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.