u/Vegetable_Ad_206

Nurses - I get your plight. There are several Nurses in my family, and I understand the reason for this job action because of what they're doing to your benefits, and more importantly the way they're doing it. With that being said, can you please dial up the volume on your job action as quickly as possible and not let it drag out ALL SUMMER!

I would hope the employer gets that you're pissed off with their offer, but please hurry up and get the picket lines going so that they end this and direct things back to the bargaining table to negotiate another round. We don't need or want another prolonged and possible 8 week job action(like BCGEU) taking place.

is a return to the bargaining table likely? Or is job action imminent? non contract staff would love to know!

There are a number of job postings available in ALL BC Health Authorities for non-clinical roles, specifically those that have been identified as included in the BC Shared Health Services Transition.

I'm wondering what's the angle here? why wouldn't there be a hiring freeze in place with this transition, and how can these teams truly justify whether a position is essential or not in the interim? If the entire point of a Shared Service is to realize efficiencies - which ultimately might end up in the elimination of positions - why are these HA's getting approval to post these roles, even though they will be shifted to Shared Services within 2 months? Is it too cynical to think that these roles will be sacrificial lambs of the eventual downsizing/reduction efforts?? or is there more to it than that?

Voting closes at Noon today, how soon after will the results be shared?? People are anticipating are large NO vote....

I apologize for the very random post, but really hoping to find someone that might have knowledge of a very specific recipe.

This goes back 10-15 years ago, the Urban Fare's in Vancouver used to carry in their deli section a mixed couscous dish with Turkey pieces, Couscous, Raisins, Spices etc. then one day they randomly stopped carrying it.

I was recently having a very random conversation with a good friend about food items that you enjoyed in the past but are no longer available anymore, and this food item came up.

Hoping someone that reads this post may have also enjoyed the dish in the past or is a former Urban Fare worker and happens to know the recipe/official ingredients and will kindly share so that I can prepare at home 😄

Thanks!

Let's use this space to collect feedback from the townhall yesterday.

For me, I've very curious about the "themed" topic that was shared around the rumour of HA CEO's potentially mandating mandatory Hybrid work arrangements with 3 days minimum in the office. Where did this come from??

Also, for those of us transitioning to the BC Shared Health Services space, how would this possibly work, given that we don't currently have any physical BCSHS work offices? I thought the Government downsized a significant portion of offices/real estate during the pandemic to save money, if they procuring more office space, isn't this contrary to what they're trying to sell the public on cutting costs and saving money?

There was a previous post on this subreddit several months ago regarding the shared services topic. Since then, many of us on the various non-clinical teams identified have been stressing. Now that there's more information coming out about teams getting moved in the summer, I'm wondering if the below comment on the previous subreddit post is an accurate reflection of what is likely to happen in the short/long term:

"for the first part (few years?) it is about the people only. Different teams doing the "same" work with the same skills come under a single leader. ie a Single Exec Director vs 4 (voila, 3 execs gone). Under this 4 EDs previously there could have been 5 Directors (20), but now you only need 10 under 1 ED.. Voila , 10 Directors gone. It goes until the Manager level tooo. Voila, half the management gone - each one left has a bigger team supporting multiple clients (HA), multiple processes , multiple IT systems etc.

the above is similar to Game of Thrones. Each level, starting at VP going down to Manager? imagine 5 kingdoms , each with a King. They all fight to be the one King to rules them all. It will be a battle of ages each level and it starts with the new Big king on the throne.

Once that is established then comes the attrition and more saving money--- either directed cuts to save 20% more or someone leaves the team, no need to replace him/her as before a team of 10 would be impacted greatly but now the team of 25 would not as much. boom , save money.

then it comes to existing teams learning other processes, or combining or standardizing processes. so there isn't 5 ways to do something, its only 3 or 1.

then it comes to system consolidation (this is 5 years down the road). Instead of having 5 applications to use depending on which HA it is, they slowly will retire due to age or obsolesces or someone's favorite winning out. In the its down to 1 or 2 systems the business uses to vs 5 or 6 . This is 10 years down the road"

Do Managers and Leaders that are E09 and above need to be worried? Are those that are E08 and below safe, or will there also be trimming of the herd in the short term?

For those that have been identified as being in scope for Wave 1 of the transition from HA's into the new BC Shared Health Service, how are you feeling?

Do you believe that the "lift and shift" talking points are truthful and there will be limited job loss in the interim? or do you see cuts happening during the transition?

My colleagues tell me that cuts aren't likely to happen until a few months after the transition, once the Leadership teams have assessed all of the teams and work that have transitioned over, then they will be scrutinizing any siloed system/team that doesn't fit into the Enterprise box. Very curious to hear others thoughts on this.

Details about the current contract offering have finally come out, wondering how all of the Nurses are feeling about it?

Do you think it will be rejected?

From what I've heard from Nurses in my circle, they are livid about the Benefit changes. Not so much the capping, but the gaslighting the union is doing to advertise that the Employer will still be 100% funding, meanwhile that statement only applies to 2/4 years of the contract then the Employer will establish a trust where they will only contribute 14% of funding for the remaining 2 years while occupying half of the seats on the board that determines how to allocate the $.

The $ is expected to last 8-9 years, then will be depleted. To combat this, Nurses would be expected to either lose benefits further or pay higher premiums. Personally, if there ever was a time to strike, regardless of the "union favoring" Government in charge, and their fiscal situation, now might be the time to do it.

Also, not to make things political, but in 2 years the NDP are likely going to be voted out, then you'll have a Government in charge similar to Alberta's today, and then good luck getting any concessions or things you want.

Apparently some lower mainland HA's recently had their final performance plan results show up for the 2025/2026 fiscal period. While I understand many HAs are still in the process of issuing increases for 2024/2025 and potentially retro-payouts on the Friday May 29th paycheque, has anyone heard anything related to 2025/2026 and if there will be an additional increase? or is the PSEC currently in the process of discussing?

Details were shared today during a townhall that the majority of our technical team would be transitioned from our current health authority over to the new shared health services organization.

Would appreciate the sharing of any info regarding prior attempts at the shared service approach and what historically has occurred within the following cycles: initial 1-3 months while the transition is still happening , 3-6 months still in transition/post transition, and 6-12 months post transition.

*key question - when does job loss usually happen, and which levels and roles need to be most concerned??*

It was also shared that perhaps some execs in the new shared service team may have "old school thinking", and they have been tasked with specifically overseeing the consolidation and redundancy efforts. EX: they might believe certain programs/solutions/initiatives - although proven successful and have widespread usage locally/in Canada/Internationally - are too costly to run in the current fiscal environment, even if it comes at the detriment of patient care. Any advice to pushback/contend with them?

I understand that PHSA has communicated on the POD that eligible non-contract/excluded staff would be receiving their pay increases starting today, and the retro payment on the May 29th paycheque. However, has anyone heard when the other HA's will be issuing their retro payments? So far it's crickets in VCH and FHA....