REGINA, Sask. — With just one week to go before Saskatchewan health-care workers start voting on whether or not to go on strike, Health Minister Jeremy Cockrill is urging all sides to keep talking.
Speaking at an announcement at Regina General Hospital on Monday, Cockrill said they “continue to really prioritize efforts at the bargaining table with all of our union partners.”
“I said it last week. I'll say it this morning… Whether we're talking trade deals or healthcare contracts, the best place to be is at the table. Quite frankly, that's where I hope that we all put our energy to, whether it's SAHO, whether it's CUPE, whether it's any of our union partners. We want to get a contract done that works for workers, that works for patients. That isn't going to be on the picket line, that is going to be at the bargaining table.”
Cockrill said they “respect the will of union members and whatever union that they're a part of. However, my message is that we need to stay focused at the bargaining table and get to a deal as soon as possible.”
As for how close the various parties are to a deal at this point, Cockrill said he did not want to speculate “in terms of the depth of conversations that are happening at the bargaining table every week.”
“There are still points of disagreement, and that's not unusual in a bargaining context. And that's okay. That's why we bargain at the table to work out areas of disagreement and get to a place that's going to work for employees and patients right across the province.”
But Cockrill added that however far apart they may be at any one of their tables, “we don't get any further by not being at the table.”
“So that's really, I think, certainly been my message to say is continue engaging, continue looking for some paths forward at whatever table we're at on a given day because, again, we want to provide certainty for our workers, and then that provides certainty for patients at the end of the day.”
Employee movement a stumbling block
Cockrill’s comments come as the back-and-forth negotiations and public pronouncements continue between SAHO — Saskatchewan Association of Health Organizations — and the bargaining units for the various health-care unions.
As those go on, the clock continues to tick down before a Sept. 8-14 vote by health-care workers in CUPE Saskatchewan 5430 on whether to go on strike.
The two sides have met in the past month, but the indication from both sides has been that there are still serious issues that need to be resolved if a deal is to get done.
In an update on its website, SAHO said it and CUPE 5430 met for negotiations Aug. 11 and 12. SAHO reported it tabled a response to CUPE’s July 28 package and that CUPE tabled a subsequent package on Aug. 12 focused on “monetary proposals which failed to acknowledge key priorities presented by SAHO.”
SAHO said that while some movement was noted in a couple of areas, “CUPE is refusing to engage in exchanges of proposals on movement of employees and work outside of their territory or contracting in.”
“Discussions in these areas are necessary to find solutions to the modernization of the delivery of health care in the province. The best outcomes for collective bargaining are made at the bargaining table and give and take is required from both parties. It is unreasonable to expect otherwise.”
An issue that is proving to be a major stumbling block concerns the ability of employers to move health workers around to different locations for work.
In its update, SAHO emphasized its proposals are “not intended to move employees involuntarily, at-will across the province nor grant the employer the ability to move work or employees to anywhere in the province at their discretion.” It said its proposals will “maintain and reduce the current distances employees are required to travel and reduce barriers to delivery of care for both patients and employees.”
On its website, CUPE 5430 reported that its bargaining committee met again with SAHO on Aug. 27 and 28.
“Unfortunately, the employer has made little movement on our key priorities and continues to stall negotiations unless we accept their unreasonable proposals around the movement of work/workers and contracting in,” they stated.
“We know that we cannot continue to exchange the same proposals back and forth with the employer without movement on their part. That’s why we are considering all processes available to us to conclude bargaining.”
CUPE also said this is “also why we are holding a strike vote between Sept. 8th and 14th.”
“While voting yes does not mean we are immediately going on strike, a decisive strike mandate shows the employer we are united and ready to fight for the deal we deserve.”
The issue of movement of employees is also a key concern in talks still ongoing between SAHO and SEIU-West. The two sides met virtually on Aug. 13 and 14, with SEIU-West stating on its website it would meet again in early September to continue negotiations.
In an update to union members Aug. 21, SEIU-West posted that of the unresolved issues, they “continue to hold our position on the Employer’s proposal regarding their ability to move work around the province, including across union boundaries.”
“We do not accept the disruption of members’ lives as a ‘solution’ to chronic insufficient staffing levels. The current collective agreement already contains language that allows some movement of work, provided it is within established limits and safeguards that respect your rights.”
SAHO confirmed in its update that it had tabled proposals with SEIU-West regarding “employees performing some work within the geographical territory of another HPU.”
Once again, SAHO emphasized its own proposals “do not grant the employers the ability to move work or employees to anywhere in the province at their discretion. The proposals simply allow for greater flexibility to address patient and system needs by permitting employees to perform their regular work duties and deliver care in the most efficient and effective manner regardless of their union’s territory.”
SAHO further stated it is anticipated these proposals will reduce travel for many employees and that “any travel required would continue to fall within the usual workday/shift with expenses covered by the employer. All of this is achievable without interfering with rights of SEIU-West or their members.”
