Centre of expertise on mental health in the workplace launches web site

In 2015, the Government of Canada and the Public Service Alliance of Canada established a Joint Task Force to address mental health in the workplace. Together, they identified key areas of focus with the overarching need for the federal public service to create a culture that enshrines psychological health, safety and well-being in all aspects of the workplace through collaboration, inclusivity and respect.

One of the recommendations stemming from the Technical Committee Report was the creation of a single, enterprise-wide, Centre of Expertise on mental health in the workplace.

The Centre of Expertise’s web presence aims to facilitate easy access to resources and tools for organizations, managers and employees. It is intended to help guide organization efforts to build a healthy, respectful and supportive federal public service, provide access to documents and tools and collect and share best practices.

Source: www.psacununion.ca

2017/02/242017/03/27

Tentative Agreement Reached with Canadian Museum of History

Just before 2:00 am on Thursday morning, after 12 months of negotiations, our Bargaining Team reached a Tentative Agreement with the Canadian Museum of History. Our Bargaining Team unanimously recommends ratification of our new agreement. The agreement is a four-year collective agreement with an expiration date of March 31, 2020.

Wages

Market adjustments taking effect on April 1, 2016, to be applied to maximum of salary scale of $1,500.00 for E3, E4, E5 and E6, $1000.00 for E7 and E8 and $500.00 for E1, E2 (amounts pro-rated for 40-hour employees)
Increase in annual service pay to 2.5%.
Annual economic increases amounting to 5% over 4 years (1.25% per year).

Market adjustments and service pay increases implemented before annual increase.

All increases retroactive to April 1, 2016.
One-time, lump-sum signing bonus of $650.00 for all full-time employees on date of ratification, pro-rated for part time employees.
A joint committee to examine introduction of new wage grids for next round of negotiations.

Permanent Positions

Our agreement provides for the creation of 10 new permanent positions in Client Services, to be offered by seniority consistent with collective agreement.
Additionally, our agreement provides for the conversion of 6 part-time Client Services positions to permanent full-time
Temporary employees will now have the opportunity to achieve permanency after working equivalent of 2 years with museum. Employer has agreed to no artificial break in service for employees seeking to achieve permanency.

Leave

One-time week of vacation for all employees with 2 years of service.
Employees access 4 weeks’ annual vacation at 5 years of service instead of 6 years of service.
Employer to reimburse costs for medical certificates.
All time spent in public service and with other crown corporations to count towards vacation accrual.

Job Security

Significant new protections against layoff, including employer must make every effort to avoid layoff, as well as seniority options for voluntary departures.
Longer recall list, enhanced rights for employees receiving notice.

Scheduling

Client Services staff to now have option of working a 40-hour week, as well as many new protections with respect to how hours are scheduled.
New protections against permanent reduction in regularly scheduled hours for full-time employees.

Staffing

All vacant jobs of more than 6 months in duration that are being filled must be publicized so that union members might apply.

Classification

The union must now be notified in the event that a job is being modified, re-evaluated or reclassified.

For more information about our new contract and ratification, contact a member of our Bargaining Team – Patrice Remillard, Cathy Mitchell, Eric Pallotta. A full explanation of the new agreement, and a copy of the new language, will be provided at the ratification meeting. We’ll be sure to provide an update once we have a date and location confirmed for the vote.

2017/02/162017/03/27

Departments have flexibility to issue emergency pay to employees affected by Phoenix

Treasury Board has reminded Deputy Heads of their discretionary authority to support employees whose pay has been affected by Phoenix.

This applies to employees who are owed money because of delays in the processing of their acting, their allowances, overtime and extra duty payments, as well as salary increases related to a promotion or pay increments.

Deputy Heads and their delegated managers have the discretion to make a priority payment for money owed to employees, particularly when the outstanding payments have been accumulating over an extended period of time and the amount owed is creating financial hardship.

Members should contact their union representative if they face difficulties with accessing this support.

2017/02/142017/03/27

Ratification votes for members in the TC, PA, SV and EB bargaining units

PA Group: Ratification kit

EB Group: Ratification kit

TC Group: Ratification kit

SV Group: Ratification kit

PSAC’s tentative agreements with Treasury Board covering the TC, SV, PA and EB bargaining units will only take effect if they are ratified in a vote by the members. Every member covered by these agreements has a right to vote in the ratification process.

You must be a PSAC member in good standing to vote. Membership application forms will be available at the ratification meetings.

Ratification meetings

Ratification meetings that include information sessions will take place across the country from February 20 to April 13. Information about the ratification meetings is being posted on PSAC’s regional websites which will be updated frequently as meetings are scheduled. Please check them regularly.

If you are not sure where to vote, please contact your local representative. Or, if you cannot reach a local union representative, contact the PSAC regional office closest to you.

Where to vote if you’re not close to a ratification meeting

If you work more than 60 kilometers from the closest ratification meeting location, you are entitled to a mail-in ballot. Contact the PSAC regional office closest to you for more information.

If you live and work overseas outside of Canada, contact your local for information on how to vote. If you do not know which local you belong to, contact your PSAC Regional Office.

⇒FAQ about the ratification process

Source: http://psacunion.ca/ratification-votes-members-tc-pa-sv-and-eb

2017/02/09

PSAC Regional Conventions 2017

Here is the schedule of upcoming PSAC Regional Conventions:

Prairies http://prairies.psac.com/	April 21-23, 2017	Winnipeg, MB
Québec http://www.afpcquebec.com/	April 21-23, 2017	Saint-Sauveur, QC
National Capital http://psac-ncr.com/events/2017-triennial-regional-convention	May 5-7, 2017	Ottawa, ON
Ontario http://ontario.psac.com/	May 26-28, 2017	Mississauga, ON
British Columbia http://www.psacbc.com/	June16-18, 2017	Vancouver, BC
North http://psacnorth.com/events/2017-psac-north-regional-triennial-convention	June16-18, 2017	Yellowknife, NT
Atlantic http://psacatlantic.ca/	June 23-25, 2017	Saint John, NB

These PSAC regional conventions are very important events; the Union of National Employees believes it’s essential that all Locals are present to represent their members. Delegates make many decisions at these conventions – decisions that affect the direction of our union. We also elect regional executive vice-presidents, who are part of the highest level of leadership within our union.

Because of the importance of these events, the Union of National Employees fully funds our delegates to these conventions. Most PSAC regions have some form of subsidy for locals that allow them to send delegates to conventions. However, it doesn’t cover the entire cost. That’s why the Union of National Employees will top up all funding provided by the PSAC regions in order to ensure our delegates’ attendance.

What the Union of National Employees will pay for:

Any registration fees;
Loss of salary;
Travel;
Accommodation;
Per diems; and
Other reasonable costs associated with attendance as a delegate.

Child care costs are normally paid by the PSAC region.

Unfortunately, the Union of National Employees is unable to fund local observers to these conventions, but we encourage Locals to do so.

To receive funding, Union of National Employees delegates need to complete a Union of National Employees claim forms after convention. PSAC regional subsidies will be subtracted from these claims, as appropriate. Delegates who require an advance may request them. Please allow enough time to process your request.

The Union of National Employees can also help with travel arrangements through our official travel agent, who bills us directly.

Union of National Employees caucuses and hospitality suites:

Please stay tuned for news regarding Union of National Employees caucuses during your convention. Hospitality suites will also be organized for each convention.

For more information:

Should you have any questions, please feel free to contact Nicole Clermont, the Union of National Employees administrative assistant assigned to PSAC Regional Conventions. She can be reached at 1-800-663-6685 or 613-560-4377. You may also e-mail her at Nicole.Clermont@une-sen.org

2017/02/09

Phoenix and tax implications

As tax season approaches, many PSAC members are concerned about the effects of Phoenix pay problems on their taxes.

If you have questions about the tax implications of an overpayment or underpayment, or about your T4, here are two useful links:

Government of Canada: Information for employees on tax slips.
Canada Revenue Agency: Questions and Answers – Tax Implications of Phoenix payroll issues

Source: http://psacunion.ca/phoenix-and-tax-implications

2017/02/072017/02/21

Update on Parks Canada National Classification Review

Since 2007, the Union of National Employees has dedicated staff and resources to deal with approximately 2,750 grievances related to job content, job classification and acting pay for Parks Canada employees. These grievances are the result of generic job descriptions rolled out to workers since 1999. As our convention cycle nears its end this August, we are optimistic that after so many years, we will finally have closed or settled all cases. Below is a chart of the remaining groups being assessed.

If you have any questions about the progress of the project, please contact Michelle Brunet at 613-560-2680.

Group

Total grievors

Files being assessed

Files at PSAC

Files closed/settled

CVH Coordinator ll

PM-04

CVH Supervisory

PM-03, PM-02

Warden l

GT-03

Warden ll

GT-04

Res Con Specialist l

GT-05

Res Con Specialist ll

GT-06

Res Con Fire Specialist

GT-04

Heritage Presentation Specialist l

GT-03

Group

Total grievors

Files being assessed

Files at PSAC

Files closed/settled

Heritage Presentation Specialist ll

GT-04

Heritage Presentation Specialist lll

GT-05

Education Specialist

PM-05

Visitor Service

GS-MPS-04

Material Management

GS-STS-04

GS-STS-06

PG-01

PG-02

Information Technology

CS-01, CS-02

Information

Services

SI-01,SI-02,

SI-03, AS-02

Unique Work

DD-04, EG-03

EG-04, EG-05, EG-06

2017/02/07

UNE Human Rights Award

At the Union of National Employees much of what we do would not be possible without the tireless work of our many volunteers. That is why I am proud to take this opportunity to extend a sincere thanks to those members who have made a significant contribution through union activism.

Our human rights awards are presented to individuals who have achieved outstanding and exemplary conduct in the promotion of human rights.

If your Local wishes to nominate a member, please refer to the criteria on the UNE website at http://en.une-sen.org/what_we_do/awards/hra_crit_e.pdf . The application form can also be found on the UNE website at http://en.une-sen.org/what_we_do/awards/hra_app_e.pdf . Please ensure that you follow the criteria carefully and that complete the application form correctly.

The deadline for receipt of applications is June 30. The Human Rights award will be presented at the 2017 UNE Triennial Convention this August.

In solidarity,

Doug Marshall
National President
Union of National Employees, PSAC

2017/02/062017/03/08

UPDATED – SV bargaining team reaches tentative agreement with Treasury Board

After four days of mediation, PSAC and Treasury Board have reached a tentative agreement for the Operational Services (SV) Group, which covers almost 10,000 federal public service workers. The deal includes the significant breakthroughs on “common issues,” such as sick leave and workforce adjustment, that were negotiated by the common issues committee last December.

“It is through the hard work and commitment of the members of our SV bargaining team, along with the steadfast support and solidarity from the bargaining unit members, that we were able to reach this agreement,” said PSAC National President Robyn Benson.

“Some progress was made towards achieving a key demand of equal pay with similar workers in the private sector and public sectors,” said Benson. “However, our bargaining team members remain disappointed that the government has not agreed to fully implement the results of a joint pay study commissioned in 2014.

“We are recommending acceptance of this agreement because we believe it is the best we can achieve at this time. Ultimately it will be up to the members to decide.”

Monetary gains

SV members will receive economic wage increases of 1.25 per cent per year for four years starting in 2014. The union also achieved market and wage adjustments of between 0.5 per cent and 15 per cent, as well as increases to some allowances.

Common issues need to be implemented at all tables

The issues agreed to in December between the employer and the common issues committee, composed of members from all five Treasury Board tables, need to be accepted by each specific table. The SV bargaining team has formally accepted the work of the common issues committee, which covers sick leave and the workforce adjustment appendix.

Sick leave

The sick leave articles of our collective agreements will remain unchanged.
The parties have negotiated a Memorandum of Agreement to establish a Task Force to develop recommendations on measures to improve employee wellness and reintegration of employees.
Any future enhancements to the regime would need to be negotiated and agreed to by both parties.
PSAC’s four principles are included in the MOA: sick leave provisions will be contained in the collective agreement, provide for wage replacement, protect and grandfather sick leave banks, and will not be administered by a third-party provider. Any enhanced sick leave regime shall contain, at minimum, these four principles.

Workforce adjustment appendix

What we achieved represents the most significant improvements in workforce adjustment since it was first signed as an appendix into PSAC collective agreements in 1998.
Changes will reduce involuntary layoffs by allowing volunteers to come forward to leave the public service during times of workforce adjustment.
Employees will now have up to fifteen months to find an alternation match.
More union involvement, ensuring employees have the right to union representation during the process.
Limits to contracting out.
Improvements to the monetary provisions, including the education allowance and transition support measures.

Helping workers meet family demands

A committee will be established to look at childcare needs. Better family leave, including provisions that are more respectful and inclusive of Indigenous cultures, have also been negotiated.

Other notable gains

The Memorandum of Understanding that established the Task Force on Mental Health in the Workplace is also contained in this agreement. The mandate of the task force includes identifying ways to reduce and eliminate the stigma associated with mental health issues, improving communication on mental health challenges in the workplace, and implementing the National Standard of Canada for Psychological Health and Safety in the Workplace. The parties came to an agreement on the MOU earlier in the bargaining process, in 2015, and the task force has been hard at work ever since.

Further information about the settlement will be provided in the near future.

Attachments:

sv_bargaining_summary_table_final_feb_9_2017.pdf

Source: psacunion.ca

2017/02/06

UNE Lifetime Membership Award

This letter serves as a reminder that all Union of National Employees Lifetime Membership applications must be received by the National President no later than March 31.

The lifetime membership is the highest honour the Union of National Employees can bestow. Traditionally, it is awarded to recognize union activists who have made outstanding contributions and rendered exceptional service to the welfare of the Union of National Employees or who would otherwise lose their membership when they retire or leave their job.

If your Local wishes to nominate a member, please refer to the criteria on the UNE website at http://en.une-sen.org/what_we_do/awards/LM_crit_e.pdf . The application form can also be found on the UNE website at http://en.une-sen.org/what_we_do/awards/LM_app_e.pdf . Please ensure that you follow the criteria carefully and that you fill in the application form correctly.

Should the recipient wish to receive his or her award at a UNE national function, please indicate this clearly in your correspondence.

In solidarity,

Doug Marshall
National President
Union of National Employees, PSAC