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TLDC Campaign

Victory Checklist

  1. Bat Monitoring Program
  2. Workers moved to a Safe Space from 10 Wellington
  3. Water Testing being performed
  4. Installing filtered Water Fountains for Safe Drinking Water
  5. Committee with all Building’s Management and Unions
  6. Some Reporting on Repairs and Safety Upgrades Maintenance to Union

Things we still want

  • Improved Communication to Workplace OSH committees, including Union and Labour Reps
  • Access to the Maintenance Portal (CentralCollab) for up-to-date Information on Work being completed
  • Follow up from the Issues indicated by the Labour Affairs Officer’s Inspection (September 2018)
  • Full Implementation of Bat Monitoring Program
  • Publicizing Air Quality Testing
  • Building Condition Report and Building Capacity Assessment

The fight is not over!

Stay tuned and sign up for updates: http://psac-ncr.com/healthy-workplace-terrasses-de-chaudiere

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PRESS RELEASE

FOR IMMEDIATE RELEASE

February 13, 2020

In light of recent media reports that have highlighted the on-going Health and Safety (OHS) issues at the Les Terrasses de la Chaudière complex, the Union of National Employees (UNE) was contacted and has now met with senior leadership within Public Services and Procurement Canada (PSPC).

UNE is optimistic that this meeting could represent a constructive reset on how we will be able to effectively address the on-going building issues.

UNE’s first priority is to ensure that all of our members and any other employees at the Les Terrasses complex are afforded a healthy and safe work environment.

We intend to report back in the weeks ahead on the concrete actions that will be taken, as we continue to work with PSPC and all the Departments within the Les Terrasses complex on these critical issues.

Yesterday’s meeting is the start of what we sincerely hope will be a more collaborative way forward, and we encourage all employees at Les Terrasses to please contact your union if you have any concerns, questions or information to share regarding your health and safety in the workplace.

UNE is especially grateful to the dedicated work of all OHS representatives and Local union leaders who have continued to work on behalf of all our members to keep their colleagues safe and healthy.

UNE is working with the Public Service Alliance of Canada-National Capital Region (PSAC-NCR) Regional Offices and PSAC components Government Services Union (GSU), Union of Safety and Justice Employees (USJE) and Agriculture Union (AGR) for a safe and healthy workplace at Les Terrasses de la Chaudière.

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For additional information please contact UNE Communications and Research Officer Aurélie McDonald at (613) 298-7892 or by email at aurelie.mcdonald@une-sen.org.

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One year later, Parks Canada claims it still has no mandate to bargain

February 7, 2020

The Public Interest Commission (PIC) hearing for Parks Canada bargaining took place January 27 to 28, with mediation January 29 to 30. Your Parks bargaining team came to the PIC ready to resolve outstanding issues, yet the Parks Canada Agency came to the hearing singing the same old tune.

Read the PSAC’s PIC brief and the employer’s PIC brief

After a solid year of bargaining, the employer still hasn’t tabled a formal pay proposal, neither has it taken a position on implementation, Work Force Adjustment (WFA) or Phoenix. The agency continues to claim it doesn’t have a mandate from Treasury Board despite the fact that Parks Canada members have been working without a contract since August 2018.

Limited progress

The Parks bargaining team was able to make limited progress on a few items in mediation. They achieved a letter of understanding (LOU) for a Joint Learning Program (JLP) pilot project with money attached. They also got the employer to drop concessions on hours of work, overtime, callback and reporting. Concessions for seasonal and term workers remain outstanding.

Future bargaining

As the employer seems unwilling to bargain in a meaningful manner, no further meeting dates have been set. PSAC expects the PIC report in the upcoming weeks. Stay tuned for further updates that will detail the report’s recommendations.

Will we strike?

Your bargaining team continues to seek parity and fairness, improved work-life balance, increased job security and fair compensation for all Parks Canada workers, and they will not concede to anything less. Our expectation is that the employer will get a revised mandate in the near future that brings both parties closer together, but each time they squander an opportunity to negotiate, it seems unlikely this will happen without increased pressure.

If PSAC and the employer are still unable to reach an agreement after the PIC report is issued, members will have the opportunity to join Canada Revenue Agency workers and take a strike vote. History has taught us that the best way to avoid strikes is to prepare for one. A strong strike mandate from our members often persuades the employer to come back to the table with a better offer.

In order to reach the fair deal that our members deserve, PSAC will continue to mobilize its membership through increased workplace action, up to and including a strike, until a fair settlement is reached.

Attachments:

Source: PSAC Website

 

 

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Black History Month – Celebrating our Members: Celine Ahodekon

February 7, 2020

Celine works for Parks Canada at the Fort Langley National Historic Site as a heritage presenter, telling visitors about our shared history – something she is very passionate about.

Celine has been very active within her component and local and has held many positions, including serving on the Parks Canada bargaining team and as the equity representative for racialized members for the Union of National Employees (UNE). She sat on the organizing committee of PSAC BC’s first ever conference for racially visible members. Celine is also involved in her local PSAC BC Area Council and Human Rights Committee, where she is currently busy helping to organize a Black History Month celebration in Abbotsford, BC.

We asked Celine why she felt Black History Month was important and she explained: “We still have much more work to do in order to create a society where everyone feels equal. Having Black History Month is one way to remember, teach and learn about Black people’s contributions to the economy, politics and social life in Canada.”

Source: PSAC Website

 

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Public Interest Commission provides its recommendations for EB group

February 5, 2020

PSAC has now received the Public Interest Commission’s (PIC) recommendations on issues that are specific to the Education and Library Science (EB) group. The PIC’s recommendations on issues common to all Treasury Board groups will be made available when the Commission submits its recommendations for the Program and Administrative Services (PA) group.

While the PIC recommendations are non-binding, which means the union and/or the employer can accept or reject the recommendations, we are pleased to note that the PIC agreed with some of the union’s proposals specific to the EB group.

Wage parity with comparable jobs

While the PIC did not fully address all of our key demands around wage parity and adjustments, it recognized that the employer’s wage offer was inadequate for the two parties to reach an agreement.

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

The PIC also recommended that the new national rate of pay for 12-month teachers (ED-EST) be included in the new collective agreement. The PIC pointed out that a joint committee composed of both the employer and union representatives had already reached an agreement on a new national rate of pay and that this agreement should be implemented.

Allowance for union members who teach Indigenous languages

The PIC agreed with PSAC’s position that teachers who provide First Nation language instruction should be entitled to the specialization allowance. The Commission “was struck” by the fact that the union’s proposal aligns with the recommendations made by the Truth and Reconciliation Commission and with the federal government’s Bill C-91, the Indigenous Languages Act.

Unfortunately, the PIC didn’t address many of PSAC’s proposals and even agreed to some of the employer’s concessions, such as on Education Leave Without Pay and Career Development. Other examples can be read in the full document on the PIC’s recommendations. In order to reach the fair deal that our members deserve, 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 email updates.

Source: PSAC Website

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Parks Members Head to Public Interest Commission This Week

January 27, 2020

Parks Canada bargaining team members will head to their Public Interest Commission (PIC) hearings January 27, 28 and 30 in Ottawa. Parks members are one of nine PSAC bargaining units who are moving through the PIC process as negotiations reached an impasse last July.

During the hearings, PSAC will present our proposals for a fair and progressive collective agreement for Parks Canada workers, which includes:

  • A competitive wage increase
  • Introduce protections to guard against the impacts of Phoenix
  • Improvements to leave provisions, work-life balance, parity with the core public service, and improvements for seasonal workers
  • Access to domestic violence leave
  • Measures to achieve pay parity for Park Wardens and Park Warden Supervisors
  • An Indigenous language allowance
  • The creation of a joint committee on child care
  • A plan to further increase parity for Parks Canada by joining the National Joint Council

Watch members of the Parks negotiating team discuss the important issues on the table

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 then issues a report with recommendations for settlement. The recommendations are not binding. Once the PIC releases its reports for the various PSAC units, the union’s respective bargaining teams will meet to discuss the recommendations.

Stay up to date!

It’s important that all Parks Canada workers are receiving the latest bargaining news especially at this critical time in the process. You can help spread the word by:

Source: PSAC

 

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TB bargaining: PSAC heads into mediation

January 14, 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.

Source: PSAC

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Labour Board sides with Parks Canada workers, moves forward with Public Interest Commission

The Federal Public Sector Labour Relations Board has upheld PSAC’s decision to declare impasse in Parks Canada bargaining. In August, the employer disputed PSAC’s determination that both parties had reached an impasse in bargaining. They sent a request to the Labour Board arguing that declaring impasse was “premature” and that both parties had not sufficiently bargained.

The Labour Board disagreed with the employer and denied their request to delay the establishment of a Public Interest Commission (PIC). In a letter outlining the verdict, the Labour Board stated that PSAC’s Parks Canada bargaining team had “negotiated sufficiently and seriously” and therefore they would be recommending the establishment of a PIC.

Employer backs out of mediation

Both PSAC and the employer indicated that they would be open to mediation. Therefore, in August, the Labour Board assigned a federal labour mediator so that both parties could engage in mediation while waiting for the establishment of the PIC. PSAC told the Labour Board that it expected the employer to come to mediation with a complete monetary proposal and with a response to the union’s pay and workforce adjustment (WFA) proposals. In September, the employer responded that they were no longer willing to move forward with scheduled mediation because they have no mandate, despite initially requesting continued negotiations and mediation.

The Labour Board has scheduled a Public Interest Commission for Parks Canada bargaining January 27 to 30, 2020.

What is a Public Interest Commission (PIC)?

Under the law that governs contract negotiations in the federal public service, once impasse is reached, 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 the employer. The union and the employer submit briefs and explain their positions on the outstanding issues at a hearing with the PIC. The PIC then issues a report with recommendations for settlement. The recommendations are not binding.

Once the PIC releases its report on Parks bargaining, PSAC’s bargaining team will meet to discuss the recommendations. Traditionally, following this, PSAC’s negotiating team and government representatives return to the table to resume negotiations.

Will we strike?

Regardless of which party forms government after the fall federal election, PSAC will continue pressing for a fair deal that addresses Parks members’ demands. However, if PSAC and the government are still unable to reach an agreement after the PIC report is issued, Parks members will have the legal right to strike. All members impacted will have the opportunity to vote in favour or against strike action. In preparation for this possible situation, PSAC will ensure that strike training is offered to members in the coming months.

Source: PSAC

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October 4, Sisters in Spirit

Sisters in Spirit Vigils celebrate, honour and support Indigenous women, girls and their families. The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls has been shared online.

Indigenous women and girls suffer higher rates of violence and homicide than non-Indigenous women and girls. There are many personal and systemic changes we need to make in this country. Can we join the Native Women’s Association of Canada to enhance, promote and foster the well-being of Indigenous women?

I am grateful for the recent learnings I have received from Colleen Hele-Cardinal, in Algonquin territory, and Hummingbirds Rising Consulting, in Musqueam, Squamish, Tsleil waututh territory. I am encouraged by my worker union’s initiation of a Reconciliation paper. There is much to learn.

All my relations,

Ruby Langan
UNE National Equity Representative for Aboriginal Peoples

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Press Release – NBC Workers in Favour of the Agreement in Principle reached between PSAC and NBC

Ottawa – After 25 days on strike, an agreement in principle was reached between PSAC and the National Battlefield Commission (NBC) on Monday, July 16. The members voted overwhelmingly in favour of the agreement today.

Here are the highlights:

• Seniority is conserved for 24 months after being laid off
• Four members granted paid union leave to take part in bargaining sessions
• Fewer years of service required to obtain vacation leave
• Maximum days for union leave have been eliminated
• Thirty minutes paid to allow the Union to meet with new employees
• Possibility of schedule changes for employees on call
• Sick leave broken up in 30-minute segments
• The two-tier sick leave system has been eliminated
• The meal allowance is increased by $0.15 for every year of the collective agreement
• Compassionate care leave of twenty-six weeks with a 93% complementary payment
• Family has been broadened for bereavement leave: grandparents (5 days) and nephews/nieces have been added (1 day)
• Every month, 3.75 hours have been granted for pregnant members to undergo routine checkups
• Three-weeks paid dependency leave
• Four-day paid leave in the event of domestic violence. The day when the incident occurs will be paid by the employer.
• Paid representatives, interested parties and witnesses for any hearing of the Tribunal administratif du travail in the event of a work accident
• Improved grievance procedure
• Safety boots for employees assigned to winter duties reimbursed up to a maximum of $150
• Snow removal contract reclaimed
• Clause related to the performance review improved
• Task description committee has been established
• Adding gender identity as a principle of non-discrimination
• Task descriptions can be accessed at the request of employees
• Guidance of employment agencies
• Presence of local executive during the hiring process
• Monitoring of outsourcing
• No loss of salary if employee is suspended for a disciplinary investigation
• Students will have the right to be treated the same as employees

The duration of the collective agreement will be for five years including a “tow” clause (clause “remorque” en français) with the Treasury Board, as well as a new pay grid with a wage “catch up”. Members will be positioned in this new grid depending on seniority:

• 0 to 2 years – increment 1
• 2 years and more – increment 2
• 3 years and more – increment 3

A huge thanks to the negotiating team, the Local executive, the UNE Quebec Regional team, the PSAC Quebec team and staff, and to Natalie Rainville for their tireless efforts.