UPSE and Health PEI have entered into two separate Memorandum of Agreements (MOAs) for the Fall/Winter period (2024-2025).  Specifically, “MOA – Working Extra Shifts on Evenings, Nights, Weekends & Holidays” and “MOA- Critical Shift Premiums”.

The purpose of this correspondence is to provide you with UPSE’s understanding of what was agreed to by the parties as it relates to the two Memorandums of Agreement noted above.

Note: If you have any questions regarding eligibility or the application of these agreements, please get in touch with the UPSE office at (902-892-5335) or (peiupse@peiupse.ca) and ask to speak with a Labour Relations Officer.

See the following:

1. MOA: WORKING EXTRA SHIFTS ON EVENINGS NIGHTS, WEEKENDS AND HOLIDAYS

2. MOA: CRITICAL SHIFT PREMIUMS

3. FAQ’s

UPSE and Health PEI recognize that there are staffing shortages. To help fill these vacant shifts and UPSE and Health PEI have agreed to extend the Critical Shifts Premium and Working Extra Shifts Premiums into Fall 2024 and Winter 2025.

EVENINGS, NIGHTS, WEEKENDS & STATUATORY HOLIDAYS

ELIGIBLE EMPLOYEES

Eligible employees include those within 24/7 facilities:

1. All Permanent & Temporary Full-Time Employees;
2. All Permanent & Temporary Part-Time Employees; and
3. Casual Employees who work at least 0.50 FTE or greater in a pay period (for the extra hours worked beyond the minimum 50% threshold in accordance with the terms outlined in this agreement).
4. Employees are not eligible for the premium where they engage in a shift trade.

ELIGIBLE SHIFTS

For the purposes of this agreement, eligible shifts include vacant evening, nights, weekends, and all statutory holidays, within 24/7 facilities as defined/applied in the collective agreement (respectively).

1. Standby, Call-Back, and/or Remote After Hours Support (per Article 15 of the Collective Agreement) are not considered an eligible shift for the purpose of this Agreement.

SHIFT PREMIUM FOR WORKING EXTRA OFF SHIFTS

1. Eligible Employees in 24/7 facilities who work an extra eligible shift shall be paid a premium equivalent to 0.5x their regular wage rate (listed in Schedule A-1 of the Collective Agreement) for the hours worked on that shift.
   1. The premium is payable in addition to any other rates and/or premiums that may be applicable according to the terms of the Collective Agreement or another agreement between the parties (e.g. the straight time/regular 1.0x rate or the overtime 1.5x rate, shift differentials, etc.).

PREFERENCE FOR EXTRA ELIGIBLE SHIFTS

Full-Time Employees shall have preference over Part-Time and Casual Employees, to pick-up the eligible vacant shifts, which shall be distributed as equitably as possible among interested Full-Time Employees.

SHIFT CHANGES FOR FULL-TIME EMPLOYEES

The terms of this Section, Shift Changes for Full-Time Employees, shall not apply to Part-Time Employees or Casual Employees.

Full- Time Employees who work rotating shifts on the Unit shall be permitted (and shall have preference in accordance with the section above, Preference for Extra Eligible Shifts) to switch their regularly scheduled Day Shift(s) for the eligible shift(s) of which is vacant.

• In such cases, Full-Time Employees who switch their shifts shall be paid the premium equivalent to 0.5x their regular wage rate (listed in Schedule A-1 of the Collective Agreement) for the hours worked on the eligible shift.

CRITICAL SHIFTS

ELIGIBLE SHIFTS

Where the Employer determines that it is essential to maintain services within a 24/7 facility and must fill vacant shift(s) to maintain appropriate (safe) staffing levels, the shift(s) shall be considered a “Critical Shift(s)”.

PROCESS FOR LEADERSHIP APPROVAL OF ELIGIBLE SHIFTS

For the determination of a shift to be considered “Critical” 24/7 facilities and units outside of the following require approval from their Director of Nursing:

Queen Elizabeth Hospital (QEH)

• Emergency Department
• Intensive Care Unit
• Progressive Care Unit
• Neonatal Intensive Care Unit (NICU)
• Emergency Department Short Stay Unit (EDSSU)

Prince County Hospital (PCH)

• Emergency Department
• Progressive Care Unit

Kings County Memorial Hospital (KCMH)

• Emergency Department

Western Hospital

• Emergency Department

• The unit leadership shall be responsible for notifying Employees if/when a vacant shift is designated as a Critical Shift.

CRITICAL SHIFT PREMIUM

Full-Time Employees

Full-Time Employees who work in excess of their 1.0 (100%) FTE shall be paid the applicable overtime rate of pay pursuant to Article 15.04 of the current collective agreement, plus the “Critical Shift Premium” rate of .5x of their regular wage rate for all hours worked exceeding their guaranteed FTE.

Part-Time Employees

Part- Time Employees who work in excess of 0.5 (37.5 hours biweekly) FTE shall be paid a rate of 0.5x of their regular wage rate for all hours worked up to 1.0 FTE. Part-time Employees who work in excess of 1.0(75 hours biweekly) FTE shall be paid the applicable overtime rate of pay pursuant to Article 15.04 of the current collective agreement, plus the “Critical Shift Premium” rate of 0.5x their regular wage rate.

Casual Employees

Casual employees who commit to working 0.5FTE (37.5 hours biweekly) shall receive the Critical Shift Premium of .5x. of their regular wage rate for all hours worked exceeding their 0.5 FTE (or 37.5 hours biweekly).

PREFERENCE FOR CRITICAL SHIFTS

• In accordance with the terms of the Collective Agreement (Article 14.30(a)) Permanent Part-Time Employees shall continue to have preference over Casual Employees to pick-up extra shifts at the regular rate of pay.

These shift premiums are available from November 20, 2024 – March 31, 2025.

Health PEI continues to experience operational challenges related to staffing, and it is the intent that these additional shift premiums will provide an incentive for UPSE members to sign up for extra shifts over and above their regular FTE.  As members consider this opportunity, we also encourage everyone to be mindful of ensuring appropriate work-life balance.

FAQ

EVENINGS, NIGHTS, WEEKENDS & STATUATORY HOLIDAYS

The eligibility requirements are outlined in this FAQ. Note, there are no changes from the summer premiums.

1. When are these incentives available?

These incentives will be available for the shifts occurring during the period of November 20, 2024, until March 31, 2025.

2. Who is eligible for these incentives?

5. All Permanent & Temporary Full-Time Employees;
6. All Permanent & Temporary Part-Time Employees; and
7. Casual Employees who work at least 0.50 FTE or greater in a pay period (for the extra hours worked beyond the minimum 50% threshold in accordance with the terms outlined in this agreement).

3. What shifts are eligible for these incentives?

For the purposes of this agreement, eligible shifts include evening, nights, weekends, and all statutory holidays, as defined/ applied in the collective agreement (respectively). “Known Vacancy” means a vacant shift that is known to the Employer and offered to Employees of the bargaining unit more than 48 hours in advance.

Standby, Call-Back, and/or Remote After Hours Support (per Article 21 of the Collective Agreement) are not considered an eligible shift for the purpose of this Agreement.

(Note: An ‘Unknown Vacancy’ is defined in Article 20.25 of the Collective Agreement)

4. How will these incentives be applied?    

Eligible Employees who work an extra eligible shift shall be paid a premium equivalent to 0.5x their regular wage rate (listed in Appendix A of the Collective Agreement) for the hours worked on that shift.

2. The premium is applicable to eligible shifts of a Known Vacancy.
3. The premium is payable in addition to any other rates and/or premiums that may be applicable according to the terms of the Collective Agreement or another agreement between the parties (e.g. the straight time/regular 1.0x rate or the overtime 1.5x rate, shift differentials, designated unit premium, etc.).
4. Notwithstanding part (b) above, the premium cannot be stacked with the Unknown Shift Vacancies Premium defined in Article 20.25 of the Collective Agreement or the Critical Shift Premium outlined in the April 19^th MOA, as amended May 3^rd (i.e., only one (1) of the three (3) premiums can be applied to a shift).

5. I am a full- time employee and do not have the ability to pick up extra shifts, how can I receive the incentive?

Full-Time Employees who pick up an eligible shift of a known vacancy are eligible for the premium and shall have preference over Part-Time and Casual Employees, to pick-up the eligible shifts on a Known Vacancy. These shifts shall be distributed as equitably as possible among interested Full-Time Employees.

6. As a casual employee, am I eligible for the incentive without committing to a vacant line?

Casual employees are eligible for the premium for eligible shifts of a known vacancy after they have worked at least fifty-percent (50%) per pay period. For each shift worked following 50% the premium will be applied.

7. What if I only pick up part of a vacant shift, will I still be paid the premium?

To be eligible for this premium you must work a full eligible shift of a known vacancy.

8. What if I work overtime at the end of my shift, will I still be paid the premium?

To be eligible for this premium you must work a full eligible shift of a known vacancy.

9. Can this premium be banked, or does it have to be paid out?

This Premium- like a Shift Differential, Weekend Premium or Unknown Vacancy Premium- Cannot be banked as time-in-lieu. It will always be paid out. If an overtime shift, the actual hours worked may be banked, however the premium will be paid out.

10. How will the employee’s timesheet be coded to reflect the Premium?

Use of the pay code for this premium is SHPRE and needs to be coded as such so that it can be reviewed and reported on.

11. Are other unionized workers entitled to additional premiums during this time period?

This Premium was established through a Memorandum of Agreement(‘MOA’) between Health PEI and the PEI Nurses’ Union. Accordingly, it only applies to Employees who are included in the PEINU bargaining unit.

CRITICAL SHIFTS

1. What are the ELIGIBLE SHIFTS under the Critical Shifts Premium?

Where the Employer determines that it is essential to maintain services and must fill Known Vacancy shift(s) to maintain appropriate (safe) staffing levels, the Known Vacancy shift(s) shall be considered a “Critical Shift(s)”.

Queen Elizabeth Hospital (QEH)

• Emergency Department
• Intensive Care Unit
• Progressive Care Unit
• Neonatal Intensive Care Unit(NICU)
• Emergency Department Short Stay Unit(EDSSU)

Prince County Hospital (PCH)

• Emergency Department
• Progressive Care Unit

Kings County Memorial Hospital (KCMH)

• Emergency Department

Western Hospital

• Emergency Department

• The unit leadership shall be responsible for notifying Employees if/when a Known Vacancy shift is designated as a Critical Shift.
• Use of the Critical Shift Premiums needs to be coded as CCPRE so that it can be reviewed and reported on.

2. How will this CRITICAL SHIFT PREMIUM be applied?

• Casual Employees who work at least 0.5 FTE (37.5 Hours Bi-Weekly) in a pay period shall be paid a “Critical Shift Premium” that is equivalent to one-half (0.5x) their regular wage rate for extra hours worked on a Critical Shift.
• The Critical Shift Premium is payable, in addition to rate of pay that would ordinarily be paid to the Employee working the shift, if they are eligible, whether that it is the straight-time (1.0x) rate for “Regular Hours” or the overtime (1.5x) rate for “Overtime Hours”. Accordingly, an Employee who worked more than 1.0 FTE (75 Hours Bi-Weekly) would earn 2.0x their regular hourly rate if they picked up a Critical Shift as overtime.

PREFERENCE FOR CRITICAL DAY SHIFTS

• Full-Time Employees shall have first preference for any shifts offered with the Critical Shift Premium.
• Following Full-Time Employees, Part-Time Employees shall have preference over Casual Employees for any shifts offered with the Critical Shift Premium.

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