Treasury Board bargaining: Mediators appointed for PA and EB groups

17 March 2026

The Federal Public Sector Labour Relations and Employment Board has informed PSAC that it will appoint mediators following the PA and EB bargaining teams declaring impasse last month. Mediation is now scheduled for April 28–30 for the PA group, with dates to be determined for the EB group.

PSAC accepts the opportunity to work with a third-party mediator to move discussions forward and help break the deadlock in negotiations.

Board delays decision on PIC process

When PSAC declared impasse last month, we asked the Board to skip the PIC process so bargaining could move forward more quickly. Treasury Board opposed that request, arguing the parties were not at impasse and that a PIC should be set up if the Board determined an impasse existed.

Rather than deciding on this request now, the Board will appoint mediators to work with the parties and reserve its decision on any other requests until May 29 or the conclusion of mediation.

Moving forward

Our bargaining teams will approach mediation in good faith and remain ready to negotiate a fair agreement that reflects the priorities of our members on key issues, including remote work, job security, wages, and workforce adjustment.

This article was first published on the PSAC website.

International Women’s Day 2026

6 March 2026

March 8 is International Women’s Day, and the CIU Standing Women’s Committee wishes to acknowledge the continued work of all activists and members within our union who identify as women, without whom many of our victories and achievements would never have become reality. A true force for mobilization in the face of adversity, women from all backgrounds are consistently at the forefront of the union movement, defending our rights and fighting for greater equality.

On International Women’s Day, it is important to recognize the work that can be done within our own union and communities to advance women’s rights. That is why we want to share the message behind this year’s campaign, “Give to Gain”, which emphasizes a mindset of generosity and collaboration, suggesting that when individuals and communities invest in women, everyone thrives.

“Each time a woman stands up for herself, without knowing it possibly, without claiming it, she stands up for all women.” — Maya Angelou

On behalf of the entire Customs and Immigration Union, to all the women who are working to take down barriers and build a fairer, more just world, we extend our most heartfelt solidarity.

– The CIU Standing Women’s Committee

Know your rights as a term employee during federal job cuts

5 March 2026

While workforce adjustment and employment transition provisions in federal collective agreements are designed to limit the harm of job cuts for indeterminate employees, term employees face a different — and often more precarious — reality.

Term employees are frequently the first to lose their jobs when cuts are announced. In many departments, the accumulation of service toward conversion to indeterminate status has also been suspended.

All the uncertainty can be stressful, which is why we’ve compiled information for term employees that outlines their rights and entitlements, including:

Whether formal recourse is available for non-renewal or early termination
How term employment conversion to indeterminate works
What “stopping the clock” on term conversion means

Select your employer to access the resource: Treasury Board – CRA – Parks Canada – CFIA

This resource is designed to help you better understand your rights as a term employee and where your union can provide support. If you have questions, contact your PSAC component union.

This article was first published on the PSAC website.

PSAC takes legal action over rollout of Early Retirement Incentive

5 March 2026

psac logo scfp

PSAC has filed a policy grievance and unfair labour practice (ULP) complaint in response to the federal government’s unilateral implementation of the Early Retirement Incentive (ERI) program.

PSAC does not oppose early retirement options, but any program to prevent involuntary layoffs must be negotiated, lawful, and protect workers’ rights. No one should be pressured into giving up hard-won protections

Workers were notified about potential ERI eligibility before full program details were available and without a formal workforce adjustment situation. This bypasses key obligations under our collective agreements and creates confusion at a time when clarity and transparency are essential.

Choosing ERI could strip workers of important protections and benefits under the Workforce Adjustment Appendix and Employment Transition Policy, including the transition support measure (a cash payment based on your years of service), the education allowance (reimbursement of up to $17,000 for receipted educational expenses), and counselling services of up to $1,200 to support potential re-employment or retirement, such as financial counselling or job placement assistance.

Why this matters

This legal action challenges the employer’s violation of Article 6 and the Workforce Adjustment Appendix and Employment Transition Policy, which undermines our collective agreements. Specifically, the employer has:

Treated ERI like a Voluntary Departure Program without meeting the requirements for such programs or consulting PSAC as required.
Contacted employees before full details were available, failing to properly advise members of their rights under workforce adjustment.

Workforce adjustment is a well-established, negotiated process that protects workers. ERI does not meet the same standards. For those affected by job cuts, incomplete or premature information can lead to irreversible decisions about careers, pensions, and entitlements. The rushed rollout has created confusion and pressure, and workers are being asked to make decisions without all the facts.

What we’re asking for

The legal action calls on the employer to ensure that any early retirement program falls under the negotiated workforce adjustment process and that the union is consulted before any notifications or decisions are made.

PSAC is pressing the government to meet immediately and provide full details so workers can understand the potential impact of this program. Members deserve access to every tool available to protect their jobs, and those tools must be lawful, transparent, and consistent with collective agreements.

Impact on members

The government has not yet released all the necessary details about ERI, so it is not possible to fully assess how choosing this option could affect workers’ career, pension, or entitlement.

Once full information is available, PSAC will provide a clearer breakdown of potential impacts. In the meantime, members are encouraged to carefully consider their options, know their rights, and speak with their union representative before making any decisions about early retirement.

This article was first published on the PSAC website.

FB Bargaining updates

27 February 2026

FB bargaining group updates

February 27, 2026: FB group: Notice to bargain filed ahead of bargaining conference

March 27, 2026: FB members set priorities for next round of bargaining

June 18, 2026: FB bargaining: Negotiations begin for border services group

FB group: Notice to bargain filed ahead of bargaining conference

27 February 2026

PSAC has taken the first step toward the next round of negotiations for over 9,000 members in the FB group by serving Treasury Board with notice to bargain.

After issuing a call for bargaining input, the union received over 1,000 proposals from members working for the Canada Border Servies Agency (CBSA). Next month, from March 24–26, members from every Customs and Immigration Union (CIU) branch across the country will gather in person at the National FB Bargaining Conference in Ottawa to discuss members’ priorities and elect a bargaining team for the next round of negotiations.

Initial bargaining dates will be set following the conference. The current collective agreement expires on June 20, 2026.

The mobilization by FB members during our last round of bargaining was critical to securing important gains — including stronger protections against CBSA management and improvements that bring our working conditions and retirement eligibility more in line with other law enforcement agencies across Canada.

PSAC-CIU members at CBSA go above and beyond every day to protect our borders. It’s time for the employer to recognize that dedication and hard work by making CBSA a better, safer place to work.

Stay in touch

Make sure your contact information is up to date in the member portal to receive the latest bargaining updates.

If you have any questions, contact your CIU branch president.

This article was first published on the PSAC website.

Job cuts at CBSA and Veterans Affairs show no one is safe

27 February 2026

The growing list of workers affected by the federal government’s sweeping cuts to public services now includes those helping to keep borders secure, and those supporting veterans and their families.

More than 400 members of the Public Service Alliance of Canada (PSAC) and the Customs and Immigration Union (CIU) at the Canada Border Services Agency received notices last week that they could lose their jobs. At the same time, members of PSAC and the Union of Veterans’ Affairs Employees (UVAE) working at the Bureau of Pension Advocates are facing a 44 per cent reduction in staff.

Together, these decisions send a clear message that no service — and no worker — is safe from this government’s reckless cuts to federal programs.

“Prime Minister Carney is using the same old playbook that Chrétien and Harper did, and we’re going to get the same bad results,” said Sharon DeSousa, PSAC national president. “This government needs to stop recycling failed austerity measures and start investing in the public services people in Canada rely on every day.”

The cuts are part of the federal government’s plan to slash critical public services and eliminate 30,000 more federal public service jobs over the next three years. More than 13,000 PSAC members have already received notices that they could lose their jobs.

Border services on the chopping block

PSAC-CIU members at the Canada Border Services Agency play a critical role in border security, trade enforcement, and public safety. Yet 445 members received workforce adjustment notices as part of $208 million in planned cuts at the agency.

“It is disconcerting to see the federal government reduce the public service at a time when people in Canada need the services our members provide more than ever,” said Mark Weber, CIU national president. “The decision to eliminate crucial knowledge and expertise will only serve to make Canada less safe.”

These notices are being distributed at a time of increasing pressure on border operations. Cutting frontline capacity and expertise will weaken Canada’s ability to respond to emerging risks and ensure the smooth movement of people and goods.

Cutting veterans’ services while backlogs grow

Cuts at the Bureau of Pension Advocates within Veterans Affairs Canada (VAC) will shrink its workforce by 44 per cent — from 226 employees to 130 — through the elimination of 72 term positions and 24 contract lawyers. The bureau provides free legal advice, assistance, and representation to veterans, RCMP members, and their families.

“Veterans and their families depend on timely, professional support and should not be forced to fight for the benefits they have earned,” said Toufic El-Daher, UVAE national president. “Fewer staff means longer waits and unnecessary hardship for those who have already given so much.”

With 27,000 claims already in the backlog and another 25,000 expected in 2026, cutting legal and support staff by nearly half will inevitably create further delays and barriers — potentially tripling the existing one-year wait time.

These cuts come despite VAC identifying $4.4 billion in long-term savings by lowering the reimbursement rate for medical cannabis for veterans and RCMP members. Those savings are coming directly from veterans themselves, many of whom may now face higher out-of-pocket costs for medical cannabis prescribed to manage PTSD, chronic pain, and other service-related injuries. There is no need for these cuts, yet the department is moving forward anyway — leaving veterans to shoulder the burden twice.

PSAC and UVAE are calling for stable, permanent funding for the Bureau of Pension Advocates to ensure continuity of service. Veterans deserve timely, high-quality support, and that depends on stable staffing and long-term investment.

Cuts to workers mean cuts to services

The government has framed these cuts as responsible fiscal management, but the reality is simple: cutting public service jobs means cutting public services.

Whether it’s veterans waiting longer for benefits, families relying on timely border processing, or communities depending on public safety enforcement, the impact will be felt far beyond federal workplaces.

PSAC will continue to fight these reckless and damaging cuts and defend the public services people rely on every day.

This article was first published on the PSAC website.

The New Union Frontier, episode 5 — Politics: What is it good for? (part one)

24 February 2026

We hear it all the time, “why does the union get political?”

In part one of this episode, Amanda sits down with former MP, current radio host and lifelong activist Brian Masse, along with CIU National President Mark Weber. Together, they pull back the curtain on the political side of union work.

How decisions made in Ottawa directly impact all members
What really happens behind closed doors before a question is asked in the House?
Why union voices must be at the table, and what happens when they’re not

Head over to ciu-sdi.ca/podcast to listen now!

Podcast host Amanda with guest Mark Weber and Brian Masse.

Workforce adjustment at CBSA: A message from the CIU National President

19 February 2026

Earlier today, the Canada Border Services Agency notified some of our members that their positions would be subject to workforce adjustment (WFA) measures, as part of the federal government’s cuts to the broader public service.

This will understandably be a significant source of worry and uncertainty for those who are affected. To those members, know that your union is here to ensure that your rights are protected. The Customs and Immigration Union has the personnel and resources in place to see you treated as you should, and we are here to support you every step of the way.

Over the years, we have fought hard to have WFA protections enshrined in our collective agreements (Appendix C for the FB group / Appendix D for the PA group), and CIU is fully committed to ensuring that the employer respect these provisions. To learn more about your rights and protections around WFA measures, we invite you to review the Public Service Alliance of Canada’s Guide to Workforce Adjustment, which outlines both employer and employee responsibilities, provides steps to navigate the workforce adjustment process, and details options available to workers.

In addition to the guide, PSAC has built a WFA portal which provides members with a broad range of information and tools (such as a checklist with step-by-step guidance for affected members). For your convenience, we have also made this information available via a dedicated page on the CIU national website. Should you need assistance or information beyond these resources, you can contact us at wfa-rde@ciu-sdi.ca for any WFA inquiry.

Outside of the individual impact of WFA measures, it is disconcerting to see the Government of Canada reduce the federal public service at a time when Canadians need the services our members provide more than ever. The decision to do away with crucial knowledge and expertise will only serve to make Canada less safe.

In solidarity,

Mark Weber
CIU National President

Federal unions win improvements to the NJC Travel Directive

13 February 2026

After years of review and negotiations, federal public service unions including PSAC have secured meaningful improvements to the National Joint Council (NJC) Travel Directive that better reflect the real costs and realities of work-related travel.

The latest improvements were awarded by a board of arbitration in a historic ruling. In over 80 years of NJC operations, the parties have never before needed third-party arbitration to resolve a dispute during the negotiation process. The arbitrator recognized the rarity of this step and intervened only where absolutely necessary. Decisions were guided by a clear principle: travel for work should neither create a financial gain nor a financial loss for employees.

These updates are the result of an extensive cyclical review that began in 2021 and involved years of co-development and negotiation between the bargaining agents and the employer. They modernize the Travel Directive and help ensure it remains fair and responsive to employees’ travel-related needs.

Higher allowances for members who travel

Through arbitration, the bargaining agents secured:

Increased incidental expense allowance: from $17.30 to $25 per day
Increased declaration-based dependant care allowance: from $35 to $50 per day per household
Increased receipted dependant care allowance for professional care: from $75 per day per household to $100 per day per dependant

These increases better reflect the real and rising costs members face when work takes them away from home. These allowances hadn’t been updated since 2002, meaning members were shouldering increasing expenses for more than 20 years.

Clearer rules and stronger protections

Other improvements agreed to during the review include clearer rules around meal timing and provisions for shift workers; flexibility to exceed meal limits in exceptional circumstances with receipts; and improved provisions for emergencies, allowing employees to return earlier or later due to personal illness, accidents, or emergency situations at home.

Changes agreed to by the parties during the review came into effect on October 1, 2025. Changes awarded through arbitration take effect 45 days after the date of the award.

Provisions for escort officers were referred back with a suggestion that it be dealt with in negotiations with the FB group and CBSA.

PSAC will continue to push for fair, modern travel protections and ensure members’ concerns are addressed in these ongoing discussions.

How the review works

The NJC Travel Directive is updated through a cyclical review process led by the National Joint Council, not through traditional collective bargaining.

The Directive provides a framework to reimburse employees for reasonable expenses incurred while travelling on government business. It applies to federal public service workers under Treasury Board (including the EB, FB, PA, SV, and TC groups), as well as employees of the Canadian Food Inspection Agency, Communications Security Establishment Canada, the National Research Council, and the Office of the Auditor General of Canada. The Directive forms part of employees’ collective agreements.

During a cyclical review, the 19 public service bargaining agents — including PSAC — develop and submit proposals collectively to employer representatives. Where the parties cannot reach agreement, unresolved issues may be referred to interest arbitration.

Negotiations are also ongoing for several other NJC directives, including those related to relocation and bilingualism allowances.

This article was first published on the PSAC website.