Author Archives: Pierre St-Jacques

FB bargaining: Proposal for 25 and out pension reform now with Minister Fortier

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The FB bargaining team continued to negotiate improvements on the issues that matter most to PSAC-CIU members at the bargaining table November 15-17.

Our team stressed the importance of pension reform for FB members across the country, which PSAC-CIU has been using every avenue to push forward for more years.

When the union raised our proposal for pension reform at the table, the employer responded that it felt it would be inappropriate for the employer to take a position in bargaining at this time as the union’s proposal has been through the pension advisory committee process and it’s now before the president of Treasury Board to decide.

PSAC has been pushing for fair retirement benefits for FB members that would introduce an early retirement option — also referred to as 25 and out — consistent with what other federal public safety employees already receive. We are finally starting to see progress from the federal government.

You can help support these efforts by pressuring Treasury Board President Mona Fortier to do the right thing. Contact your local Member of Parliament and Minister Fortier to tell them FB members deserve fair treatment on their pensions.

Other critical bargaining issues

Meanwhile, the team also discussed the proposals to protect workers from management harassment and the abuse of authority at CBSA, and new protections against indiscriminate removal of tools and investigative suspension without pay.

We made it clear that telework must be enshrined in the collective agreement to reflect the new reality of thousands of our members. It’s especially important for our members to have recourse under the agreement when management fails to grant telework in a transparent, consistent, and equitable fashion.

We also pushed for new seniority rights that are in line with standard protections enjoyed by most other law enforcement personnel, and discussed issues related to captive time — including when Intelligence and Enforcement Operations Division staff are unable to immediately return from overseas, as well as members being required to stay on the work site.

The employer, on the other hand, came to the table with a proposal that would significantly impact job security by allowing them to rescind reasonable job offers in surplus situations. The team is against this unacceptable proposal and will continue to push for enhanced protection.

Next steps

The team will return to the table again in December. You can read more about our bargaining proposals below:

Please be sure to keep your contact information up to date to receive all the latest updates about bargaining. If you have any questions, please contact your branch president or your PSAC regional office.

This article was first posted on the PSAC website.

Registration open for 2023 PSAC National Women’s Conference

PSAC’s National Women’s Conference will be held in person March 31 to April 2, 2023 in Ottawa with the theme “It’s in Our Hands: Strength, Power & Compassion.”  

PSAC women members in good standing are invited to apply to be a delegate to this Conference. As a delegate, you will participate in workshops, attend plenary sessions, debate resolutions, and elect two women to attend the PSAC National Triennial Convention in 2024.

See the PSAC website to apply.

Transgender Day of Remembrance: A reminder that we can all be better allies

November 20 is a day to honour and memorialize transgender people whose lives were lost in acts of anti-trans violence, and an opportunity to raise awareness around the issues trans and gender non-conforming people continue to face.

The day was started by trans advocate and activist Gwendolyn Ann Smith to honor Rita Hester, a Black trans woman who was murdered in Boston in 1998. Rita’s murder is still unsolved, and too many transgender victims of violence continue to suffer the same fate.

Results of a national survey on harassment and violence in Canadian workplaces by the Canadian Labour Congress (CLC) revealed that trans, nonbinary, and gender-diverse workers are experiencing higher rates of harassment and violence. For example, 73 per cent of gender-diverse respondents experienced sexual harassment and violence, compared to 46 per cent of women and 38 per cent of men.

We can all be better allies to our trans colleagues and friends by helping to build safer, more inclusive workplaces and communities. Because trans people deserve to be treated with respect and care — as human beings, like everyone else.

Learn more and take action

Using inclusive language is one of the ways we can honour Two-Spirt, trans and non-binary people. That’s why PSAC developed a Gender Inclusive Language Toolkit this year to help members, elected leaders and staff interact in a way that respects and celebrates our unique and diverse gender identities.

To ensure trans workers have the support they need in our workplaces, unions and communities, the CLC has also developed the Workers in Transition Guide, which union leaders and members can use to help better protect the rights of trans members.

We encourage you to attend a virtual vigil or find an event happening in your community to recognize the Transgender Day of Remembrance.

This article was first posted on the PSAC website.

COVID-19 vaccination audits: FAQ

Image of border crossing with the words "COVID-19"

In the fall of 2021, CBSA employees were asked to complete a vaccine attestation, confirming that they had been vaccinated against COVID-19. The requirement to attest formed part of the Treasury Board’s Policy on COVID-19 Vaccination for the Core Public Administration Including the Royal Canadian Mounted Police, which came into effect on October 6, 2021.

The Treasury Board policy was clear that while the attestation would be sufficient to show compliance with the vaccine mandate, the attestation could be subject to a future audit. In other words, employees might be required, at some point, to prove the claim that they had been vaccinated against COVID-19.

CBSA has now begun their vaccination audit. To best answer the many questions our members might have, CIU has prepared the following Frequently Asked Questions (FAQ) section.

Had this audit been conducted while vaccinations were still a requirement, it could have been deemed a health and safety measure. We are disappointed that the Agency has chosen to question its employees’ attestations now when it can only be happening with an eye to discipline.

We invite our members to review the following FAQ and reach out to their local Union representatives should they have any further questions.

COVID-19 vaccination audits FAQ

The audit process is entirely random and is required by the Treasury Board vaccination policy. The policy requires all governmental organizations to develop a verification process to audit employees who have provided an attestation. Most such organizations are auditing approximately 5% of all attestations. At CBSA, this means 633 people across the Agency.

Yes. 100% of those at the Executive level (Directors and above) have already been audited and asked to show proof of vaccination. Lower levels of the management team form part of the 5% random audit.

No. The audit is only for employees who attested to their vaccination status prior to June 20, 2022.

You will be informed by your local manager if your name has been randomly selected for audit.

If you are selected for audit, you will need to show proof of vaccination. This means the QR code or certificate that you were issued when you were vaccinated. If you no longer have a copy, you can access this information online in most provinces and territories using your health card number.

In most cases, complying with the audit will not incur any expenses. You should not need to see a health care professional and should be able to access your records and print a copy of your QR code online. If, however, you incur additional expenses be sure to keep a receipt and submit a claim. Be prepared to demonstrate why the information was not available to you without incurring this cost.

The employer will give you two weeks to come up with the required proof of vaccination. If you require more time, speak to your manager and explain your situation. Be sure to keep a written record of any extension that you may be granted.

Unless you can show that it is impossible for you to provide the proof that the employer is seeking, a refusal may be viewed as an admission that you are not vaccinated. If you attested that you are vaccinated but did not receive the required vaccines or can’t prove that you complied with the vaccine mandate, the expected consequence is discipline up to and including termination.

If you believe that the employer is acting in bad faith or that you have been subject to harassment or discrimination, you must comply first and grieve later. Provide proof of your vaccination status and then speak to a union representative who will assist you with the grievance process. The audit process itself, however, cannot be the subject of an individual grievance.

Anti-racism action plan: Membership consultation

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Dear members,

You may have received an email from Environics Research (publicaffairs@environics.ca) inviting you to participate in the membership consultation process commissioned by the Public Service Alliance of Canada as part of their Anti-Racism Action Plan.

As a labour organization, the Customs and Immigration Union is committed to addressing issues stemming from systemic racism and discrimination affecting Black, Indigenous, Asian and racialized members. Human rights are workers’ rights, and the principles of inclusion, diversity, and equity are intrinsic to our core mission of advancing these rights. The PSAC Anti-Racism Action Plan seeks to reinforce our capacity to uphold these principles at all levels through a review of how we serve and represent members of all horizons. The ongoing consultation process plays a key role in providing the union with the necessary membership input to do so.

The consultation process consists in a short two-minute survey, and members who take part may also be invited to join a subsequent focus group session to share their experiences in more detail. This PSAC endeavour supports the work being done by our own CIU Human Rights Committee to address racism and discrimination — both in our workplace and within our own union — and we strongly encourage you to participate.

No action is too small in the continuing fight against racism and discrimination, and we thank you in advance for taking the time to share your experiences and help us build a strong, inclusive labour movement.

In solidarity,

Mark Weber
CIU National President

Murray Star
Chair, CIU Standing Human Rights Committee