If you are a member of IUOE Local 727 and need detailed answers to some of these questions, please log in and check out the FAQ under the Membership tab for more indepth and varied questions.
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To become a paramedic, you must complete a Primary Care Paramedic (PCP) program offered by institutions such as Holland College, Oulton College, or Medavie HealthEd.
To practise as a paramedic in Nova Scotia, you must also be registered with the Nova Scotia Regulator of Paramedicine (NSRoP) and successfully complete the required certification examinations.
Most Primary Care Paramedic (PCP) programs take approximately 52 weeks to complete, followed by the time required to complete certification exams and obtain registration with the Nova Scotia Regulator of Paramedicine.
To work as a paramedic in Nova Scotia, you must be registered with the Nova Scotia Regulator of Paramedicine. Requirements for out-of-province applicants, including registration and credential recognition, are outlined on their website.
When employed by EMC, you automatically become a member of IUOE Local 727.
You will complete a membership application during your New Employee Orientation (NEO), which is then submitted to the International Union.
To access the member website, you will receive a login link once the Employer has notified the Union of your hiring. The Union is typically notified of new hires once per month, usually at the beginning of the following month.
You can update your contact information by logging into your member profile and accessing your account settings.
If you are unable to log in, you may contact the office at: info@iuoe727.ca
A grievance is a formal complaint raised when a member believes their rights in the workplace have been violated under the Collective Agreement, applicable legislation, or established workplace rights.
Not all workplace complaints are grievances. A grievance generally involves a violation of:
Arbitration is a formal dispute resolution process in which a neutral third party (an arbitrator) is appointed to hear both sides of a dispute and make a final, binding decision.
You should contact your Shop Steward as soon as you believe your rights may have been violated. If your workplace does not have a steward, contact your Regional Steward or the Local Union Office for guidance.
Members can access Steward information by logging in to the website and viewing the Directory section under the Members tab.
No. Grievances must be submitted through an authorized Union representative.
However, you may submit an Inquiry through your member portal, which can help document and support your concern while it is being reviewed by the Union.
Once logged into your member profile, you can view your grievance updates under the Inquiry List section of your account.
A Collective Agreement is a written contract between the Employer and the Union that outlines the terms and conditions of employment for members of the bargaining unit.
It typically includes information on wages, hours of work, benefits, leave provisions, and procedures for resolving workplace disputes (such as grievances).
Collective Agreements are created through the bargaining process between the Union and the Employer.
The Union's bargaining team is appointed by the Union and typically includes a lead negotiator, the Business Manager, and members selected to represent the bargaining unit. This team consults with members to develop bargaining priorities and proposals.
When the agreement expires (or earlier by mutual agreement), the Union and Employer exchange bargaining proposals and work through each item to reach agreement.
If an agreement is reached, it is presented to the membership for a ratification vote. If a majority of voting members (50% + 1) vote in favour, the agreement becomes the new Collective Agreement.
If the agreement is rejected, the parties may return to bargaining. If an impasse is reached, a neutral conciliator may be appointed by the Department of Labour to assist the parties in reaching a resolution. The conciliator does not have decision-making authority.
If bargaining remains unresolved, additional steps such as a further vote or strike vote may occur in accordance with labour legislation.
Members can access a copy of the Collective Agreement by logging into the website and viewing the Documents section under the Members tab.
Wage rates are outlined in Schedule A of the Collective Agreement.
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