TB bargaining: PSAC heads into mediation for PA group and common issues

14 January 2020

PSAC’s bargaining team representing 90,000 federal public service workers in the Program & Administrative Services (PA) unit has agreed to mediation on January 16 and 17.

The session is being convened by the Public Interest Commission (PIC) and will cover both common issues as well as those specific to the PA unit (information for the other Treasury Board units will be forthcoming).

PSAC and the government presented their respective bargaining positions at a PIC hearing on December 4-7.

PSAC will provide an update on the mediation session once it is complete.

What is a Public Interest Commission (PIC)?

Under the law that governs contract negotiations in the federal public service, once impasse is reached at the bargaining table, 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 chairperson also has the option of convening additional talks. The PIC then issues a report with recommendations for settlement. The recommendations are not binding.

Once the PIC releases its report, the union’s bargaining team will meet to discuss the recommendations. Traditionally, following this, PSAC and government representatives have returned to the table to resume negotiations. We expect the PIC reports to be issued in 2020.

The original version of this article was first posted on the PSAC website.

Members rally in Saint John

9 January 2020

CIU members kicked off the New Year by rallying in Saint John, NB, in support of the FB bargaining team. The rally, which took place on January 7, 2020, followed a meeting with Wayne Long, MP for Saint John-Rothesay. The PSAC-CIU bargaining team representing FB (Border Services) personnel is returning to the bargaining table later this month.

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TC bargaining: Government unwilling to budge on 10-year-old wages and 40-year-old job standards

6 January 2020

The TC (Technical Services) bargaining team was in two days of hearings at the Public Interest Commission (PIC) followed by two days of mediation from December 17 to 19. Unfortunately, there has been no progress in negotiations, as the employer is deeply entrenched in its own positions. An overview of regressive proposals affecting all core public service bargaining units is available here, while TC-specific proposals are highlighted below.

PSAC is committed to continue pushing for improvements and resisting concessions in the TC collective agreement.

The union is also disappointed that the government, with all the resources at its disposal, refused to provide a PIC submission in both official languages. You can download PSAC’s TC PIC submission in English and French and access the government’s English only submission here.

Wage parity with comparable jobs

PSAC has proposed wage adjustments that keep up with the wages of other employees in comparable jobs both outside and inside the federal public service. In many cases, the wages of PSAC members in the TC group are lagging far behind those of other employees in similar positions. We have a pay study showing large wage gaps.

After more than a decade of frozen wages and rising inflation, the employer made an insulting counter-offer of wage adjustments totaling up to just 1% for these TC positions.

CFIA Comparability

We have an agreement with the employer that all EGs are equivalent to EGs who work at the Canadian Food Inspection Agency (CFIA). However, EGs at CFIA are paid 3.3% more than EGs in the TC group. We argued that all EG members should be paid that higher rate.

The employer has agreed that there is a gap, although they have stated the only movement they would make will come out of the 1%. That is to say that they won’t make up the entire gap, and that this amount will come out of the pockets of non-EG members.

Group Specific Allowances

Many smaller groups have huge wage gaps compared to their internal or their external comparators. PSAC is pushing to make up these gaps. This means we will push to:

expand some of the allowances to include more members
increase some allowances
introduce a number of new allowances for members

Again, the employer has agreed that there are a number of problems, although they reiterated the only movement they would make will come out of the 1%.

Fair Classification and the Occupational Group Structure

The classification system is broken and we are pushing for a commitment from the employer to get through the process of providing a new occupational group structure for the TC group, which is the first step in providing an updated and fair classification system so that members are all properly classified and paid fairly. For some of our members, their job standards are approaching 40 years old. We have waited long enough for this system to be implemented and are looking to negotiate a clear clause that would result in a concrete penalty for the employer if they miss any future deadlines.

The employer is trying to push off the date that they must complete this process. They have repeatedly been unable to meet any deadlines that have been set to fix the broken classification system. The employer has not been willing to make any commitments that will hold them accountable for completing this process.

Leaves and Other Common Issues

There is a large number of issues which are common to all of PSAC’s members in the federal government which are at the common-issues table. This list of issues includes improvements to vacation leave and other leaves, better protections for members in the event of layoffs, protections from discrimination and harassment, and new language on domestic violence leave.

These are not negotiated at our table, but there is still a long way to push the employer to respond to our issues.

PSAC will continue to mobilize its membership through increased workplace action, up to and including a strike, until a fair settlement is reached. Stay up to date with the latest on bargaining by signing up for PSAC email updates.

The original version of this article was first posted on the PSAC website.

January 2020 Young Workers Conference Call

23 December 2019

If you are 35 years old or younger and want to get involved with your union, you are invited to participate in the next CIU Young Workers conference call, on January 22, 2020, 7-8 p.m. (ET). This is an opportunity to make your voice heard and discuss shared issues with your fellow young workers.

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EB bargaining: No movement in PIC and mediation

18 December 2019

The EB (Education and Library Science) bargaining team was in two days of hearings at the Public Interest Commission (PIC) followed by two days of mediation from Dec. 9 to Dec. 12. Unfortunately, there has been no progress in negotiations, as the employer is deeply entrenched in its own positions. An overview of regressive proposals affecting all core public service bargaining units is available here, while EB-specific proposals are highlighted below.

PSAC is committed to continue pushing for improvements and resisting concessions in the EB collective agreement.

The union is also disappointed that the government, with all the resources at its disposal, refused to provide a PIC submission in both official languages. You can download PSAC’s EB PIC submission in English and French and access the government’s English submission here.

Wage parity with comparable jobs

PSAC has proposed wage adjustments that keep up with the wages of other employees in comparable jobs both outside and inside the federal public service. In many cases, the wages of PSAC members in the EB group are lagging far behind those of other employees in similar positions. For example, elementary and secondary school teachers (ED-EST INAC) working in Indigenous reserves in Ontario are paid up to an average of 7.3% less than teachers working for the province’s school boards. And EB vice-principals are paid up to 22% less than those in Ontario school boards, while EB principals are paid up to 20% less than their counterparts in Ontario school boards.

The employer made an insulting counter-offer of wage adjustments totaling up to just 1% for these EB positions.

New national rate of pay for teachers who work for 12 months (ED-EST)

ED-EST 12-month teachers’ wages differ province-to-province, and the transition to a new national rate of pay has been a long-standing issue. PSAC has proposed a new national rate of pay for these teachers, and a joint committee composed of both employer and union representatives had previously reached an agreement to recommend a national rate of pay that would become the basis for negotiations.

However, the employer simply dismissed the union’s demand and the joint committee’s recommendations and is again offering monetary measures totaling just 1%.

Allowance for union members who teach Indigenous languages

PSAC tabled this proposal in recognition of the need to preserve and promote Indigenous languages. Both the Truth and Reconciliation Commission and the National Inquiry into Missing and Murdered Indigenous Women and Girls call on the Federal government to invest in the preservation and revitalization of Indigenous languages. The Federal government itself has shown commitment to Indigenous languages when it passed the Indigenous Languages Act. The union believes that an allowance for Indigenous language teachers is a step in the right direction.

Unfortunately, the employer has refused to discuss this demand at the negotiating table.

Access to professional development

Currently, the employer is obligated to provide allowances in lieu of salary to employees taking education leave—at a minimum of 50% and up to a maximum of 100% of basic salary. The employer is demanding a concession that allows the employer the option to pay or not pay an allowance and that would bring the minimum allowances down to 0%.

PSAC is pushing back on this concession, arguing that the change will limit access to professional development given the possibility of the employee receiving no allowances in lieu of salary. The union further demands that professional development days be used primarily for academic initiatives rather than departmental training purposes.

Pedagogical break for 12-month teachers (ED-EST)

Recognizing that the workload of 12-month teachers can be very intense, PSAC has proposed that these teachers be given a break with pay annually from July 1 to July 9, including one designated paid holiday. Unlike 10-month teachers, these 12-month teachers do not have a spring break. The union is simply seeking the same benefit for 12-month teachers.

The employer has responded that this would be cost prohibitive, since they would have to hire replacement teachers.

Leave benefits and alternative work arrangements

PSAC is seeking improvements to leave benefits, including for family-related responsibilities, injury-on-duty, and education and career development. The union has also proposed that employees’ requests to work away from the employer’s premises not be unreasonably denied. It is the union’s position that these demands will help address the issue of work-life balance.

The employer has rejected all these demands and has offered no provisions that address work-life balance.

The original version of this article was first posted on the PSAC website.

PA bargaining: Government rejects key improvements to contracts

18 December 2019

During the Public Interest Commission (PIC) hearings held between December 4 and 7, the government presented a slew of negative proposals affecting members in the Program and Administrative Services (PA) group. An overview of regressive proposals affecting PSAC’s core public service bargaining units is available here, while PA-specific proposals are highlighted below.

PSAC is committed to rejecting concessionary proposals and to keep pushing for improvements in the PA collective agreement.

The union is also disappointed that the government, with all the resources at its disposal, refused to provide a PIC submission in both official languages. You can download PSAC’s full PIC submission in English and French and access the government’s English submission here.

Delays to new classification system and rejection of damages

PSAC wants to negotiate pay rates for the five new groups deriving from the much delayed modernization and restructuring of the PA unit. Despite numerous missed deadlines, the government says it needs an additional two years to map existing positions to the new classifications and refuses to negotiate these associated pay rates.

PSAC members are still waiting to be paid fairly, in accordance with an up-to-date and accurate gender-neutral evaluation of their work. In recognition of this, PSAC has proposed that the government pay each employee in the PA unit $333 per month in damages until the new classification system is established. The government has dismissed this proposal.

No incentives for recruitment and retention of compensation and benefits employees

Due to Phoenix, workers at the Pay Centre and its satellite offices are operating in a high-pressure environment with a massive workload. To help ensure employee recruitment and retention, the government had agreed to provide an incentive allowance, but refused to continue the practice in the summer of 2019. PSAC has proposed to re-introduce these incentives (i.e., a one-time payment of $4,000 to Compensation Advisors and a provision that all overtime is to be paid at double-time).

With over 200,000 Phoenix cases in the backlog, it is shocking that the government rejected this proposal.

Rejection of workload concerns for Parole Officers (WP) workers

PSAC’s members working as Parole Officers (WP) at the Correctional Service of Canada have been struggling with excessive workload issues for more than two decades. In a 2019 survey, more than 93% of Parole Officers said their case load was too heavy, characterized by an increasingly complex offender population due to substance abuse, gang violence and mental health issues. To address this, the union has made a series of proposals to ensure a safe and manageable caseload ratio.

The government rejected all proposals and has argued that workload concerns should not be addressed at the bargaining table.

No paid breastfeeding breaks for new mothers

PSAC has proposed two paid periods available to nursing mothers for breastfeeding or pumping milk in a safe and private location. The benefits of breastfeeding are well-established by numerous Canadian and international health organizations and PSAC believes employers should facilitate nursing for women who choose to do so.

The employer has dismissed this proposal as “unreasonable and impractical”, a remarkable position for a government that brands itself as advancing women’s interests.

No allowance for Indigenous languages at work

PSAC is proposing that employees who are required to speak or write in an Indigenous language as part of their duties be provided with an annual allowance of $1,015. The union believes this proposal is consistent with the Truth and Reconciliation Commission’s Calls to Action, which seek greater recognition and support for Indigenous languages.

The government has dismissed this proposal.

No additional training and support for call centre workers

The federal government employs approximately 7,000 employees in call centre operations that serve Canadians seeking a wide range of services, such as Employment Insurance, the Canada Pension Plan and Old Age Security. This work is challenging and involves speaking with clients who may be distressed or in crisis. To better support call centre workers, PSAC has proposed additional training to reinforce coping skills as well as crisis intervention.

The government has rejected these proposals and is instead proposing to deploy call monitoring—currently used for improving performance and providing feedback—for disciplinary purposes.

Reduced notice of shift change

The government wants to reduce the notice for changes to scheduled shifts from seven days to just 48 hours. Currently, a change imposed with less than seven days’ notice requires the worker to be paid at the rate of time-and-a-half. Under the government’s proposals, this higher rate of pay would only be triggered if changes to shifts are made with less than two days’ notice.

The original version of this article was first posted on the PSAC website.

CIU members rally in Windsor

18 December 2019

More than 100 CIU members marched in Windsor on Monday December 16 to call upon the government to bargain fairly. National President Jean-Pierre Fortin was present, sending a strong message to the employer: “We want respect, we want to have a good contract and we want it as soon as possible”.

This display of solidarity by CIU members and allies is just a taste of what’s to come in 2020: We intend to hold the employer’s feet to the fire and fight for a fair contract – from coast to coast to coast.

Our PSAC-CIU FB group bargaining team is returning to the table in January 2020 and is ready to keep fighting, be it for better protections from CBSA management, improved work-life balance, a fairer medical note policy, paid firearm practice time, and more. The union is also advocating for 25-and-out to be implemented: FB members are law enforcement, and they deserve the same treatment as other law enforcement agencies.

Photos: Paul Thibodeau

PA Group – Public Interest Commission: PSAC continues pushing for fair deal

9 December 2019

The Public Interest Commission (PIC) hearings for the Program and Administrative Services (PA) and common issues tables wrapped up this weekend. The hearings are the first of eight scheduled in the next few months for nearly 140,000 PSAC members who are still without a new collective agreement.

At the hearing, PSAC representatives put forward our demands for a fair contract that delivers reasonable wage increases and the working conditions that make balancing family and work possible.

Now that PSAC and the employer have provided their respective submissions, we can expect to see a report with the commission’s recommendations for a settlement early in the new year. But we won’t wait for this report to secure an agreement. Between now and then we’ll continue to negotiate and mobilize for the fair contract PSAC members deserve.

We’re going to continue pushing for a deal that provides fair wage increases that cover the rising cost of living, improvements to work-life balance, and equitable compensation for the Phoenix pay disaster.

Once the PIC report is issued, the PA group, which includes 71,000 members, will be in a position to take a strike vote if we still haven’t reached an agreement with Treasury Board on our outstanding issues.

We’ll continue to provide updates over the coming days and weeks, including a detailed analysis of the union and the employer’s submissions at the hearing.

The next PIC hearing – for the Education & Library Sciences (EB) group – takes place December 9-12 in Ottawa.

Read the submissions to the Public Interest Commission:

The original version of this article was first posted on the PSAC website.

National Day of Remembrance and Action on Violence against Women: 30 Years Later – We Remember

5 December 2019

December 6, 2019 marks the 30^th anniversary of the Montréal Massacre, where 14 young women were killed at l’École Polytechnique de Montréal because they were women.

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Accessibility must be a key priority for new government

2 December 2019

Illustration of different types of disabilities

This year, on December 3, International Day for Persons with Disabilities, PSAC is calling on the recently elected federal government to make accessibility a priority.

Federal accessibility law

Just before the election, the government passed the Accessible Canada Act into law. This was an important step forward for accessibility rights in the federal sector. However, the most significant part lies ahead. The Act simply sets out the general framework – the government must create strong regulations to make the Act effective.

PSAC calls on this government to ensure comprehensive and enforceable accessibility regulations and standards that make a positive difference in the lives of persons with disabilities in Canada.

Federal accessibility strategy

The government has also recently prepared a federal Accessibility Strategy that will apply to the federal public service.

Once again, this strategy is simply a foundation and the true commitment to accessibility will only be shown by ensuring that the strategy is implemented properly. There must be a culture change in the federal public service, where one in three workers with disabilities have said they experienced harassment, and one in four have said they experienced discrimination.

We are calling on the government and the central agencies to make accessibility a priority and to demonstrate real commitment to removing barriers.

PSAC releases new tools on the duty to accommodate

Also, in recognition of December 3, PSAC is releasing a new pamphlet for our members entitled Duty to Accommodate in the Workplace, as well as our revised and updated Duty to Accommodate: A PSAC Guide for Union Representatives. PSAC is also promoting a video that explains the duty to accommodate. These tools will help PSAC members, stewards, and other representatives to better understand the right to accommodation in the workplace.

PSAC will continue to advocate for a Canada where persons with disabilities are able to fully and equitably participate in all aspects of society.

The original version of this article was first posted on the PSAC website.