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

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

 

Bargaining to resume for 100,000 PSAC members

After months of pressure from PSAC and its members, the federal government has agreed to return to the bargaining table. Negotiations for 70,000 federal public service workers in the PA group – PSAC’s largest bargaining unit – will resume with Treasury Board June 23 to July 3. It will include Treasury Board common issues and Phoenix damages.

Bargaining will also resume for nearly 30,000 PSAC-UTE members at Canada Revenue Agency the week of July 6.

“Elsewhere in Canada, the need to provide stability and fair compensation to public service workers during this pandemic was recognized months ago – provinces, municipalities and large employers across the country have been negotiating and settling contracts,” said PSAC National President Chris Aylward. “It’s high time the federal government did the same for their employees.”

Throughout the pandemic, PSAC members have been on the front lines battling the virus and delivering emergency financial support to millions of Canadians. They continue to provide critical services despite not having a new contract or wage increases in up to four years.

They also continue to endure Phoenix pay issues and have yet to be fairly compensated for their financial hardships.

“The government has clearly listened to the more than 15,000 PSAC members who wrote to them in recent weeks urging Treasury Board to get back to the table,” said Aylward. “It shouldn’t take that kind of pressure to get back to negotiations, but I’m grateful to our members for supporting our bargaining teams in such large numbers.”

“And it’s a welcome change to see the government – during National Public Service Week no less – move from kind words about our members, to action,” added Aylward. “Now they have to show up with a mandate to reach a fair settlement without any more delays.”

Updates for other Treasury Board bargaining units will be coming soon.

Message from the UNE National President on National Public Service Week

Members of the UNE Family,

This week is National Public Service Week (NPSW). Its goal is to “recognize the value of the services rendered by federal public service employees” and to “acknowledge the contribution of federal public service employees to the federal administration.”

Since the COVID-19 outbreak started, our members have been exemplary and stepped up to the plate and made sure federal public services were delivered. Whether our members are performing critical work or working remotely from their homes, they adapted quickly to an unprecedented situation.

Many of our members under federal jurisdiction are still attempting to negotiate a fair and just collective agreement including separate employers members, Treasury Board members at the Program and Administrative Services (PA), Operational Services (SV), Technical Services (TC), and Education and Library Science (EB) bargaining tables, Parks Canada members, and Statistical Survey Operations (SSO) members.

UNE members have been here for Canada during the pandemic, so we expect the Government of Canada to be there for them, if they truly value their workforce, and return to the bargaining table.

Respectfully and in Solidarity,

Kevin King
UNE National President

PSAC to government: Keep public services stable, head back to the bargaining table

Statement from PSAC National President Chris Aylward: 

Over the last two months of the COVID-19 pandemic, PSAC members have been on the frontlines battling the virus and delivering emergency financial support to millions of Canadians. They continue to provide these critical services, they do so without a new contract, and many have not seen wage increases for up to four years.

It’s time for the federal government to fix this by heading back to the bargaining table and reaching a settlement for over 140,000 public service workers.

PSAC members  are putting Canadians first during this unprecedented crisis. They work around the clock to deliver benefits, and they face the virus head-on every day at our borders, in our federal penitentiaries, in meat packing plants as they inspect our food, and the list goes on. Thousands have also stepped forward to do completely new jobs wherever there has been a need to support the government’s relief efforts. They want to keep working but they also want a fair contract.

Elsewhere in Canada, the need to provide stability and fair compensation to public service workers during this pandemic has been recognized. The government of Ontario bargained and settled with its teachers’ unions in the first weeks of the crisis, and the Quebec government is at the bargaining table with unions representing over 500,000 public sector workers. Even large federal employers like Canada Post reached a tentative agreement with PSAC members just days ago.

And in response to the pandemic the government implemented massive changes at lightning speed across the public service (with the help of PSAC members), yet they have refused to move forward on the comparably modest task of settling a round of bargaining.

There is no reason for the federal government to delay. Canadians need a stable public service that is well supported during this difficult time, and our members certainly deserve to have their basic right to a fair contract respected.

We should also keep in mind that these are the same workers who continue to experience four years of Phoenix pay nightmares and have yet to be compensated for their hardships.

We are urging the federal government to get their negotiators back to the table with a mandate to reach a fair settlement to the benefit of PSAC members and all Canadians.

PA group: Summer leave request deadline extended due to COVID-19

PSAC has successfully negotiated an extension to May 15, 2020 for members of the PA group to submit summer leave requests in light of the COVID-19 pandemic.

PSAC and Treasury Board agreed to push back the deadline from April 15 in a memorandum of agreement signed this week. The employer’s deadline to respond to leave requests will also be extended to June 1.

However, employees who want to submit annual leave requests for the first two weeks of June must do so before April 15, and the employer will make every reasonable effort to respond before May 1.

The deadline may be extended depending on the duration of the pandemic.

Public Interest Commission report ties Parks Canada workers’ fate to PA group

An uneventful Public Interest Commission (PIC) report has intertwined the fate of 5,800 Parks Canada workers with PSAC’s largest bargaining unit – the PA group.

The recently published report unfortunately made little to no recommendations, instead it draws a parallel between the Parks bargaining table and PSAC’s PA bargaining table. The report quotes directly from the PA PIC report, and states that without the major common issues being resolved, such as Phoenix compensation and higher wage increases, the parties will find it difficult to reach a tentative agreement.  

PSAC is disappointed that the PIC did not explicitly make specific recommendations on key Parks issues such as:

  • parity with the core public service;
  • Phoenix pay protections and remedies;
  • a competitive wage increase;
  • fair compensation for Park Wardens;
  • work life balance initiatives, such as improved maternity and parental leave;
  • protections in the workplace; and
  • fairness for seasonal and term workers.

However, the PIC did acknowledge the struggle Parks Canada workers have had in achieving parity with the core public service since Parks was made a separate agency nearly 20 years ago. The report suggests parity with the core is an issue that will need to be addressed if the Parks Canada Agency hopes to reach an agreement with Parks members.

Next steps

Although National President Chris Aylward has authorized strike votes for the Parks bargaining unit, all strike votes are currently suspended until March 30. At that time the union will re-evaluate whether to continue the suspension or resume the strike votes. 

Despite the suspension of votes, PSAC will continue to bargain for all units currently in negotiations.

We will be updating our national and regional websites, social media, as well as sending information by email as the situation develops. We encourage all our members to check these resources regularly and subscribe to our mailing list.

Source: http://psacunion.ca/public-interest-commission-report-ties-parks