Tag Archives: bargaining

FB bargaining dates set; all PSAC members at CBSA to receive Phoenix damages

Photo of a border services officer with the words bargaining - FB group

All PSAC members working at Canada Border Services Agency will receive Phoenix damages compensation while bargaining continues for FB members.

Last year, PSAC rejected the government’s meagre Phoenix settlement offer of five days of cashable leave because it wasn’t equitable and was far too little to compensate for the damage caused by the disastrous pay system.

Instead, PSAC negotiated a far better Phoenix damages agreement that provides a $2,500 lump sum payment to be distributed to all PSAC members who have been directly or indirectly impacted by the Phoenix pay system. This new agreement is a substantial improvement from the five days of leave accepted by CSN/UCCO-SACC, PIPSC and all other federal bargaining agents.

The agreement – which all PSAC members at CBSA will receive independent of the bargaining process – will help make PSAC members whole for over four years of hardships caused by the Phoenix pay system.

The agreement has three main elements:   

  • General damages compensation for all (i.e.: the $2,500 lump sum);
  • An improvement to the current claims process for out-of-pocket expenses and financial losses;
  • Compensation for severe impacts and other demonstrable cases.

Due to the work required to implement new collective agreements and retroactive pay for over 120,000 PSAC members, we anticipate a delay, but the employer has committed to balancing these priorities in order to process Phoenix damages as soon as possible.

For greater details please read our summary of the deal and review our FAQ.

Dates set for FB negotiations

Our bargaining team is scheduled to return to negotiations from September 23 to 25. We remain at odds with CBSA/Treasury Board over several issues – from shift scheduling and firearm practice time to leave with income averaging and protections against excessive discipline on the part of CBSA management.  Due to the timeline of the previous round of bargaining, we are currently at an earlier stage in the process compared to other federal tables that recently reached tentative agreements. 

As always, we are committed to achieving a fair contract that makes CBSA a better place to work.

To review the package of proposals that we tabled as well as those of the employer, visitpsacunion.ca/fb-group and ciu-sdi.ca/issue/fb-group-bargaining. We’ll continue to provide updates throughout the bargaining process.

The original version of this article was first posted on the PSAC website.

SV group reaches tentative agreement

Flag of CIU with "bargaining" on top

PSAC has reached a tentative agreement that provides increases to wages, no concessions, improved working conditions and a breakthrough increase to the shift premium rate for nearly 10,000 members of the Operational Services (SV) group under Treasury Board.

In addition to these successful talks, SV 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.

SV Group settlement

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

  • An increase of 12.5% to the flat rate amounts for the firefighter Long service pay
  • A wage adjustment of 9% in the 3rd year of the agreement for lightkeepers (LI)
  • An increase to the allowance for refrigeration HVAC technicians (GL-MAM) from $8,000 to $8,480
  • An increase to the lightkeeper’s supplementary allowance from $2,237 to $2,371 for one- and two-employee stations, and from $1,917 to $2,032 for four-employee stations
  • An increase to the meals and quarter allowance for ships’ crews (SC) from $10.50 to $13 for workdays less than 12 hours and $11.50 to $14 for workdays more than 12 hours.
  • An increase to the rescue specialist allowance for ships’ crews from $136 to $175 per month
  • An increase to the armed board allowance for ships’ crews from $158 to $175 per month
  • An increase to the diving duty allowance for ships’ crews from $821 to $858 per year

Other improvements to the SV collective agreement include: 

  • An increase of 12.5% to the shift premium from $2.00 to $2.25 per hour
  • An expansion of the definition of family for the purpose of care of family, family-related leave responsibilities, and bereavement leave articles
  • An increase to the meal allowance for overtime from $10 to $12
  • Improvements to travel time to pay for up to five hours of compensation for any stopovers

Common issues settlement

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 SV group tentative agreement, and common issues agreement, as soon as it becomes available. Shortly thereafter, SV 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.

The original version of this article was first posted on the PSAC website.

PSAC filing legal challenge against Canada Border Services Agency

Photo of a border services officer with the words bargaining - FB group

Earlier this month, Canada Border Services Agency (CBSA) management at Toronto Postal Operations created new shifts and began assigning students – without managerial supervision – to work these shifts. CBSA management has also refused to offer these shifts as overtime to Border Services Officers (BSOs).

Our PSAC-CIU bargaining team has made proposals in national negotiations concerning protections against unilateral changes to schedules and to protect our bargaining unit work. We’re in favour of students getting training and opportunities for work experience, but they should not be used to replace trained officers at CBSA ports of entry. Our proposals in negotiations would ensure that students are not being used as cheap labour by the employer.

Labour law guarantees that while we are in bargaining, our current terms and conditions are frozen, unless the union consents to changes CBSA wants to make. We are opposed to BSOs being replaced by students. We do not agree with CBSA’s scheduling changes.

As a result, PSAC has filed a statutory freeze complaint with the Federal Public Sector Labour Relations and Employment Board against CBSA and Treasury Board.

PSAC will also be taking legal action against CBSA over unilateral scheduling changes implemented at the Vancouver International Mail Centre.

We will uphold and defend our rights.

Negotiations

Last month, Treasury Board announced that its negotiator for the FB group is leaving. After our bargaining team reached out to Treasury Board demanding an update, we were notified that a replacement has been hired. We’ve proposed dates in September to resume negotiations. We are ready to get back the table and get CBSA/Treasury Board moving on workplace issues that need to be addressed.

To review the package of proposals that we tabled as well as those of the employer, visit psacunion.ca/fb-group and ciu-sdi.ca/issue/fb-group-bargaining. We’ll continue to provide updates throughout the bargaining process.

The original version of this article was first posted on the PSAC website.

EB group reaches tentative agreement

Flag of CIU with "bargaining" on top

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.

The original version of this article was first posted on the PSAC website.