Page 56 – UNE News Room // Salle des médias du SEN

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

2017/01/242017/01/24

Court order says government must work with unions to fix Phoenix

As a result of legal action from PSAC and 12 other unions representing federal government employees, the Liberal government must work with the unions to resolve the Phoenix debacle.

The court order requiring the government to fix Phoenix, and help employees who have faced hardships because of the pay system’s failures, is now available online.

What it means for public service workers

The government is now obliged to provide better access to help for people on disability, maternity, and parental leave. It also requires them to maintain the staffing resources necessary to resolve the on-going pay problems.

This means the government must act and work with the unions to find concrete solutions to fix Phoenix.

The Court case is still on-going

We will continue to fight for justice. PSAC and the other unions will head back into court if the government does not work with us to fix the problems caused by Phoenix.

Attachments:

2243_001_court_order_dec_22_2016.pdf

Source: www.psacunion.ca

2017/01/242017/01/24

TC bargaining team reaches tentative agreement with Treasury Board

PSAC and Treasury Board have reached a tentative agreement for the Technical Services (TC) Group, which covers more than 11,000 federal public service workers. The deal includes significant breakthroughs on “common issues,” such as sick leave and workforce adjustment, the details of which were hammered out by the common issues committee last December. The TC bargaining team was also able to make meaningful improvements to monetary compensation, enhancing existing allowances and creating new allowances for specific groups of members.

“I thank the bargaining team for all their hard work and dedication to the members of the TC group. It has been a long two years. They resisted concessions, and in the end, they were able to achieve something for everyone,” said PSAC National President Robyn Benson.

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 TC 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.
Monetary gains

TC members will receive a 1.25 percent economic increase per year, over four years, as well as a 0.5 percent market adjustment in the third year. A signing bonus of $650 will be paid to those members who do not receive a group specific salary adjustment. Those group specific adjustments include:

Roll-in the remaining value of the terminable allowance to Appendix A-1 and an additional increment of four percent to the maximum rates of pay at all levels for Marine, Rail and Air Technical Inspectors, effective June 22, 2016.
Increases to the monies paid in Appendix W to EG and GT members working in shore-based positions at Canadian Coast Guard (CCG), effective June 22, 2016.
New allowance of $3,000 per year for Fishery Officers (GT-02 to GT-05), effective June 22, 2016.
New allowance of $3,000 per year for Enforcement and Wildlife Officers (GT-02 to GT-05) at ECCC, effective June 22, 2016.
New allowance of $3,000 year for Technical Inspectors (TI-03 to TI-07) employed at Measurement Canada, effective June 22, 2016.
New allowance of $3,000 for Labour Affairs Officers (LAO) at the TI-05 level, effective June 22, 2016.
New allowance of four percent for Search and Rescue Coordinators (GT-05) working at the Joint Rescue Coordination Centre (JRCC).
Additional increment of four percent to the maximum rate of pay of PI levels, effective June 22, 2016. Add the PI-CGC-07 rates of pay.
New allowance of $2,500 for EG-06 at Fleet Maintenance Facilities (FMF).
Additionally, the EG allowance contained in Appendix V will be rolled into the base rate of pay, effective June 22, 2016 and delete Appendix V. However, EG members who receive this roll-in and no other special measures above will be eligible for the $650 signing bonus.

Helping workers meet family demands

A committee will be established to look at childcare needs. Better family leave, including provisions for extended family, have also been negotiated. Significantly, the definition of family has been improved to include more family members. This means members can utilize relevant provisions of the collective agreement for more members of their family.

Other notable gains

New language has been included in the collective agreement to better protect members from being switched from day workers to shift workers, and vice-versa.
Travelling Time: the cap for travel in 34.04 has been increased to 15 hours, from 12.
The amounts paid under Appendix K for Diving Duty and Transfer at Sea have been improved.
Volunteer Leave has been included into Personal Leave, increasing the amount of time to two days, which can be split into smaller periods for ease of use.
The union and employer have signed a Memorandum of Understanding examining the comparability of EG work and compensation in the federal public service and the Canadian Food Inspection Agency.
We have a commitment to undertake occupational group structure review for the TC group and have new job evaluation standards completed by 2019.
Minor improvements to language on discipline and access to employee files.
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.

The TC Bargaining Team is unanimously recommending acceptance of this agreement. Further information will be made available to TC members in the near future.

2017/01/23

EB bargaining team reaches tentative agreement with Treasury Board

PSAC and Treasury Board have reached a tentative agreement for the Education and Library Science (EB) Group, which covers more than 900 federal public service workers. The deal includes significant breakthroughs on “common issues,” such as sick leave and workforce adjustment, the details of which were hammered out by the common issues committee last December. The EB team was also able to achieve market adjustments for every classification in the bargaining unit.

“This is yet another victory in what has been a very challenging set of negotiations with Treasury Board,” said PSAC National President Robyn Benson. “It is through the hard work and commitment of the members of our EB bargaining team, along with the steadfast support and solidarity from the bargaining unit members, that we were able to reach this agreement.”

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. EB is the second table to formally accept 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.

Monetary gains

The agreement with the EB table contains significant improvements to monetary compensation for members. This includes a wage increase and a wage adjustment for all groups. The total compensation for all EB members amounts to a minimum increase of five-and-a-half per cent over the four years of the collective agreement, plus a $650 signing bonus. The wage increase is 1.25 per cent for each year, plus 0.5 to four-per-cent market adjustments for 2016.

An appendix that provides a framework for working towards a national rate of pay for the EB-EST 12 month teachers has been added to the collective agreement. An allowance for EB members who work in Correctional Services Canada and more support for First Nations teachers have also been achieved.

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

This agreement has language recognizing gender identity and gender expression as prohibited grounds of discrimination.

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.

Source: www.psacunion.ca

2017/01/192017/01/19

UNE Convention and Resolutions Call-Out

The Union of National Employees 2017 Convention will be held at the The Westin Hotel in Ottawa, Ontario from August 23 to 27, 2017. Before we start paving the way forward for our union, there are a few important things you need to do.

Make sure your Local is in conformance
You can only attend convention if your Local is in conformance. For a complete list of documents needed from your Local, see the convention checklist.

Elect delegates and their alternates
Delegates and alternates are elected during general local meetings. The number of delegates per Local is determined by the number of members it has in good standing six months before the start of convention (bylaw 6, section 12):

Four to 100 members: one delegate;
One delegate for each 100 members or portion thereof to a maximum of five delegates.

UNE will cover expenses such as loss of salary, travel, accommodations, meals and family care. For more information on this, please consult the cheat-sheet. Members with physical limitations, allergies, environmental sensitivities or special dietary requirements will have the opportunity to identify accommodation needs during the registration process.

Observers
Locals can also send observers to convention at the Local’s expense. These members can attend convention, but they can not participate in debate or vote. There is a $75 registration fee for observers to cover the cost of convention materials.

Submit Credential Forms

Locals must submit credential forms for each of their delegates, alternates and observers. Credential forms for delegates and alternates must include a copy of the general local meeting minutes showing the election of those members as delegates or alternates. The credential forms are included on our convention page. These forms must be emailed to events@une-sen.org or faxed and marked (credential form) to the attention of Suzanne Boucher at 613-560-4208.

Convention Committees
Delegates to convention will be able to express their interest in participating in one of the three convention committees tasked with reviewing resolutions submitted to convention. These committees will meet in Ottawa from June 4 to 6, 2017.

Registration Deadline

To be recognized as a delegate to convention, members must complete the online registration (to be opened in February) and submit the following documents by April 21, 2017 at 4 p.m. Eastern Standard Time;

Credential forms, including meeting minutes showing election of delegates and alternates
Local financial documents in conformance with UNE Bylaws and Policies;

Members who miss the deadline WILL NOT be able to participate on convention committees and are considered late delegates.
Late delegates are seated at convention by way of procedural motion during the early stages of the opening of our Convention.

Questions about convention logistics and registration?
Please contact Suzanne Boucher at events@une-sen.org or by phone at 613-560-4359 or 1-800-663-6685.

RESOLUTIONS

Option 1

Locals should appoint a convention resolutions committee; these are normally made up of three to five members. Some Locals may prefer to appoint a committee for each resolution topic: constitution and bylaws, finance, and general resolutions.

Your Local should issue a notice asking members to submit resolutions to your convention resolutions committee. Allow plenty of time for the committee to prepare a report. Members of the committee should also be encouraged to submit their own resolutions.

Each committee’s report and additional resolutions should be presented during a general membership meeting. This meeting should provide ample time to debate resolutions before members cast a vote.

Option 2

Any member in good standing can submit a resolution to Convention by having it co-signed by five other members in good standing.

Submit your resolution online

You should submit your resolutions electronically on our website. The online submission form can be found here.

Completing this process significantly reduces the time required to prepare resolutions for our committees’ review. If you do not have internet access, you can submit your resolutions by mail or fax.

Submit supporting documentation

The resolutions you submit online must also be supported by hardcopy versions of either the signed minutes verifying that the resolution was adopted during a general membership meeting or the resolutions form co-signed by five other members in good standing. You can download the resolution template on our convention page here.

Please send these hard copies to the attention of Ateau Zola by email at resolutions@une-sen.org, by fax at 613-560-5208, or by mail at:

Union of National Employees
900-150 Isabella St.
Ottawa, ON
K1S 1V7

Resolutions received after April 21, 2017 at 4 p.m. Eastern Standard Time will be deemed late and will be dealt with after all other resolutions have been dealt with.

Questions about resolutions?
Please contact Ateau Zola at resolutions@une-sen.org or by phone at 613-560-4343 or 1-800-663-6685.

In solidarity,

Doug Marshall
National President
Union of National Employees, PSAC