Parks Canada bargaining team reaches tentative agreement

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. 
  • Commitment for Parks Canada to move towards membership in the National Joint Learning Program (JLP)
  • 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