The Public Service Alliance of Canada (PSAC) is resuming bargaining with Treasury Board for federal public service workers with the expectation that the government is committed to delivering a fair contract and proper compensation for the damage done to PSAC members by the Phoenix pay system. Continue reading
A few months ago, CIU became aware of a troublesome CBSA initiative regarding the hiring of part-time FB-02s. This practice effectively created a two-tier system within the Officer Induction Model: Part-time BSOs faced a longer assessment period before being promoted to FB-03 and, once promoted, had no guarantee of full-time employment.
Since then, CIU’s 3rd National VP, Joey Dunphy, has brought this matter to several meetings with CBSA executives, while also raising the issue at the Labour Management Executive Committee, the National Labour Management Consultation Committee and at the Bargaining Table.
Brother Dunphy’s steadfast advocacy on this question paid off: As of August 1, 2019, all part-time FB-02s are now deployed into full-time indeterminate positions at their respective Port of Entry. We can be proud of this victory for our members and the union!
The Labour Board has set dates for Public Interest Commission (PIC) hearings for four Treasury Board bargaining tables:
Once a hearing has taken place, a PIC report is generally issued within 30 days. After the reports are issued, each bargaining unit will be in a position to strike if members vote to walk off the job.
The PIC process began when bargaining reached an impasse in May.
In negotiations, the government insisted on a wage cut once inflation is factored in as well as a waiting period of up to 18 months after contract signing for retro pay. At the same time, the government rejected our proposals to improve working conditions by:
By law, once impasse is reached, a PIC is established to help the parties reach an agreement. The PIC is a panel of three people – a chairperson appointed by the Labour Board and nominees appointed by the union and management. The union and the employer submit briefs and explain their positions on the outstanding issues at a hearing with the PIC. The PIC then issues a report with recommendations for settlement. The recommendations are not binding.
Once the PIC releases its report, PSAC bargaining teams will reconvene to discuss the recommendations. Typically, PSAC’s teams and government representatives then return to the table to resume negotiations.
Regardless of which party forms government after the fall federal election, PSAC will continue pressing for a fair deal that addresses members’ demands. However, if PSAC and the government are still unable to reach an agreement after the PIC reports are issued, members will have the opportunity to take a strike vote.
History has taught us that the best way to avoid strikes is to prepare for one. Therefore, PSAC will ensure that strike training is offered to members in the coming months.
PSAC will also provide updates on the PIC process and other bargaining developments as appropriate.
The original version of this article was first posted on the PSAC website.
Our PSAC-Customs and Immigration Union (PSAC-CIU) bargaining team raised issues around vacation leave, medical notes, student workers and firearm practice time during negotiations with Treasury Board/Canada Border Services Agency (CBSA) July 30 to August 1.
The team also reached an agreement to fairly compensate CBSA dog handlers.
Other key issues discussed at the table include:
We continue to raise problems related to CBSA management culture and CBSA’s dealings with employees. In addition to proposals we’ve made concerning new protections in the context of discipline, abuse of authority and harassment, our team spoke again this week to our proposal to ensure whistleblowing protections are in place for PSAC/CIU members in the event of CBSA wrongdoing.
Our team addressed the need for us to achieve improved leave and work-life balance. Most ports are understaffed, and overtime use is rampant. We have proposed an increase in annual leave to match what RCMP constables are afforded. We also raised issues related to access to leave with income averaging (LWIA).
There is no clear policy with respect to employees being required to provide medical notes. CBSA managers often require employees to provide medical notes based on subjective criteria. Our position is that if management wants a medical note, they can pay for the costs associated with obtaining it.
Our team is demanding that officers be provided paid time for firearm practice, consistent with the Agency’s previous practice.
We again raised the issue of students working at airports. In several locations across the country, students are being employed as a cheap labour force and undermining both the safety and security of Canadians and our collective agreement rights. Our proposals in bargaining regarding student use would rectify these issues.
We continued this week to push for language that would streamline the grievance process, and to provide better access to telework options for non-uniformed personnel. We also raised and resolved issues with CBSA management with respect to compensation for officers with dog-handling responsibilities.
We are scheduled to return to the bargaining table in September.
To review the package of proposals that we tabled and those of the employer, go to: psacunion.ca/fb. We’ll be sure to provide updates as things progress.
Together as FBs, we’ve achieved incredible victories over the years. PSAC is the largest union in the federal public service, and one of the largest public sector unions in the country. No other union has more experience in bargaining and representation within the federal public service than PSAC and CIU.
Standing together, we will continue to work together and hold the CBSA’s feet to the fire to ensure we can continue to make groundbreaking gains for FB members.
The original version of this article was first posted on the PSAC website.
Our seventh vignette in a series celebrating our union victories.
It should go without saying that no officer should be obligated to work alone when performing law enforcement related duties. Yet, CIU had to lobby aggressively so the unacceptable practice of forcing officers to work alone – often in remote locations or late at night – would stop. This egregiously unsafe policy affected a staggering 139 work locations throughout the country, needlessly endangering officers and border communities.
Thanks to relentless union pressure, the situation started to turn in 2006, with the government allocating funding to solve ‘work-alone’ situations. Finally, 2008 saw the employer adopt its Doubling-up Policy.
While it would still take a few years after the adoption of the policy for work-alone situations to be eliminated, the union had succeeded in its primary objective: Having the employer recognize the need to end an archaic practice and ensure proper backup for its officers – our members – in a law enforcement environment.
Click for full-size version.
For more union victories, see this page, and follow us on social media using #CIUvictories.
