ICBC – Unpaid overtime and working for free must stop!

In March, we did a survey of the Claims Specialists covering several topics to get a sense of how they felt about their work and their employer. One of the results that concerned us was the amount of unpaid overtime reported.

Previously, we had heard that people were working unpaid overtime and through breaks, fully 75% of respondents reported to doing just that, an astonishing and distressing figure.

We have also heard that this is an issue in Claims, in Recovery Services, in Material Damage, and lately at Driver Licensing Offices, where people are cutting their breaks short and working unpaid overtime as well. Clearly, this seems to be a wide spread problem.

Friends, this must stop now.

We know that ICBC staff are passionate about their work and incredibly dedicated to the customers they serve. Your managers and customers should be incredibly grateful for your dedication and hard work. We are very proud to tell people outside our union how deeply committed the staff at ICBC are to their customers. However, your commitment must not come at your personal expense.

Why is Unpaid Overtime, including Working Through Breaks, a Problem?

To begin with, it is a violation of our collective agreement. Article 14.04 states that “…time worked in excess of the regular daily or weekly hours of work …shall be paid at overtime rates…”

Unpaid overtime = less staff and less support. Let’s do the math. If 75% of our 5,000 members work even three hours a week of unpaid work, that is the equivalent of about 300 jobs. Imagine what it would be like in your department if you had more staff. If you work unpaid overtime, there will be less reason for your employer to staff appropriately.

Your mental and physical health must be your top priority. In the Claims Specialist survey, 2/3 of the respondents told us that their work at ICBC impacts their mental health. This is another astonishing and distressing figure. We know from years of emails and surveys that ICBC staff are suffering, however, working unpaid overtime is not a solution. We must stop putting the customers’ and business partners’ needs ahead of our health.

Workload will never be resolved through unpaid overtime. If anything, unpaid overtime will make the problem worse in the long run. Working a little longer, missing breaks or starting early, has never solved the workload problem and it never will. If we want to fix the workload problem, you need to work your hours, continue to do your best work, and let what you can’t get done, pile up.

So What Can We Do?

The first thing is to stop working unpaid overtime!

That might seem like a simple answer to a complex issue, and we know it is easier said than done. However, here are some tips you can use to take control of your situation.

1. Email your manager with the work that you need to get completed. Advise them what the impact would be if you are unable to complete the work, (e.g. impact to your mental health, unanswered emails/phone calls, delayed review of transferred files, late reports, delayed road tests, rushed PPE time, missed deadlines, etc.) Ask for overtime, assistance, or other remedies so that you can complete the work and safeguard your mental wellness. If your manager does not approve overtime, do not work additional time. Leave the work to the next day. We do not want anyone to be disciplined for defying a direct order.
2. If you inadvertently work additional time, complete your online reporting form. This should also include your unpaid lunch break if you worked through that time. Report it to your manager immediately.
3. Keep a copy of any online claim should it be needed for a grievance if the employer denies your claim.
4. Take care of your mental health. Taking your breaks and limiting your hours of work, will help you to take back some control of your work and your mental wellness. If you need support, you can also take advantage of the confidential Joint Employee Assistance Program 1-866-395-9191.
5. Remind yourself that the work — the files, claims, road tests and appointments – is the employer’s not yours. Don’t take this on yourself.

Friends, it is time that we took control of our hours of work. We must not allow ourselves to work through breaks, start early or work late for free. If we can’t get the work done in the time we have allotted to us each day, then that problem needs to be addressed properly by ICBC. Donating your personal time to customers is a laudable sentiment, but ultimately, it isn’t in your best interests.

In solidarity,

Annette Toth, Vice-President
Kevin Smyth, Senior Union Representative