SV bargaining team advances job security and better working conditions

Our Operational Services (SV) group bargaining team pushed for key contract changes to strengthen job security and improve work conditions for SV members in negotiations with Treasury Board October 22-23.

The employer responded to many of our proposals, but unfortunately rejected several of them. Despite this, the team remains committed to making progress for members, and will continue advocating for these priorities.

We will begin discussions on wages once we make progress on non-monetary issues that impact members’ security and daily work life.

PSAC proposals package

Strengthening workforce adjustment

We presented a proposal that strengthens our members' job security rights during WFA and fixes the biggest problems members face when navigating this stressful process. Our proposal would: 

  • use seniority to make unbiased and objective decisions about the selection of employees for retention and lay-off (SERLO) and determining how reasonable job offers are given;  
  • prevent contracting out when members can do the work; 
  • prevent forced relocations and increase the use of remote work to prevent layoffs; 
  • increase the education allowance from $17,000 to $25,000 and offer language training; 
  • improve access to alternation and voluntary departure programs to minimize involuntary layoffs.   

Last month, Treasury Board tabled a proposal that would remove workforce adjustment negotiations from the bargaining process just as thousands of federal public service workers face job cuts under the Carney government. While PSAC members would still be covered by the National Joint Council (NJC) Work Force Adjustment Directive, members would no longer be able to collectively bargain or vote on WFA job security improvements under Treasury Board’s proposal. 

To learn more about workforce adjustment, visit our resources page, which includes links to our members’ guide, frequently asked questions, alternation platform, WFA process flowchart, and more. 

Fair treatment and transparency

We’re pushing for fair treatment when members are called back to work outside regular hours and proper compensation whether the work is done remotely or onsite. We presented proposals to make performance reviews fairer and more constructive, using them as tools to support members’ success, rather than disciplinary measures.

Guardrails on artificial intelligence, surveillance, and privacy

We also introduced new articles on artificial intelligence (AI) and emerging technologies, surveillance protections, and privacy to ensure new tools don’t become a backdoor for cuts, contracting out, surveillance, or discrimination. 

Our proposal makes it clear that AI must assist — never replace — federal public service workers. People accessing public services should have the right to speak to a human, not a chatbot. No automated system should be used to make or support decisions that affect workers’ rights, duties, or conditions of employment. All employment-related decisions — including hiring, performance management, and discipline — must remain human decisions. 

Because surveillance is a top concern for members, especially those who work remotely, the proposal outlines strong protections, including: 

  • the employer cannot use electronic monitoring to track productivity or evaluate workers; 
  • remote workers cannot be singled out for enhanced electronic tracking or surveillance; 
  • the union must receive advance notice and full disclosure before any monitoring tools are introduced or modified. 

The proposals also ensure strong privacy and data protection, including strict limits on the use of personal and equity data. 

Greener workplaces

We are advocating for greener workplaces that help members reduce emissions through employer‑supported public transit, carpooling, and safe storage and charging for bicycles and e‑scooters. These steps promote a more sustainable public service.

What comes next

Our bargaining team returns to the table on December 10–11, 2025 to continue advancing these priorities and pushing for fair outcomes for all our SV members.

Here’s how you can support your bargaining team now:

Topics: 

Employers: 

October 31, 2025
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