The Professional Association of Residents of BC (PAR-BC) is a trade union certified by the Labour Relations Board to bargain collectively on behalf of Residents in the Province. PAR’s objective is the regulation in British Columbia of relations between the employer and employees through collective bargaining. Further to that objective PAR’s mandate is to:

1. Advocate its members' interests in contractual matters;
2. Promote its members' educational concerns;
3. Foster its members' personal well-being; and
4. Ensure its members have the same rights and privileges when entering practice as established medical practitioners.

PAR’s members, Residents, set PAR policy through resolutions made primarily during the annual general meeting. In between meetings, PAR-BC is governed by the Board of Directors who are charged with carrying out PAR’s mandate. Elections are held annually and any Resident who is a member of PAR-BC is eligible to submit his/her name for nomination.

Yes, membership is mandatory. The completed membership application form must be submitted to PAR upon commencement of employment.

PAR-BC is fully funded by its members in the form union dues which are automatically deducted off your pay cheque. Union dues are income tax deductible with the annual amount noted on each Resident’s T4.

A collective agreement is a legally binding document between an employer and trade union providing for rates of pay, hours of work or other conditions of employment. Compliance is not an option.

Simply put a grievance is the formal disputes resolution mechanism used for resolving disagreements over interpretation or non-compliance of the collective agreement.

Disputes which can not be settled through the grievance process are submitted to an arbitrator — a neutral third party — for a final, binding decision.

Signing your evaluation doesn’t signify agreement. It simply means the evaluation has been discussed with you. PAR suggests inserting the words “Disagree with the evaluation” below your signature. If you disagree with your evaluation, at minimum, you should submit a written rebuttal and ask that it be appended to your evaluation and placed in your file.

Significant concerns should be addressed. You are entitled to appeal the evaluation. But first, discuss your concerns with your supervisor. If you are unable to obtain resolution at that stage, or if you are uncomfortable doing so, request a meeting with your program director. If you still believe your concerns have not been addressed contact PAR-BC

Yes. When a Resident is terminated it is usually because of unsuitability. Unsuitability essentially means the program believes you are not suitable for the training program. Residents can also be terminated for cause meaning that you are alleged to have done something which has given the employer cause to terminate you. Finally, Residents can be terminated if the College of Physicians and Surgeons takes away your license.

Absolutely. Contact PAR-BC immediately.

Know your rights. Know the collective agreement, the training objectives established for your program, and any policies which may effect you. Ask for the supporting documentation. Your program should not rely on any documentation which it will not share with you because it is “confidential”. You must be given the opportunity to respond to any allegations. Don’t let discussions drag on. Above all .... Document. Document. Document.

Yes. Contact PAR-BC

Yes. It is your file. Should you so choose, you can request a copy of your entire file.

Payroll is centralized at the BC Paying Agency housed at Vancouver Hospital.

Contact the BC Paying Agency at 604-875-4738.

Reference Article 21.01 of the collective agreement.

The letters "RI" do not stand for "Resident 1". Rather, the letters represent "Resident/Interne". A hold-over from when there were one year rotating interneships.

This is an administrative function. It is not intended to accurately reflect the hours you work. Residents are paid on salary.

Residents are entitled to Employer paid health and welfare benefits: long term disability insurance, life insurance, accidental death and dismemberment insurance, extended health, dental coverage and MSP. You should have also received a booklet entitled Your Group Benefit Plan which summarizes your plans including how to claim. Finally, every Resident should be issued a member ID card. Reference Article 16 of the collective agreement for additional information.

Yes. Reference Article 11 of the collective agreement.

At its November 2003 Council meeting, the College of Physicians and Surgeons of BC passed a resolution which allows Residents and Fellows to apply for prescribing privileges after three months of postgraduate training. For a complete description of the process and procedures contact your program director as this must be facilitated through your program.

There is no policy prohibiting residents from moonlighting providing they meet the eligibility criteria. In order to moonlight Residents must either have a general (unrestricted) license or be eligible for the high acuity license. Under the high acuity license senior residents (PGYIII or greater) can obtain a license to work in areas of high acuity. In order to obtain the license Residents must meet the eligibility requirements, obtain approval from the program, submit the required application and pay the fee.

Although the collective agreement compels the employer to “indemnify and save harmless” any Resident who incurs a legal liability to pay damages, PAR strongly recommends that its members purchase CMPA. This is because the Hospitals’ coverage protects not just the Resident but the hospital and anyone else named. What is in the best interests of the hospital may not best serve the Resident. CMPA, however, provides counsel to the Resident and only the Resident.

UBC has a policy on transferring training programs which can be found at www.med.ubc.ca/postgrad.

Any Resident who is injured on the job is covered by WCB. Workplace injuries include needle stick injuries. Any workplace injury should be reported and an “Incident Report” completed regardless of whether or not you seek treatment, or take time off work. That documentation is your protection should the injury recur in the future and you find yourself requiring treatment or medical leave. This is particularly important when needle-stick injuries are involved.

CAIR is the federation of the Anglophone house staff associations. CAIR’s policy and governance is set by its Board of Directors comprising of the provincial housestaff associations.

No. PAR represents residents whereas the BCMA represents practising physicians.

www.par-bc.org

There are opportunities at all levels — provincial and national. Resident involvement is always welcome. Submit your name for one of the positions on the Board of Directors. Put your name down to act as a representative for your program. Or, respond to any of the requests for volunteers which are routinely sent out.