 3 also include Cost of Living Adjustments (COLA) which are triggered if the rate of inflation exceeds the GWI.
April 1, 2022 (retroactive)
- LWR: Estimated 1.5%
- GWI: 3.24%
April 1, 2023
- GWI: 5.5%
- COLA: Potential for up to 1.25% if inflation exceed 5.5%
April 1, 2024
- GWI: 2.0%
- COLA: Potential for up to 1.0% if inflation exceeds 2.0%
In each of the second and third year of the proposed collective agreement there are General Wage Increases (GWIs) that may potentially be increased through the application of a Cost of Living Adjustment (COLA).
The COLA in the second and third year will be triggered if inflation exceeds the General Wage Increase (GWI) in each of these years.
The COLA cannot result in a reduction of the GWI. For example, if inflation in the second year is below 5.5%, there will not be a reduction in the GWI. The GWI in the second year would still be 5.5%. The three scenarios for the second year are as follows:
- If inflation is not above 5.5% the COLA is not triggered and the GWI will be 5.5%.
- If inflation is above 5.5% but less than 6.75% in the second year, the Adjusted GWI would be equal to the rate of inflation.
- If inflation is at 6.75% or higher in the second year, the adjusted GWI would be 5.5% plus the additional maximum COLA of 1.25% for an Adjusted GWI of 6.75%.
Inflation will be calculated using the annualized average B.C. Consumer Price Index (AABC CPI). The period used to calculate this average is March to February prior to the applicable April general wage increase.
The individual monthly CPI is added together over the 12-month period and then divided by 12 to determine the average. This figure is then compared with the average for the same period for the previous year. The result is the annualized average B.C. Consumer Price Index (AABC CPI).
AABC CPI is a standard measure for calculating inflation-indexed programs, entitlements, and wage triggers. It is used in B.C. for the calculation of allowable rent increases, adjustments to the minimum wage and for MLA salaries.
Using this averaging, the AABC CPI for the period of March 2021 to February 2022 was 3.4%.
If the AABC CPI for the period of March 2022 to February 2023 exceeds 5.5% then the 2023 COLA is triggered.
If the AABC CPI for the period of March 2023 to February 2024 exceeds 2% then the 2024 COLA is triggered.
The agreement’s inflation assumptions are based on the annualized average B.C. Consumer Price Index (AABC CPI). This number differs from some of the higher numbers you might hear about the level of inflation, but this measure provides a more sustainable and predictable foundation for Cost of Living Adjustments over the three years of the agreement — it’s most likely to provide more money for you and other HSPBA members over the duration of the agreement.
You can see that over the past 2 years, both inflation numbers have trended upwards:
When we look closer at the changes of both numbers from one month to the next, this is what we see:
This is why the average inflation is used to calculate your wage increase: it protects you from sudden drops in volatile inflation so that your wage increase is never at risk.
We have achieved language that permanently ties the Vehicle Allowance rate to the CRA rate for all employees covered by the CBA, including those working for Affiliates.
The CRA has recently announced another increase, and this means that members will receive $0.68 per kilometre for the first 5000 kilometres and $0.62 for each kilometre after that each year.
The Weekend Premium doubles from $0.25 to $0.50 per hour effective (and retroactive to) April 1, 2022.
An Evening Premium will be established for the first time in our agreement effective April 1, 2023. The premium will be $0.25 per hour for shifts where at least half of the hours fall between 4 p.m. and midnight.
The Night Premium remains $2.50 per hour for shifts where at least half of the hours fall between midnight and 8 a.m.
The On Call Rate has been increased from $1.00 per hour to $3.40 per hour effective April 1, 2023.
Employees who have severed employment prior to the date of ratification of this collective agreement are eligible for retro pay for hours worked since the expiry of the previous collective agreement. The employer will notify all former employees once, in writing, at their last known address, that retro pay is payable upon written application. Former employees must submit their written application to the employer within 60 days of ratification. Retro pay will be calculated using paid hours during the applicable period.
Calculate your wage under the tentative agreement
Don’t know your Grid? Click here for the CBA list of Classifications and corresponding Grids.
In the Comprehensive Report it is stated the average increase in each Step will be 14% to 16% over three years. Note that this percentage is slightly higher for lower Grids and slightly lower for higher Grids due to the impact a flat increase of $0.25 per hour in the first year of the agreement. The range is based on the minimum and maximum wage increase in year two and three. There is the potential for an additional cost of living increase of 1.25% increase in year two and an additional 1.00% in year three.
Wages will also be impacted by a member’s progression through the steps during the term of the agreement. We have provided a few examples below (all are based on working full time hours during the agreement) to show the true impact on members that aren’t already at Step 4 of their Grid.
A Community Health Worker 2 (CHW) that was at Step 1 on March 31, 2022 should progress through to Step 4 by the end of the agreement if working full time hours. The original wage is $23.27 per hour and after applying the maximum wage increases (including the Cost of Living Adjustment) the wage on March 31, 2025 would be $29.62 per hour. This would mean that member would be earning approximately 27% more by the end of the agreement.
An Administrative Support Worker 3 that was at Step 2 on March 31, 2022 should progress through to Step 4 by the end of the agreement if working full time hours. The original wage is $21.24 per hour and after applying the maximum wage increases (including the Cost of Living Adjustment) the wage on March 31, 2025 would be $26.37 per hour. This would mean that member would be earning approximately 24% more by the end of the agreement.
A Support Worker 2 that was at Step 3 on March 31, 2022 should progress through to Step 4 by the end of the agreement if working full time hours. The original wage is $27.90 per hour and after applying the maximum wage increases (including the Cost of Living Adjustment) the wage on March 31, 2025 would be $33.27 per hour. This would mean that member would be earning approximately 19% more by the end of the agreement.