Tuesday, February 23, 2010

CGI Selected by Sunnybrook Health Sciences Centre for Health Enterprise Content Management

Fairfax, Virginia; Toronto, Ontario, February 23, 2010 - CGI Group, Inc. (NYSE: GIB; TSX: GIB.A), today announced it signed a multi-year, $2.2 million contract with Sunnybrook Health Sciences Centre, Toronto, Ontario (Sunnybrook).  CGI will implement its Sovera®, enterprise content management and workflow automation solution while providing ongoing software maintenance and support services to the system’s users.

CGI’s Sovera complete digital records management system provides secure, instant access to patient information enterprise-wide which results in increased staff productivity, improved customer service, and enhanced patient care.  Built on two award-winning platforms, IBM Enterprise Content Management and Datacap Taskmaster for Capture and Forms Processing, Sovera automates medical records workflow processes including: medical coding, chart review, analysis and completion, and records release.

Sunnybrook comprises 3 campuses with 10,000 staff, physicians and volunteers who serve more than one million patients each year.  Over the last 60 years, Sunnybrook has evolved from its original role as a Veterans’ hospital into a centre of excellence in patient care, education and research.

“We chose CGI’s Sovera solution after a comprehensive market search and a review of CGI’s and Sovera’s integration capabilities,” said Sam Marafioti, CIO of Sunnybrook.  “We needed a solution that met our technical and business objectives to enhance clinical productivity and the effectiveness of our clinical staff, while continuing quality of care and ensuring patient safety.”

“We are very pleased to partner with Sunnybrook Health Sciences Centre to implement our content management solution in their medical records area” said Steve Bock, Director of the Healthcare Solutions Group at CGI.  “Sovera will help Sunnybrook meet their business goals and objectives of reducing costs, improving efficiencies, and creating a paperless environment while maintaining their outstanding standard for patient care.”

CGI provides a full suite of health IT solutions with an emphasis on electronic medical records (EMR), health information exchange (HIE), quality initiatives and operational efficiency improvements. Website:  www.cgi.com/healthcare.
About CGI
Founded in 1976, CGI Group Inc. is an information technology and business process services firm. CGI and its affiliated companies employ approximately 26,000 professionals. CGI provides end-to-end IT and business process services to clients worldwide from offices in the United StatesCanada, Europe and Asia Pacific as well as from centers of excellence in North America, Europe and India. As at December 31, 2009, CGI's order backlog was $11.4 billion. CGI shares are listed on the NYSE (GIB) and the TSX (GIB.A) and are included in the S&P/TSX Composite Index as well as the S&P/TSX Capped Information Technology and MidCap Indices. Website: www.cgi.com.

Monday, February 22, 2010

Arbitrator Rules in MGEU's Favour on HCSS Part-Time Vacation Entitlement

February 5, 2010
In December, an arbitration was held on the issue of vacation for part-time employees in Health Care Support Services. The MGEU is pleased to announce that the arbitrator’s decision, which was handed down today, upheld the MGEU’s position in its entirety.
The arbitrator ruled that the language proposed by the Union will become part of the collective agreement. The decision confirms that part-time employees’ actual vacation entitlement will be based on years of service and not pro-rated on an employee’s EFT.
The new language (which was designed to fit into the South Eastman collective agreement and will have to be modified to fit into some of the other MGEU agreements) will read as follows:
20:05 Delete in its entirety and replace with the following:
20:05 Annual Vacations
(a) Entitlement to Vacation Pay
Part-time employees shall earn and accrue entitlement to vacation pay on a pro-rata basis in accordance with the following formula:
Hours Paid at Regular Rate/ Full-time Hours = Pro-rating factor
[Example of Entitlement to Vacation Pay:
Employee A is a part-time employee, listed as .5EFT. In the previous year, A worked more than .5 of the full-time hours, and in fact worked 1410 hours. A's entitlement to vacation pay would be based on a pro-rating factor of:

1410/2015 = .7 pro-rating factor]
(b) Entitlement to Vacation Time
Actual entitlement to vacation time for part-time employees shall be based on years of service as provided for in Article 16:03.
[Example of Entitlement to Vacation Time: Employee A is in his/her 5th year of employment. Employee A is entitled to 20 working days per year of vacation time. For greater certainty, the term "working days" means days on which Employee A is regularly scheduled to work.]
(c) Entitlement to Receive Vacation Pay and Vacation Time
(i) Initial Selection of Vacation Time
Part-time employees shall have an initial right to indicate their preference to dates on the basis of the procedure set out at Article 16:05. During this initial procedure for vacation selection, part-time employees shall be allowed to indicate their preference up to a maximum on the basis of the pro the following formula:
Pro-rating factor x entitlement to vacation time = number of vacation days (working days)
[Example of Initial Selection: During the initial selection procedure set out at Article 16:05, Employee A shall have the right to indicate in writing his/her preference as to the following maximum number of vacation dates:
.7 x 20 = 14 working days]
(ii) Selecting the Balance of the Vacation Time
After the initial selection set out in sub-section (i) above has been completed, the selection of the balance of vacation time shall be at the option of the part-time employee but shall be governed by the last sentence of paragraph 1 of Article 16:05.
[Example of Selecting the Balance of Vacation Time:
Employee A would have the option to select the following number of working days in order to exhaust his/her vacation time entitlement:
.3 x 20 = 6 working days
Alternate Example: In the event that Employee A chose to select 12 working days of vacation time in the initial selection, Employee A would have the option to later select up to 8 working days in order to exhaust his/her vacation time entitlement.]
(iii) Operational Requirements
The provisions of Article 16:05 dealing with operational requirements apply equally to the selection procedures set out in sub-sections (i) and (ii) above.
(iv) Receipt of Vacation Pay
Unless a part-time employee requests to be paid in accordance with one of the four options set out below, and to the extent that he or she still has unused vacation pay, a parttime employee shall be paid his or her regular rate of pay for the number of hours he or she was scheduled to work on the working day taken as vacation time. An employee may choose to request to receive vacation pay in accordance with the one of the four options:
(a) partial pay divided equally over his/her entire vacation time entitlement; or
(b) full pay for vacation days up to such point as his or her vacation pay is exhausted; or
(c) a combination of (a) or (b) above; or
(d) partial or full vacation pay as set out above for a portion of the vacation time and the balance of vacation pay in a lump sum regardless of whether the part-time employee intends to take any unused vacation time at a future date in the vacation year.
20:06 Delete