At 4:30 on Friday morning, after four years of negotiations, our bargaining team finally reached a Tentative Agreement with the CRA. Our bargaining team unanimously recommends ratification of our new agreement.

Highlights of our tentative agreement

Wages

Base economic increases:

• Effective November 1, 2012 – increase rates of pay: 1.5%
• Effective November 1, 2013 – increase rates of pay: 1.5%
• Effective November 1, 2014 – increase rates of pay: 0.75%
• Effective November 1, 2015 – increase rates of pay: 0.75%

In addition to the base economic increase, in consideration for the elimination of severance pay accrual for the purposes of retirement and resignation:

• Effective November 1, 2012 – increase rates of pay: 0.25%
• Effective November 1, 2013 – increase rates of pay: 0.5%
• Effective November 1, 2014 – increase rates of pay: 0.25%
• Effective November 1, 2015 – increase rates of pay: 0.25%

Total increases to rates of pay:

• Effective November 1, 2012 – increase rates of pay: 1.75%
• Effective November 1, 2013 – increase rates of pay: 2.0%
• Effective November 1, 2014 – increase rates of pay: 1.0%
• Effective November 1, 2015 – increase rates of pay: 1.0%

All wages are to be paid retroactively and increases take effect before severance cash out.

• Re-Opener: The parties have agreed to a wage re-opener for the 2014 and 2015 wage rates, providing our union with the ability to negotiate increases above the newly negotiated 2014 and 2015 rates. These discussions would take place no later than October 2017. Should the parties not reach agreement in these talks, the dispute would be submitted to arbitration for binding resolution. 
   
• There is no “me too” clause in our new agreement. We retain the right to bargain our wages.
   
• Lump-sum payout: Under our new agreement, the one-time lump-sum payout has been increased to $700.00.

There are a great many other improvements achieved as a result of our negotiations with CRA, from improvements for acting employees to bereavement leave to a one-time vacation leave allotment.

• Read the summary of the tentative agreement attached below.

Our team unanimously recommends acceptance. More information will be available soon concerning dates for ratification votes.