Why is it preferable to present the monetary package at a common table?
The three provider group unions are part of a joint job evaluation/pay equity process that currently maintains consistent wage rates for the same classifications across all health regions.  Even though the same job classification can be represented by any one of the three unions, the negotiation of wage rates at a common table ensures that the wage rate, as determined through the job evaluation/pay equity process, is consistent regardless of union representation or region.  If wage rates were to be negotiated separately then each union would have the capacity to negotiate its own economic package with separate wage rates and a possible consequence that wage rates for the same job would vary by union.  This would be inconsistent with the purpose of a job evaluation/pay equity process.

Why are none of the unions’ outstanding proposals included in the monetary package tabled by SAHO?
The offer represents the employers’ initial proposal to bring bargaining to a conclusion.  It would be inappropriate to include any of the unions’ outstanding proposals in such an offer unless the employers were indicating agreement with such proposals. 

Why did SAHO negotiate a higher increase with the nurses last year than what has been offered to the provider group?
The increases negotiated with SUN were consistent with the employers’ approach to provide compensation that is competitive with western Canadian markets.  In the case of nurses, the increases were provided to ensure that employers were able to recruit and retain sufficient nurses to meet the needs of the health care system.  The increase offered to the provider unions similarly reflects the competitive market for such health care jobs in western Canadian markets.

What efficiency gains is SAHO hoping to achieve with the financial offer?
There are some variances by union: 
Within CUPE, SAHO has proposed that if an employee bids into working a weekend shift, or if the employer schedules an employee for the third straight weekend, the employee will receive the premium associated with it.  Regardless of the schedule following that third weekend for that employee, the next weekend shift would be considered the first weekend worked.
 
Within SEIU and SGEU, SAHO has proposed that casual employees advise of their availability to be scheduled for work, rather than the employer calling a list of casuals based on seniority if a shift becomes open.  This provides some stability for the casual workers and provides a more efficient way of covering shifts to ensure adequate staffing.

For SGEU, SAHO has proposed the ability for the employer to contract out hard to recruit/retain classifications in order to allow employees access to vacation.

Why are some job classifications getting a market related adjustment? 
The employers have recognized that there is a higher demand for specific classifications and in order to be able to recruit and retain employees for those classifications, a market related adjustment has been proposed.  The market related adjustments ensure that the rate of pay for those positions is competitive with similar jobs in western Canadian health care markets.

What comparisons are used in western Canadian markets?
The western Canadian markets include health care positions in the four western provinces; other industries in Saskatchewan where similar positions could be found such as hotels, restaurants and maintenance; and could include the Saskatchewan health care system if vacancies are typically filled by internal candidates.

Why is there no adjustment for the LPN classification?
The employer has offered to expedite a re-evaluation of the LPN classification through the joint job evaluation process to recognize additional requirements in education.  It is anticipated that the wage rate would increase accordingly, and combined with the economic increase offered, would make Saskatchewan LPNs the second highest paid in Canada.

Why is the financial package not referred to as a proposal?
While the financial package is strictly speaking a proposal, its competitive nature differentiates it from other proposals that address individual issues.  The financial package is generally considered in its entirety, to represent the full extent of what is being offered by the employer at that time, and while it is still subject to further negotiation, the focus tends to be on the financial aspects of the package.  The financial package generally includes all of the language changes that the parties have negotiated to that point, any remaining employer proposals that are considered necessary by the employer to conclude an agreement, and the specifics of the financial elements the employer is proposing.

While there are usually changes to the initial financial package proposed by the employer, there is typically not as much flexibility as during the early stages of the bargaining process.

Why has it taken this long to table a financial offer?
Although the contracts expired in March, 2008, the unions did not request a meeting to discuss a new agreement until September and October of 2008.  The provider group negotiations are complex because of the number and diversity of job classifications within the unions, and the number of proposals that were tabled and discussed.  SAHO believes that once a monetary package has been tabled, any outstanding non-economic issues will not receive the discussion time that may be required to appropriately address them.  Typically, once a monetary package is tabled, the focus shifts to wage rate discussions and the remaining unresolved language issues are not likely to receive much attention.