RESOLUTION #1

Objective:

To ensure full transparency and accountability within the HEU by mandating the public disclosure of all compensation and benefits paid to HEU staff and elected Provincial Executive members earning over $75,000 annually. This aligns with transparency standards across the public sector—under which the HEU membership itself falls—and upholds the members' right to know how their union dues are being used.

If HEU members can access the salary information of their managers, directors, and executive leadership within health authorities, there is no justification for withholding the salaries of individuals whose wages and benefits are funded directly by union dues.

Mandate Immediate Publication of Executive Salaries:
Disclose the complete compensation packages of the Secretary-Business Manager and the President, including base salary, bonuses, stipends, taxable benefits, allowances, and all other forms of remuneration, to all HEU members.

Require Comprehensive Disclosure of Staff Salaries:
Publish the salaries of all HEU staff and elected Provincial Executive members earning $75,000 or more annually on the internal member site. This disclosure must include names, annual salaries, bonuses, stipends, taxable benefits, allowances, and any additional compensation.

Ensure Unrestricted Accessibility for All Members:
Guarantee that every HEU member has immediate access to these salary disclosures, acknowledging that their dues fund these positions.

Strictly Align with Public Sector Transparency Standards:
Adopt practices consistent with provincial health authorities, which disclose the salaries of all employees earning over $75,000 annually, including both unionized and non-unionized staff, and executives such as CEOs.

Members' Absolute Right to Financial Transparency:
HEU members’ dues finance these salaries. Members have an unequivocal right to know how their money is being allocated—especially when such transparency is the standard across all publicly funded sectors.

Established Public Sector Precedent:
Provincial health authorities are mandated to publish salary information for transparency and accountability. HEU, representing workers in the same system, must adhere to the same level of openness.

Ensuring Fairness and Equity:
Many HEU members earning over $75,000 have their wages disclosed publicly. It is only fair that HEU staff and executive compensation—funded by those very members—be disclosed as well.

Strengthening Member Trust and Engagement:
Transparency fosters trust, confidence, and solidarity, ensuring members feel their contributions are respected and responsibly managed.

Preventing Corruption and Political Influence:
Public salary disclosure deters misuse of funds, mitigates undue influence, and supports strong governance and ethical leadership.

Encouraging Leadership Awareness and Participation:
When compensation is transparent, members are better informed about leadership roles, which supports engagement and participation in union elections and governance.

Immediate Disclosure of Executive Compensation:
Within 30 days, publish the complete compensation details of the Secretary-Business Manager and the President on the internal member site.

Comprehensive Staff Salary Publication:
Within 60 days, compile and publish the salaries of all HEU staff and elected Provincial Executive members earning $75,000 or more annually, including all forms of remuneration.

Develop an Accessible Online Portal:
Create a secure, user-friendly portal on the internal member site where all salary and compensation information can be easily accessed by members.

Align Policies with Public Sector Standards:
Review and revise HEU’s internal policies to align fully with the compensation transparency practices required of provincial health authorities.

Educate Members on Financial Transparency:
Host informational sessions and provide resources to educate members on the importance of salary transparency and how to interpret the disclosed financial data.

By implementing this resolution, HEU will demonstrate its commitment to transparency, fairness, and accountability. This initiative empowers members with the knowledge of how their dues are spent, aligns HEU with the public sector standards under which its members work, and builds a stronger, more informed, and engaged union.

HEU Will:

Lobby the provincial government to establish a Task Force focused on achieving wage and benefit equity for HEU members in the Community Sector. This Task Force will identify systemic barriers preventing parity with the Facilities Sector and propose specific legislative, policy, and funding recommendations to close the wage and benefit gaps.

Because:

Community Sector workers in HEU provide essential health and social services, yet they receive significantly lower wages and benefits compared to their counterparts in the Facilities Sector due to membership imbalances that influence bargaining power.

The disparity in wages and benefits creates financial insecurity and high turnover, which affects service continuity and quality of care. This inequity disproportionately impacts vulnerable communities reliant on Community Sector services.

Despite previous bargaining efforts, the wage and benefit gap remains unresolved due to limited bargaining leverage. Addressing this issue requires government intervention beyond the scope of traditional collective bargaining processes.

The Task Force will work collaboratively with unions, employers, and government representatives to recommend solutions such as wage leveling, benefit standardization, and funding increases for Community Sector contracts.

By establishing this Task Force, the provincial government will demonstrate its commitment to ensuring equal pay for equal work, fair treatment of all HEU members, and enhanced service quality for the public.

. 

HEU Will:

· Advocate for the creation of a unified master collective agreement that establishes baseline provisions for all HEU members across sectors and facilities in British Columbia.

· Ensure this master agreement serves as the foundational framework, with sector-specific agreements supplementing, but not deviating from, its core principles.

Because:

· Equity Across All Sectors: Similar to the BCGEU Master Agreement, a unified HEU agreement would ensure consistent protections, wages, and benefits for all members, reducing discrepancies and fostering fairness.

· Clarity and Simplification: A master agreement simplifies the interpretation and enforcement of collective bargaining provisions, reducing confusion and disputes. This ensures members across facilities and regions can rely on a clear and consistent standard.

· Efficiency in Bargaining: Negotiating a master agreement allows the union to leverage collective strength and streamline bargaining processes, focusing energy and resources on improving key provisions.

· Unified Member Representation: Just as the BCGEU Master Agreement unites members across diverse sectors, a unified HEU agreement would enhance solidarity, ensuring that no member or group is left behind due to fragmented agreements.

· Enhanced Bargaining Power: Consolidating agreements strengthens the union's ability to negotiate with employers and governments, leading to better outcomes for all members.

· Adaptability for Local Needs: While the master agreement serves as a baseline, local and sectoral agreements can still address unique operational needs, ensuring flexibility without compromising overall equity.

· Increased Transparency and Accountability: A single agreement reduces opportunities for employers to exploit inconsistencies, ensuring all members are treated fairly and in alignment with union values.

This resolution reflects the successes demonstrated by BCGEU’s Master Agreement and adapts them to meet the specific needs of HEU members. By supporting this initiative, HEU can ensure that fairness, transparency, and solidarity remain central to its mission, benefiting every member regardless of where they work.