This June update wraps up our series on new and expanded provisions in the 2025-2029 Facilities Bargaining Association (FBA) collective agreement.
Since the first one in February, HEU has been committed to walking locals and members through the gains that the FBA bargaining committee secured.
In this update, I outline how the renewed FBA union contract is building greater equity in workplaces and advancing reconciliation across health care.
Recognizing diversity
As one of Canada’s most diverse provinces, more work needs to be done to ensure health care is a place of compassion, comfort and care.
To better support the increasingly diverse health care workforce, members will have the opportunity to exchange standard statutory holidays for days that are of personal, cultural, or religious importance to them.
A joint working group of union and employer representatives will design and oversee a one-year pilot project at specific sites.
Supporting Indigenous Workers
The joint union-employer Indigenous-specific anti-racism working group continued its work in this last round of bargaining to deepen support for Indigenous workers.
For this agreement, Indigenous cultural leave is expanding to include commemoration events like the Women’s Memorial March, Red Dress Day and the National Day of Action for Missing and Murdered Indigenous Women, Girls and Two-Spirit People.
There is also a new fund available to Indigenous workers to take part in cultural programs like language learning, teachings from cultural knowledge-keepers, and land-based learning and training.
As a reminder, in the last round, the FBA secured supports for Indigenous workers to continue, or reconnect with, cultural practices and to join with others in observing days that are meaningful within their communities and cultures without losing pay.
More highlights
The work begun in 2022 toward adopting gender-neutral language throughout the collective agreement will be completed.
There will now be up to 62 weeks of unpaid leave for workers who have a recognized cultural or traditional responsibility to care for an Indigenous child. While on this leave, employees are considered to have continuous employment and will keep the same benefits and seniority they would receive during maternity or parental leave.
This agreement establishes a new Indigenous grievance and arbitration working group to ensure there are culturally appropriate pathways to settle collective agreement violations for Indigenous workers.
There is a new Indigenous workforce committee that will focus on programs that support recruitment and retention: career-path counselling; education; mentorship and training opportunities for Indigenous individuals; and pathways and skill development initiatives that help Indigenous workers access leadership roles.
The FBA and health employers will jointly recommend the Joint Facilities Benefit Trust add coverage for Indigenous-specific mental health and substance-use services such as counselling, short- and long-term healing programs, and medical-related travel.
If you have questions about any of these provisions, please contact your HEU staff representative.