Mgeu Local 92 Collective Agreement

A collective agreement is a written and binding contract between the Union and the employer, which sets out the terms of employment. The Manitoba Nurses Union is constantly sought to improve working conditions, wages and benefits through the negotiation of new collective agreements. Some benefits enjoyed by MNU members are not covered by the collective agreement, but are provided through pension boards and fiduciary benefits: this would mean that a long-term NPA that would enhance their skills would not receive the benefits of the 20-year stage. That was not the intention when the 20-year stage was negotiated. If we ignored section 3803 (c) and transferred the RNP on the 4-year scale to the N2 scale, the nurse would have greater benefits than expected for the 20-year stage, and the increased costs would not be funded. Here is a summary of salaries and benefits under the central table agreement that EU members ratified on 30 April 2014. It covers the majority of the members of the Union. In addition to salaries, hourly university allowances are as follows: All nurses who have 20 years of service (under section 2105) and… This manual is only available to members. If you log in and come back here, the PDF file is available in this field. NOTE: As of October 1, 2016, the segregation allowance for this region will be $13,000 for all nurses.

The parties also agree that this lump sum payment will be made to the nurses concerned during a salary period that will follow the last day of the two-day period following the September 30 period of each year. The above amounts are recorded on a pro-rata basis on the basis of all normal working hours in the previous twelve-month period [October 1 of the previous year until September 30 of the current year]. Wage scales for all occupational classifications are increased by an additional 5% (unassembled) to reflect the higher cost of living in the North. This would mean that a long-term RN, which would be encouraged, would not benefit from the 20-year stage. That was not the intention when the 20-year stage was negotiated. . Below are some scenarios to show how a change in classification affects nurses who receive the long stage of service. For example, an LPN may change RN classifications; or a nurse II, III, IV or V could receive transport to a higher classification. (In all cases, „20 years of service“ refers to the definition given in section 2105.) Pan Am Clinic Breast Health Centre Home Care Program Public Health Program Clinical Nurse Specialists Primary Care Nurse Nurse Practitioners Regional Programs .

The majority of caregivers participate in the heBP weekly plan, which is in the following areas: the majority of caregivers participate in the D-R plan for health care workers, which protects their income in the event of long-term illness and disability for two-thirds of their income. The employer pays the entire premium up to 2.3%. The Isolation/Distance Retention Allowance is paid annually to all caregivers (including full-time, part-time and casual nurses): nurses have also benefited from a jointly funded COLA fund for all health care workers covered by the Health Workers` Pension Plan (HEPP). Contributions to the COLA Fund will begin in 2014 and COLA will be paid in 2018. The employer covers the cost of covering an annual salary. You can choose to add up to 3 x salary as coverage, at your own expense. The Long Service Step came into effect on October 1, 2012. (N.B.: Section 2105 of the convention governs the calculation of years of service for this purpose.) Please note that some of the 2013-2017 collective agreements are still outstanding and may be amended.

If you have any questions about the 2013-2017 collective agreement, please contact your labour manager. Contributions are compared in the same way between employers and workers.

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