Date: May 10, 2021

Greetings Sisters and Brothers,

Your SEIU-West SAHO Bargaining Committee has concluded negotiations regarding a Letter of Understanding (LOU) to transition the SEIU-West seniority system from an hours based system to a seniority date system.

Since we ratified our tentative agreement in January, the bargaining committee has continued to meet with SAHO to fulfill the obligations for the LOU. Agreement was achieved on April 30, 2021.

The work to transition to a seniority date system begins in June of 2022.

The Employer is to produce a hours based seniority list for all SEIU-West members working for the SHA or affiliates on June 6, 2022. Both three week and four week scheduling periods end on this date.

  • The earning of seniority as hours will cease on June 6, 2022.
  • Date of hire calculations will be effective June 6, 2022.

Note: this changeover is more than a year in the future. This does not include Extendicare facilities.

All SEIU-west members will then have 60 days to review the hours based seniority list to make sure that it’s correct.

 So our advice is to review all seniority lists between now and then to ensure your seniority is calculated and listed correctly. If the information on the latest posted seniority list is incorrect, report this to the employer ASAP. You’ll also need to submit proof of the error, so paystubs and previous seniority lists are good proof. In addition, be sure to check the June 6, 2022 list for accuracy as well.

Effective June 6, 2022, all newly hired employees will be ranked according to date of hire.

On August 15, 2022, the employer will produce a ‘converted seniority list’ that will change members’ seniority from the number of hours of seniority to the equivalent calendar date. This list will include employee name, employee number, classification, hire/transfer date, total hours of seniority used to convert to a date, current rank within the region, converted seniority date, converted rank within the region. Members will have 60 days to identify any errors – again, do this ASAP to ensure corrections are made. The formula below will be used for this conversion:

  • Seniority Hours divided by 1948.8 = Years of Service
  • Years of Service multiplied by 365 days per year = Number of days of Service
  • The agreed to cut off date (June 6, 2022) minus Number of days of Service = Converted Seniority Date

There may be an additional column for information purposes only that shows members’ rank across all SEIU-West regions.

The new seniority date list will become effective October 23, 2022.

We have also reviewed the collective agreement for grammar and any errors and the work to start production of the collective agreements will begin.

I ask that you join with me in thanking our bargaining committee members (listed below) for their hard work and dedication in getting a collective agreement for our members. This has been a long and difficult round of bargaining for members and bargaining committee alike.

We have also begun the work related to Recruitment and Retention LOU as set out in the Memorandum of Settlement.

In Solidarity,

Barbara Cape, President of SEIU-West

To download and print a PDF of this Bargaining Bulletin, please click here.

Your SEIU-West SAHO Provincial Bargaining Committee:

CHR: Janice Platzke (SEIU-West Treasurer) • FHHR: Brenda Berry; Donna Gallant • HHR: Colleen Denniss • SHR: Judy Denniss; Rick Brown; Carla Saworski; Kim Wyatt; Charlene Sarafin; • Staff: Bob Laurie (Dir. of Bargaining and Contract Enforcement); Russell Doell (Deputy Dir. of Bargaining and Contract Enforcement); Cam McConnell (Negotiations Officer) • President: Barbara Cape

IT Transition Update: May 13, 2022

On May 2, 2022, SEIU-West transition team members met virtually with our IT members who are affected by the proposed transfer of SHA IT staff to eHealth. In attendance for the transition negotiations team were Barb Cape, President; Bob Laurie, Director of Contract Bargaining and Enforcement (CBE); Russ Doell, Deputy Director of CBE; Ravi Doshi, Curtis Firomski and Janice Gaspers.
We reviewed the details of the meeting we had with SAHO, SHA and eHealth on April 20.

SAHO/SEIU-West Bargaining Bulletin (2nd Edition) No. 24

Date: March 4, 2022

Greetings Sisters and Brothers,

At long last, we can confirm that our collective agreement is finalized and at the printer!

Why the heck did it take so long? Even though we had agreed to and ratified Memorandums of Agreement “A” and “B”, there were issues with the way certain parts were written by the Employer and SAHO that had to be resolved. There were edits and grammatical corrections that we had to fix and ensure that the document was legally and grammatically sound before we could ship it to the printer.  Then there was the changes that needed to be made as a result of combining the two Memorandums of Agreement into one CBA.  

The first copies of the CBA are being printed now, and the printer has offered to schedule distribution to our three offices.  This is a large document that will take time to print and bind. We anticipate having hard copies available mid-March which we will arrange to be delivered to your facilities for distribution by your unit executive. 

While you wait for a hard copy, you can find the PDF of the collective agreement and related updates on the SAHO page:    

If your unit doesn’t have a unit executive, reach out to the Member Resource Center at 1-888-999-7348 Ext 2298 or email us at [email protected] or use the contact form on the website so we can talk to you about taking on the role of communicator, shop steward or unit chair so that we can continue to build and strengthen our union!

Letter to Minister Hindley re Claim 85 CCAs Hired

On November 10, SEIU-West, SGEU, and CUPE sent a letter to Everett Hindley, the Minster for Seniors and Rural and Remote Health, about his government's misleading claims about their promise to hire more Continuing Care Assistants.

Read the PDF here. 

Sent via email


November 10, 2021


Mr. Everett Hindley

Mental Health and Addictions, Seniors and Rural and Remote Health Minister

208, Legislative Building

2405 Legislative Drive

Regina, SK S4S 0B3


Mr. Andre Moss

Executive Director of Continuing

Saskatchewan Health Authority

Saskatoon City Hospital – 701 Queen Street

Saskatoon, SK S7K 0M7

Oct 22, 2021 Update: SHA Employee Proof of Vaccination Policy Directive


October 22, 2021

Since we last updated members, we have pressed the SHA for further details about the declaration form you’ve been asked to fill out, the “monitored testing” program for those who don’t get vaccinated, and what the SHA’s next steps are.

We have received some information we want to share with you, as well as update you on what questions remain unanswered.


  • So far, 38,000 staff have completed the declaration:
    • 98% are already vaccinated or committing to get vaccinated
    • less than 2% are seeking an accommodation;
    • 1% are participating in the monitored testing program.
  • A further 15% of SHA staff have not responded to the declaration form.
    • The SHA will be following up with them via email to remind them of the need for compliance with the policy. There is a warning in the email that failure to comply with the vaccination policy may result in discipline up to and including termination. There is no acknowledgement of the structural deficiencies in the declaration form, nor instructions on how to provide their response. 
  • Outstanding issues:
    • Who will SHA share employees’ vaccination information with?
    • How does an employee respond with their declaration as the form is no longer available and no alternate method of communication has been identified?
    • What scientific data is the SHA relying on as proof that the currently available vaccines are effective?


  • This will be a phased in process with a go-live date of November 15.
  • Will be using the Rapid Antigen tests 3x week (Sunday/Tues/Thur). Staff in this program can test, upload a screen shot of the results with name/date to their MyConnection.
  • The tests provided by the federal government for free aren’t able to be used for this program.
  • The $225/month testing fee is a flat rate, regardless of whether you are full-time, part-time, or casual.
  • Outstanding issues:
    • Will employees be sent an invoice, or will there be a payroll deduction?
    • If by payroll deduction, how will casuals who may not be working get a payroll deduction done?
    • What about employees who are on a leave?
    • Is the cost of the test tax-deductible?

We will continue to follow up on our outstanding questions and report back to the membership.


Barbara Cape



Take action

Virtual Bulletin Board

Connect with us