Health Employers Association
of British Columbia
Professional Association of Residents
of British Columbia
2014 – 2019
Download the Collective Agreement
Read the Memorandums
WHEREAS it is the desire of the parties to this Collective Agreement to establish and maintain a harmonious and mutually beneficial relationship and to recognize the mutual value of joint discussions and negotiations;
WHEREAS the parties to this Collective Agreement share a desire to provide excellence in patient care; to maintain professional standards and to promote and maintain an effective and professional working relationship between the Employers, and the Residents; and
THEREFORE THIS COLLECTIVE AGREEMENT (the “Agreement”) has been entered into in an effort to formalize certain matters of appointment over which the Employer has administrative control and in the spirit of joint consultation in matters of mutual concern.
Effective April 1, 2014 to March 31, 2019
Health Employers Association of BC (hereinafter referred to as “HEABC”) representing and acting on behalf of:
British Columbia Cancer Agency (Vancouver Cancer Centre)
Children’s and Women’s Health Centre of British Columbia Branch (B.C. Women’s Hospital and Health Centre)
Children’s and Women’s Health Centre of British Columbia Branch (British Columbia’s Children’s Hospital)
Fraser Health Authority (Royal Columbian Hospital, Eagle Ridge Hospital and Health Care Centre, and Chilliwack General Hospital)
Interior Health Authority (Kelowna General Hospital)
Northern Health Authority (Prince George Regional Hospital)
Providence Health Care Society (St. Paul’s Hospital)
Providence Health Care Society (St. Vincent’s Hospital – Heather)
Vancouver Coastal Health Authority (G.F. Strong Rehabilitation & George Pearson Centre)
Vancouver Coastal Health Authority (Vancouver Hospital, 12th & Oak Pavilions)
Vancouver Coastal Health Authority (Vancouver Hospital, UBC Pavilions)
Vancouver Island Health Authority (Royal Jubilee Hospital)
Vancouver Island Health Authority (Victoria General Hospital)
Vancouver Island Health Authority (Nanaimo General Hospital)
Professional Association of Residents of British Columbia (hereinafter referred to as “PAR-BC”) representing and acting on behalf of Residents.
In this Agreement, the following definitions shall apply:
“Academic” means all matters relating to the education and training requirements of a Residency Program that is accredited by the Royal College of Physicians and Surgeons of Canada or the College of Family Physicians of Canada and provided by the Faculty of Medicine, University of British Columbia. Academic matters are outside the scope of this Agreement.
“Academic Year” means a period of twelve (12) consecutive months beginning on July 1 and ending on June 30 of the following year.
“Associate Dean” refers to an Associate Dean of Medicine appointed by the University of British Columbia and responsible for Postgraduate Medical Education in the Faculty of Medicine.
“Dismissal” means the dismissal of a Resident by the Faculty of Medicine, University of British Columbia from a Residency Program.
“Employer” refers to the society, organization, corporation, facility, agency or centre as listed in the appendix attached to the certification issued by the Labour Relations Board of British Columbia.
“Program Director” means an individual employed, engaged or appointed by the Faculty of Medicine, University of British Columbia as a Residency Program Director responsible for overseeing and coordinating Resident education/training within a Residency Program offered by the Faculty of Medicine, University of British Columbia.
“Resident” means an individual employed solely for the purpose of completing a Residency Program and who is:
The term Resident shall not include doctors of Medicine, Dentistry or Podiatry who are the fiscal responsibility of other agencies.
Residents are entitled to all benefits of the Agreement except where the Agreement specifies that benefits will be provided on a proportionate basis.
“Residency Program” means a Postgraduate Medical Education training program administered by the Faculty of Medicine, University of British Columbia that is recognized by the Royal College of Physicians and Surgeons of Canada or the College of Family Physicians of Canada.
“Termination” means the termination, by the Employer, of a Resident’s employment pursuant to Article 5.01, 5.04, or 5.05.
2.01 Sole Bargaining Agent
The Employer recognizes PAR-BC as the sole bargaining agent for all Residents affected by the Agreement.
2.02 Union Deductions
Each Resident shall, as a condition of continuing employment, authorize a deduction from his/her pay cheque of an amount fixed from time to time by PAR-BC. The Employer shall ensure that at the commencement of their employment, each Resident is provided with the following form in triplicate (the Employer, PAR-BC, and Resident shall each receive a signed copy):
Every Resident is required, as a condition of employment, to authorize deduction of PAR-BC dues, or an amount equivalent to PAR-BC dues, from his/her remuneration.
Therefore, please provide your authorization by signing the statement below and immediately providing the Employer and PAR-BC with a copy.
Until this authority is revoked by me in writing, I hereby authorize (the Employer) to deduct from my remuneration monthly and to pay to the Professional Association of Residents of British Columbia, an amount equal to the current monthly dues as established from time to time by the Professional Association of Residents of British Columbia.
Signature _________________________ Date _______________
2.03 (a) The Employer agrees to deduct monthly from the total earnings of each Resident, dues in the amount specified, and to forward to PAR-BC within twenty-eight (28) calendar days of the deduction, the total amount of such fees and dues collected together with the list of those Residents for whom deductions were made in the month concerned.
(b) The dues remittance sheet shall itemize the base salary and the amount of any call, meal or administrative allowances paid to each Resident.
2.04 In the event that, for any reason, a Resident considers that he/she has a claim for reimbursement for all or any portion of dues deducted by the Employer, the claim shall be resolved directly and entirely between the Resident and PAR-BC. No claim shall be made on the Employer.
2.05 The Employer shall supply each Resident without charge, a receipt in a form acceptable to Revenue Canada for income tax purposes, which receipt shall record the amount of all deductions paid to PAR-BC by Residents during a taxation year. The receipts shall be mailed or delivered to Residents prior to March 1 of the year following each taxation year.
2.06 List of New Residents
No later than April 1, where possible, the Employer shall ensure that PAR-BC is provided with the names and addresses of Residents who will be starting a Residency Program within the next three (3) months.
2.07 Orientation Meetings
The Employer agrees to provide representatives of PAR-BC with an opportunity and forum for meeting with new Residents appointed to the Employer so that the representatives of PAR-BC may introduce the new Residents to the function of the Association and solicit memberships. Such an opportunity and forum shall be made available during the normal working hours within six (6) weeks of the appointment of new Residents.
2.08 Union Membership
New Residents shall become and maintain membership in PAR-BC as a condition of continuing employment. The Employer shall ensure that at the commencement of their employment, each Resident is provided with the PAR-BC membership application form.
2.09 Protected Time for PAR-BC Representatives
PAR-BC representatives will be entitled reasonable time while on duty, without loss of regular pay and benefits, to perform their duties provided that they have received prior consent from their supervisor, made every endeavour to complete their business in as short a time as possible, and that they do not interrupt the operations of the Employer.
2.10 PAR-BC Representatives
PAR-BC shall inform the Employer in advance whenever the designated representatives of the union intend to visit the Employer’s premises for the purpose of conducting union business. Such visits shall not interfere with normal operations of the Employer.
Union dues are automatically deducted from your pay check.
Dues are reviewed annually by the Resident Doctors of BC Finance Committee.
For more information on union dues and rates please contact Resident Doctors of BC.
3.01 Differences Arising
If a difference arises between the Employer and a Resident(s) or between the Employer and PAR-BC concerning the interpretation, application, operation, or any alleged violation of the Agreement, the Resident(s) will continue to perform his/her/their responsibilities in accordance with the Agreement until the difference is settled. All correspondence by either party relating to any grievance shall be copied to HEABC.
3.02 Resolution of Differences
The following procedure will be used for the resolution of differences referred to in Article 3.01.
Within fourteen (14) calendar days of the occurrence of the difference; or within fourteen (14) calendar days of when the Resident(s) first became aware of the matter giving rise to the difference, PAR-BC shall submit the grievance in writing to the individual designated by the Employer. The Employer shall, within twenty-one (21) calendar days from the receipt of the grievance hold a grievance meeting with a PAR-BC representative and give a written reply to PAR-BC. Should a settlement not be reached then:
Within twenty-one (21) calendar days of receipt of the written reply, PAR-BC will submit the grievance in writing to the individual designated by the Employer. The matter will be discussed between the Employer and PAR-BC. Should a settlement not be reached at this stage, the grievance may be referred to arbitration pursuant to Article 4.
3.03 Policy Grievance
If a difference of a general nature arises between PAR-BC and the Employer concerning the interpretation, application, operation, or alleged violation of this Agreement, the aggrieved party shall submit a written grievance to the other party within fourteen (14) calendar days of becoming aware of the matter giving rise to the difference, and stage 2 of Article 3.02 shall apply.
A grievance occurs when there is a disagreement between a Resident and the Employer (your Program Directors, etc.).
Grievances must be completed by Resident Doctors of BC; to notify us of a grievance fill out this form.
4.01 Either of the parties may notify the other party in writing within thirty (30) calendar days of the receipt of the reply at stage 2, of their desire to submit the difference to arbitration. Within fifteen (15) calendar days of receipt of such notification, the parties agree to submit the matter to an arbitrator chosen from the following list in descending order:
4.02 The Arbitrator shall have full power to resolve all disputes arising under this Agreement, including the power to decide whether any matter is arbitrable or within the scope of this Agreement. The decision of the Arbitrator shall be final and binding on both parties. The expenses and compensation of the Arbitrator shall be shared equally by the parties.
Arbitration is the next step after a grievance is filed with the Employer. The Resident Doctors of BC Board of Directors must approve cases before going to arbitration.
5.01 The Employer may terminate a Resident for just cause, subject to the provisions of Article 3. When a Resident is terminated for just cause, he/she shall not be entitled to notice or payment in lieu of notice.
5.02 Should a grievance be filed as a result of Termination by the Employer, the grievance procedure shall be instituted at Stage 2 of the grievance procedure.
5.03 A Resident shall maintain active enrolment in a Residency Program and shall maintain registration with the College of Physicians and Surgeons of British Columbia as a condition of employment. For clarity, a Resident who is placed on leave of absence from a Residency Program, by the Faculty of Medicine, University of British Columbia is not considered to be actively enrolled in a Residency Program.
5.04 Notwithstanding Article 5.03, where a Resident is placed on leave of absence from a Residency Program by the Faculty of Medicine, University of British Columbia, the parties will meet to discuss the Resident’s employment status. If the parties do not reach agreement to continue the Resident’s employment within 30 days from the commencement of the leave of absence, the Resident’s employment will be terminated. The Resident will remain on payroll throughout the 30 day process. Should the Resident elect Termination, he/she will receive severance as per Article 5.05.
5.05 In the event that the Employer is advised by the Faculty of Medicine, University of British Columbia that a Resident has been dismissed from a Residency Program, the Employer will terminate the Resident’s employment and provide the Resident with payment equal to four (4) months’ remuneration. PAR-BC will be provided with the name of any Resident that has been terminated as a result of a Dismissal.
5.06 All decisions by the Faculty of Medicine, University of British Columbia with respect to a Dismissal are Academic matters.
If you feel you were wrongly terminated, please contact Resident Doctors of BC.
6.01 A Resident who resigns from a Residency Program will be deemed to have resigned from his/her employment with an Employer.
A resident may resign from a residency program if they choose; this decision is final, so contact Resident Doctors of BC about other options if you are considering resigning.
7.01 When a Resident has been granted a compassionate leave of absence from a Residency Program, the Employer will grant leave from employment and compensate the Resident for a compassionate leave of up to three (3) days with pay in the event of death or serious illness of a Resident’s spouse (including common-law), son, daughter, mother, father, sister, brother, grandmother, grandfather, mother-in-law, father-in-law, legal guardian or legal ward.
7.02 When a Resident requires travelling time associated with a compassionate leave, the Employer will compensate a Resident for up to two (2) additional days leave with pay for the travelling time.
Such travel time must be taken coincident with the compassionate leave except when internment occurs at a later date than the initial memorial service or funeral.
7.03 A spouse includes a person living with a Resident as a spousal partner for a period of not less than one (1) year.
8.01 When a Resident is granted an educational leave from a Residency Program to attend short-term educational program(s) or conference(s) the Employer will grant a leave of absence with pay.
If a Resident is required/mandated to attend conferences then that Resident’s registration fee shall be paid by the Employer. A Resident may be reimbursed for reasonable related travel expenses.
Where the Residency Program establishes that a particular training is mandatory, for example ATLS, then course fees will be paid by the Employer.
It is not a regular expectation that Residents will provide clinical management while on an approved educational leave; however, Residents must respond to urgent clinical referrals.
8.02 A Resident shall be granted leave of absence with pay, including reasonable travel time, to sit qualifying or licensing examinations within the medical profession at the nearest possible location. The qualifying or licensing examinations covered are those of the Medical Council of Canada (LMCC), Royal College of Physicians and Surgeons of Canada, the College of Family Physicians of Canada, the Corporation Professionnelle des Medecins du Quebec.
A Resident shall be granted unpaid leave for the purpose of taking American professional certification examinations. Requests for such unpaid leave shall be made in writing. The Resident shall give at least four (4) months’ notice of intention to sit examinations and three (3) weeks’ notice of the actual dates of the examinations.
A Resident may request up to a maximum of seven (7) consecutive days without on-call duties, immediately prior to sitting the exam in order to study for qualifying or licensure examinations of the Medical Council of Canada, the College of Family Physicians of Canada, the Corporation Professionnelle des Medecins du Quebec, or the Royal College of Physicians and Surgeons of Canada. Such requests will be approved except in those cases where coverage cannot be arranged.
8.03 Leave referred to in Article 8.01 and 8.02 shall not be deducted from vacation entitlement.
The resident must ensure that conferences or professional development programs are approved by their Program Director. Once attendance to a conference or educational program is approved, this is considered paid leave.
Any mandatory training is paid by the Employer, including reimbursement of registration and travel.
For LMCC, CFPC, RCPSC and CMPQ, residents can request up to seven consecutive days without on-call duties prior to writing their exam. Residents are not exempt from their regular duty hours unless educational leave is provided by their program.
9.01 Natural Mother
(A) Maternity Leave
A Resident shall be granted fifty-two (52) consecutive weeks maternity leave of absence without pay. Such leave may commence no earlier than eleven (11) weeks prior to the week of predicted delivery or any time thereafter at the request of the Resident but no later than the actual birth date. In no case shall a Resident be required to return to work sooner than six (6) weeks following the birth or the termination of her pregnancy, unless a shorter time is requested by the Resident and granted by the Employer.
The conclusion of a term of appointment will not interrupt the Resident’s access to Maternity Leave Benefits.
For weeks one (1) through seventeen (17) inclusive, the service of a Resident who is on maternity leave shall be considered continuous for the purpose of any pension, medical or other plan beneficial to the Resident, and the Employer shall continue to make payment to the plans in the same manner as if the Resident was not absent.
(B) Parental Leave
Within the fifty-two (52) week leave period granted under Article 9.01 (A), weeks eighteen (18) through fifty-two (52) inclusive will be considered parental leave. Parental leave will normally commence immediately following maternity leave unless agreed to by the Employer for reasons such as premature birth or a hospitalized infant.
For weeks eighteen (18) through fifty-two (52) inclusive, the service of a Resident who is on parental leave shall be considered continuous for the purpose of any pension, medical or other plan beneficial to the Resident, and the Employer shall continue to make payment to the plans in the same manner as if the Resident was not absent.
(C) Parental Leave – Special Circumstances
(a) A Resident is entitled to up to five (5) additional weeks of parental leave without pay if a medical practitioner certifies that an additional period of parental care is required because the child suffers from a physical, psychological or emotional condition. This additional period of leave begins immediately after the end of the unpaid leave taken in Article 9.01 (B).
(b) A Resident is entitled to up to six (6) additional consecutive weeks of parental leave without pay if a medical practitioner certifies that, for reasons related to the birth or the termination of the pregnancy, she is unable to return to work when her leave ends under Article 9.01 (A) or Article 9.01 (B).
(c) A Resident’s maximum combined entitlement to leave under Article 9.01 is limited to sixty-three (63) weeks.
(D) Additional Leave
Any further leave granted beyond the normal fifty-two (52) week period or for any additional weeks of parental leave (special circumstances) as set out in Article 9.01 (C) will be unpaid leave without any benefits.
(E) Sick Leave Provisions
Maternity leave medical complications of pregnancy shall be covered by sick leave provisions. Pregnancy shall not constitute cause for Termination.
(F) Notice Required
A Resident shall make every effort to give at least four (4) weeks notice prior to the commencement of maternity leave of absence, and at least fourteen (14) days notice of her intention to return to work prior to the termination of the leave of absence.
(G) Doctor’s Certificate
The Employer may require the Resident to provide a doctor’s certificate indicating the Resident’s general condition during pregnancy and the predicted delivery date.
(H) Incapable of Performing Duties
See the Memorandum of Understanding Re: Workload During Pregnancy and the Memorandum of Understanding Re: On-Call Provisions.
9.02 Natural Father
(A) Parental Leave
On four (4) weeks notice and within fifty-two (52) weeks of the birth of his child, a natural father may apply for up to thirty-seven (37) consecutive weeks parental leave without pay.
For weeks one (1) through thirty-seven (37) inclusive, the service of a Resident who is on parental leave shall be considered continuous for the purpose of any pension, medical or other plan beneficial to the Resident, and the Employer shall continue to make payment to the plans in the same manner as if the Resident was not absent.
(B) Parental Leave Beyond Thirty-Seven (37) Weeks – Special Circumstances
If a medical practitioner certifies that an additional period of parental care is required because the child suffers from a physical, psychological or emotional condition, the natural father may apply for additional parental leave without pay. Five (5) weeks additional leave may be taken up to a maximum combined parental leave and parental leave (special circumstances) of forty-two (42) weeks. The additional five (5) weeks must be taken immediately after the unpaid leave in Article 9.02 (A) ends.
For weeks thirty-eight (38) through forty-two (42) inclusive, the service of a Resident who is on parental leave shall be considered continuous for the purpose of any pension, medical or other plan beneficial to the Resident, and the Employer shall continue to make payment to the plans in the same manner as if the Resident was not absent.
(C) Additional Leave
Any further leave granted beyond the normal thirty-seven (37) week period, or the forty-two (42) week period for special circumstances, will be unpaid leave without any benefits.
9.03 Adoptive Parents
(A) Adoption Leave
The Resident will notify the Employer when she/he is advised of the date of adoption placement. Upon request, a Resident shall be granted thirty-seven (37) consecutive weeks adoption leave of absence without pay beginning within fifty-two (52) weeks after the child is placed with the parent. The Resident shall furnish proof of adoption.
For weeks one (1) through thirty-seven (37) inclusive, the service of a Resident who is on adoption leave shall be considered continuous for the purpose of any pension, medical or other plan beneficial to the Resident, and the Employer shall continue to make payment to the plans in the same manner as if the Resident was not absent.
(B) Parental Leave Beyond Thirty-Seven (37) Weeks – Special Circumstances
If a medical practitioner or agency that placed the child certifies that an additional period of parental care is required because the child suffers from a physical, psychological or emotional condition, the adoptive parent may apply for additional parental leave without pay. Five (5) weeks additional leave may be taken up to a maximum combined parental leave and parental leave (special circumstances) of forty-two (42) weeks.
(C) Additional Leave
Any further leave granted beyond the normal thirty-seven (37) week period, or the forty-two (42) week period for special circumstances, will be unpaid leave without benefits.
9.04 Return To Employment
A Resident resuming employment after a maternity, adoption or parental leave of absence shall be reinstated in all respects to her/his previous position with all increments to wages and benefits to which she/he would have been entitled during the period of the absence.
Vacation entitlement will be prorated using the formula set out in Article 13.04.
9.05 Leave for Birth of a Child
A Resident will be granted two (2) days paid leave to attend the birth of his/her child. This clause does not apply to the birth mother.
Residents must ensure they notify their program of their planned date for maternity leave at least one month prior. If there are any complications before the date of maternity leave, the resident may take sick leave. Any additional leave (beyond 52 weeks) will be considered unpaid leave without benefits. The first 17 weeks are considered maternity leave and are covered under the SEB top up (85% of salary). Weeks 18 to 52 are considered parental leave. Only the mother can take maternity leave, however, both parents can take and share parental leave should they choose to. For a full explanation of available leave and benefits please click here.
10.01 The Employer shall not cause a Resident to suffer loss of pay or benefits due to sickness or accident while in a Residency Program, or until such time as the Resident becomes eligible for long-term disability payments under the qualification period in the Long Term Disability Plan in effect on December 31, 2012, whichever comes first. Coverage under this article shall commence on the first day on which the Resident carries out the duties of a Residency Program. A Resident whose appointment to a Residency Program has not been renewed, and whose injury or illness causing disability occurs during the term of his/her appointment, shall be deemed to be on leave of absence without pay for the period between the Termination of his/her appointment and the effective date of disability coverage.
10.02 A Resident will supply evidence of such illness or disability as required by the Employer.
10.03 Upon return to work, if there is a serious concern whether a Resident is capable of performing his/her duties in a safe manner, the Resident may be required by the Employer, at the request and expense of the Employer, to take a medical examination by a qualified physician of the Resident’s choice.
Residents receive paid (100%) sick leave should they be unable to work due to any illness or injury. Sick leave is paid for up to 6 months, or until such time as your long term disability plan begins (as determined by each individual long term disability agreement), whichever comes first.
11.01 Each Resident will receive a paid day off at his/her normal rate on or before the following statutory holidays and any other general holiday proclaimed by the federal or provincial government:
11.02 If a statutory holiday falls within a Resident’s vacation, or on his/her regularly scheduled day off, or when he/she is on call as per Article 19.02, the Resident shall receive an alternate day off without loss of pay. A Resident can take this alternate day within 12 months of earning it on a date mutually agreed between the Resident and the Residency Program.
11.03 Part-time Residents will receive the following pay for statutory holidays as set out in Article 11.01.
Days Paid per Calendar Year x Regular Pay x Eleven (1)
11.04 Every Resident shall be entitled to at least five (5) consecutive days off during the twelve (12) day period that encompasses Christmas, New Year’s Day and two (2) full weekends. Those five (5) days off are to account for the three (3) statutory holidays, Christmas Day, Boxing Day, New Year’s Day, and two (2) weekend days.
11.05 Work on Statutory Holiday
If a Resident is scheduled to work on a statutory holiday as identified in Article 11.01 and does work as scheduled, the Resident shall be paid double (2X) his/her normal rate and in addition will receive another day off with pay; except for Good Friday, Christmas Day and Labour Day when the remuneration shall be at the rate of double time and one-half (2.5) his/her normal rate, plus a day off in lieu of the holiday.
11.06 Alternate Religious Holiday
A Resident who is a practitioner of a recognized faith which does not celebrate Good Friday, Easter Monday and/or Christmas Day, may designate an alternate paid holiday as a replacement subject to the discretion of the Program Director which shall not be unreasonably withheld, subject to the provisions below:
If the declared, designated holiday falls within a Resident’s vacation, or on his/her regularly scheduled day off, or when he/she is on call as per Article 19.02, the Resident shall receive an alternative day off without loss of pay to be taken at a time by mutual agreement within the Academic Year;
If your vacation includes any statutory holiday, as listed in 11.01 or arranged as per 11.06, residents will receive a day in lieu. This day must be arranged within 12 months and mutually agreed upon between the resident and their program.
During the holiday period of Christmas and New Year’s, residents may choose to take five consecutive days off instead of three days in lieu for each separate statutory holiday. The five consecutive days account for Christmas Day, Boxing Day and New Year’s Day plus 2 weekend days – this applies to all residents regardless if they are scheduled to work on the statutory holidays or not.
As residents are entitled to receive five consecutive days off, they will not receive any additional lieu days should they work on any of the statutory holidays (Christmas, Boxing, or New Year’s Day).
If a resident is scheduled to begin his/her holiday lieu days (the five-day consecutive period) on Monday, December 24th, and is also scheduled to work call on Sunday, December 23rd, he/she must be relieved of all call duties by midnight on Sunday, December 23th. Residents are entitled to five full consecutive days.
Normal scheduling requirements apply to Block 7 regardless of the five-day leave, see Article 19.01 and On-Call Provisions
12.01 Requests for unpaid, short-term, or extended leave of absence shall be made in writing to the Program Director, and may be granted by the Employer on the recommendation of the Program Director.
Residents taking unpaid leave will have their vacation entitlement prorated using the formula set out in Article 13.04. Employer paid benefits do not continue during extended leaves.
12.02 Residents taking unpaid leave will have their vacation entitlement prorated using the formula set out in Article 13.04.
Benefits coverage under Article 15 will not apply when on an unpaid leave of absence or an accumulation of unpaid leaves of absence, exceeds twenty (20) working days in a calendar year. A Resident may maintain coverage for benefits provided for under Article 15 of this Agreement for unpaid leave, including an unpaid leave arising from Article 5.04, exceeding twenty (20) working days by paying the Resident’s and the Employer’s share of the premiums for such coverage in advance of the unpaid leave of absence.
Any time away from residency training must be made up upon returning.
13.01 Residents shall be paid for twenty (20) working days annual vacation. It is understood by the parties that twenty (20) working days means a benefit of four (4) calendar weeks; a week is defined as seven (7) consecutive days.
13.02 (a) The scheduling of vacations shall be determined by the Program Director in accordance with operational and educational requirements. Residents will submit their requests to the Program Director in writing. The approval of the vacation request shall not be unreasonably withheld taking into consideration the operational and educational requirements of the Program. A minimum of two (2) consecutive weeks’ vacation shall be granted to each Resident so desiring.
(b) Subject to operational requirements, every effort will be made to permit a Resident at least his/her third choice for his/her vacation period.
(c) A Resident shall not be scheduled for on-call duty on the weekend immediately preceding or immediately following a block of vacation where the block of vacation starts on a Monday and continues on uninterrupted and ends on a Friday.
13.03 Vacations shall be taken during the Resident’s period of appointment.
13.04 Residents with an appointment period of less than one (1) year shall receive vacations calculated as follows:
Days Paid to June 30th inclusive x The Resident’s Yearly Vacation Entitlement
13.05 Part-time Residents will receive vacation pay according to the following:
13.06 Subject to operational requirements, when both spouses (including common-law) are Residents employed by the Employers they shall be entitled to take their vacation time together.
13.07 A common-law spouse includes a person living with a Resident as a spousal partner for a period of not less than one (1) year.
If a statutory holiday occurs during your vacation, you will receive a day in lieu as per Article 11.
14.01 A Resident who is on an educational rotation approved by the Program Director shall be entitled to portability of benefits specified below among Employers in which PAR-BC is certified as bargaining agent, or any other Employer mutually agreed upon by the parties to this Agreement.
14.02 The Employer in which the Resident has accumulated benefits shall be called Employer A, and the Employer recognizing such benefits shall be called Employer B.
(a) Vacation leave earned but not taken during previous appointment and accumulated at Employer A shall be credited by Employer B.
(b) Medical, Extended Health, and Dental shall be portable from Employer A to Employer B whether or not Employer B is a signatory of this Agreement, and appropriate arrangements shall be made to ensure continuity of coverage throughout the term of the appointment.
14.03 Benefits superior to those provided by the Agreement shall not be portable.
14.04 For the purpose of the portability and continuity of Article 10 and Article 15, when a Resident is appointed to a Residency Program, in an immediately succeeding Academic Year without a break in the continuity of their training Program in an Employer where PAR-BC is certified, and which is a member of HEABC, his/her prior appointment with the Employer(s) will be deemed to provide for portability of benefits contained in Articles 10 and 15
Residents receive benefits regardless of the rotation site; as long as the resident is enrolled in a UBC residency program, as defined in Article 1, benefits will continue. For more information on what your benefits cover, contact the Pacific Blue Cross.
15.01 The Employer agrees to pay one hundred percent (100%) of the monthly premium for basic medical coverage for Residents and their dependants under a plan approved by the Medical Services Commission of B.C., or pay the equivalent of the cost of the B.C. Medical Services Plan premiums to private health insurers on behalf of those Residents who are working on employment visas at Employers covered by this Agreement.
15.02 Membership in the plan is a condition of continuing appointment for Residents who are not members or dependants of members of another approved medical plan.
15.03 A dependant is a spouse (including common-law), child, adopted child, or legal ward, who is so classified for income tax purposes. If the plan agrees, the Resident may pay the full premium for non-dependants through payroll deduction.
15.04 Prior to January 1, 2013, the Employer will pay one hundred percent (100%) of the monthly premium for extended health benefit coverage for Residents and their dependants under the existing Pacific Blue Cross plan or any other plan providing equivalent coverage. Effective January 1, 2013, the Employer will pay ninety percent (90%) of the monthly premium and the Resident will pay ten percent (10%) of the monthly premium; the deductible for extended health benefit coverage will be increased from $25.00 to $75.00. The plan benefits will include:
i) The maximum lifetime amount payable per eligible Resident or eligible dependant shall be unlimited; and,
ii) The allowance for vision care will be $225.00 every twenty-four (24) months per eligible Resident or eligible dependant; and,
iii) The allowance for hearing aids will be $600.00 every forty-eight (48) months per eligible Resident or eligible dependant.
iv) The Extended Health Direct Pay Card similar to “Bluenet”.
v) “A Medical Referral Transportation Benefit” comparable to standard plans that provide coverage for out-of-town travel for a Resident or dependant who is referred to a specialist or is referred for medical treatment.
vi) Reinstatement of PharmaCare-tie in effective January 1, 2013 on prescription drugs, maintain exclusion of lifestyle drugs, add reference to low-cost alternatives and referenced-based priced drugs.
vii) Contraceptives (including oral, injectables and IUD) effective January 1, 2013.
15.05 The Employer will pay all the monthly premiums for a dental plan. Effective January 1, 2013, the Employer will pay ninety percent (90%) of the monthly premium and the Resident will pay ten percent (10%) of the monthly premiums for dental benefits.
Coverage will be:
i) One hundred percent (100%) of the cost of the basic existing plan “A”;
ii) Sixty percent (60%) of the cost of the extended plan “B” and;
iii) Sixty percent (60%) of the cost of the extended plan “C” (Orthodontic Plan) subject to a lifetime maximum payment of $2,750.00 per eligible Resident or eligible dependant with no run-offs for claims after Termination of employment.
A Resident is eligible for orthodontic services under plan “C” after twelve (12) months’ participation in the plan.
The dental plan will cover Residents and their eligible dependants under the Pacific Blue Cross plan, or any other plan providing equivalent coverage.
15.06 The Dental Plan shall cover Residents, their spouses (including common law) and children who are eligible and acceptable to the plan, provided they are not enrolled in another comparable plan.
15.07 Effective January 1, 2013, the Employer will no longer provide long-term disability coverage. Each Resident shall purchase and maintain his/her own long-term disability coverage at his/her cost. A Resident who is currently in receipt of benefits under the Long-Term Disability Plan in effect at December 31, 2012 will continue to receive benefits under the Plan for as long as they continue to meet the definition of disability under the Plan. A Resident who has established a date of disability prior to January 1, 2013 will continue to be eligible for benefits under the Plan.
15.08 Regular full-time and regular part-time Residents shall, upon completion of three (3) months’ employment, become members of a Group Life Insurance Plan.
The plan shall provide basic life insurance in the amount of fifty thousand dollars ($50,000). Effective January 1, 2013, the Employer will pay ninety percent (90%) and the Residents will pay ten percent (10%) of the monthly premiums for The Group Life Insurance Plan.
15.09 A common-law spouse includes a person living with a Resident as a spousal partner for a period of not less than one (1) year.
15.10 Upon Termination of employment, all health and welfare benefits (except MSP) to which a Resident is entitled shall terminate.
15.11 Coverage under the above Plans becomes effective from the first day of the calendar month following the date of enrollment.
The Employer pays 100% of residents’ MSP premiums; coverage begins one month after residency enrollment (July 1st for most members).
The Employer pays 90% of premiums for extended health and dental benefits; residents pay 10%, which is automatically deducted from their pay. This amount is different for singles, couples, and families; contact Pacific Blue Cross for more information.
16.01 The Employer agrees to make every possible effort to provide reasonable facilities and opportunities within its jurisdiction necessary for Residency Programs according to the standards of the Royal College of Physicians and Surgeons of Canada, and the College of Family Physicians of Canada.
16.02 Medical Reference Facility
The Employer shall establish and maintain a basic medical reference facility accessible twenty-four (24) hours a day offering adequate reading and workspace, and such facility shall include a selection of current major medical texts and current journals.
16.03 Bulletin Boards
Each Employer covered by the certification shall provide a bulletin board in a suitable and accessible location to be determined by the Employer. The bulletin board will be for the purpose of posting notices by a PAR-BC representative.
16.04 Lockable Facilities
During the term of this Agreement, the Employer shall provide for every Resident lockable facilities for the storage of personal effects. The Employer may require that the Resident provide his/her own lock.
Subject to availability the Employer will attempt to make lockable storage available for placement of personal effects of Residents required to work in the Operating Rooms. The Employer is not required to install or modify existing locker facilities in order to satisfy its obligation under this provision. The Employer may require that the Resident provide his/her own lock.
16.05 Mail Slot
The Employer will provide a mail slot on the Employer’s premises.
16.06 On-Call Areas
The Employer will provide suitable on-call areas for those Residents who are on-site for assigned duties. The Employer shall endeavour to make provisions in its planning of expanded facilities to incorporate such consideration.
The on-call area shall have clean sheets and towels changed on a 24-hour basis; a door which locks from the inside; a bed; a bedside lamp; privacy; a telephone; a non-public shower with hot and cold running water; a non-public sink; a non-public toilet; a suitable desk; and, a chair. The Employer will make reasonable efforts to provide a conventional or hospital bed, private telephone and reasonable access to computer resources.
The location of on-call rooms provided will be in reasonable proximity to the patient care area, taking into account the need for privacy and quiet. The Employer recognizes that it is desirable to have such on-call areas located in proximity to certain critical patient care units.
Should one of the items in Article 16 not be adhered to, please contact Resident Doctors of BC.
The Employer agrees to provide without cost to the Resident the following necessities or amenities:
Uniforms which will be laundered by the Employer. The Employer may require the Resident to pay a refundable deposit for uniforms issued.
The Employer shall provide those Residents who are on-call for assigned duties with a pocket pager.
In each Academic Year, the Employer will replace one lost or damaged pager for each Resident. The Resident is responsible for all costs associated with repairing or replacing any subsequent pagers in the Academic Year.
Should there be any issues with uniforms or pagers please contact Resident Doctors of BC.
18.01 Professional Liability
The Employer shall indemnify and save harmless from any pecuniary loss, any Resident who, in the course of his/her appointment with the Employer, incurs a legal liability to pay damages as a result of the duties carried out by the Resident under the aegis of the Employer. Copies of the appropriate rider to the Employers’ General Insurance Policy shall be provided to PAR-BC, and PAR-BC shall be advised of any significant changes to the policy which would affect the terms of liability coverage. The insurance carrier shall also be advised of the contents of this Article. In the event of an action involving a Resident, the Employer shall instruct the carrier to have due regard for the protection of the professional status of the Resident. In the event that several parties are named, the Employer will review with the carrier the possibility of providing the Resident with separate counsel.
Effective January 1, 2013, all Residents will be required to maintain CMPA coverage at the Resident’s expense.
No reimbursement shall be provided by the Employer for the cost of CMPA dues. However, partial payment of CMPA dues may be made available to Residents in an Academic Year from under-expenditure of the Total Expenditure for call availability as directed by PAR-BC.
18.03 IV, Blood Collection and Cardiograms
(a) Residents will not be expected to perform IV and Blood Collection services on a regular and continuous basis.
(b) Residents will not be expected to perform cardiograms on a routine and continuous basis.
The Employer will provide at its expense, parking at the Hospital for Residents on-call who are called back to work. The Employer is not responsible for tickets for parking infractions. Reference Letter of Understanding Re: Article 18.04 – Parking.
18.05 When a Resident is required to be on cross-coverage between two (2) or more Hospitals, the Employer will either provide parking or reimburse the Resident for parking costs.
18.06 Damage to Personal Property
Upon submission of reasonable proof, the Employer shall repair or indemnify with respect to damage to personal property of a Resident while on duty caused by the actions of a patient; provided such personal property is an article of use or wear of a type suitable for use while on duty.
18.07 Theft of Residents’ Medical Equipment
The Employer shall replace required medical equipment which is stolen from secured storage locations. The onus is on the Resident to provide satisfactory proof of the theft. Such equipment must be required by the Employer and is not otherwise provided for the Resident to perform his/her duties. The Employer is not responsible for equipment lost through a Resident’s inadvertence.
18.08 UBC Registration
If during the life of this Collective Agreement, the University of British Columbia should levy any tuition expenses over and above the registration fee in effect on September 1, 1977, the Employer and PAR-BC agree to enter into discussions with the University of British Columbia with a view to ameliorating any economic hardship which might impact on the Resident as a result of said increase.
18.09 Termination of Entitlements and Benefits
All entitlements and benefits of this Collective Agreement apply for the duration that the Resident is enrolled in a Residency Program unless otherwise specified.
CMPA is mandatory for all Residents. Please click here for more information.
Parking: Reimbursement for parking if administrated by the hospital, for forms, view the UBC website: http://postgrad.med.ubc.ca/current-trainees/
19.01 A Resident shall be scheduled by the Employer to work a reasonable number of hours. The Employer will undertake to limit the average number of hours, having due regard for sound patient care and treatment and the educational requirements of the Residency Program.
In the event that government, a regulatory body or tribunal, or an educational institution introduces legislation, regulations, rules, policies or guidelines regarding the hours or lengths of shifts that Residents may work or be scheduled to work, HEABC and PAR-BC will discuss forthwith any conflict between the legislation, regulations, rules, policies or guidelines and the provisions of this Agreement, and whether any consequential changes should be made to this Agreement.
In addition, the Employer will recognize a schedule which provides on-site (In-Hospital) duty of one night in four (1:4) and one weekend in four as per the attached Memorandum of Understanding Re: On-Call Provisions.
Out-of-Hospital call will be a one night in three (1:3) schedule and one weekend in three as per the attached Memorandum of Understanding Re: On-Call Provisions.
If a Resident is expected to be immediately available (i.e., must attend within fifteen (15) minutes of being paged), then by definition, call will be considered to be on-site (In-Hospital) call, and adhere to the one-in-four (1:4) schedule.
In preparing schedules, the Employers will be governed by the following:
The Employers will make available to PAR-BC, on-call schedules on a regular basis.
19.02 On those services, or rotations where strict application of Article 19.01 may be in conflict with the educational and service requirements of the Residency Program, the parties agree to the following process to determine whether accommodations can be made.
Failing informal resolution, either PAR-BC on behalf of its members, or the Employer on behalf of the Residency Program, or singularly, within ten (10) days of taking the position that resolution cannot be reached may refer the matter to John Kinzie or another individual by mutual agreement, for an expedited arbitration. The party referring the matter to the arbitrator shall ensure that the other party is notified.
The arbitrator will have the ability to seek clarification from the parties.
All decisions of the arbitrator are to be limited in application to that particular dispute and are without prejudice. Those decisions shall have no precedential value and shall not be referred to by either party in any subsequent proceeding.
Each party shall submit to the arbitrator its written position, rationale, and any supporting documentation within ten (10) days of referring the matter to arbitration. All presentations are to be short and concise and are to include a comprehensive opening statement. The parties agree to make limited use of authorities during their presentation.
The arbitrator will issue a final and binding award within ten (10) days of receiving the submissions of the parties. The award shall be short and concise.
The parties shall share equally the fees and expenses of the arbitrator.
It is understood that it is not the intention of either party to appeal a decision under this section.
With the passage of time the basis upon which an arbitrator made his decision may change. If the basis for the decision changes, either party may reinitiate the process up to and including referral to expedited arbitration.
PAR-BC retains the right to file a grievance regarding violations to Article 19.01. Should that occur, the process outlined in this article shall apply.
19.03 The on-call schedules shall be circulated one month prior to the period shown in the call schedule, to PAR-BC and to those Residents scheduled to be on call. The Employer will attempt to advise the Resident of any changes to the schedule two (2) weeks in advance.
19.04 Definition of Weekend
Weekend is defined as the time period from 8:00 a.m. Saturday to 8:00 a.m. Monday.
19.05 Flexible Days Off
As of July 1, 2012, each Resident may take two (2) paid flexible days off (FDO) per Academic Year. Part-time Residents will receive FDOs on a pro-rata basis to their part-time equivalency in the Residency Program.
FDOs are not to be paid out and cannot be carried over to the next Academic Year. In the event that an FDO is not used in the Academic Year in which it is granted it will be forfeited and will not accrue any liability on the part of the Employer.
It is the responsibility of the Resident to ensure that the use of a FDO does not result in a failure to meet the requirements of a Residency Program. The scheduling of FDO’s will be as agreed by the Resident and the Program Director.
Program directors are governed by the scheduling rules of Article 19; if you feel that you are being scheduled incorrectly please contact Resident Doctors of BC as soon as possible.
If a Resident is on leave or takes a vacation within a block, those days are subtracted from the 1:4 (in-house) and 1:3 (out-of-house) maximum on-call shifts. Your program is not allowed to schedule you more frequently if you are leaving the workplace for any amount of time.
20.01 On-Call/Call-Back and On-Site/On-Call
On Call Allowances
A single, blended allowance is established as follows:
April 1, 2009 $400.90/month
20.02 Part-time Residents will receive allowances proportionate, depending on time worked, to that of a full-time Resident.
20.03 On-Call/Call-Back and On-Site/On-Call, will be administered by assuming that any Resident who is listed as on-call/subject to call-back, or on-site/on-call is scheduled respectively, ‘one-in-three’ / ‘one-in-four’, and the allowances will be paid on this basis bi-weekly.
(Note: The Memorandum of Agreement Re: Redesign of Current Payment Model for On-Call/Call-Back replaces Articles 20.01 through Article 20.03)
20.04 A Resident, scheduled by the Program Director to be on-call (off site) and who is called back shall receive:
(a) an allowance of fifty cents ($0.50) per kilometer; or
(b) taxi fare from home to the hospital and return.
The minimum allowance shall be two dollars ($2.00) per each round trip.
20.05 Meal Allowance
The meal allowance will be increased by the same percentage as the general wage increases, including the Economic Stability Dividend, as applicable, applied to the remuneration schedule and on the same dates.
Meals shall be provided pursuant to the approved on-site/on-call schedule provided to the Employer in accordance with the following formulas as adjusted to reflect the general wage increases, including the Economic Stability Dividend, as applicable:
or continuation of the meal ticket system.
Meals on a weekday will consist of breakfast and dinner, and weekends or statutory holidays, breakfast, lunch and dinner.
The method by which meals will be provided is to be determined by the Employer.
An Employer which elects to continue the meal ticket system shall assign a value to the tickets for taxation purposes which reflect the costs of the meals provided.
20.06 Meal Allowances will be administered by assuming that any Resident who is listed as on-site/on-call, is scheduled ‘one-in-four’, and the allowance will be paid on this basis bi-weekly.
20.07 Administrative Allowance
A Resident must be formally designated as “Chief (Administrative) Resident” by the Program Director and that appointment must also be approved in writing by the Associate Dean.
The designation of a Resident as Chief (Administrative) Resident is an Academic matter.
The administration allowance is compensation for the significant administrative functions that may include, but are not limited to the following duties, but are illustrated by: the preparation of all schedules and on-call rotations, organizing and scheduling of department rounds, liaison between house staff and senior staff and acting as a resource person for Residents for the purpose of teaching, supervision, peer review, appointments to appropriate committees and attendance at meeting as required to discuss matters related to the Residency Programs.
Upon being advised by the Associate Dean that a Resident is formally designated as Chief (Administrative) Resident, the Employer shall pay a stipend as set out in the chart below.
The amount of the stipend is to be determined based on the number of full-time equivalents enrolled and actively engaged in the Residency Program for which the Resident is the Chief (Administrative) Resident as follows:
The administrative allowance will be increased by the same percentage as the general wage increases, including the Economic Stability Dividend, as applicable, applied to the remuneration schedule and on the same dates.
In the event that the Associate Dean advises the Employer that a Resident is designated Chief (Administrative) Resident for only part of an Academic Year, or if two (2) or more Residents are designated as Chief (Administrative) Residents, the Employer will pro-rate the amount of the stipend accordingly.
For call stipend inquiries please see the call stipend FAQ or contact email@example.com
Parking/Mileage reimbursement is administered by UBC: http://postgrad.med.ubc.ca/current-trainees/
Meal Allowances are paid based on your call schedule. Your program advises payroll if you are eligible for meal stipends. For more information, speak with your program.
Chief Resident allowances are paid once per month and dependent on the number of residents in a residency program. Contact your program for more information.
As per the Memorandum of Agreement re: Economic Stability Dividend the meal stipend will be increased by 0.45% effective February 1, 2016 as follows:
Following the scheduled pay increase of .5% on April 1, 2016 the meal stipend will be as follows:
As per the Memorandum of Agreement re: Economic Stability Dividend the Chief Allowance will be increased by 0.45% effective February 1, 2016 as follows:
Following the scheduled pay increase of .5% on April 1, 2016 the Chief Allowance will be as follows:
21.01 PAR-BC Schedule
The April 1, 2013 rates will remain in effect until the first pay period after April 1, 2015. Wage rates will increase starting the first pay period after the following dates and at the respective rates:
Entitlement to the general wage increases from the Economic Stability Dividend is determined in accordance with the Memorandum of Agreement Re: Economic Stability Dividend.
The schedule will be as follows and will be adjusted to reflect the general wage increases, including the Economic Stability Dividend, as applicable, in accordance with the dates set out above:
First Pay Period After April 1, 2013
First Pay Period After April 1, 2015
Categories of Residents
The status of a Resident is an Academic matter to be determined by the Program Director and/or the Associate Dean.
The Residency Program level to which a Resident is assigned shall be in accordance with the requirements of the Royal College of Physicians and Surgeons of Canada or the College of Family Physicians of Canada. The appointment of a Resident shall be within the sole discretion of the Associate Dean of the Faculty of Medicine at the University of British Columbia. Upon approval by the Associate Dean, the Employer will pay a Resident in accordance with the following level definitions:
R-1 A Resident who is in the first year of a Residency Program
R-2 A Resident who is in the second year of a Residency Program
R-3 A Resident who is in the third year of a Residency Program
R-4 A Resident who is in the fourth year of a Residency Program
R-5 A Resident who is in the fifth year of a Residency Program
R-6 A Resident who is in the sixth year of a Residency Program
R-7 A Resident who is in the seventh year of a Residency Program
A Resident, prior to an appointment, shall be advised by the Program Director or Associate Dean into which of the categories he/she is appointed.
A Resident who changes training programs during an appointment year shall be immediately reclassified based on credit given for the previous training as determined by the Royal College of Physicians and Surgeons of Canada, the College of Family Physicians of Canada, or the College of Physicians and Surgeons of B.C.
Sub-specialty training shall be viewed as a progression of a Residency Program, and, as such, a Resident shall continue to progress incrementally through the Resident categories for the duration of the training.
21.02 Statement of Wages
The Employer may opt to provide a Resident with the statement of wages electronically rather than with a paper copy.
Many resident questions that affect payroll can first be addressed by the resident’s program office, as the program office submits forms for meal and chief allowances, leaves, and statutory days worked. However, there may be times when residents need to contact the Payroll office:
Tel: 604-297-8683 (toll free: 1-866-875-5306, press 2 for Payroll)
As per the Memorandum of Agreement re: Economic Stability Dividend the wage rates will be increased by 0.45% effective February 1, 2016 as follows:
First pay period after February 1, 2016
First pay period after April 1, 2016
This Agreement shall be effective from April 1, 2014, and shall remain in force and be binding upon the parties until the expiry date of March 31, 2019, and thereafter from year to year subject to the right of either party to give written notice to the other party pursuant to Section 47 of the Labour Relations Code of British Columbia. The Agreement shall remain in force during negotiations until a new Agreement comes into effect.
All changes to the collective agreement shall be effective on the first pay period following ratification unless otherwise specified in the settlement.
Finally, it is agreed that the operation of Subsection 2 of Section 50 of the Labour Relations Code of British Columbia is excluded from this Agreement.
The parties subscribe to the Human Rights Code of British Columbia.
Consistent with the principles of the Human Rights Code of British Columbia, the parties recognize the right of Residents to work in an environment free from harassment, including sexual harassment, and the Employer shall take such actions as are necessary with respect to any person employed by the Employer engaging in harassment in the workplace.
Harassment includes any conduct, comment, gesture, or contact based on any of the prohibited grounds of discrimination that is likely to cause offense or humiliation to any person, or that might, on reasonable grounds, be perceived as placing a condition on employment or any opportunity for training or promotions.
Residents can also seek help at the Dean of Equity and Professionalism’s office at UBC if they are experiencing discrimination of any type at work. UBC’s policies on discrimination can be found on their website.
Any type of discrimination or harassment is not tolerated by UBC as an institution, and residents are encouraged to speak with someone should they encounter any unfair practices at work. All information involved is completely confidential.
Resident Doctors of BC can also provide assistance to residents who experience Human Rights violations, and can, if needed, support them through the Human Rights Tribunal process.
Further support is available through the Employee and Family Assistance Program, Physicians Health Program, and the UBC Wellness Office.
Upon return from leave referred to in Article 9, a Resident shall resume training at the same residency level in the same program. He/she shall be provided the opportunity to complete the required training.
This provision is subject to the Resident giving reasonable notice to the Employer regarding start and end dates of the leave referred to above. The Resident and the Program Director shall agree on the schedule for completion of training.
A Resident subpoenaed for jury duty or as a witness shall be placed on leave of absence for the period required for court duty. All benefits of the agreement continue to accrue during this period of leave of absence and he/she shall continue to receive regular pay. The Resident shall turn over to the Employer any witness or jury fees received as a result of being subpoenaed, providing these do not exceed the Resident’s regular pay for the period of leave. Should the Resident receive any fees which exceed his/her regular pay the Resident shall keep this money.
Where a Resident is party to the proceedings and is required to appear in court, the Employer shall grant the Resident an unpaid leave of absence.
Those Residents who are required, as part of their training, to leave the base Hospital on mandatory rotations will be reimbursed for reasonable travel and accommodation expenses.
Reference – Letter of Understanding – Re: Distributed Training Locations.
In the event that a reduction in funding requires the Employers to reduce the number of residency positions, the Employers will ensure to the greatest degree possible that no lay-off of current Residents shall occur.
To accommodate reductions required by reduced funding the Employers will first reduce positions allocated to new entrants into Residency Programs. (See Letter of Understanding – Re: Distributed Training Locations)
28.01 Hepatitis B vaccination will be provided to Residents upon request.
28.02 Where Residents are exposed to infectious or communicable diseases for which there are proven, protective immunizations, available, such immunization will be provided at no cost to the Resident.
28.03 All Residents are required to present an immunization profile to the Employer which would include a history of immunizations for: hepatitis B, measles, mumps, rubella and DPT unless a Resident’s physician has advised in writing that such a procedure may have an adverse effect on the Resident’s health. Rubella is an exception where the Resident is of the opinion that a pregnancy is possible.
28.04 All Residents are expected to have yearly influenza immunizations unless medically contraindicated.
A Resident will be entitled, upon providing reasonable notice, to access his/her payroll records and/or personnel file maintained by the Employer. Upon request, a Resident shall be given copies of pertinent documents. A representative of the Union shall, upon submission of written authorization of the Resident, be given access to the payroll records in order to facilitate the investigation of a grievance.
Residents are entitled to their payroll records https://med-fom-pgme.sites.olt.ubc.ca/files/2015/04/PGME-Policies-and-Procedures-2015-2016-Posted-20150429.pdf
A paystub should be mailed to you every 2 weeks, if you have not received a paystub, please contact HSSBC [Please note HSSBC is in the process of changing their name to BCCSS – BC Clinical and Support Services].
30.01 The Employer and PAR-BC agree to work together in the promotion of safe working conditions, prevention of workplace injuries and the promotion of safe work practices.
The Employer and PAR-BC will work together to ensure that Residents have clarity with respect to how to access appropriate Occupational Health Services in the event of work related injury or illness.
Where a Resident reports an illness or injury to the Employer, the Resident will be treated the same as other employees at the worksite where the incident occurred for all purposes relating to the illness or injury, including first aid eligibility and treatment at the worksite, and workers compensation arising from the illness or injury.
Any workplace injuries need to be reported and an incident report completed.
Documentation is vital to WorkSafeBC and your own protection if an injury persists. You must report needle stick injuries.
The Employers will make available copies of the Collective Agreement in booklet form to Residents. The cost of printing will be shared equally between HEABC and PAR-BC.
Please contact the office if you would like a booklet copy of the Collective Agreement at firstname.lastname@example.org
Memorandum of Agreement Re: Redesign of current payment model for On-call/Callback. Please see Call Stipends FAQ for instructions on how to be paid for your on-call shifts.
How much do I get paid for each call period?
In-Hospital call: $100
Out-of-Hospital call: $50
Converted call: $100
Weekend Day call: $50
Evening call: $50