This week UNE leadership, attending a training and planning session, marched in solidarity with the Syndicat des enseignantes et enseignants des Laurentides (SEEL-CSQ). They are on a 3-day strike this week and will announce an unlimited strike soon if no fair deal is reached.
“These workers have been offered crumbs while the province has given their parliamentary leaders cakes,” said UNE National President Alisha Campbell. ” We stand in solidarity with our union family members.”
As a mark of solidarity, UNE will make a donation to SEEL-CSQ.
The members have been offered 10.3% over 5 years, which pales in comparison to the 30% raise Premier Legault gave his elected provincial politicians.
After the last round of negotiations between PSAC and Treasury Board, a review of the Bilingualism Bonus Directive was launched in October. The bargaining agents of the National Joint Council, of which PSAC is a member, have until April 2024 to provide their input.
It is time to update and expand the Bilingualism Bonus Directive. Eligibility for the bilingual allowance has not been updated since 1993, and the amount that bilingual employees receive ($800) has not increased since 1977. Workers in the federal public service work hard to improve their language skills; 45 years without an update is insulting to their time and effort.
A mechanism to increase the bonus on a yearly basis. As costs rise every year, the bonus should reflect that reality.
If the Official Languages Act (OLA) is updated to include languages other than English and French, for example Indigenous languages, these languages should also be eligible for an allowance.
Bilingualism is a skill that should be encouraged. The employer must find ways to strengthen the OLA, making it easier for members to work in the language of their choice and improve their second language skills.
The OLA designates both English and French as languages of work within the federal public service. If the government wants to have a truly dynamic, diverse, and bilingual institution, it must create an environment where employees are not only able to work in the language of their choice but encouraged to do so.
PSAC has filed an unfair labour practice against Parks Canada Agency for refusing to provide seasonal and term workers the pensionable lump sum payment negotiated as part of the collective agreement signed September 26.
Parks Canada blamed wildfires for the nearly eight-week delay in signing the collective agreement, causing many of the very PSAC members who were on the frontlines fighting these fires to lose out on receiving the $2,500 lump sum payment. For members to receive the lump sum payment, they must be in the bargaining unit when the collective agreement is signed. Take Action
The delay means approximately 300 Parks Canada members who are term and seasonal workers will not receive the payment, including firefighters who battled wildfires, members in seasonal term positions at Canada’s historical sites, in the midst of a national housing crisis. Contracts for these workers typically end between late August and early September.
The Parks Canada bargaining team has made it clear throughout this round of bargaining that this employer’s over-reliance on and abuse of term and seasonal workers is unnacceptable. Now, these same precarious workers will be burned again.
PSAC will be arguing that members who have completed their contracts since the ratification on August 4 should receive the $2,500 pensionable lump-sum payment that was negotiated in good faith at the table.
As part of the collective agreement PSAC secured during this round of bargaining, the $2,500 pensionable lump-sum payment will be issued on November 8 for all eligible PSAC members in the PA, SV, TC, and EB Treasury Board bargaining groups and PSAC-UTE members working for Canada Revenue agency.
See our FAQ for full details about eligibility for the lump sum payment.
Processing dates for retroactive pay and wage adjustments vary by bargaining group. Full details for each table are included below.
The employer had 180 days to action payments following the signing of the collective agreements this summer. All non-monetary terms of the collective agreement took effect immediately upon signing.
Program and Administrative Services (PA Group)
The new collective agreement was signed on June 27, 2023 and wage adjustments were reflected on the August 2 pay stub.
The retroactive pay was processed and issued on the October 25 pay stub, and the $2,500 pensionable lump-sum payment will be issued on November 8.
Operational Services (SV Group)
The new collective agreement was signed on July 11, 2023 and wage adjustments were reflected on the August 30 pay stub.
Retroactive pay will be processed and issued on the November 22 pay stub, and the $2,500 pensionable lump-sum payment will be issued on November 8.
Technical Services (TC Group)
The new collective agreement was signed on June 27, 2023 and wage adjustments were reflected on the August 2 pay stub.
The retroactive pay was processed and issued on the August 30 pay stub, and the $2,500 pensionable lump-sum payment will be issued on November 8.
Education and Library Science (EB Group)
The new collective agreement was signed on July 11, 2023 and wage adjustments were reflected on the August 30 pay stub.
Retroactive pay will be processed and issued on the November 22 pay stub, and the $2,500 pensionable lump-sum payment will be issued on November 8.
Canada Revenue Agency (CRA)
The new collective agreement was signed on June 27, 2023 and wage adjustments will be effective November 1.
The $2,500 pensionable lump-sum payment will be issued on November 8.
UNE Local Representatives have been dealing with a high volume of inquiries about the latest on the Parks Canada Retroactive Payment.
The employer has 180 days from the signing of the contract to implement wage increases, wage adjustments and allowances. If the Parks Canada Agency is unable to meet this deadline, there is a lump sum of $200 payable if the outstanding amount is more than $500 owed.
The agreement was signed September 29, 2023. Therefore, the employer has until March 27, 2024 to make the payments.
This change was initiated and operationalized by the employer and was not part of PSAC and other unions’ negotiations on a new health care plan. It also does not impact the improvements PSAC secured.
The employer transferred the Public Service Health Care Plan provider contract from Sun Life to Canada Life as part of a separate procurement process, resulting in changes for nearly 1.5 million federal public service workers, retirees, and their dependents.
The Government of Canada made the decision to transition to Canada Life, and it is their responsibility to hold Canada Life accountable for the many problems that members are facing.
Customer service wait times remain too long, and too many calls remain unanswered. This poorly managed transition prevents our members from fully taking advantage of their benefits Unfortunately, the only available option is to keep trying until you are connected to a Canada Life agent.
Before the move to Canada Life, PSAC provided the government with recommendations for a smooth transition for plan members, including for Canada Life to hire additional staff and increase its call centre capacity.
PSAC has also requested a meeting with Treasury Board President Anita Anand to discuss how the delivery of benefits can be improved for plan members as soon as possible.
While the contract for administering benefits is held by the employer, PSAC will continue to push the employer and Canada Life to improve conditions.
Members can add additional pressure on the Liberal government by contacting their MP directly to share their frustrations and call for accountability on the Canada Life rollout.
Canada Life has not been able to keep up with the influx of new members, retirees, and dependents that they now administer, and it is having a significant impact on people who depend on these benefits for their health and drug coverage.
Before the move to Canada Life, PSAC provided the government with recommendations for a smooth transition for plan members, including for Canada Life to hire additional staff and increase its call centre capacity.
PSAC has also requested a meeting with Treasury Board President Anita Anand to discuss how the delivery of benefits can be improved for plan members as soon as possible.
While the contract for administering benefits is held by the employer, PSAC will continue to pressure the employer and Canada Life to improve conditions.
The vast majority of benefits you previously received should be the same or improved after PSAC negotiated various improvements to the plan. If you feel your claim was wrongfully denied, please contact Canada Life or submit an appeal.
Visit the Public Service Health Care Plan Administration Authority’s website for information on how to submit an appeal.
Prior to submitting an appeal, you should make every effort to resolve the issue with Canada Life. Appeals related to denied claims must be submitted within 12 months of the date of your claim statement.
The Public Service Dental Care Plan, which is currently being re-negotiated for over 185,000 federal public service workers, continues to be administered by the Canada Life Assurance Company.
PSAC and the Parks Canada Agency have signed the new collective agreement eight weeks after it was ratified by members. However, the employer has backtracked on discussions to ensure that members in precarious positions—including firefighters—receive the one-time pensionable lump sum.
Using wildfires as an excuse nothing less than shameful
As the employer delayed signing, using fires in Canada’s North as an excuse, PSAC pushed for an agreement that would not leave our members, many of whom fought those same fires before their contracts ended, as victims of employer delays.
“We pushed the employer to get this deal signed so that seasonal term workers would benefit,” said Chris Aylward, PSAC national president. “But now it’s clear. The Parks Canada Agency used wildfires as an excuse to delay, while it’s firefighters who they are shortchanging.”
Based on information from the employer, there are roughly three hundred members who will not receive the lump sum payment due to the delay. This includes firefighters who have been on the frontlines of wildfires that have ravaged communities, members in seasonal term positions at Canada’s historical sites, and students in the midst of a national housing crisis. We negotiated a collective agreement to support term and seasonal workers, not leave them further behind.
Take action
PSAC and the Parks Canada Agency have signed the new collective agreement eight weeks after it was ratified by members. However, the employer has backtracked on discussions to ensure that members in precarious positions—including firefighters—receive the one-time pensionable lump sum. Tell the Ministers to make this right.
The collective agreement for PSAC members in the PA bargaining unit is now available. The agreement was ratified by members on June 16 2023 and signed on June 27 2023. We anticipate the TC, SV, and EB agreements will be available soon.
PSAC and Treasury Board representatives have signed the collective agreements for PSAC members in the PA and TC bargaining units. Both agreements were ratified by members on June 16, 2023. We anticipate signing the SV and EB agreements next week.
All non-monetary terms of the collective agreement take effect immediately.
The employer now has 180 days to action retroactive pay, the $2,500 pensionable lump-sum payment and implement wage increases, wage adjustments and allowances. The lump-sum will be paid to each employee based on their substantive position – including those on leave without pay – on the date of signing June 27, 2023. See our FAQ for full details about your eligibility for the lump sum payment.
If the implementation period goes beyond 180 days and when the outstanding amount owed is greater than $500, the employer will pay a $200 lump sum per member.
After a week in mediation to make concrete gains for more than 5,000 Parks members across the country, the Parks Canada bargaining team has reached a tentative agreement that prevents workers from falling further behind and improves job security.
A full explanation of the new agreement will be provided in the coming days. The Parks Canada bargaining team unanimously recommends ratification of the agreement.
Parks Canada wage increases
PSAC negotiated wage increases totaling at least 12.6%, compounded over the life of the agreement (retroactive to August 5, 2021, to August 4, 2025). PSAC also secured a fourth year in the agreement that protects workers from inflation (projected by the Bank of Canada to be 2.3%).
Year of the agreement
Aug 5, 2021
Aug 5, 2022
Aug 5, 2023
Aug 5, 2024
Total
Wage increase
1.5%
4.75%
3% + 0.5%*
2.25%
12%
Total compounded wage increase
1.5%
6.4%
10.1%
12.6%
12.6%
*wage adjustment of a minimum of 0.5% for all occupational groups
In addition, your bargaining team also negotiated a pensionable one-time lump sum payment of $2,500 for every Parks member at the time of signing the agreement. This represents an additional 4.01% of salary for the average Parks member.
Wage Adjustments in the Third Year of the Agreement
With the exception of the sub-groups listed below, all Parks Canada members will receive a 0.5% pay line adjustment on August 5, 2023, for a compound wage increase of 12.6%.
All employees in the GL-COI, GL-MAM, GL-MDO, GL-VHE, and HP groups and sub-groups will receive a 3% market adjustment, for a compounded wage increase of 15.39%.*
All employees in the SC group will receive a 4% market adjustment, for a compound wage increase of 16.51%.*
All employees in the LS group will receive a 1% market adjustment, for a compound wage increase of 13.15%.*
All employees in the EG group will receive a 0.5% market adjustment, for a compound wage increase of 12.6%*, plus:
On August 5, 2022, a new step will be added to the top of the EG pay scale that is 1.5% higher than the existing maximum. EG employees who have been at the existing maximum rate for at least 12 months will move to this new step and rate, and
On August 5, 2023, 1.8% will be added to the new top step of the EG scale.
*The compounded wage increases listed above include general economic increases, wage adjustments, and market or pay line adjustments over the four-year term of the agreement. The one-time, lump sum $2,500 payment and group specific allowances are in addition to these totals.
Group specific allowances
GT: The allowances for GT-04 and GT-05 employees working as Law Enforcement Officers (Park Wardens) will increase from $3,534 to $6,500/year.
GL-MAM: Eligible GL-MAM Refrigeration HVAC Technicians will receive an increase to the existing annual allowance from $8,000 to $9,500.
Compensation Advisors: The retention allowance for compensation advisors working at Parks Canada (AS-01, AS-02, and AS-03) will be increased from $2,500 to $3,500/year. This retention allowance will now match the retention allowance paid to compensation advisors working in pay pods under the banner of the Public Service and Procurement Canada Pay Centre (CR-05, AS-01, AS-02, AS-03 or AS-04).
Other improvements to the Parks collective agreement include:
Protections against contracting out
Privatization and contracting out in the federal public service leads to higher costs, more risk, and reduced quality of services for Canadians. PSAC has negotiated language to ensure that in the event of layoffs, preference shall be given to the retention of PSAC members over outside contractors already working with the federal government. This language will protect public service jobs and reduce contracting out in the federal public service.
The government has also committed to a consultation process on the issues associated with contracting out in the federal public service.
Seniority under Workforce Adjustment Process
PSAC and Treasury Board have agreed to submit a joint proposal to the Public Service Commission of Canada to include seniority rights in the Workforce Adjustment process in situations where reasonable job offers can be made to some but not all surplus employees in a given work location. The Agency has agreed to a meaningful consultation with the union should PSAC and Treasury Board be successful in their application.
New and improved remote work language
PSAC members will now be protected from arbitrary decisions about remote work. We have negotiated language in a letter of agreement that requires managers to assess remote work requests individually, not by group, and provide written responses that will allow members and PSAC to hold the employer accountable to equitable and fair decision-making on remote work. Having all remote work requests reviewed on an individual basis will prevent future “one size fits all” type mandates like the government announced in December last year.
That means employee rights around remote work arrangements will be protected through a grievance process, and grievances that are not settled prior to the final step of the grievance process can be referred to a new joint union-management panel for review.
PSAC and Parks Canada have also agreed to create a joint committee to review and update the Guide on Hybrid Work Arrangements.
Leave for Indigenous Practices
A diverse workforce with strong Indigenous representation means a better public service for all. The addition of 2 days of paid leave and 3 days of unpaid leave for Indigenous employees to engage in traditional Indigenous practices, including hunting, fishing and harvesting, will help to attract and retain more Indigenous workers and recognize their lived experiences.
Safer and more inclusive workplaces
The Agency commits to consider the recommendations of the Joint Committee formed by Treasury Board and the Alliance to review existing training courses related to employment equity, diversity and inclusion and informal conflict management systems.
Other gains at the bargaining table
An increase from $2.00 to $2.25 per hour to the weekend premium rate
Further protection when the employer introduces new technological changes in the workplace.
Expansion of the types of activities for which union leave can be requested.
Expansion of leave provisions to include visiting a family member who is nearing the end of their life.
Expansion of the scope for bereavement leave to include aunt and uncle.
Joint commitment to consider the outcome of TBS-Alliance review of Maternity and Parental leave language.
Creation of a joint committee to make collective agreement language more gender inclusive.
Agreement for Parks Canada to consult with and meaningfully engage with Park Wardens in a planned review of the Law Enforcement Branch, including service delivery, occupational requirements, recruitment and retention, and relativity of the park warden position.
Next steps
Over the coming weeks Parks Canada members will be invited to participate in ratification votes. Details about these sessions and the voting process will be shared as soon as possible.
To ensure that you receive all updates and can participate in the ratification process, please update your contact information in PSAC’s member portal.
