After months of negotiations, the Facilities Bargaining Association (FBA) secured an agreement last week to expand options for approximately 1,000 Hospital Employees’ Union (HEU) members impacted by layoffs due to the ending of the patient ambassador program in hospitals and public long-term care facilities.
“This is a bittersweet victory for the hundreds of HEU members who played a vital role in maintaining a safe environment for patients and visitors since the early days of the pandemic,” says HEU secretary-business manager Lynn Bueckert. “As part of this agreement, health employers must immediately establish a $5 million ambassador education and training fund ensuring that those impacted by layoffs have real opportunities to transition into quality, secure jobs.”
Regular employees may qualify for up to $8,000 in reimbursement for education and training expenses. Members with casual status will be eligible for up to $1,500. The FBA is working closely with the Health Employers Association of BC to finalize implementation details, with the process set to be in place by April 1, 2025.
Eligible members will have until July 31, 2025, to submit documentation for reimbursement. For a member to qualify for reimbursement, education and training must align with positions covered under the FBA collective agreement.
In addition to existing collective agreement provisions -- such as Article 17 for members facing layoffs or displacement -- the ambassador education and training fund will provide tuition and course fee reimbursements, necessary books, and a daily stipend for attending approved training programs.
Eligible employees will include those who were part of the ambassador program as of January 2025. Employers will give affected employees details on available education and training opportunities and potential new occupations they may qualify for. Meetings will also be held to discuss options for those facing displacement or layoff.
Employers must also supply all affected employees with a copy of the agreement. Local union representatives will be granted leave without loss of pay to assist in the agreement’s implementation.
When an employee has limitations or restrictions that prevent them from performing certain roles, and a position they qualify for is identified, employers must ensure compliance with BC Human Rights Law to meet their legal obligations.
We will continue to share updates on the fund as more information becomes available.