NSSBCU Update on Wage Harmonization
The collective agreements that were ratified in May and June for the Education sector included
a Memorandum of Agreement to harmonize wages across the province.
The goal is to bring the hourly wage rate for education support staff in each area of the province
up to the highest rate within each classification, as long as there is a reasonable comparator.
We began this process on June 16th, meeting with the employers as well as representatives
from the Department of Education and Early Childhood Development.
THE PROCESS
The classifications under review include all support staff in the K-12 sector in Nova Scotia. Both
union and non-unionized wage rates can be used in the comparison.
The wages being reviewed are the base hourly rates, with any benefits removed that are built
into the rate (e.g., an additional percentage in lieu of sick time). We are using the rate that was
in effect on December 1, 2022.
This is known as the “bare” rate.
To begin the comparison, we needed to collect all relevant information, including job
descriptions, wage rates and feedback from members on the work they do.
We also needed to gather information from the employers on non-union classifications and from
other unions that represent similar classifications.
Armed with this information, the union and employer committees started to compare our job
descriptions with other job descriptions where the responsibilities and duties are the “same or
substantially similar” to one another.
Some positions are more technical and complex in nature and present a challenge in finding
comparators. It can also be challenging to compare union jobs to non-union positions where the
work is organized differently.
THE CLASSIFICATIONS
We are using the eight groupings that emerged from the 2008 CUPE and employer
classification standardization process as a way to organize our analysis.
The eight groups or sub categories are:
o Property Services (Custodian, Janitor, Building Specialist etc.)
o Secretarial
o Student Support (ECE, EPA, Student Support Worker etc.)
o Cafeteria
o Technology
o Student Supervision (Lunch, Bus, Ground Monitor etc.)
o Transportation
o Library Support
THE COMMITTEE
The Joint Union/Employer Committee is comprised of one representative – the president or
designate – from each of the eight Education sector locals, as well as a representative from the
corresponding Centre of Education or CSAP.
PROGRESS TO DATE
We have met as a full committee five times so far, in addition to smaller meetings to review and
analyse information. It has been challenging to say the least. We are about half way through the
classifications, and the deadline to complete the process is October 31, 2023.
The problem we face is that the employer will not provide us with information on wages and job
descriptions for non-union positions in a timely manner, before the meetings.
We have been able to get wage rates and job descriptions from the other unions, but without the
information for the non-union positions, we have not been able to do full comparison prior to the
meetings. Thus, the meetings have been taken up with analysis that could have been done prior
to the meeting. This has been a frustrating experience, but we are persistent and determined
that the process will be done accurately and thoroughly.
We have discussed three of the eight groups so far: Secretarial, Student Support and Library
Services.
Of these three, we have agreement in principle on adjustments for two of the secretarial
classifications, five of the student support positions and two of the library services positions.
We are currently reviewing the Information Technology and Property Services classifications.
The committee is scheduled to meet one more day in October and there is an additional
tentative date as well. We will continue to work as quickly as possible in the hopes that we can
complete the review by the October 31st deadline.
If there are outstanding classifications yet to be reviewed by the deadline or any classifications
in dispute, there is a dispute resolution mechanism that we will employ, involving a third party, in
order to complete the process.
WHAT HAPPENS NEXT
As we sign off on the classifications adjustments, wage increases are to go into effect the day of
the signing.
However, implementation of the wage adjustment will happen in two stages, as per the
Memorandum.
Fifty percent of the wage adjustment will be applied immediately, retroactive to the ratification
date of the Local agreement.
The other half of the increase will go into effect March 31, 2024, the last day of the current
agreement.
As more information is available, further updates will be provided.
In Solidarity,
Nova Scotia School Board Council of Unions
Classification Committee