Trafficking of illegal firearms: CIU National President highlights important gaps, calls for increased reliance on border officers

2 February 2022

On Tuesday, February 1, 2022, the National President of the Customs and Immigration Union, Mark Weber, testified in front of the House of Commons Standing Committee on Public Safety and National Security as part of their study on gun control and illegal arms trafficking, highlighting the union’s concerns regarding Canada’s ability to curb smuggling activities.

Border Officers must be allowed to operate between ports of entry

In his opening statement, National President Weber brought to the Committee’s attention three areas of particular importance: Long-standing and widespread understaffing at CBSA, important operational gaps impacting highway, marine, and rail modes of operation, and the pressing need for increased reliance on the unique expertise of CBSA personnel, including between ports of entry.

“If the Government of Canada is serious in addressing the problem of illegal firearms smuggled across the border, the mandate of border officers must be expanded so as to assist in patrolling between crossings” said Weber to the Committee, criticizing the current inability of CBSA officers to operate outside ports of entry. “It is a well-known fact that the border between Canada and our neighbours to the south is the longest undefended border in the world. While this is certainly a testament to the good relations between our two countries, it also comes with its own unique security challenges. To mitigate these, we invite the Government of Canada to empower its CBSA officers to further help curb smuggling activities into Canada from land or sea routes, including between ports of entry.”

Outdated and insufficient infrastructure

During the three-hour long session, the CIU National President also highlighted issues affecting most modes of operation, including outdated or insufficient infrastructure, pointing to rail operations as a particularly glaring example, amongst others: “The reality is that our current operational abilities in the rail field are virtually non-existent: Canada has zero examination capabilities directly at the border, due in part to geographical issues, inadequate tools, and political decisions not to force rail carriers to supply the necessary facilities. In other words: There is an almost 0% chance that any illegal weapon entering the country via rail will ever be found.”

National President Weber’s message was clear: CBSA needs to not only address the pressing staffing issues that compound important operational gaps, but it should also further rely on the unique expertise of its officers when it comes to policy decisions. “Too often will management take a course of action that either does not take into account, or blatantly disregards, the reality in the field. We believe that this could be corrected through meaningful consultation with, and effective involvement of, our members.”

A recording of the Committee proceedings can be viewed here.

Black History Month: Fighting anti-Black racism in the workplace

2 February 2022

Black History Month is a time to honour and celebrate Black people’s past and present accomplishments, their contributions to Canadian society, and their ongoing struggle for equity. This is a time to reflect on the strength and resiliency of people of African and Caribbean descent in Canada, while committing to fight against systemic discrimination and racism in our communities.

From creating one of Canada’s first trade-labour schools in 1842, to launching a class action lawsuit challenging racism in Canada’s public service today, Black workers and labour activists were instrumental in shaping the Canadian labour movement from which we continue to benefit.

Workers’ rights and workplaces in Canada have been greatly advanced through their courage and perseverance, and Black History Month is a time to recognize and give thanks for their leadership and those victories.

Click here to continue reading this article on the PSAC website.

Mental health matters, at home and at work

26 January 2022

a photo of three people with the words "mental health matters"

Today, as in previous years at this time, social media is filled with discussions seeking to raise awareness about mental health issues and initiatives. As the second year of the COVID-19 pandemic draws to a close, the numerous challenges brought about by this unprecedented crisis, be it in terms of physical or mental health, make it all the more important to reflect not only on the state of our healthcare infrastructure in general, but also on our mental health support systems at large.

Frontline and essential workers continue to be confronted with exceedingly taxing situations, and the need for a robust and accessible service infrastructure cannot be overstated if we wish to care for the mental well-being of Canadians everywhere – including in the workplace. In 2020, the Mental Health Commission of Canada published a study showing that nearly 9 in 10 Canadians want increased funding for mental health. In 2021, from a law enforcement perspective, Statistics Canada released a report making it clear that the pandemic had a significant impact on the mental well-being of the Canadian population, with some police services reporting a 13% increase in well-being check calls, and a 12% increase in mental health-related calls.

Beyond the concerns caused by COVID-19, and in addition to the need for general access to care, workplace culture also needs to foster mental well-being and not hinder it. Within CBSA, past employee surveys have shown a high level of dissatisfaction due to psychologically unhealthy workplaces. As a union, we’ve been vocal about the need for CBSA to address the many problems that plague the Agency when it comes to abuse of authority and harassment by managers.

You are not alone

When facing a difficult situation at work or at home, remember that you are not alone. People around you can be a source of support, and your union is there to assist and help you find the resources you need. As CBSA employees, you can also contact LifeWorks for confidential assistance – be it for advice, counselling or treatment (for more information about LifeWorks and other resources, see our Mental Health page). PSAC has also published a list of resources to assist you if you feel overwhelmed, are struggling with stress, or are facing mental health difficulties.

Just like physical well-being, mental health matters, in any setting.

PSAC renews push for early retirement for border services officers and firefighters

21 January 2022

PSAC has renewed its fight for fair retirement benefits for both Border Services (FB) members and firefighters (FR) from the Union of National Defence Employees that would provide parity with other firefighters and the broader law enforcement community.

Continuer

Statement on the deaths near Manitoba-U.S. border

20 January 2022

In light of the heartbreaking tragedy that unfolded in Manitoba earlier this week, where four people are presumed to have died from exposure after being left on their own near the border, we wish to extend our condolences to the families and friends of the victims.

As RCMP, CBSA, and U.S. officials continue to look for more information, we also offer our support to all those investigating this tragic situation.

Events like these can be troubling and hard to process due to their nature. Should you need to, we encourage you to reach out to your union representatives or your EAP provider (LifeWorks, 1.877.367.0809, TTY: 1.877.338.0275) for support.

An earlier version of this statement indicated that no CIU members were involved in the current investigation. This has been corrected to reflect the ongoing involvement of our members tasked with liaising with the RCMP and other CBSA partners. The previous version was based on information available to us at the time, and we apologize for the omission.

REMINDER: FB bargaining conference: Members of equity groups, women and young workers encouraged to apply

18 January 2022

PSAC-CIU members who self-identify in one of the groups listed below are encouraged to apply to attend the FB National Bargaining Conference before the February 4 deadline.

Eligible groups:

Indigenous
Racially visible
LGBTQ2+
Member with disability
Woman
Young worker (aged 35 or younger)

Bargaining conferences bring together members to discuss and prioritize the issues that will be negotiated during the upcoming round of collective bargaining. Participation of all groups is critical to ensure important equity issues are represented at the bargaining table.

How to apply

As established in Regulation 15, Section 3.3.3, delegates chosen to attend the bargaining conference must:

be members of the bargaining unit;
be dedicated union activists, engaged in union activities and committed to union principles, including social justice and human rights.

Please submit your application via the PSAC website before February 4 at 11:59 EST to be considered.

Note: Applying does not guarantee a delegate seat at the bargaining conference.

This article was first posted on the PSAC website.

UPDATED: Bargaining demands Input Call for Border Services (FB) — Deadline extended to January 28

17 December 2021

The Public Service Alliance of Canada will soon be approaching the employer to begin negotiations for the renewal of the collective agreement.

During the last round of bargaining, PSAC-CIU achieved important gains at the bargaining table thanks to sustained member engagement. To ensure success this next round, it’s critical that members participate in the process by submitting their bargaining proposals.

Members of the bargaining unit are encouraged to fill out the online form to provide the improvements and changes they would like to see made to the collective agreement.

This form will be open for input until January 28, 2022 at 11:59 p.m. (EST). Members will be prompted to login to access the form.

This article was first posted on the PSAC website.

Common Issues bargaining: All workers deserve fair wages

17 December 2021

The cost of living is rising quickly across Canada, and PSAC members — and workers across the country — risk being left behind if we don’t negotiate wages that keep up with inflation. That’s why our common issues bargaining team is pushing for fair wage increases that keep up with rising costs for more than 110,000 PSAC members.

The team met with Treasury Board December 13-15.

Already this year, it costs you 20 per cent more to feed your family than it used to, and the price of essentials we rely on every day is outpacing wages. Grocery bills are set to rise by $966 for a typical family of four next year — the highest increase in 12 years. The price of fuel, hydro and natural gas are on the rise too, with some households paying as much as 20 per cent more to heat their homes this winter.

Inflation is expected to remain high for the next few years, but wages haven’t budged, and our actual purchasing power is quickly shrinking. Now more than ever, we need fair wages, good working conditions and inclusive workplaces — not just for PSAC members, but for all workers.

As Canada’s largest employer, the federal government needs to lead by example and show they’ll be here for everyone — setting the bar with wage increases that don’t leave workers behind. Otherwise, the government risks losing talented and dedicated workers to employers who recognize that in a challenging labour market with soaring inflation, workers deserve better.

PSAC members got us through the pandemic by going above and beyond for Canadians, delivering the services and benefits that millions of people depended on. Failing to increase wages to meet the rapidly rising costs of living would amount to a pay cut for our members that have been here for Canadians when we needed them most.

New provisions to enhance job security

Our common issues bargaining team also discussed new proposals regarding job security. These negotiations come at a critical moment, as the current period of economic uncertainty emphasizes the need for a fairer workforce adjustment (WFA) process.

Workforce adjustment is a situation where the employer decides that the services of one or more indeterminate employees will no longer be needed because of a lack of work, the discontinuance of a function, the relocation of jobs, the closure of an office or work location, or contracting out.

The current WFA process threatens more employees with potential displacement than necessary and forces workers to re-interview for their own jobs, resulting in serious stress and other mental health impacts on affected members.

Our new WFA proposal would ensure a fair and transparent process. It opposes all forms of precarious employment and makes sure all members have timely access to indeterminate employment. We’re also asking the employer to recognize the reality of the changing workplace by offering more opportunities for employment through remote work.

Show your support

Member support throughout the bargaining process is critical to our success. Show your support by using our virtual background for all your video meetings and calls, applying the social media frame to your profile photo, or printing the poster to display in your work area.

Upcoming bargaining dates

The bargaining team meets with the employer again February 1–3, 2022.

Please be sure to keep your contact information up to date via the member portal to receive all the latest updates as we negotiate your next contract.

This article was first posted on the PSAC website.

Phoenix general damages finally open to retired and former members

17 December 2021

After months of waiting, retired and former PSAC members finally have access to Phoenix general damages.

Any former member, legal representative of a former member or estate of a deceased member who worked for the federal public service between 2016 and 2020, and is eligible, can now claim the maximum lump sum of $2,500. This includes compensation for the late implementation of collective agreements during those years due to the Phoenix pay system. Entitlement to compensation is as follows:

2016–17	$1,000
2017–18	$500
2018–19	$500
2019–20	$500

These damages were negotiated in October 2020 by PSAC under the Phoenix pay system damages agreement.

To be eligible to claim each year of the financial compensation, a worker must have been a PSAC member, had their pay processed by Phoenix, and been on strength for at least one day in the applicable fiscal year. To clarify, “on strength” means an employee who was actively working, on leave, on assignment, on long-term disability or otherwise not active, but remained employed.

To receive the amount you are entitled to, you must submit a claim, either online or by mail. Once the claim is evaluated, and you have agreed the government’s calculation of monies owed is correct, the amounts will be paid in one instalment. Please note that general damages payments are subject to overpayment recovery.

Submit your claim online

Submit your claim by mail

If you have questions or need help with the claim process, contact your departmental claims officer. If you have other concerns, please contact the Client Contact Centre.

For more information on Phoenix general damages for retired and former PSAC members please see our FAQs.

This article was first posted on the PSAC website.

Treasury Board members: Moratorium lifted on automatic leave cash-out

10 December 2021

Bannière de l'AFPC représentant une conversation

PSAC and Treasury Board have reached an agreement to lift the moratorium on the automatic cash-out of vacation and compensatory leave for the PA, TC, EB, SV and FB groups.

In previous years, in order to address the shortcomings of the Phoenix pay system and allow compensation advisors to focus on fixing outstanding pay issues, PSAC and Treasury Board had agreed to suspend the automatic cash-out of vacation and compensatory leave permitted under PSAC’s collective agreement until March 31, 2022.

Under most of PSAC collective agreements, leave that is earned in a fiscal year and remains outstanding on September 30 of the following fiscal year is subject to an automatic cash-out provision.

Payment of outstanding vacation and compensatory leave credits will resume on March 31, 2022. However, in order to return to the carry-over levels allowed in the collective agreements, PSAC and Treasury Board have agreed on a transition process.

This means that each year, for a five-year period, 20 per cent of the vacation and compensatory leave balances above the annual carry-over limit will be cashed out.

Members with a balance above allowable limits remaining on March 31, 2026, will receive a cash-out for the portion in excess, in its entirety, with respect to the applicable collective agreement provisions.

PSAC acknowledges that many members prefer paid time off over a cash payment in lieu. Members will continue to be allowed to use their vacation and compensatory time or to request a cash-out of their vacation or compensatory leave balances during the year, in the amounts and manner described in their collective agreement.

If a member is having ongoing issues with their leave balance, for example in situations regarding a dispute about the balance due to the Phoenix pay system or a pending transfer situation, in consultation with the employee, the mandatory leave cash-out can be paused by the employer.

For more information on the automatic leave cash-out, members can consult the Memorandum of Understanding.

This article was first posted on the PSAC website.