Work continues by representatives of the Community Bargaining Association (CBA) to finalize how the current CBA contract is applied to members’ working conditions at Amata Transition House, as part of the transfer agreement that comes into effect in April 2027.
Despite best efforts and significant progress over the summer, CBA representatives could not come to a fair deal by Oct. 1, 2026 - the original deadline the CBA and health employers had established for completion of the transfer agreement. As a result, a third-party special officer at the B.C. Labour Relations Board will now oversee the completion of the transfer agreement.
The CBA knows this process has sparked concerns for many members, but the transfer agreement is far too important to rush. For this reason, CBA representatives could not come to agreement with the employers’ association on wage protection, full-time status and hours of work, and classifications.
Regardless of the method that the special officer pursues to determine the conditions of the final transfer agreement, the CBA will keep pushing for protections for members’ existing wages over the life of the agreement.
As well, the CBA is focused on preserving existing schedules, full-time status, regular hours, and making arrangements that support work-life balance, wherever possible. Plus, the bargaining association is advocating for a fair classification system that both dovetails with the existing Community Health agreement and minimizes disruptions for members.
The CBA sets out to win what was achievable within the collective agreement framework, including preserving the best parts of members’ current working conditions, while unlocking key improvements contained in the existing contract with Community Health employers.
Members' feedback to the transfer advisory group and negotiating committee has been valuable in guiding negotiations with health employers. Members at Amata Transition House can expect more updates, as the process moves forward.