Memorandums

MOA, LOA, MOU, and LOUs relating to the Collective Agreement

The following Memorandums and Letters are not articles within the Collective Agreement, but address specific areas of and issues within the Collective Agreement (such as call stipends, parking and fees). They are agreed upon at the bargaining table between HEABC and Resident Doctors of BC.

The Letter of Understanding re: Administration of Employment Matters Affected by Academic Decisions, is outside of the Collective Agreement and is signed by HEABC, Resident Doctors of BC and UBC.

Memorandum of Agreement

A cooperative agreement between HEABC and Resident Doctors of BC to work together upon an agreed objective of resident well-being.

  • re: Professional Expense Benefit

    (a) In order to assist Residents with the costs relating to their residency and professional development, a lump sum payment in the following amounts will be provided, at the conclusion of each Academic Year, to Residents as follows:

    (i) At the conclusion of the 2018/2019 Academic Year:

    (A) R1s and R2s – $1000; and

    (B) R3s – R7s – an equal portion of the surplus on-call funds as described in Article 21.05(a)(i).

    (ii) At the conclusion of the 2019/2020 and at the conclusion of each Academic Year thereafter:

    (A) R1s-R7s – $1,000

    (b) The Professional Expenses Benefit (“PEB”) will be provided to Residents on maternity, parental or sick leave, in the same fashion as the PEB is provided to Residents who are working, provided that the Residents on maternity, parental or sick leave have not previously been provided with the PEB for that residency training program year.

    (c) For clarity, Residents are only eligible to receive the PEB once for each of R1 to R7, regardless of how long it takes them to complete each of these residency training program years.

  • re: Working Group for a Provincial Framework on Occupational Health and Safety

    Between HEABC and RDBC

    Whereas the parties share a common interest in preventing workplace injuries and promoting safe and healthy workplaces throughout the health care sector, with shared objectives to:

    • Promote a safe and healthy work environment and organizational safety culture through prevention of injury initiatives, safe workloads, promotion of safer work practices and healthy workforces, including pilot and demonstration programs
    • Prevent and reduce the incidence of injuries (physical and psychological) and occupational diseases
    • Evaluate and promote the adoption of leading practices, programs or models
    • Identify and develop a provincial framework and systems for implementing these objectives
    • Facilitate co-operation between unions and employers on health and safety issues
    • Facilitate education and training for effective functioning of local Joint OHS committees
    • Share information, data, experience and best practices across the sector
    • Improve compliance with Workers Compensation Act, OHS regulation and recommendations
    • Implement CSA Z1000-14 Occupational Health and Safety Management and CSA Z1003-13 Psychological Health and Safety.

    Whereas the parties acknowledge the need for a coordinated and integrated effort to improve the health and safety of health care workers and renew and rebuild a provincial framework/structure for occupational health and safety in the BC health care sector, built on the following principles:

    • Broad stakeholder engagement in governance;
    • Collaborative approach;
    • Transparency; and
    • Evidence based decision making.

    Therefore the parties agree as follows:

    • The parties will participate in the establishment of a joint provincial working group, within 90 days of ratification, grounded in the principles of meaningful collaboration and system based approaches with a purpose to support and promote safe and healthy work environments in healthcare across BC.
    • The working group will meet as frequently as necessary in order to conclude recommendations within 6 months of ratification.
    • The working group will be chaired by HEABC and comprised of one representative from each participating Employee stakeholder group (bargaining association) and three Employer representatives. The working group will include a representative from Doctors of BC, or other relevant groups as agreed by the participants. The working group will operate on a consensus model.
    • The working group will make recommendations to the stakeholder groups and Leadership Council to establish a provincial framework/structure (the “Provincial Framework”) for Health Care Sector Occupational Health and Safety issues and solutions. The working group will regularly (monthly) update all stakeholders, prior to the submission of final recommendations, which shall be given due consideration by stakeholders and Leadership Council.
    • The working group will make recommendations regarding terms of reference and rules of governance for the Provincial Framework.
    • The working group will explore opportunities and make recommendations regarding potential sources of ongoing funding for initiatives carried out under this Provincial Framework.
    • The Provincial Framework/structure will carry on with all projects previously agreed to and undertaken by the Provincial Occupational Health and Safety and Violence Prevention Steering Committee. Such projects will include maintenance of the Provincial Violence Prevention Curriculum and the design update and implementation of the OHS Resource Centre.
    • The RDBC will be provided with $30,000 annually to contribute to the activities of the working group. The RDBC may use all or part of the funding allocated to it:
    • To contribute towards the Provincial Framework/structure; or
    • In conjunction with the member Employers and HEABC, to identify and address initiatives specific to the RDBC.
    • Article 2.09 will apply to Residents fulfilling their duties as an appointed representative of RDBC on the
  • re: Recruitment and Retention

    Between HEABC and RDBC

    Background

    • The Ministry of Health and the Employer wish to recruit and retain Residents in British Columbia post-residency, including in rural areas and in practice areas with hard to fill vacancies.
    • RDBC wishes to ensure its members have knowledge of and access to post-residency practice opportunities throughout the province.
    • The parties share the goal of reducing barriers and creating new partnerships and opportunities for Residents to identify positions post-residency including in rural areas and in practice areas with hard to fill vacancies, by increasing exposure to and connections with practitioners, Departments, Divisions, Health Authority recruiters and others and by developing other systems and processes to support post-residency recruitment and retention.

    Recruitment and Retention Committee (“Committee”)

    • The parties agree the Committee will meet within one hundred and twenty (120) days of ratification and quarterly thereafter (or as otherwise agreed).
    • The Committee will consist of an equal number of representatives from each of RDBC (including, as feasible, Residents interested in rural practice and in practice areas with hard to fill vacancies) and HEABC (including HEABC Recruitment Solutions and the Employer).
    • The Committee will invite representatives from the following to participate in the Committee, as determined to be appropriate by the Committee:
      • Ministry of Health;
      • Rural Education Action Plan (REAP);
      • Joint Standing Committee on Rural Issues;
      • BC Rural Health Network and Rural Centre;
      • UBC (PGME and the Residency Programs);
      • Employer recruiters; and
      • Physicians and medical leaders in rural practice.

    Terms of Reference 

    • The Committee will:
      • Ensure alignment with other committees, organizations and entities engaged in similar or overlapping work.
      • Address recruitment and retention of Residents post-residency in rural areas in the following ways, among others, as determined to be appropriate by the Committee:
        • Provide information to Residents regarding opportunities for rural practice, including by providing support and feedback for the development of the Rural Resident Network and by communicating information about vacancies and career opportunities.
        • Provide information to Residents regarding opportunities in rural areas.
        • Provide information to Residents about the Ministry of Health’s programs (such as Rural Education Action Program and Locums for Rural BC), the joint Ministry and Doctors of BC committees pertaining to or that address rural practice issues (such as the Joint Standing Committee on Rural Issues and the GPSC Provincial Recruitment and Retention Steering Committee), and any funding available through these committees and programs for Residents.
        • Foster interest in rural practice by identifying opportunities for personal connections between Residents interested in rural practice and rural practitioners.
        • Facilitate opportunities for Residents to attend the Rural Health Conference or other conferences with a rural health focus.
        • Seek feedback from RDBC on challenges facing Residents interested in rural practice opportunities and options on how to better support Residents in rural locations in their transition to practice post-Residency.
        • Identify early career supports to assist the post-residency transition of new-to- practice physicians in rural communities.
        • Make recommendations to one or more of the stakeholders identified in (f) to address the rural training needs of new-to-practice
    • Address recruitment and retention of Residents post-residency for hard to fill vacancies as follows, as determined to be appropriate by the Committee:
      • Provide a resource for Employers looking for assistance with filling hard to fill vacancies and in rural practice areas.
      • Engage and consult with stakeholders to further the Committee’s work.
      • Make inquiries with Divisions of Family Practice, Medical Staff Associations and health authority recruitment teams regarding opportunities, for positions and liaisons, for new to practice physicians.
      • Gather data on the number of Residents who leave BC post-residency and take steps to maintain contact with them to incent them to return to BC as appropriate.
      • Work together on strategies for recruitment and retention of Residents and pursue other initiatives that are consistent with the objectives of the Committee.

    General 

    • This Memorandum of Agreement will expire March 31, 2022, unless expressly renewed.
    • Article 3, Grievance Procedure and article 4, Arbitration, do not apply to this Memorandum of Agreement. Any disagreements or disputes between members of the Committee must be resolved through discussion between RDBC and HEABC.

    Article 2.09 will apply to Residents fulfilling their duties as an appointed representative of RDBC on the Committee.

  • re: Membership on Provincial Psychological Health and Safety Committee

    Between HEABC and RDBC

    • The parties share a common interest in preventing workplace injuries and promoting safe and healthy workplaces throughout the health care sector and acknowledge the need for a coordinated and integrated effort to improve the health and safety of all health care workers, including Residents.
    • The parties agree that the Resident Doctors of British Columbia will be granted membership on the Provincial Psychological Health and Safety Committee.
    • Article 2.09 will apply to Residents fulfilling their duties as an appointed representative of RDBC on the Committee.

Letter of Agreement

This is a letter that finalizes an agreement between HEABC and Resident Doctors of BC.

Memorandum of Understanding

Describes a mutual agreement between two parties (Resident Doctors of BC and HEABC) that lies outside of the Collective Agreement articles. In the event of a disagreement of the MOU the Employer and Resident Doctors of BC will meet to attempt to mutually agreeable provisions. If an agreement cannot be made the matter will be arbitrated to the provisions of the Collective Agreement.

  • re: Union Recognition

    Between HEABC and RDBC

    It is understood that all Residents appointed under the terms and conditions of this Agreement are subject to the provisions contained in Article 2.02 which governs the matter of authorization of RDBC dues, as a condition of continuing employment.

    In the event a Resident fails to complete the necessary authorization, RDBC will notify the Employer, in writing, within sixty (60) days and provide a list of name(s) of the Residents who have not authorized the deduction.

    The Employer upon receipt of the listing will, through the Associate Dean or Program Director or his/her designate, contact the Resident(s) and draw to their attention the requirements of Article 2.02.

    RDBC, in turn, will cooperate in the dues deductions procedure by endeavouring to fully utilize the orientation meeting provided in Article 2.05 and other available means of communication with its membership in order to advise Residents of their responsibilities under Article 2.02.

  • Read our Interpretation

    Each Resident must sign and return the dues deduction authorization at the beginning of Residency

  • re: Workload during Pregnancy

    Between HEABC and RDBC

    HEABC recognizes that the training for Residents is such that an extended absence due to pregnancy could present difficulties in the completion of the training program. Under certain circumstances, it may be beneficial to the Resident, the Employer, and the University to have the workload modified somewhat because of the physical limitations caused by pregnancy to enable the person to continue training with minimal interruption.

    In such cases, the Resident so affected, with counsel from her treating physician, midwife or nurse practitioner, shall review the issue with her Program Director. HEABC supports the position that, if in the opinion of that physician, midwife or nurse practitioner, a reduction in workload is warranted, then the workload shall be reduced to the extent prescribed by the physician, midwife or nurse practitioner, including the elimination of on-call duty if necessary.

    This memorandum is subject to the grievance procedure contained in the Agreement.

  • Read our Interpretation

    If at any point in your pregnancy your attending physician feels a reduction in work is warranted then it shall be reduced, including the possibility of eliminating call.

    UBC also has a policy for expecting residents, which is available here.

  • re: Orientation

    Between HEABC and RDBC

    Where an orientation is scheduled prior to the commencement of the Residents’ Residency Program and where that aspect of the orientation comprises administrative or “hospital” orientation, the Residents will be paid at the regular rate, for those hours that they are in attendance.

    Where an orientation as scheduled prior to the commencement of the Residents’ Residency Program and involves training courses paid for by the Employer such as ACLS and PALS, the Residents will not be paid for such attendance.

  • Read our Interpretation

    The Resident Doctors of BC orientation takes place before the commencement of the academic year, therefore, residents will not be paid for this day.

  • re: Internet Access

    Between HEABC and RDBC

    The Employer will provide 24-hour Internet access with an appropriate computer and screen, the sole purpose of which is to access educational information such as OVID, Med Line and Grateful Med.

    Upon the assignment of a Resident to another hospital, the Associate Dean will enquire into and encourage the non-teaching hospital to provide Internet access for the Residents.

    Residents may not create an expense for the Employer unless prior authorization has been received. Any non-approved expenses will be deducted from the Resident’s remuneration.

  • Read our Interpretation

    Questions about this can be directed to your program. To file a grievance against this article, please contact Resident Doctors of BC.

  • re: Employer and Resident Health, Safety and Violence Prevention Working Group

    Between HEABC and PAR-BC

    • The Employer and RDBC agree to cooperate in the promotion of safe working conditions, the prevention of accidents, the prevention of workplace injuries and the promotion of safe workplace practices.
    • The parties recognize that there are unique challenges when it comes to addressing OH&S issues that impact Residents, who are employees and learners under a Distributed Medical Education model which requires them to work at different sites for more than one Employer in order to complete their Residency Program.
    • The parties agree that the Employer and RDBC will establish a working group on Resident Health, Safety and Violence Prevention Committee (the “Working Group”), within sixty (60) days of ratification, to identify and review OH&S issues affecting Residents with an aim to promoting the better integration of Residents into existing Employer OH&S systems.
    • The Working Group may review any issue relating to the occupational health and safety of residents including but not limited to:
      • Application of and access to complaint procedures, including harassment complaint procedures;
      • Resident access to occupational health and safety training delivered by Employers online;
      • Resident participation in occupational health and safety orientation including site specific safety training;
      • Resident access to the services provided by Provincial Workplace Health Call Centre and injury reporting and investigations;
      • Radiation safety;
      • Worksite specific health and safety concerns; and (vii)Any other issues the parties may identify.
    • The Working Group will consist of Employer representatives, including OH&S representatives, and the Health Employers Association of British Columbia, and Union representatives, including the Resident Doctors of British Columbia. UBC will be invited to participate in the committee in recognition of the residents’ dual status as learner and employee. Each party will bear its own costs of participation in the Working Group.
    • The Working Group will make recommendations to the VPs of Medicine and the VPs of HR of each Employer. The recommendation will identify areas and recommend steps for improvement relating to the occupational health and safety of residents.
    • The Working Group will attend meetings on a regular basis until their recommendations are submitted. Thereafter, the Working Group will meet at the request of either party.
    • Article 3, Grievance Procedure and article 4, Arbitration, do not apply to this Memorandum of Agreement. Any disagreements or disputes between members of the Working Group must be resolved through discussion between RDBC and HEABC.
    • Article 2.09 will apply to Residents fulfilling their duties as an appointed representative of RDBC on the Committee.

Letter of Understanding

This is a formal letter to summarize conversation in collective bargaining between HEABC and Resident Doctors of BC where parties agree to work jointly on specific areas of issue.

The Letter of Understanding re: Administration of Employment Matters Affected by Academic Decisions, is outside of the Collective Agreement and is signed by HEABC, Resident Doctors of BC and UBC.

Disputes must be brought to the LOU Committee (UBC, HEABC and Resident Doctors of BC). If disputes cannot be agreed upon an arbitrator will be expedited.

  • re: Special Skills Residents

    Between HEABC and PAR-BC

    February 26, 2002
    Ms. Zoe Towle
    Administrator
    PAR-BC

    Dear Ms. Towle:

    This letter will confirm our mutual understanding, as discussed in negotiations, that the R3 Special Skills Residents (Family Practice) are covered by the terms of the Collective Agreement.

    Yours truly,

    (original signed by K.D. Burnett)

    K.D. Burnett
    Senior Consultant, Consulting Services
    HEABC

  • Read our Interpretation

    If you are a special skills resident or have any questions about your Collective Agreement, please contact info@residentdoctorsbc.ca

  • re: Distributed Training Locations

    Between HEABC and RDBC

    • Accommodation will be secure and will have consideration for privacy.
    • Accommodation should be clean and well maintained, self-contained, have access to full kitchen, bathroom and laundry facilities.
    • The Employer will consider requests for advances of expenses.
    • There shall be an unscheduled day between rotations.
    • Accreditation standards, for education and teaching, shall be recognized and maintained.
    • Education activities that the Program Director deems the Resident must attend and where there is prior written approval of the Postgraduate Dean’s Office, the Resident will have transportation costs between the sites reimbursed.
    • The Employer will authorize and provide a return trip to the Resident’s program base at the end of every four week block. Alternatively, a return trip will be provided to the Resident’s partner.
    • In the event of a leave arising under Article 7.01, the Resident shall be reimbursed 50% of return travel expenses between the program base and the distributed location.
  • Read our Interpretation

    There shall be an unscheduled day between rotations to account for travel. If you have any questions, please contact Resident Doctors of BC.

  • re: Union Deductions

    Between HEABC and RDBC

    Electronic Dues Authorization

    Each Resident is required, as a condition of employment, to authorize deduction of RDBC dues, or an amount equivalent to RDBC dues, from their remuneration. Therefore, please provide your authorization by signing the statement below.

    Until this authority is revoked by me in writing, I hereby authorize (the “Employer”) to deduct from my remuneration bi-weekly and to pay to RDBC an amount equal to the current dues as established from time to time by RDBC.

    Signature                                                                         Date                                 

  • re: Orientation for Residents commencing R1 in the 2019/2020 Academic Year

    Between HEABC and RDBC

    March 15, 2019

    Mr. Harry Gray                                                            Dr. Ravi Sidhu

    Executive Director                                                      Associate Dean, Post Graduate

    Resident Doctors of BC                                              Medical Education

    Suite 350-1665 West Broadway                                 UBC Faculty of Medicine Vancouver, BC V6J 1X1

    Dear Mr. Gray and Dr. Sidhu:

    Re: Orientation for Residents commencing R1 in the 2019/2020 Academic Year

     We write to advise that beginning in 2019 Resident Doctors will participate in a mandatory orientation session prior to commencing their Residency Programs on July 1, 2019. This requirement will be ongoing. Employers will provide the training. Training will be provided in Vancouver and may be offered at one or more of the distributed training locations. Employers will identify and advise Residents of the options available to complete the mandatory training.

    As required pursuant to the Collective Agreement MOU RE: Orientation, Residents will be paid at their regularly hourly rate for the one day. Payment will not be provided to those who are unable to attend.

    Further details will be provided regarding the date, time, content and location where Residents will attend and the materials that will be covered.

    Sincerely,

    (original signed by Eleana Swift)

    Eleana Swift

    Legal Counsel