Author Archives: Pierre St-Jacques

Treasury Board strike: Deadline for reporting scabbing activities

As communicated on June 9, 2023, CIU has established an Investigation Committee to look into allegations of members in non-essential positions who continued to work during the Treasury Board strike, earlier this spring. This Committee must report its findings to PSAC’s Alliance Executive Committee (AEC) no later than six months after the signature of the PA, EB, TC and SV collective agreements.

As the PA and TC agreements were signed on June 28, this means that the Committee must report its findings to the AEC by December 28, 2023. As a result, in order to provide the Committee with sufficient time to investigate complaints and issue a report, CIU will only accept allegations of scabbing activities until July 30, 2023, at 11:59 p.m. Eastern Time. Allegations received after the deadline will not be investigated.

Should you have witnessed or be aware of any CIU PA, EB, TC, or SV member who performed work during the strike (April 19-28, inclusively) while occupying a non-essential position, you may file an allegation to that effect by emailing us at complaints@ciu-sdi.ca using your personal email address (and not your CBSA email address), until July 30. Please include the relevant name(s), work location(s), witness(es) and date(s) along with a basic description of the incident(s), as well as your own contact information.

As per the PSAC Constitution, Section 25, Sub-Section (4), members found to have engaged in scabbing activities may be disciplined, which could include a suspension of membership and a “fine that equals the amount of daily remuneration earned by the members, multiplied by the number of days that the member crossed the picket line, performed work for the employer, or voluntarily performed struck work”.

National Indigenous People’s Day: Reconciliation requires ongoing commitment and action

On June 21, Canada’s unions are marking National Indigenous People’s Day by reaffirming our steadfast commitment to advancing reconciliation and justice for Indigenous peoples, within our communities and workplaces across the country. This includes continuing to demand urgent action from the federal government on reconciliation with First Nations, Inuit and Métis peoples.

“The impacts of Canada’s violent colonial history continue to be experienced by Indigenous peoples. Disproportionately high rates of violence against Indigenous women, girls and two-spirit peoples, persistent drinking water advisories on reserves, the over-representation of Indigenous children in the child welfare system and the same over-representation of Indigenous adults in the Canadian judicial system are all manifestations of colonial systems, which continue to cause serious harm to Indigenous peoples to this day. This is our collective shame as a nation and we must do absolutely everything in our power to address it,” said Bea Bruske, President of the Canadian Labour Congress.

At the CLC’s 30th Constitutional Convention last month, Indigenous delegates from across the country spoke powerfully about the pressing need for unions to play a more active role in reconciliation, as well as the need for stronger commitments and action from settler allies more broadly. Delegates came together to adopt an action plan on Indigenous justice: one that closes gaps in equity and advocates for improved socio-economic conditions for Indigenous workers and communities; increases awareness and education around Canada’s history and legacy of colonization and its ongoing inhumane impacts on First Nations, Métis and Inuit peoples; and advances Indigenous rights and justice both within and outside of the labour movement.

“We are dedicated to moving forward in partnership with Indigenous Peoples, in a spirit of reconciliation and striving for justice. We are committed to making substantive change in our workplaces, our communities and within the labour movement,” said Bruske.

The Truth and Reconciliation Commission’s (TRC) 94 Calls to Action, the Missing and Murdered Indigenous Women and Girls and Two Spirit People (MMIWG2S) Inquiry’s 231 Calls to Justice, and the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) all uphold the rights of Indigenous peoples to maintain and protect their cultural heritage, as well as the responsibilities of government to integrate Indigenous rights and justice into its practices and policies. Canada’s unions will continue to fight to ensure the full implementation of all three.

There remains much work to be done: as of April 30, 2023, 37% of the 94 TRC Calls to Action were either stalled or not started, and to date, only two of the MMIWG2S Inquiry’s 231 calls have been completed. More than half haven’t even been started.

“Reconciliation requires immediate, concrete and sustained action from government. Inuit, Métis and First Nations peoples should not have to keep waiting for justice, especially when the path to achieving this has been so clearly laid out. Justice is long overdue,” said Lily Chang, Secretary-Treasurer of the CLC.

Canada’s unions continue to firmly support Indigenous communities’ demands for the federal government to:

End all short and long-term boil water advisories in First Nations communities and improve on-reserve infrastructure and reliable access to clean drinking water;
Complete all of the TRC Calls to Action and the Calls to Justice from the National Inquiry into Missing Murdered Indigenous Women Girls and Two Spirit People; and
Implement the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) as the framework for reconciliation, and develop a strong national action plan, strategies, and other concrete measures to achieve the goals of the UNDRIP

This article was first posted on the CLC website.

FB bargaining: PSAC-CIU tables wage demands

Our FB Bargaining Team met with Canada Border Services Agency (CBSA) and Treasury Board June 13-16 to continue talks towards a new collective agreement. After conducting a comprehensive analysis of compensation and working conditions within the law enforcement community, we presented our wage demands.

We have proposed aligning our wage grid with that of the RCMP. Additionally, we have proposed that all employees in the bargaining unit be granted a paid meal period, as is the standard practice across the law enforcement community.

Furthermore, we are seeking improvements with respect to premiums and allowances to address ongoing workplace issues. This includes an increase to the dog handler allowance, and the introduction of a field coaching and plain-clothes allowance. Paid firearm practice time, an escort removal premium, and fitness allowances were also discussed, along with paid membership fees for hearings officers and range fees for armed officers.

Management has not yet responded to our wage proposals.

Team pushes back against technological changes that put our communities at risk

Our team once again pressed the employer to cease the unilateral changes being implemented under the Traveler Modernization Initiative. PSAC-CIU has already initiated legal action against CBSA regarding the changes to ArriveCan and E-Gate. This is union work and CBSA should be consulting appropriately with us.

We also reiterated our proposals regarding workplace harassment. The recent Public Service Employee Survey clearly indicates that CBSA is a toxic workplace where workers frequently experience harassment from management.

Our team suggested several dates for negotiations during the summer. However, the employer refused to bargain in July and August due to the Summer Action Plan. Why this should make it impossible for parties to meet is unclear, and we can only assume the employer is under the belief that our ten bargaining team members’ presence on the frontline is key in resolving CBSA’s inadequate staffing levels. In any case, it is shameful to see the Treasury Board once again needlessly delay the bargaining process.

Next steps

Throughout the summer, our bargaining team will be visiting worksites across Canada to gather input from members and provide face-to-face updates on the bargaining process. Stay tuned for further updates as these plans progress.

We return to the bargaining table in September.

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 presidentor yourPSAC regional office.

Attachments: fb_pay_proposal_june_13-15_en_final.pdf

This article was first posted on the PSAC website.

FB group: New legislation opportunity to address systemic issues at CBSA

PSAC-CIU recommends the government strengthen its proposed legislation to introduce civilian oversight for both the RCMP and the Canada Border Services Agency (CBSA) by broadening is scope to address systemic discrimination and abuse of authority by managers.

Mark Weber, National President of the Customs and Immigration Union (CIU), raised concerns about Bill C-20’s ability to bring about real, systemic change within CBSA unless it includes guarantees maintaining collective agreement rights and provides ways for CBSA employees to report abuse and overreach by management.

Bill C-20 would create a Public Complaints and Review Commission serving as a civilian oversight body for both the RCMP and CBSA.

“We agree that it is paramount for our government and its agencies to develop the tools and recourses necessary to address issues linked to overreach, systemic discrimination, and abuse of authority ” said Weber. “The Bill seems to be missing the mark when it comes to addressing systemic issues already present within the Agency which is infamous amongst its employees for letting gross abuse by management run unchecked.”

The bill also lacks clear language on time limits for complaints and investigations, and around established collective agreement rights such as union representation during administrative investigations.

Under the current wording of the bill, CBSA officers and other personnel would not be able to report instances of unfair or abusive disciplinary measures to the Commission. This is especially concerning, as management within the Agency is known to brush aside complaints from employees, choosing instead to use the extensive discipline process already in place to punish workers.

PSAC-CIU’s testimony also flagged to the House of Commons Standing Committee on Public Safety and National Security that perennial issues exist such as prioritizing technology over personnel, arbitrarily cancelling anti-racism training and staffing holding facilities with poorly trained, contracted out, private security guards. Stronger provisions in the legislation would help address entrenched cultural issues within CBSA management.

Recognizing CBSA law enforcement officers as public safety personnel across all federal legislation

Bill C-20 is also an opportunity for the federal government to recognize CBSA law enforcement officers deserve the same treatment and benefits as other public safety personnel in Canada.

During the last round of FB collective bargaining, PSAC successfully negotiated an agreement with Treasury Board to push for equitable pensions for FB members. Treasury Board committed to resubmitting the FB group’s proposal for legislative amendments that would provide enhanced early retirement benefits (also referred to as 25 and out) under the public service pension plan. Now, the government must introduce legislative changes that would make early retirement a reality for FB members.

“Our law enforcement members are an integral part of this country’s public safety framework. The proposed creation of this new civilian oversight body implies that the federal government agrees” said Weber. “Yet PSAC-CIU law enforcement members are still not recognized as public safety personnel under major public service legislation such as the Public Service Superannuation Act and the Income Tax Act.”

The government cannot pick and choose; for Bill C-20 to be coherent, it must be accompanied by legislative changes confirming the status of CBSA law enforcement officers as public safety personnel across federal legislation.

Watch the entire webcast on ParlVU.

This article was first posted on the PSAC website.

PSAC members ratify tentative agreements for over 155,000 workers

Members of the Public Service Alliance of Canada working for Treasury Board and Canada Revenue Agency have voted overwhelmingly in favour of ratifying their tentative agreements. Members in the PA, SV, TC, EB, and CRA bargaining groups participated in nationwide ratification votes from May 24 to June 16.

The new collective agreements – spanning from 2021 to 2024 – provide wage increases that close the gap with inflation, totaling 12.6% in compounded wage increases over the contract. PSAC also secured the strongest remote work language in the country, better job security for workers and commitments to build safer and more inclusive workplaces.

“Today, we celebrate our members who showed unwavering commitment and solidarity throughout the bargaining process, and during one of the most pivotal strikes in this country’s history,” said Chris Aylward, PSAC National President. “We fought together and secured important gains that set the bar not only for our members, but for all workers in Canada.”

Read the details:

Next steps

In the coming weeks, PSAC will meet with Treasury Board and CRA representatives to sign the new collective agreements. All non-monetary terms of the collective agreement will come into effect immediately after signing.

Treasury Board and CRA have 180 days from the date of signing the new collective agreements to raise the pay according to the new rates and provide retroactive pay for the time elapsed since the expiry of the previous contracts.

This article was first posted on the PSAC website.