Frequently Asked Questions (FAQ) on Transit Strike
New FAQ's
Previously Posted FAQ's
How will my February MetroPass be honoured?
Anyone who purchased a February transit pass has two options for having their pass honoured due to lost service as a result of the strike. One option is to hold onto their pass, as February passes will be honoured for another month in the future once the strike is over. Details on this alternative will be announced following the end of the strike. The second option is to obtain a cheque refund from HRM; details on this option are outlined in the next FAQ.
Can I get a refund for my February MetroPass?
HRM will provide refunds for any person who purchased a Metro Transit pass for February 2012 and were unable to use them due to the ongoing transit strike. Passes may only be redeemed through one of the four main HRM Customer Service Centre locations, Monday to Friday, 8:30 am - 4:30 pm:
- Scotia Square, Lower Level Mall
- Alderney Gate in Dartmouth
- Bayers Road Customer Service Centre, 7071 Bayers Road
- Acadia Centre in Lower Sackville
Cheque refunds will be processed and mailed within 10 days, once an application is submitted with the unused February pass. Application forms are available at the four HRM Customer Service Centres listed above, or may be downloaded in advance by clicking here.
There will be no refunds issued in the form of cash, credit or debit due to the high volumes involved as a result of the strike.
Independent transit retail outlets are not able to process any pass refunds; all refund transactions must occur at one of the above mentioned HRM Customer Service Centres.
What if I have a UPass?
There are provisions in each UPass agreement that outlines how universities will be reimbursed for any unused portions of UPasses during a work stoppage. It is impossible to determine this in advance without knowing how long it might last.
Further information on how to make up for loss of service on a UPass will be provided through the participating UPass universities to their students following the conclusion of the work stoppage.
Does Metro Transit want rostering to justify the purchase of a software tool to automate shift picking by bus operators?
While Metro Transit is seeking efficiencies gained through rostering, we have been using a software system known as GIRO Hastus since its purchase in 2003, and an earlier version since 1989. The capabilities of this system include, but are by no means limited to, electronic scheduling. Metro Transit first purchased this software system in an effort to automate increasingly complex operations as transit services expanded. The GIRO Hastus system allows Transit the flexibility to build functionality over time in response to changing needs. The most recent addition to its capabilities came with the purchase of a module to enhance dispatching. This system is also the means by which Transit verifies bus operator schedules that are now chosen manually, to enhance payroll capabilities, and to integrate bus schedules with real time information for our Go Time service for customers.
Is the transit strike over?
No. HRM sent a final offer to ATU on February 23, worth $14 million within a deal that would also save HRM $8 million over five years. ATU voted no. By voting no, ATU has decided to keep our buses parked and our ferries docked, and the public is being held ransom.
How and when do you plan to get buses and ferries back in service?
HRM pays its transit workers good wages and benefits. We cannot afford to take more from the wallets of taxpayers, and that's what is going to happen if we let ATU keep its current scheduling system. We worked hard to come up with a package that is affordable to taxpayers, supports efficient transit and is fair to our employees. We want our employees back to work doing what they do best and we feel we’ve made significant strides to address ATU’s issues. It is now up to ATU as to when we are able to return transit service to the citizens of HRM.
Who will be driving the Access-A-Buses, and are they qualified?
The Metro Transit employees who will operate Access-A-Bus (AAB) vehicles are all qualified operations Supervisors. All of them have valid Class 2 licences. The minimum classification of license required to operate an AAB according to the Motor Vehicle Act is a Class 4; however Metro Transit's internal requirement is a Class 2, which is a higher classification licence. All of the Service Supervisors have valid Class 2 licences, and have also been qualified Bus Operators in the past. Some have even been AAB Operators prior to becoming a supervisor.
The Supervisors have received refresher training on the operation of the vehicle, lifts and restraint systems of the different types of AAB vehicles.
The provision of safe service is our priority. The employees who are operating the AAB vehicles are doing so because they are qualified and have the skills and knowledge needed to successfully perform these duties on a temporary basis.
Are all Access-A-Bus services returning on Feb.20?
No, service will be limited to registered Access-A-Bus users requiring medical or specialist appointments only. Details of the limited service to be offered beginning Feb.20 are on the Access-A-Bus webpage.
What is binding arbitration?
When collective agreement negotiations are at an impasse, an arbitrator may be appointed upon agreement of both parties, or through legislation, to impose a collective agreement on the parties. The decision of the arbitrator is binding.
I’ve also heard the term “interest arbitration.” What’s the difference?
Interest arbitration and binding arbitration are the same thing. The terms are interchangeable.
Why did HRM opt not to request binding arbitration when it is clear this is the solution ATU Local 508 now prefers?
While binding arbitration may seem like a reasonable solution at first glance, it is a conservative approach that leaves a contract decision in the hands of an unaccountable third party and rarely results in breakthrough provisions in a collective agreement.
The future of our publicly-funded transit system is too important to be placed in the hands of a third party. Arbitration would risk a result that could mean increased costs without the efficiencies and financial offsets we need to improve the delivery of transit services. HRM simply cannot put taxpayers’ dollars and future transit operations at risk in this way.
Binding arbitration is a lengthy process that would revive the expired collective agreement until an arbitration award is made. This means that the inefficiencies of the expired collective agreement continue.We need a timely agreement reached at the bargaining table.
What is HRM doing to resolve this dispute and get the buses back on the road?
HRM wants to work with the Chief Industrial Relations Officer for the Province of Nova Scotia to resume talks with the ATU bargaining team. Both sides have made some movement, and we feel there is opportunity for positive discussion.
Binding arbitration would have put the buses and ferries back in service. Doesn’t HRM want service to resume?
Absolutely. HRM wants a timely restoration of transit services, but not at any cost. HRM has a duty to every resident to deliver a cost-effective service. We are working to build a better transit system for HRM and we can’t do that if we don’t resolve the significant issues that are contributing to excessive overtime and escalating costs. We pay our employees a good wage and provide a comprehensive benefits program, but we are getting squeezed on overtime costs that are directly related to scheduling inefficiencies, and we can’t let it continue.
HRM regrets the current work stoppage initiated by ATU Local 508 and we need to achieve a timely collective agreement that addresses systemic problems in our Transit system and allows us to provide reliable and efficient service into the future.
The negotiations are at a standstill. Why not let a third party resolve it?
We believe the appointment of Chief Industrial Relations Officer as conciliator can help bring the parties together in pursuit of a settlement that will get buses and ferries back in operation.
What if ATU decides they won’t come back to the table?
That is a possibility, but the ATU bargaining team has another option. They can take the last HRM offer to their membership. Accepting HRM’s offer would end the strike and get the buses and ferries back in service. This was a fair offer that included increases in each of the three years and removed contentious clauses around contracting out language and use of part time conventional transit operators. Significant movement was also made on a host of smaller items.
How much money is Metro Transit saving during the strike? Is this a strategy to reduce the existing Metro Transit budget deficit?
Neither Metro Transit, HRM taxpayers, nor transit customers win in a strike situation.
Metro Transit is saving an average of $85,000 per day, each weekday; however ridership loss is inevitable following a transit strike – after the 1998 strike the ridership loss was approximately four percent. The budget impact of any ridership loss in the 2012/13 fiscal year means that Metro Transit will need to be efficient as possible to absorb the decreased revenues that will result from fewer riders.
Metro Transit’s budget is managed differently than other HRM divisions. Transit has its own tax rate, which along with fare box revenue and revenue from advertising and recovery from third parties, forms the basis for its budget.
Any “savings” achieved throughout the strike remains solely within the Metro Transit budget and cannot be applied to the overall HRM budget. If Metro Transit is in a surplus position this year, it would just be carried forward to next year to try and cover the impact of the strike until ridership and revenues rebound.
Why is HRM requesting a change from the current ‘cafeteria pick’ scheduling system to rostering? How would rostering reduce overtime expenses associated with the current scheduling system?
The current cafeteria style pick system generates shifts that cannot be picked. After going through the operator seniority list, there are open shifts that cannot be picked by more junior operators due to rules that ensure operators get eight hours of rest. When these shifts are unable to be picked, they are called open shifts and fall to the spare board. Due to the erratic way the work is selected it leaves 80 - 100 shifts unable to be selected per week. This creates overtime as there are more open shifts on some days than others. The spikes and dips in staffing requirements are unpredictable and unmanageable as there are different staff requirements day by day, meaning we struggle to fill open shifts some days, and other days people wait around for open shifts.
Rostering would remove the unpredictable spikes and dips in staff required day by day, and allow Metro Transit to effectively and efficiently plan staff requirements to be more consistent. By rostering the work, open shifts will be reduced from 80 - 100 per week to less than five per week. Rostering will allow Metro Transit to maximize the work placement of all employees, instil more consistency, and not have as many operators waiting for work on days when the requirements are fewer. Rostering will also allow Metro Transit to package more work which will allow more people to move off of the spare board to a regular five-day or four-day work week instead of a 6-day work week (in which they are required to call in each day to find out what shift they are working).
Rostering will also save time during the shift picking process. Under the current ‘cafeteria pick’ scheduling system, the selection process takes approximately 24 days to complete. Under rostering, the transit industry standard, the work selection process takes approximately 2 days. For example, Brampton Transit which is a similar size system to HRM with 547 transit operators completes their rostered pick process in 1.5 days. Toronto Transit Commission with 9,000 operators completes their rostered pick process in 10 days. These time frames will be reasonable to achieve following the initial transition to the new approach.
Is it true that rostering will change existing available shifts for operators?
The types of shifts that exist today would not change under rostering. The only adjustment would be that shifts would be organized into a week’s worth of work for operators to pick from. The process that transit scheduling follows now to create the work would not change in a rostered scenario. The scheduling department would then take the daily shifts that we have today and organize them in week long packages for operators to choose from in order of seniority.
Are there circumstances other than scheduling that affect the amount of overtime required at Metro Transit?
Reasonable overtime is an inherent part of the delivery of a public service like transit in that the actual schedule of a bus route doesn't conform to an eight-hour work day. This means some shifts run longer than eight-hours and in some cases overtime is built into the schedule. Currently this type of planned overtime amounts to approximately $350,000 annually. As you can imagine scheduling transit is a moving target with limited opportunities to relieve the operator from their shift at different locations around the city. The objective is to try to relieve the operator as close to an 8 hour or 10 hour shift as possible.
In addition there will always be a need for overtime to cover staff vacations, sick time, and extra bus and ferry service required to transport citizens during special events, such as Canada Day, Natal Day, and other popular attractions and events. Metro Transit recoups costs for special events in HRM; any additional service provided is included by the organizer as part of the event budget. However there are events in which Metro Transit will supply service as an in-kind contribution to the event from HRM such as the Canada Games.
Metro Transit has two kinds of overtime; good overtime and bad overtime. Good overtime is overtime that is required as part of increased service on the road to achieve a certain goal; the 2011 Canada Winter Games and New Year’s Eve service would fall into this category.
Bad overtime is overtime that is systemic in the processes under which we plan and deliver service. This is overtime that would not be needed if the processes were changed.
Why has the cost of each wage offer been reported differently by HRM and ATU?
Metro Transit has represented the correct costs in all of its communications. To begin, ATU used an average employee earning of $55,000/year; this amount is far below what it should be. Each employee working at HRM receives a base pay which is reflected in their paycheque. However to HRM the employee is worth much more as HRM also pays benefits to that employee. The average conventional transit operator is actually an annual cost to HRM of approximately $61,000. This does not include mechanics or ferry crew who earn a higher salary and would increase the average cost.
In addition, ATU took the inaccurate average base salaries and applied the requested percentage increases for each of the three years on the 2012 base salary of all Metro Transit ATU employees. When HRM calculates wages, we pay the percentage increase for each year of the contract based on the proposed increase from the previous year.
Metro Transit’s calculations of costs on the total HRM proposal are based on compounded wage increases and the inclusion of offsets resulting from the implementation of rostering and wage steps. The costing of ATU’s proposal is done exactly the same way without the inclusion of offsets as they have not agreed to these terms. Both calculations include the full cost to HRM inclusive of benefits and compounded wages throughout the contract.
As a result, the ATU’s representation of annual salaries and compounding costs of wage increases are inaccurate.
How many managers does Metro Transit employ and why?
The number of management positions has increased over the past two years primarily due to the addition of a second transit garage and maintenance facility in Ragged Lake in 2010, and a significant increase in service hours provided to the public. Service hours have doubled over the last 10 years.
The following 11 positions are responsible for managing all facets of the transit system including over 800 employees in ferry services; conventional transit; Access-A-Bus; maintenance; and, administration:
› Director
› Manager, Service Delivery (conventional bus operations)
› Manager, Service Development (service planning and infrastructure projects)
› Manager, Ferry Services
› Transit Centre Manager, Burnside
› Transit Centre Manager, Ragged Lake
› Manager, Fleet
› Safety & Training Manager
› Accessible Transit Manager
› Transit Security & Special Events Manager
› Transit Systems & Communications Manager
Note: None of the above mentioned managers or director are eligible for overtime.
In addition, Metro Transit employs 33 non-union Service Supervisors who lead, coach and mentor bus operators while ensuring efficient and safe delivery of Metro Transit services. They are responsible for managing the delivery of on-street transit services by dispatching all work, directing operator activities through radio systems, and responding to service delivery problems and emergency situations, accident investigations and Emergency Measures Activations 24 hours a day, 7 days a week, 365 days a year. Service Supervisors report to either the Ragged Lake or Burnside Senior Service Supervisor.
Metro Transit also employs five non-union Employee Services Supervisors (two at Ragged Lake, three at Burnside) who provide guidance, support and assistance to bus operators for the safe delivery of transit service. These supervisors are primarily responsible for managing employee performance and investigation of complaints and recommendations concerning each employee.
What is the compensation for the managers vs. ATU members?
The 2011/12 compensation budget (excluding overtime) for all Metro Transit staff is $42 million. The core management team of 10 managers and 1 Director account for 2% of the total compensation budget at $808,300.
ATU members account for 84% of the compensation budget at $35 million. The remaining 16% of the budget is allocated to other staff positions in operations (service supervisors, employee service supervisors, fleet foremen) and administration staff.
The 2011/12 overtime expenditures for all Metro Transit staff to date is $4.3 million.
ATU members account for 94% of Metro Transit's overtime expenses at $4.04 million, with other non-union staff (service supervisors and fleet foremen) account for the remaining 6% at $263,810.
Why are changes required to HRM's previous contract with ATU Local 508?
Metro Transit, a business unit of HRM, is funded primarily (98%) through the municipal tax rate (51%) and revenue from the sale of monthly transit passes and tickets, and cash fares (47%). The remaining 2% of funding comes from transit advertising sales and miscellaneous revenue from other sources including parking at transit park & ride lots and cost recovery from external parties.
Should Metro Transit continue to incur increasing operating costs related to wages and overtime that were enabled under previous contracts with ATU Local 508, it will be required to either reduce service levels or pass on those increases to HRM citizens through higher transit fares or the tax rate.
Should Metro Transit accept the $8.8 million proposed offer from ATU, it will be required to either reduce service levels or pass on that increased cost to HRM citizens through higher transit fares or the tax rate.
Changing the way operators pick their work schedules to a new 'rostering' system instead of the existing 'cafeteria-style' system is the best way to have a significant cost savings while honouring operator seniority and enabling a more efficient, sustainable public transit system for all citizens.
Why is Metro Transit on strike?
HRM’s contract with ATU Local 508, comprised of transit workers including Bus Operators, Ferry Crews, Fleet Mechanics, and others, expired on August 31, 2011. Negotiations have been ongoing since September 2011. A Conciliator was appointed in October 2011, however, an impasse was officially declared January 18, 2012, by the Minister of Labour after a report was filed by the Conciliator.
ATU Local 508’s membership voted on January 22 to reject HRM’s contract offer, which constitutes a vote to strike. The HRM Bargaining Team, the Union and the Conciliator resumed negotiations January 29 through February 1, as HRM’s objective remains to get a timely agreement on a contract deal that will mean an efficient, reliable transit system for its customers and HRM citizens.
HRM and ATU were unable to come to an agreement before the strike deadline of February 2; therefore ATU Local 508 members initiated a work stoppage at 1:35 a.m. February 2.
What are HRM’s biggest priorities in this round of contract negotiations with ATU?
HRM’s primary objective is to create a more sustainable, reliable, and efficient transit service for HRM citizens, without relying so heavily on revenue from fare boxes and tax rates. HRM needs to reduce the costs of certain aspects of the collective agreement. HRM is also committed to providing a fair and reasonable
wage and benefit package for our employees.
Is HRM trying to reduce the occurrence of overtime?
Yes. HRM is committed to providing cost effective service to our citizens (the taxpayers) based on the efficient use of personnel resources. Reasonable overtime is still an inherent part of the business, but the frequency and amount of overtime does need to be reduced.
What is rostering?
Rostering is a scheduling best practice in the transit industry which continues to respect operator seniority while creating better working conditions for more junior operators. HRM proposes to limit shift picks to one-week blocks, rather than the current one day at a time, "cafeteria style" pick process in effect for three months at a time. The proposed week-long blocks to be selected by Operators would also be in effect for three months until the next shift pick period.
ATU Local 508's position is that they wish to maintain a "cafeteria style" pick system, meaning Operators would continue to choose each shift they will work during each week of the three month cycle.
What has been ATU’s response to HRM’s proposals on rostering?
ATU had advised HRM that they will not agree to rostering and have rejected HRM proposals that have included rostering.
Does HRM have a proposal in their package to contract out?
No. The employer did not originally table a proposal to contract out specific divisions or jobs. HRM originally tabled a proposal respecting changes to the existing contracting out language and this proposal was dropped on January 29, 2012.
Is HRM trying to replace existing Operators with part-time Operators?
HRM dropped it proposals relating to the introduction of part-time Operators on January 30, 2012. However, it is important to note that the language originally tabled by HRM never included the conversion of existing full time Operators into part time Operators and had a cap on the number of part time Operators that could have been employed at any one time.
How long will the work stoppage last?
Unfortunately this is not a question we can answer at present.
Will bus or ferry service continue during a work stoppage?
Without our unionized employees, we do not have the resources to provide adequate service to the public on the fixed route bus and ferry services, community transit, MetroX, MetroLink, and Access-A-Bus (AAB). All of these services have now ceased operation until further notice.
What about dialysis patients that use Access-A-Bus (AAB)?
A contingency plan has been prepared for both ambulatory and non-ambulatory dialysis patients to continue to have their transportation needs met during a strike. Customers with dialysis appointments will be contacted directly by AAB management staff to provide confirmation of their new travel arrangements to ensure that their dialysis treatments are not disrupted.
What travel alternatives are available during the work stoppage?
We recognize that our customers rely on us for daily travel to and from work/school. Carpooling is one alternative for travellers. The following Transit Park & Ride lots will be FREE for customer carpool parking in the event of a work stoppage:
Dartmouth
» Maybank Field - Mic Mac Blvd
» Portland Hills Terminal
» Woodside Ferry Terminal
Halifax
» Mumford Terminal (Near Walmart/ Tim Horton’s)
» Centennial Arena – Lacewood Dr
» Exhibition Park
» South Centre Mall – Spryfield
Sackville/Tantallon
» Downsview Terminal
» Cobequid Terminal
» Sackville Terminal
» Hubley Centre
HRM’s Smart Trip ride matching program is another option for customers to consider. Visit www.hrmsmarttrip.ca for details on how to sign up as a driver or passenger.
Alternative Travel Options
In addition to the HRM options described above, several websites, bulletin boards, and social media groups have been established online to connect riders and drivers travelling to and from the same locations. We encourage customers to also check with neighbours, family and friends for connections to carpools or other ride matching options for the duration of the work stoppage.
Where can I get more information on the strike?
Local media outlets (newspapers, TV, radio, online news) will provide a lot of coverage during the work stoppage. We caution customers that sometimes the full views of either or both sides in the dispute are not always conveyed through the media.
Official sources of information for customers related to the work stoppage include:
» halifax.ca/metrotransit
» @hfxtransit on Twitter
» 490-4000
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