Négociation nationale 2020

A tentative agreement on working conditions

More than a year after filing the union demands on the healthcare professionals’ working conditions, the delegates representing all the FIQ and FIQP affiliated unions at a virtual Provincial Council on December 8, 2020, adopted a sectoral tentative agreement on working conditions.

With this agreement the FIQ will at last be able to set in motion its solutions, tried and tested for years, for attracting and retaining healthcare professionals in the health network, badly hit since the beginning of the COVID-19 pandemic.

At the same time, the APTS-FIQ Alliance is continuing its work at the intersectoral table on the salary, pension plan, parental rights and regional disparities. As soon the FIQ and APTS delegations adopt an intersectoral agreement, a global tentative agreement – which will present the entire content of the new collective agreement – will be submitted to a vote by all the FIQ members, The referendum will be held online.

Content of the tentative agreement

You can find general information on the tentative agreement about working conditions in the Info-Négo No. 18. Local teams are also available to answer your questions. Work will continue at the bargaining table on salaries, retirement, parental rights and regional disparities in order to fully conclude the next collective agreement. The content of the agreement will be presented in full at local general assemblies once the whole agreement has been reached. Members will then have all the information they need to vote on the agreement at an online referendum.

Find out more

Frequently asked questions

Tentative agreement – CHSLD and EPC: a first step towards healthcare professional-to-patient ratios

Tentative agreement – Attract and retain healthcare professionals in the network, thanks to additional money

How long will the next collective agreement last?

The next collective agreement should be for 3 years according to the government’s current proposal. The length will be confirmed at the signing of the agreement on intersectoral matters, i.e., salary, retirement, parental rights and regional disparities.

Why is it necessary to add full-time positions?

Once we have more healthcare professionals with full-time positions we will be able to truly stabilize teams, reduce the workload, facilitate access to days off and reduce MOT. To be attractive, the positions must be stable, advantageous, and facilitate work-personal life balance. Full-time positions also provide better financial security now and in retirement.

How will the increase in full-time positions be rolled out?

There will be three upgrading periods and two posting periods during the term of the collective agreement. The first upgrading and posting period will take place within 60 days after the collective agreement comes into effect.

Will all healthcare professionals have to work full-time?

Not at all. Upgrading to full-time will only happen on a voluntary basis. The employer will not be able to post part-time positions until these targets are met. The government has agreed to maintain the specified percentage of full-time positions. The full-time position targets are set at 80% in CHSLDs, the emergency department, in obstetrical units, and at 70% in other centres of activities. There will always be a certain percentage of part-time positions, but with this agreement, professionals will see the benefits of having a full-time position.

What gains will affect all healthcare professionals?
  • A doubled weekend premium (from 4% to 8%) for full-time positions.
  • Greater flexibility for taking a leave in the event of a death.
  • Doubled employer contribution for basic prescription drug insurance.
  • Voluntary staggering of work hours to promote work-family-study balance.
  • Access to organization of work time after 3 years of seniority for day shifts, without restrictions for employees on the evening and night shifts.
  • A compensated 37.5-hour work week that is eligible for RREGOP for all employees who work in CLSCs and in northern clinics. This represents up to a 7.14% pay increase.
  • A reduction in the work overload through greater access to full-time positions and added staff (1,000 in CHSLDs and 500 in 24/7, including medicine and surgery).
What gains affect the various job titles represented by the FIQ and FIQP?


  • Automatic reclassification at all times for nurses with bachelor’s degrees to the job title of nurse clinician.

Specialty nurse practitioners

  • Paid 40-hour work week.
  • Salary retroactivity for SNPCs to the date of their exam.
  • Provincial budget dedicated to training and skill development.

Licensed practical nurses

  • End of job insecurity.
  • Increase in full-time positions in CHSLDs.
  • Increase in full-time positions in 24/7 centres.

Respiratory therapists

  • A paid 37.5-hour work week that is admissible for RREGOP for respiratory therapists in 24/7 centres or on 2 different continuous work shifts, and in CLSCs.

Clinical perfusionists

  • A paid 37.5-hour work week that is eligible for RREGOP.
  • An added 10% supervision and training premium for those who supervise at least 4 clinical perfusionists.
What are the advantages of working 37.5 hours in 24/7 centres, CLSCs and northern clinics?

There will be a 37.5-hour work week for clinical perfusionists and respiratory therapists who work in 24/7 centres of activities or on two different continuous shifts, and for all healthcare professionals who work in CLSCs and northern clinics. The added 2.5 hours per week will be eligible for RREGOP and represent more care hours for patients. These hours are often already worked but not paid. This represents up to a 7.14% pay increase.

What are the new premiums included in the tentative agreement?
  • A doubled weekend premium (from 4% to 8%) for full-time employees in 24/7 units.
  • A specific critical care premium for obstetrical care units (mother-child) where care is provided 24/7.
  • A critical care premium for employees conducting aeromedical evacuation transfers.
  • A 10% premium for clinical perfusionists who supervise the clinical work of at least 4 clinical perfusionists and who participate in their training.
  • A premium for healthcare professionals who work in CHSLDs and EPCs. The premium will be the same level for all network employees.
Why doesn’t the tentative agreement touch on salaries or retirement?

The tentative agreement that the FIQ and FIQP delegates adopted on December 8, 2020 deals with sectoral matters, meaning it deals with healthcare professionals’ working conditions. Salary, retirement, parental rights and regional disparities are all included in intersectoral matters, which are being negotiated at the central table in alliance with the APTS. Generally, the intersectoral agreement is reached a few weeks after the sectoral agreement.

What is happening with the APTS-FIQ alliance?

The two organizations’ teams are working together on negotiating intersectoral matters, which should speed up in the coming weeks. The government has been totally silent on this topic since last summer.