On January 21, 2017, after two-and-a-half years of negotiations, our TC bargaining team finally reached a tentative agreement with Treasury Board. Our bargaining team unanimously recommends ratification of this tentative agreement.
If ratified, the settlement will improve our members’ working conditions in several ways. These improvements are the product of the hard work and dedication of both our team and the membership over the course of this round of bargaining. The duration of this new agreement is June 21, 2014 to June 21, 2018.
HIGHLIGHTS OF OUR TENTATIVE AGREEMENT
The tentative agreement contains significant improvements to monetary compensation for members. This includes economic increases and wage adjustments for all members, and allowances paid to specific occupations, including Fishery Officers, Enforcement and Wildlife Officers, Labour Affairs Officers, and TIs at Measurement Canada. Further details are provided below.
The total compensation for all TC group members amounts to a minimum increase of five-and-a-half percent over the four years of the collective agreement, plus a $650 signing bonus for TC members who are not in receipt of a salary adjustment (see details below) and who are employed in the TC bargaining unit at the time of signing of the new agreement.
- Effective June 21, 2014: 1.25%
- Effective June 21, 2015: 1.25%
- Effective June 21, 2016: salary adjustment of 0.5% applicable to all rates of pay
- Effective June 21, 2016: 1.25%
- Effective June 21, 2017: 1.25%
- $650 Signing bonus
- The sick leave provisions (Article 39) of our collective agreement will remain unchanged.
- The parties have negotiated a memorandum of agreement to establish a task force to develop recommendations on measures to improve employee wellness and reintegration into the workplace of employees who have been on sick leave.
- Any future enhancements to the sick leave regime would need to be negotiated and agreed to by both parties. PSAC’s four principles are included in the MOA: sick leave provisions will be contained in the collective agreement, will provide for wage replacement, will protect and grandparent sick leave banks, and will not be administered by a third-party provider. Any enhanced sick leave regime shall contain, at minimum, these four principles.
Workforce Adjustment Appendix
- What we achieved represents the most significant improvements in workforce adjustment since it was first signed as an appendix into PSAC collective agreements in 1998.
- Changes will reduce involuntary layoffs by allowing volunteers to come forward to leave the public service during times of workforce adjustment.
- Employees will now have up to fifteen months to find an alternation match.
- More union involvement, ensuring employees have the right to union representation during the process.
- Limits to contracting out.
- Improvements to the monetary provisions, including the education allowance, the counselling allowance, and the transition support measure.
The following is a detailed summary of the tentative agreement reached on January 21, 2017, organized by:
- Pay and allowances,
- Hours of work and travel,
- Work/life balance,
- Employment protection, and
- Workplace rights.
1. PAY AND ALLOWANCES
TC rates of pay will be increased by:
- 1.25% - Effective June 21, 2014
- 1.25% - Effective June 21, 2015
- Salary adjustment of 0.5% applicable to all rates of pay effective June 21, 2016
- 1.25% - Effective June 21, 2016
- 1.25% - Effective June 21, 2017, and
- $650 Signing bonus - payable to members who are not in receipt of a specific salary adjustment measure and who are employed in a PSAC-TC represented position on the date of signing the collective agreement. Members who will receive adjustments below with an asterisk (*) after the title are not eligible for the signing bonus.
APPENDIX A – PRIMARY PRODUCTS INSPECTION (PI)*
Effective June 22, 2016, an additional increment of 4% will be added to the maximum rate of pay of PI levels. PI-CGC-07 rates of pay will also be included in the new collective agreement.
APPENDIX A1 – TECHNICAL INSPECTION (TI) GROUP ANNUAL RATES OF PAY*
On June 22, 2016 all terminable allowances from Appendix P will be rolled into salary. Further, on that date, an additional 4% increment will be added to the top of Aviation, Marine, and Rail rates of pay.
APPENDIX K – DIVING DUTY & TRANSFER AT SEA ALLOWANCES
Both the Diving Duty and Transfer at Sea allowances are now applicable to all employees who perform these duties, and the rates have been increased to:
- K-1: Diving Allowance increased to $25
- K-4: Transfer at Sea Allowance increased to $10
APPENDIX P – TECHNICAL INSPECTION (TI) GROUP*
The value of the terminable allowance will be rolled into the wage rates in Appendix A-1, effective June 22, 2016. Following this, Appendix P will be deleted.
APPENDIX V – ENGINEERING AND SCIENTIFIC SUPPORT (EG) GROUP
Effective June 22, 2016, the EG allowance will be rolled into the base rates of pay. Following this, Appendix V will be deleted.
APPENDIX W – EMPLOYEES IN THE ENGINEERING AND SCIENTIFIC SUPPORT (EG) AND GENERAL TECHNICAL (GT) GROUPS WORKING SHORE-BASED POSITIONS AT CANADIAN COAST GUARD (CCG)*
Effective June 22, 2016, the monthly allowance paid under this appendix will be increased by the following amounts:
NEW APPENDIX – SEARCH AND RESCUE COORDINATORS*
A new allowance has also been created for GT-05 Search and Rescue Coordinators working at Joint Rescue Coordination Centre (JRCC) valued at 4% of base salary.
NEW APPENDIX – FISHERY OFFICERS ALLOWANCE*
Effective June 22, 2016, Fishery Officers will receive a new annual allowance of $3,000 for members at the GT-02, GT-03, GT-04 and GT-05 levels.
NEW APPENDIX – ENFORCEMENT AND WILDLIFE OFFICERS ALLOWANCE*
Effective June 22, 2016, Enforcement and Wildlife Officers at Environment and Climate Change Canada who are fully designated with peace officer powers will receive a new annual allowance of $3,000, for members GT-02, GT-03, GT-04 and GT-05 levels.
NEW APPENDIX – ALLOWANCE FOR TECHNICAL INSPECTORS (TI) AT MEASUREMENT CANADA*
Effective June 22, 2016, Technical Inspectors at Measurement Canada will receive a new annual allowance of $3,000, for members at the TI-03, TI-04, TI-05, TI-06, and TI-07 levels.
NEW APPENDIX – LABOUR AFFAIRS OFFICERS ALLOWANCE*
Effective June 22, 2016, Labour Affairs Officers at the TI-05 level will receive a new annual allowance of $3,000.
NEW APPENDIX – DND FLEET MAINTENANCE ALLOWANCE*
Effective June 22, 2016, employees at the EG-06 level working at Fleet Maintenance Facilities either in Production, Engineering, or FTA, exercising their authorities and responsibilities directly towards ships, will be eligible to receive an annual allowance of $2,500.
NEW APPENDIX – EG COMPARABILITY AT THE CANADIAN FOOD INSPECTION AGENCY
The parties agree to form a Joint Committee to undertake to examine the comparability of the value of work and compensation of EGs in the Core Public Administration with their comparators at the Canadian Food Inspection Agency.
NEW ARTICLE 60 – CORRECTIONAL SERVICE SPECIFIC DUTY ALLOWANCE
The Penelogical Factor Allowance (PFA) has been amended to become a new correctional service specific duty allowance, and has been increased to $2,000 annually for those members who qualify.
Previously employees in maximum security institutions were already receiving $2,000. However, those in medium institutions were getting $1,000 and those in minimums were only receiving $600.
2. HOURS OF WORK AND TRAVEL
ARTICLE 25 – HOURS OF WORK
NEW: Before the Employer changes day workers into shift workers, or changes shift workers into day workers, the Employer, in advance, will consult with the Alliance on such hours of work, and in such consultation, will show that such hours are required to meet the needs of the public and/or efficient operations.
ARTICLE 28 – OVERTIME
28.02: When an employee opts for overtime to be paid by compensatory leave rather than pay in a fiscal year, they have until September 30 of the following fiscal year to use the leave, or it will be cashed out. Previously it was cashed out at the end of 12 months “as determined by the employer” so this new language provides clarity and one standard for TC members across all departments.
28.03: Employees who, during a period of compensatory leave, are granted other forms of paid leave (bereavement leave, leave with pay because of illness in the immediate family, or sick leave) will have the amount of time displaced by the additional leave added to their compensatory leave, which they may use at a later date.
ARTICLE 30 – STANDBY
Minor reformatting of the clause to improve clarity of the language.
ARTICLE 34 – TRAVELLING TIME
34.04: Expansion of travelling time eligible for overtime pay from twelve to fifteen hours.
3. WORK/LIFE BALANCE
ARTICLE 2 – DEFINITION OF FAMILY
Inclusion of step-brother, step-sister, foster child, daughter-in-law and son-in-law into the definition of family, providing members with the ability to access leave benefits for these family members.
ARTICLE 38 – VACATION LEAVE WITH PAY
ARTICLE 39 – SICK LEAVE
The sick leave provisions of our collective agreement will remain unchanged. The parties negotiated a Memorandum of Agreement agreeing to establish a task force to develop recommendations on measures to improve employee wellness and reintegration. Any changes to the regime would need to be negotiated by both parties.
ARTICLE 42 – MATERNITY LEAVE WITHOUT PAY
Update of language to take into account new legislation reducing the waiting period for employment insurance to one week from two weeks.
ARTICLE 43 – MATERNITY-RELATED REASSIGNMENT OR LEAVE
43.01: Expansion of reassignment from 26 to 52 weeks.
43.05: Expansion of the period of leave from 24 to 52 weeks after the birth.
ARTICLE 44 – PARENTAL LEAVE WITHOUT PAY
Update of language to take into account new legislation reducing the waiting period for employment insurance to one week from two weeks.
ARTICLE 46 – VOLUNTEER LEAVE
Volunteer Leave will be deleted from the collective agreement on April 1st in the year following the signing of the collective agreement, and moved to Article 49, providing members with two days of Personal Leave with Pay.
ARTICLE 47 – LEAVE WITH PAY FOR FAMILY-RELATED RESPONSIBILITIES
47.01: Expansion of definition of family for whom an employee can access family-related leave to include: grandchild, father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee and any relative for whom the employee has a duty of care.
47.03: There is no longer a cap of 7.5 hours for the employee to use FRRL to attend school functions, or to provide for their child in case of an unforeseen closure of the school or day care facility.
ARTICLE 49 – PERSONAL LEAVE WITH PAY
Personal Leave increased from 7.5 hours to 15 as of April 1st in the year following the signing of the collective agreement. The ability to use personal leave in full days or half days.
ARTICLE 51 – BEREAVEMENT LEAVE WITH PAY
Bereavement leave was formerly for seven consecutive calendar days. Now an employee can split it into two periods so that they can access some days at the time of death and other days at a later period (but within 12 months) for the purpose of attending a memorial or ceremony.
In addition, daughter-in-law and son-in-law have been added to the definition of family for which the employee can take the seven calendar days, and grandparents of spouse have been added the definition of family for which the employee can take one day of bereavement leave.
NEW APPENDIX – CHILDCARE
The parties have agreed to a memorandum of understanding to undertake a joint study on childcare needs of employees.
NEW APPENDIX – MENTAL HEALTH
The parties agreed in 2015 to a memorandum of understanding to establish a joint task force to improve mental health in the workplace, and work on this effort began immediately. Please visit PSAC's national website for a review of the important work being done by this joint committee.
4. EMPLOYMENT PROTECTION
APPENDIX T – WORKFORCE ADJUSTMENT
Voluntary program and alternation
The two most significant gains made are ones that significantly decrease the likelihood of involuntary layoffs, by allowing volunteers to come forward to leave the public service during times of workforce adjustment.
The voluntary program language (a new clause) has the following features:
- Departments and organizations are obligated to use a voluntary program in all cases where there are five or more affected employees at the same group and level in the same work unit.
- The voluntary program must be the subject of meaningful consultation between the department and the union.
- The program can only take place after affected letters have been delivered to employees.
- The program needs to take place before the department engages in a SERLO process. In many cases we are hoping that the program will avoid all use of the SERLO process.
- Volunteers need to be given a minimum of thirty days to decide if they wish to participate. This time is needed so they can carefully consider their options.
- Volunteers will have access to options B, Ci or Cii under section 6.3 of the appendix.
- Finally, if the number of volunteers is larger than the required number of positions to be eliminated, seniority will be used to determine who is entitled to leave.
In the past, only opting employees were allowed to alternate. Because WFA processes don’t all happen at the same time, the 120-day limit made it hard for members to find an alternate. Under the new agreement:
- Both opting AND surplus (option A) employees will be eligible to alternate. This means that employees now have up fifteen months to find an alternate.
- The employer will have an increased obligation to ensure that affected employees understand how alternation takes place.
- For alternations taking place during the surplus period, the transition support measure available to the alternate will be reduced by one week for each week of surplus period already used.
The union’s role in WFA situations
- In clause 1.1.3, we have achieved agreement that departmental WFA committees are to be joint union-management committees.
- In clause 1.1.34, we reinforced the employer’s obligation to ensure that employees have the right to be represented by the union in the application of the WFAA.
- We achieved several improvements to the notice provisions of the WFAA. The current WFAA focused on notice when employees are made affected. The new notice provisions require the union to receive copies of official notices at several other critical stages of the process, including advance notice of layoff.
Improved limits on contracting out in WFAA situations
We have expanded the scope of clause 1.1.27, which currently states that departments are, where practicable, to refrain from re-engaging the use of consultants, contractors, temporary help agencies, and non-indeterminate staff, if doing so will allow the appointment of surplus or laid-off persons. The new clause will also require departments to review their use of contracted-out services, which is a significant expansion beyond consultants and contractors.
The new clause also limits departments from engaging or re-engaging contractors or consultants or contracted-out services.
- The transition support measure will now be calculated on the basis of an employee’s total years of service, both continuous and discontinuous, across the entire public service.
- The transition support measure can now be split into two amounts, payable over two years, which provides for improved tax treatment.
- The education allowance increases from the current $10,000 to $15,000.
- The education allowance can now be used for any “relevant” equipment related to the education course (the old language restricted use to “mandatory” equipment).
- The allowance for financial or career counselling services available to opting employees has been increased from the current $600 to $1,000.
5. WORKPLACE RIGHTS
ARTICLE 11 – CHECK-OFF
11.06: Amendment made to confirm that dues deduction will be sent to PSAC by electronic payment, in conformance with current practice.
ARTICLE 14 – LEAVE WITH OR WITHOUT PAY FOR ALLIANCE BUSINESS
14.09: Operational requirements are no longer a consideration when employees are required to take leave for negotiations.
NEW14.15: Effective January 1, 2018, when employees are on leave without pay for Union business under 14.02 (representations at the labour board for a certification or intervention); 14.09 (negotiations); 14.10 (preparation for negotiations); 14.12 (Board of Directors meetings, Executive Board meetings or conventions) and 14.13 (training courses for employee representatives), they will not experience an interruption of pay. The employer will pay them as usual and invoice the Alliance for the salary and benefits.
NEW APPENDIX – UNION LEAVE
Related to Article 14, the parties have agreed to a memorandum of understanding to establish a joint committee to implement a system of cost recovery for leave for union business.
ARTICLE 17 – DISCIPLINE
17.01: The Employer shall notify the employee in writing for the reason of suspension or termination and will endeavour to provide this notification beforehand or at the time of the suspension/termination.
17.02: Increase of notice for disciplinary measures from one day to two days.
ARTICLE 59 – EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES
NEW 59.03: When a report is placed in an employee’s personnel file, that employee will now have the right to access the report, sign it to indicate it has been read, as well as attach a written response.
59.04: Employees may now access their personnel file more than once per year.
ARTICLE 64 – SEVERANCE PAY
Minor housekeeping changes made to the language; legacy language moved to Appendix Y.
ARTICLE 68 – DURATION
The new agreement, if ratified by the membership, will expire on June 22, 2018.
APPENDIX H – JOINT LEARNING PROGRAM
Funding for the Program will be increased to $330,000 per month from previous monthly amount of $292,000. A joint study on health and safety will be funded at $50,000.
NEW APPENDIX – MEMORANDUM OF UNDERSTANDING ON OCCUPATIONAL GROUP STRUCTURE REVIEW AND CLASSIFICATION REFORM
Meaningful consultation of the type of work members perform will be conducted in order to provide complete and specific job descriptions to all members. The results of this study will serve as a basis for renegotiation of market appropriate wages. Such review shall be completed by December 30, 2019.
Your Bargaining Team, comprising:
Marc Blanchard Jean Cloutier
Milton Dyck Harold Larsen
Sheri B. Parent Keith Parsons
Patrice Robin Michael Tennant
Mathieu Brûlé, PSAC Research Officer
Seth Sazant, PSAC Negotiator
Unanimously recommends acceptance of this tentative agreement.
You can access the full tentative agreement in PDF format.