Locals will need to negotiate a new rate of pay. There are collective agreement provisions that deal with a substantial change to a job and allow the union to negotiate wage increases. It can also be dealt with through local negotiations and/or through the use of Pay Equity and Job Evaluation plans.

What will this mean in terms of my salary?

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What staffing mix will hospital pharmacies require under new law?Denise Warner is a Pharmacy Technician at Joseph Brant Memorial Hospital in Burlington and Chair of OCHU’s Pharmacy Technician Committee

HOSPITALS CAN STAY AS “STATUS QUO”Staying “status quo” (the conditions that currently exist) will mean using the title “Pharmacy Assistant” and employees will continue with their existing responsibilities. Pharmacy Assistants will dispense under direct supervision of the pharmacist and will not be allowed independent actions, delegated authority; accountability remains with the pharmacist.

OR REQUIRE STAFF TO BE REGULATEDThey can require all Technicians to meet the requirements as a “Regulated Pharmacy Technician” which allows for title protection. Regulated Pharmacy Technicians ( RPhT ) will be recognized as self-regulated and accountable health professionals functioning in a new role. RPhT’s will confirm accuracy and completeness of prepared pharmaceutical products, transfer prescriptions to, or receive from other pharmacies, sign off on technical accuracy of filled prescriptions. Continued, page 2

Deadlines:To complete the PEBC January 1, 2012.To complete the bridging program to be certified as a Regulated Pharmacy Technician: January 1, 2015

Continued from page 1

SOME HOSPITALS MAY WANT A MIXTURE OF BOTH

Some Hospitals will allow for both classifications to work side by side.

WHAT WE NEED TO FIND OUT FROM THE HOSPITALS

Hospitals will determine individually what their specific needs are. There will not be a blanket statement from the OHA. The LHIN’s will not tell the Hospitals what classifications they must use.The Hospitals will determine what their specific needs are and develop a plan.

With the two titles (PA and RPhT) we will need to find out:What is the plan for each Hospital?What will each classification be allowed to do in each Hospital?Will the Hospital allow for both classifications?Will the Hospitals be looking at on-site education?

COLLECTIVE AGREEMENT LANGUAGE THAT APPLIES

It is the position!of CUPE!that depending on the manner of implementation the employer may be under an obligation to fully reimburse employees for all tuition and travel fees in connection with the certification program!and to provide time off with pay!in accordance with articles 9.14, 12.08 and 20.02 of the central collective agreement. It would be very beneficial that when the Hospitals develop new job assignments they work closely with the Unions and the Pharmacy Staff.

Locals will need to negotiate a new rate of pay through local negotiations with the use of Pay Equity and Job Evaluations.

October 1, 2009 Attention: Students, Interns and Pharmacists; Pharmacy Operators, and Prospective Pharmacy Technician Members At the September meeting, Council approved an operating and capital budget for 2010. The operating budget takes into account the additional resources required to address significant changes in the profession that are anticipated in the next couple of years.

Integration of Pharmacy Technicians into the College’s regulatory framework; Legislative changes to expand the scope of practice for the profession, and Technology innovations relating to pharmacy services,

The budget also provides for a probable prosecution of a non-pharmacy operation through the provincial courts. The resulting increased expenses require an adjustment to fees associated with registration, accreditation and renewal. The proposed fee increases amount to approximately 11%. In establishing the proposed fee structure, Council recognized that fees have not been increased for three years and that Council approved a deficit budget for the current operating year 2009 to reduce accumulated reserve funds. Pharmacist Fees: Part A = $600 ($300 partial year)

Part B = $300 Pharmacy Technician Fees: 2/3 of Part A Pharmacist = $400 (partial year $200) Pharmacy Fees: $860 Registration Fees: Filing Fee = $130 Application Fee = $205 Training Fee = $410 Jurisprudence Exam = $200 JP Seminar = $90 Council reviewed the rationale for setting Pharmacy Technician annual fees equal to two thirds that of Part A Pharmacist fees. As communicated to the membership last year, the cost of regulating a profession is the same across membership classes but the Council considered the narrower scope of practice for technicians as warranting a lower fee than pharmacist members. Please click here to view the proposed fee by-law changes or visit www.ocpinfo.com. Comments on the proposed changes should be directed to Connie Campbell, Director, Finance and Administration, ccampbell@ocpinfo.com or 416-962-4861, ext 2225. Sincerely,

Stephen Clement, R.Ph., B.Sc.Phm. President

The impact of these changes in terms of fees to the Ontario College of

Pharmacists is outlined in the letter from Steven Clement, President of the College, to students, Interns and Pharmacists,

Pharmacy Operators and Prospective Pharmacy Technician Members.

For further information, please contact Denise Warner dwarner@cogeco.ca. Please use Regulated as the subject line..