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Children's Aid Society / La Société d'aide à l'enfance Nipissing Parry Sound

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Frequently Asked Questions: Impact of the Peel Arbitration Decision

Feb 8, 2017

  • Does the Jan. 23, 2017 Peel arbitration final ruling implement caseload caps?
  • Is CAS open to negotiating its position on caseload benchmarks?
  • What caseload benchmarks were established at the Peel CAS compared to the benchmarks in the previous Collective Agreement?
  • How do employee caseloads compare between the Nipissing and Parry Sound CAS currently and the Peel CAS under its new Collective Agreement?
  • Did the recent Provincial Arbitrator’s decision establishing a new Collective Agreement for the Peel CAS and CUPE members “set out clear directions for reducing caseloads among frontline CAS workers at Peel,” as asserted by CUPE?

Does the Jan. 23, 2017 Peel arbitration final ruling implement caseload caps?

No. The Peel ruling provides a caseload range.

Workload fluctuates depending on both the number and complexity of the cases being managed at any one time. In recognition of this, should a caseload benchmark be implemented as part of the Nipissing and Parry Sound CAS Collective Agreement, a caseload range would be far more suitable than a cap.

 

Is CAS open to negotiating its position on caseload benchmarks?

Yes. Nipissing and Parry Sound CAS is open to offering caseload ranges in line with the Peel arbitration ruling. The CAS expressed this when representatives met with CUPE on January 19, 2017, and is open to further dialogue.

 

What caseload benchmarks were established at the Peel CAS compared to the benchmarks in the previous Collective Agreement?

Out of the 9 positions for which a reduction in the caseload range was sought by the union, the following 3 positions were reduced in arbitration by one case each:

  • Advise & Assessment
  • Parent & Child Capacity Building Team
  • Family & Child in Care Worker

The caseload range for the other 6 positions was unchanged in the final ruling.

Please see the Impact of The Peel Children’s Aid Society Arbitration Ruling: Caseload Benchmarks Fact Sheet that outlines the reduction awarded by the Arbitrator.

 

How do employee caseloads compare between the Nipissing and Parry Sound CAS currently and the Peel CAS under its new Collective Agreement?

Caseloads at the Nipissing and Parry Sound CAS as of December 22, 2016 are well below the ranges outlined for comparable service categories in the new Peel Collective Agreement. For example, the new Peel Collective Agreement establishes a caseload range of 18-21 cases for employees involved in Family and Child in Care work. This compares with current average cases per worker of 15.63 for Family Protection work and 14.69 for Child in Care work at the Nipissing and Parry Sound CAS.

Notwithstanding the above, we understand that caseloads do fluctuate and we are committed to ensuring there be a process in place for employees to address workload concerns.

Please see the Impact of The Peel Children’s Aid Society Arbitration Ruling: Caseload Benchmarks Fact Sheet that compares caseloads for both organizations.

 

Did the recent Provincial Arbitrator’s decision establishing a new Collective Agreement for the Peel CAS and CUPE members “set out clear directions for reducing caseloads among frontline CAS workers at Peel,” as asserted by CUPE?

No. The Arbitrator’s ruling simply reduced Peel CAS’s established caseload ranges by 1 case in 3 out of the 9 service areas targeted by the union for reductions. The other 6 service areas were unchanged. 

As per the Arbitrator’s ruling the new established caseload ranges come into effect in September 2017.

The Peel CAS Collective Agreement does, however, include a Workload Review Process, also attached as a Letter of Understanding which is in line with what Nipissing and Parry Sound CAS proposed in its final offer to employees.