Compensation for Day employees in Residential

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    Jeannette DeLong

    I would expect that if we are asking employees who are in Day Services to cover shifts in Residential that we would be paying them a minimum of $13.75/hr. This is what we have committed to do when we accepted the Wage Enhancement Fund block funding in Residential. Yet there seems to have been some communication between Abilities and the Dept. that Day staff would continue to get their Day rate of pay. Was the intention that they would be paid whichever is the greater of their Day rate or $13.75/hr.? That would be my hope.

    Margo Powell

    Hi Jeannette,

    Thanks for your comment! This is on my list of discussion points for my next conversation with CLDS and I will share more info as I have it. The main thinking involved agencies who only provide day services. Our aim was to streamline a process whereby the day service would continue to pay their employees and continue benefits. We didn’t want to create a lot of work for agencies in adjusting rates of pay as they are deployed to provide residential supports, or a process that would require residential agencies to have to hire these day service staff directly. Wages vary significantly and the aim was to not see a reduction in someone’s hourly rate and a process as easy as possible to execute.

    Where agencies provide both day and residential supports (like EnVision) it’s a different story. We recognize that agreements are in place whereby some agencies must pay wage enhancement rates so will be addressing this today. Our aim is to try to reduce barriers agencies are or will be experiencing. I would suggest adding these costs to the spreadsheet CLDS sent yesterday and we will work on our end to try and mitigate this.

    Jeannette DeLong

    Hi Margo,

    The variables in Day Services and each agency are so varied that as soon as the province creates a solution for one scenario and applies it to all scenarios, it will create a problem for someone else. Agencies need as much flexibility as possible during this time. That makes it challenging for the province to know how to answer questions specific to one agency. Good communication will be key in all this.
    We have unionized day services and also non-unionized day services. Our residential services are non-unionized. There are a whole lot of variables in that. We expect that we can keep all employees working during this crisis. For our non-union day staff, they will simply be considered residential staff when they work in residential. This slips them into our pay system easily and whatever pay rules apply to the setting get applied to whichever staff is working there.
    For our union staff we are discussing options with the union. If they remain under the bargaining unit when working in residential then they would retain all bargaining unit terms and conditions of employment. This means OT rules, unpaid meal breaks, wages (lower than residential). But if they are considered non-bargaining unit then the terms and conditions of residential will apply. We will not be creating a third option – it’s just not a priority to begin negotiating at this time. I am concerned that Managers in the non-union setting are not familiar withe the terms of the bargaining agreement and employees will not like that they do not get paid the same. So…will the union let them be residential staff or will they insist they remain in the bargaining unit? Administratively any other option would require making administrative changes to our pay system or require manual overrides. None of which are appealing.

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