EB group reaches tentative agreement

July 23, 2020

PSAC has reached a tentative agreement that provides increases to wages, no concessions, and improved working conditions for nearly 1,000 members of the Education and Library Science (EB) group under Treasury Board.

In addition to these successful talks, EB members will also be awarded a Phoenix damages settlement to compensate members for the pain and suffering caused by the broken pay system. Please read the update which provides greater detail on the general Phoenix compensation portion of the settlement, as well as the expansion of the claims process for out-of-pocket expenses and for those who suffered major losses because of Phoenix.

EB Group settlement

The PSAC bargaining team successfully secured fair wage increases averaging at 2.11% per year. EB group members would receive the following wage increases:
2018   2019   2020
2.8%   2.2%   1.35%

In addition to these wage increases, the following group-specific wage adjustments and allowances were also secured: ​

  • Implementation of a new, national pay grid for 12-month teachers and instructors.

Other improvements to the EB collective agreement include: ​

  • Increase in maternity related reassignment or leave qualification from 52 to 78 weeks following the birth of a child
  • A new leave provision for members elected to union leadership
  • An increase in meal allowance for overtime from $9 to $12
  • Set timelines for receiving a response to vacation leave requests
  • Improvements to travel time to pay for up to five hours of compensation for any stop-overs
  • Language that emphasizes the importance of professional development activities, such as conferences and workshops, for LS members
  • Commitment from the Employer to consult with the Union in the next review of Treasury Board’s policy on indemnification
  • Commitment from the Employer to prepare informational material on employees’ injury on duty rights and benefits
  • Ability for ED-EST ten-month teachers to use their personal leave in 7.5 or 3.75 segments (Article 60)
  • An MOU for a Joint Committee to address the issues related to teaching time and preparation time for Language Teachers (ED-LAT)
  • An MOU for a Joint Committee to address the teaching of indigenous languages for 10-month teachers at INAC
  • Increases to funding for the Joint Learning Program, including a pilot study on health and safety training

Common issues settlement

Two weeks ago, when we obtained a settlement for the PA group, PSAC also reached a settlement for Treasury Board issues common to all groups. Some of the key improvements include:

  • A one-time payment of $500 in recognition of the extended collective agreement implementation deadline and an additional $50 for every subsequent 90-day delay
  • Ten days of paid Domestic Violence Leave
  • Better language on return to work following a Maternity or Parental Leave, giving more flexibility to parents who wish to change positions within the federal public service
  • Improvements to Parental Leave pay
  • Updated language to match the new legislation including a new extended leave option and the sharing of Parental Leave
  • Expanded supplementary allowance for every week an employee is on extended or shared Parental Leave
  • Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service
  • New Memorandum of Understanding to explore the issues related to childcare in the public service
  • Updated and improved language to match the new legislation on Compassionate Care and Caregiving Leave
  • Better language to allow the use of employer facilities for union activities
  • New Memorandum of Understanding to protect certain working conditions of civilian members of the RCMP
  • New Memorandum of Understanding on mental health in the workplace to support the work of the Centre for Expertise on Mental Health
  • In the event of workforce adjustment, the education allowance has increased to $17,000
  • Deletion of Memorandum of Understanding on Supporting Employee Wellness. As a result, Sick Leave will remain untouched.

Full text and next steps

We will share the final text and full details of the EB group tentative agreement, and common issues agreement, as soon as it becomes available. Shortly thereafter, EB members will be invited to participate in online ratification votes. Details about the votes will be shared as soon as possible.

The PSAC bargaining team unanimously recommends the ratification of the tentative agreement.

To ensure that you receive all updates and can participate in the ratification process, please ensure that you have either updated your contact information on PSAC’s member portal, or that you create an account if you have not done so already.

Source: psacunion.ca/eb-group-reaches-tentative-agreement

 

 

PA group ratification kit (full text of agreement) now available

July 23, 2020

On July 9, PSAC’s PA bargaining team reached a tentative agreement with Treasury Board. The bargaining team unanimously recommends ratification of the new agreement.

The ratification kit which includes the full text of the tentative agreement is now available for download.

Members will soon be invited to participate in an online ratification process. Details will be shared as soon as they are available.

Attachment:
2020-07-22_pa_ratification_kit.pdf

Source: http://psacunion.ca/pa-group-ratification-kit-full-text-agreement-now?_ga=2.41449570.1537710897.1595358281-1121130890.1580157739

TC group reaches tentative agreement

July 21, 2020

PSAC has reached a tentative agreement that provides a fair wage increase, no concessions, and improved working conditions for the nearly 10,000 members in the TC group.

In addition to these successful talks, TC members will also be awarded a Phoenix damages settlement to compensate members for the pain and suffering caused by the broken pay system. Please read the update which provides greater detail on the general Phoenix compensation portion of the settlement, as well as the expansion of the claims process for out-of-pocket expenses and for those who suffered major losses because of Phoenix.

TC group settlement

PSAC’s bargaining team successfully secured fair wage increases averaging at 2.11% per year. TC group members would receive the following wage increases:

2018   2019   2020

2.8%   2.2%   1.35%

In addition to those wage increases, the following group-specific wage adjustments and allowances were also secured: ​

  • EG parity with CFIA: Although we were not able to achieve parity, we have secured a commitment that we can file for arbitration on this issue outside of regular bargaining. We can do so as early as June 2021. We feel that we have very strong arguments to make the case to achieve parity for EG members.
  • Occupational allowances for the following groups shall increase to $3,534:
    Fishery Officers (Appendix Z)
    Environment and Wildlife Enforcement Officers (AA)
    Labour Affairs Officers (DD)
    Measurement Canada Inspectors (EE)
  • Increase to allowance for Search and Rescue coordinators in a Joint Rescue Coordination Centre (CC) to $5,354; expansion of allowance to supervisors, and to qualified EG and GT hovercraft crew members
  • Expansion of allowance for Enforcement and Wildlife Officers at Environment Canada to cover GT-06 and GT-07 levels (AA)
  • Expansion of the $2,500 allowance to cover all EG and TIs working in fleet maintenance facilities (BB) including those at 202 Workshop Depot
  • Expansion of the allowance for Labour Affairs Officers to cover TI-06 levels (DD)
  • Expansion of the allowance to TI employees at the Canadian Grain Commission (EE)
  • Improvement in allowance for certain shore-based positions at the Canadian Coast Guard (W): increase of ~$2,100 to the amounts payable to the GT-06 and GT-07 level and expansion in scope.
  • Improvement to Transportation of Dangerous Goods allowance, now payable as a monthly allowance of $75 rather than a daily allowance of $3.50.

Other improvements to the TC collective agreement include: ​

  • Several leave improvements including for a person who stands in place of a relative for:
    Leave without Pay for the Care of the family
    Bereavement Leave
    Leave with Pay for Family-Related Responsibilities
  • An increase in meal allowance for overtime from $10 to $12
  • Improvements to travel time to pay for up to five hours compensation for any stop-overs
  • Employees in the Sea Lamprey Control Unit (Appendix I): Improvement in overtime compensation – 1.75X rate will be paid during field season
  • Increases to funding for the Joint Learning Program, including a pilot study on health and safety training
  • Memorandum of Understanding for a Joint Study on employee support mechanisms for employees who in the course of their duties are exposed to explicit and disturbing material, and/or potentially threatening situations
  • Memorandum of Understanding for Joint Review of hours of work and applicability of travel status for Fishery Officers working offshore surveillance at DFO (Appendix C) to make proposals and inform next round of bargaining.
  • Deletion of language in Appendix K which places limits on when EGs can request vacation
  • Memorandum of Understanding regarding the Occupational Group Structure (OGS) review

Common issues settlement

Two weeks ago, when we obtained a settlement for the PA group, PSAC also reached a settlement for Treasury Board issues common to all groups. Some of the key improvements include:

  • A one-time payment of $500 in recognition of the extended collective agreement implementation deadline and an additional $50 for every subsequent 90-day delay
  • Ten days of paid Domestic Violence Leave
  • Better language on return to work following a Maternity or Parental Leave, giving more flexibility to parents who wish to change positions within the federal public service
  • Improvements to Parental Leave pay
  • Updated language to match the new legislation including a new extended leave option and the sharing of Parental Leave
  • Expanded supplementary allowance for every week an employee is on extended or shared Parental Leave
  • Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service
  • New Memorandum of Understanding to explore the issues related to childcare in the public service
  • Updated and improved language to match the new legislation on Compassionate Care and Caregiving Leave
  • Better language to allow the use of employer facilities for union activities
  • New Memorandum of Understanding to protect certain working conditions of civilian members of the RCMP
  • New Memorandum of Understanding on mental health in the workplace to support the work of the Centre for Expertise on Mental Health
  • In the event of workforce adjustment, the education allowance has increased to $17,000
  • Deletion of Memorandum of Understanding on Supporting Employee Wellness. As a result, Sick Leave will remain untouched.

Full text and next steps

We will share the final text and full details of the TC group tentative agreement, and common issues agreement, as soon as it becomes available. Shortly thereafter, TC members will be invited to participate in online ratification votes. Details about the votes will be shared as soon as possible.

The PSAC bargaining team unanimously recommends the ratification of the tentative agreement.

To ensure that you receive all updates and can participate in the ratification process, please ensure that you have either updated your contact information on PSAC’s member portal, or that you create an account if you have not done so already.

Source: http://psacunion.ca/tc-group-reaches-tentative-agreement

Clarification on the Phoenix Damages

UNE has been given clarification from PSAC with respect to the PSAC Communications re: Phoenix-related damages.

1. The ratification process for Treasury Board (TBS) units had two conditions. One, that we arrive at a tentative agreement at PA and two, that the agreement would be ratified by the PSAC which occurred when the NBOD ratified the damages agreement on July 3, 2020.

2. Parallel agreements will need to be concluded for the following units under TBS control. There has been a commitment by TBS to fund these agreements:

Separate Agencies

  • Parks Canada Agency
  • Statistical Survey Operations (SSO) (Regional Offices/Field Survey Interviewers)
  • Office of the Auditor General of Canada (OAG)
  • Office of the Superintendent of Financial Institutions (OSFI)
  • Social Sciences and Humanities Research Council (SSHRC) (Administrative and Foreign Service/Administrative Support)

3. The following groups will need to be settled/bargained for separately. These groups are outside of TBS control:

Parliamentary Precinct or Crown Corporations

  • Library of Parliament
  • House of Commons
  • Senate
  • Canadian Centre for Occupational Health and Safety (CCOHS)
  • National Battlefields Commission (NBC)

The details of the memorandum agreement with respect to all aspects of Phoenix damages will be relayed by PSAC Communications.

 

Bargaining resumes for TC, EB & SV members

July 14, 2020

With the successful conclusion of bargaining for the Program and Administrative Services (PA) group, three more Treasury Board bargaining groups will be returning to their respective tables.

The Technical Services (TC) group and the Education and Library Science (EB) group have both resumed negotiations today and will be in bargaining until July 17. The Operational Services (SV) group will be resuming their negotiations the following week, July 21 to 24.

The TC group is looking for the following contract improvements:

  • Wage parity with comparable jobs
  • CFIA comparability for those classified as EGs
    Group specific allowances
  • Fair classification and a new occupational group structure

The EB group is looking for the following contract improvements:

  • Wage parity with comparable jobs
  • New national rate of pay for teachers who work for 12 months (ED-EST)
  • Allowance for union members who teach Indigenous languages
  • Improvements to professional development

The SV group is looking for the following contract improvements:

  • Wage adjustments
  • Improved allowances
  • Hours of work (move from 40 to 37.5 hours per week – with no loss in total annual pay)
  • Protections against contracting out
  • No concessions

Updates for each group will be provided once negotiations for this round wrap up.

Source: http://psacunion.ca/bargaining-resumes-tc-eb-sv-members?_ga=2.44577956.1490531924.1594813664-722671214.1553177201

Deal reached for Phoenix damages, PA group and common issues

July 9, 2020

In a victory for federal public service workers who have gone above and beyond to support Canadians during this pandemic, PSAC has reached a tentative agreement that provides fair wages, no concessions, and improved working conditions for the 70,000 members of the PA group, and Treasury Board common issues.

Alongside these successful talks, PSAC has also secured proper compensation for Phoenix damages to be paid to PSAC members for the pain and suffering caused by the broken pay system.

Phoenix damages

PSAC successfully negotiated a Phoenix damages settlement that is significantly better than the employer’s deal with other federal bargaining agents. Last year, PSAC rejected the government’s meagre offer of 5 days of cashable leave, which was too little and would have rewarded those who earn more while punishing workers who make less. The current agreement provides PSAC members with a fair and equitable lump sum payment of $2,500.

Unlike the tentative deal for Treasury Board bargaining that must be voted on by PSAC members in the near future, the Phoenix damages agreement required ratification by the PSAC National Board of Directors. The Board voted unanimously in favour of the offer on July 3, 2020.

Please read the following update which provides greater detail on the general Phoenix compensation portion of the settlement, as well as the expansion of the claims process for out-of-pocket expenses and for those who suffered major losses because of Phoenix.

PA Group settlement

The PSAC bargaining team successfully secured fair wage increases averaging at 2.11% per year.

PA group members would receive the following wage increases:

2018  2019  2020
2.8%  2.2%  1.35%

In addition to those wage increases, the following group-specific wage adjustments and allowances were also secured: ​

  • Improved retention allowance expanded for all employees working in compensation operations to $3,500 per year
  • A new $3,000 annual allowance for armed Fishery Officers
  • A new Primary Responsibility Allowance of $2,000 per year for parole officers and parole officer supervisors

Other improvements to the PA collective agreement include: ​

  • Increase in maternity related reassignment or leave qualification from 52 to 78 weeks following the birth of a child
  • Several leave improvements including for a person who stands in place of a relative for:
  • Leave without pay for the care of the family
  • Bereavement leave
  • Leave with pay for family-related responsibilities
  • A new leave provision for members elected to union leadership
  • An increase in meal allowance for overtime from $10 to $12
  • New language to clarify that the Employer shall provide an unpaid meal break of a minimum of thirty (30) minutes per full working day, normally at the mid-point of the working day
  • Renewal and update of a memorandum of understanding on a Joint Study on the Work Environment for Employees Working in Call Centres
  • New provision that provides call centre employees with training on crisis intervention and coping
  • Increases to funding for the Joint Learning Program, including a pilot study on health and safety training
  • Language that explicitly provides breaks for nursing employees (to nurse or express breast milk)
  • Memorandum of understanding for a Joint Study on employee support mechanisms for employees who in the course of their duties are exposed to explicit and disturbing material, and/or potentially threatening situations
  • Joint committee to review the use of Indigenous languages in the federal public service, examine Indigenous language skills in the performance of employee duties and consider the advantages that Indigenous language speakers bring to the public service
  • Memorandum of understanding regarding Occupational Group Structure (OGS) review

Common issues settlement

Alongside negotiations for the PA group, PSAC bargaining teams for the TC, EB and SV groups also joined talks to reach a settlement for Treasury Board issues common to all groups. Some of the key improvements include:

  • A one-time payment of $500 in recognition of the extended collective agreement implementation deadline and an additional $50 for every subsequent 90-day delay
  • 10 days of paid domestic violence leave
  • Better language on return to work following a maternity or parental leave, giving more flexibility to parents who wish to change positions within the federal public service.
  • Improvements to parental leave pay

Updated language to match the new legislation including a new extended leave option and the sharing of parental leave
Expanded supplementary allowance for every week an employee is on extended or shared parental leave
Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service.

  • New memorandum of understanding to explore the issues related to childcare in the public service
  • Updated and improved language to match the new legislation on compassionate care and caregiving leave
  • Better language to allow the use of employer facilities for union activities
  • New memorandum of understanding to protect certain working conditions of civilian members of the RCMP
  • New memorandum of understanding on mental health in the workplace to support the work of the Centre for Expertise on Mental Health
  • In the event of workforce adjustment, the education allowance has increased to $17,000
  • Deletion of Memorandum of Understanding on Supporting Employee Wellness. As a result, sick leave will remain untouched.

Full text and next steps

In the coming days when the final text and full details of the tentative agreement for the PA group and common issues are available, they will be shared with the membership. PA members will shortly thereafter be invited to participate in online ratification votes. Details about the votes will be shared as soon as possible.

The PSAC bargaining team unanimously recommends the ratification of the tentative agreement.

To ensure that you receive all updates and can participate in the ratification process, please ensure that you have either updated your contact information on the PSAC’s member portal, or that you create an account if you have not done so already.

Other PSAC bargaining groups
Bargaining dates for the SV group will be announced in the weeks to come. Negotiations for the EB, TC and Canada Revenue Agency groups will resume next week.

Source: http://psacunion.ca/deal-reached-for-phoenix-damages-pa-group-common-issues

 

Important information for SSO Members

July 2, 2020

UNE recently became aware that the Employer started reducing field interviewers’ 3rd quarter Average Work Weeks (AWWs) starting July 1, 2020. This situation could apply to many field interviewers and regional office employees throughout all 3 regions.

To minimize the financial impact, employees are encouraged to apply for the Canada Emergency Response Benefit (CERB) if they earn $1000 a month or less.

Please ensure that you apply for the CERB through either Service Canada or the Canada Revenue Agency (CRA), not both. Before applying for the CERB, please check if you are eligible to receive it.

UNE and PSAC remain in close contact with the Employer to provide you with the latest updates on this evolving situation.

If you have questions or concerns, please contact a member of your Local Executive:

UNE Locals with SSO members – Field Interviewers
UNE Locals with SSO members – Regional Offices

Gaps remain in government’s return to workplace plan

June 26, 2020

This week, the government released its guidelines for federal public service workers to return to the office as COVID-19 restrictions begin to ease across the country. The plan doesn’t outline when employees will be asked to return to the workplace, instead leaving it up to each department to gradually transition their staff based on a series of conditions that must first be met.

Treasury Board has implemented a number of PSAC’s recommendations, including a clear acknowledgement that collective agreements will be respected, recognition that improving access to mental health support is necessary, and that health and safety committees and unions will be consulted.

The guidelines also acknowledge that many workers won’t be able to return to the office until they have access to important services like child care and schools for their children. Further, they recognize other important preconditions like the availability of PPE; the ability to prepare and maintain a clean and safe physical space; and the coordination mechanisms needed to plan, supervise and monitor the transition.

PSAC has some concerns with the current guidelines:

  • Since department heads will oversee the return to workplaces, there is a risk that the guidelines will not be followed consistently across the federal public service. Local managers should not be allowed to create unequal working conditions between departments.
  • We want to make sure that appropriate scientific experts are determining whether worksites are safe and what personal protective equipment is required – not local managers
  • We expect workers to get at least two weeks’ notice before they’re asked to return to the workplace.
  • There was little about consulting employment equity committees on issues related to return to the workplace for designated groups, including people with disabilities. We urged the government to commit to a process that takes into account COVID-19’s impact on diverse groups such as women, racialized workers, LGBTQ2+ workers, Indigenous workers and those with disabilities.

Until there is a vaccine, keeping both our members and the public safe means allowing employees to work remotely for as long as needed, and ensuring workplaces have all the appropriate safety measures in place should they return to the workplace.

New telework policy?

As he announced the new guidelines, Treasury Board President Jean-Yves Duclos said that one lesson learned from the pandemic is that it’s possible and perhaps practical for some public servants to work from home permanently. He added that the government has started reflecting on the number of offices and office spaces that they want over the next few years.

COVID-19 has created an opportunity to rethink telework in the federal public service, but changes to our members’ working conditions must be negotiated with our union in full consultation with the membership.

Source: PSAC

For the Public Good: The growing threat of privatization and workers’ proposals to protect our future

PSAC has been one of several unions participating in the Canadian Labour Congress’ Task Force on New Forms of Privatization. On June 25, the Task Force has released its report For the Public Good: The growing threat of privatization and workers’ proposals to protect our future.

The report is the culmination of a thorough analysis of new forms of privatization, in particular social impact bonds (SIBs), pension fund and investor participation in privatized infrastructure, and new federal agencies that motivate and support privatization of services and infrastructure. Which by any measure, should be fully within the public sector in order to serve the public interest. These agencies – The Canada Infrastructure Bank, FinDev Canada, and the Social Finance Fund, along with more traditional forms of privatization, all contribute to the growing instability in public services, at a time when we, more than ever, need a robust public service to ensure competent and effective services for Canadians.

While largely written prior to the COVID19 pandemic, the report does raise the critical role that public services have had in Canada’s response to the crisis. Public sector workers – PSAC members – have been doing this critical work across the country – at the control hub of the response at the Public Health Agency of Canada, in food plants ensuring our food is safe, at our borders and our airports, delivering emergency benefits to workers and to businesses, developing and testing vaccines and treatments.

In some sectors, privatization has resulted in devastating loss of life. We only need to look at the privatized Long-Term Care homes to see the very real, and very tragic results when profit comes before people.

The report outlines a hopeful path forward, bringing public services back in house, and furthering best practices for publicly funded, built and maintained infrastructure that will be critical to not only the recovery from the economic crisis stemming from the COVID19 pandemic, but will also be instrumental in better weathering future crises, whether pandemics, climate change or other.