PSAC launches court action against Bill C-59

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Today, the Public Service Alliance of Canada (PSAC) has taken the first step in its legal challenge against Bill C-59, the legislation that is gutting the collective bargaining rights of federal public service workers.

The PSAC filed its constitutional challenge to Bill C-59 in the Ontario Superior Court of Justice.

“The Supreme Court has confirmed that the right to collective bargaining is a protected right under the Charter – and we are defending that right through all legal means at our disposal,” said Robyn Benson, PSAC National President.

Bill C-59 gives the Conservative government the power to amend certain provisions in federal government collective agreements to remove sick leave and impose a short and long-term disability plan outside of collective agreements. The Bill will circumvent the Public Service Labour Relations Act as well as ongoing negotiations.

The PSAC is requesting the Court to immediately declare that Bill C-59 is in direct violation of our members’ Charter rights by:

  • Denying employees’ right to good faith bargaining by giving the employer the unilateral authority to establish all terms and conditions related to sick leave, including establishing a short-term disability program and modify the existing long-term disability program
  • Allowing the Treasury Board to nullify terms and conditions in existing collective agreements without any consultation with bargaining agents; and
  • Giving the employer the authority to override many provisions of the PSLRA, including the statutory freeze provisions that maintain the status quo while the parties are engaged in collective bargaining.

More updates will follow as the case progresses.

Source: www.psacunion.ca

Your Vote = Your Future

YourVoteYourFuture

As the October 19th election approaches, the Union of National Employees urges all Canadians to think about the lack of respect this government has increasingly displayed over the last 10 years. If the last three terms have taught us anything, it is that there is no end in sight if the Harper government remains in power following the next election.

“It comes down to respect,” said UNE National President Doug Marshall. “As a union we ask for respect at the bargaining table and in the workplace. As Canadians we demand respect for our families and livelihoods. All of this has been under attack under the Harper regime.”

The cuts to services affect us all. Government jobs have been slashed and privatized, leading to lower wages and reduced employment stability. And the cuts are twofold – not only do they impact the workers but also leave Canadians with poorer access to quality services; environmental protection and the preservation of historic sites have been compromised, the number of officers who protect the health and safety of workers is dwindling, and wait times for virtually all government services have increased. Just try to get a security clearance these days. You might have several job offers, but the government is months behind in processing clearances. The result? Capable workers are left to draw on employment insurance.

It’s a direct attack on middle-class Canadians. Hard-working ‎families have been ignored and abandoned. The Canadian dream of working hard and getting ahead is no longer the norm as Canadians struggle under crippling debt.

So we urge you to get out and vote on October 19th. Over the next few months we will provide you with the steps you need to take to ensure you are on the voter’s list and that your voice is heard loud and clear. You have the power!

We recently had the opportunity to participate in Mediaplanet Canada’s Organized Labour campaign which provides an opportunity to educate Canadians on the importance of Unions. The Organized Labour campaign is the perfect opportunity to celebrate the men and women who fought and continue to fight for the rights and freedoms of hardworking Canadians as well as many additional rights we enjoy as union and non-union members today. The campaign was distributed through the Toronto Star on July 18th 2015 and is published online. For the full campaign, click here: http://bit.ly/1JUJ9Y9  

PSAC Parks Bargaining Team introduces child care proposal, continues to defend sick leave

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Our bargaining team met with the Agency on May 26, 27 and 28. During this session, our team introduced new language that proposes the formation and funding of a new Joint National Child Care Committee comprised of equal representation from PSAC and the Agency.

Our team also provided the Agency with a presentation on our proposal for the Social Justice Fund.

The Agency presented their proposal to replace our current sick leave system with a short-term disability scheme. Your team respectfully watched the presentation, but afterward reiterated our stern disagreement with the Agency’s proposal.

Our next round of bargaining will be scheduled shortly.

Source: www.psacunion.ca

Bill C-59 on Collective Bargaining: Despite the Law…

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If you thought the Harper government was pulling the wool over the eyes of Canadians in order to further their maligned agenda, you’re mistaken; they’re doing it in plain sight. The Conservatives were bold enough to include language in Bill C-59 that says quite simply that the Treasury Board can establish terms and conditions of employment “despite the Public Service Labour Relations Act”.

Now, seeing as the Act is described as “An Act respecting labour relations in the public service,” how can this be seen as anything but a violation of the Charter of Rights And Freedoms as well as disrespect towards government employees and their families?

This is union-busting, period.

“We are in the midst of negotiations with Treasury Board right now,” said UNE President Doug Marshall. “Bill C-59 tells us that the government has no interest in good-faith bargaining, no regard for the Canadian constitution and the law, and no respect for workers.”

The budget was released just ahead of the PSAC’s recent triennial convention where delegates unanimously passed an emergency resolution to develop a meaningful campaign to oppose government actions that compromise members’ rights.

“We need people to understand that this government is doing whatever they want,” insisted Marshall. “We will defend our right to collective bargaining and we will not be intimidated by bully tactics such as this.”

As the campaign unfolds, the UNE will share this information with members so they have the knowledge and tools to fight back against the attacks the Harper regime is forcing on Canadian workers and families.

Bill C-59 puts into effect the Conservative budget of April 21, 2015, a budget that has made it apparent to our members, and to all Canadians, that this government has to go.

In that budget, the Conservatives unveiled their latest attempt to deceive Canadians with their Pinocchio budget; nothing more than number juggling, spin, and propaganda, in order to meet the Harper government’s promise of a balanced budget.

Up until a couple of years ago, the government has never even included a line item for sick leave. And that is because it is not now – and has never been – a financial liability. The Parliamentary Budget Officer and Statistics Canada have said that there is no cost for the current sick leave system.  In contrast, the government would have to pay a private insurance company millions of dollars to administer a short-term disability plan.  In spite of the facts, the government says that eliminating sick leave will result in a $900 million savings.

The government sold GM shares, but it claimed that the proceeds from the sale of shares would count as income.  No accountant would agree that this is income: if we sold our home for $300,000, that doesn’t mean that we have $300,000 of added income!  To add to the fraudulent accounting, although the Harper government received about $3 billion for the latest share sale, in total, the government received billions of dollars less than what it originally paid.

In order to produce a surplus, the government also claimed another $2 billion in income, which was “earned” by stealing two-thirds of the money set aside in a contingency fund for disaster reliefs.

This is not a balanced budget; it is nothing more than a slick Ponzi scheme. To make matters worse, the budget implementation law proposes to steal away the constitutional right to free collective bargaining.

We simply cannot afford another Conservative government. Not a majority – not a minority – not at all. We have to spread the word that this is unacceptable.

Negotiating teams postpone bargaining with Treasury Board over Budget Act

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PSAC bargaining teams for the core public administration and separate agencies met today to discuss their response to the government’s decision to gut collective bargaining rights in the recently tabled Budget Implementation Act. Bargaining teams all decided to postpone this week’s round of negotiations in order to assess the implications of the government’s violation of our members’ rights, and evaluate all possible actions to defend them.

The Budget Implementation Act (Bill C-59) authorizes Treasury Board to rip up collective agreements to remove sick leave and impose a short and long term disability plan outside of negotiated agreements. The Bill will circumvent the Public Service Labour Relations Act as well as ongoing negotiations.

“In light of the recent attack by this government against our members, our elected bargaining teams have decided not to engage in the scheduled round of negotiations this week,” said Robyn Benson, National President of PSAC. “This government is obviously acting in bad faith and have decided to bully their way into getting what they want, in complete disregard for the Charter of Rights and Freedoms and existing collective agreements.”

The Supreme Court established the right to collective bargaining as a Charter right. Bargaining teams were strong in their resolve to defend our rights using all means at our disposal.

PSAC’s recent National Triennial Convention recently voted to use up to $5 million to protect members’ rights and promote public services.

Bargaining teams will continue their discussions.  Further decisions on the next round of scheduled negotiations will be taken in due course.

Source: psacunion.ca

Wages, Contracting Out, Other Matters in Dispute

CMSTBargainUpdate

More dates being set for later this month

On Tuesday our Bargaining Team met with the Museum to continue talks for a new contract. While some progress was made, we remain in dispute with the Museum concerning compensation, protections against contracting out, leave provisions and other matters.

With respect to wages, the Museum’s position continues to be dramatically below what has recently been agreed to by other federal employers in the cultural sector, including both the National Arts Centre and the National Gallery. The employer’s position is also well below current and forecasted economic trends. Consequently the parties remain far apart on wages.

With respect to protections for our jobs, management continues to take a position that is inferior to what has been agreed to elsewhere in the federal cultural sector.

The issue of sick leave arose in Tuesday’s session. Management signaled an interest in proposing language that would contemplate the parties agreeing to reopen the contract and negotiate sick leave after the agreement has been signed in the event that changes take place in the federal public service. While we indicated that the union will look at any proposal in good faith, we have no interest in opening the contract once it is signed to discuss potential cuts to our sick leave. Our union signed a 4-year agreement with the Gallery last year with no mention of a sick leave reopener. Our union is currently in bargaining for a 3-year agreement with the House of Commons where no language concerning sick leave is being sought. We told management on Tuesday that the same should also apply with CSTMC.

Union taking action over layoffs.

Last month the Corporation reduced a number of VE positions and a position in the Boutique. Our local will be filing grievances over these reductions as it is our position that the contract was not properly followed and that employees should be reinstated. We will also be consulting union legal counsel to determine if additional legal action might be followed in light of the layoffs.

We will uphold our contract rights.

We are in the process of scheduling more bargaining for later this month. We’ll be sure to update as things progress. If you have any questions speak with your union representative, or a member of our Bargaining Team (Sharon Babaian, Bryan Casey and Yvon Renaud).

Source: PSAC Members at CSTMC United for a Fair Contract

SSO arbitration decisions a significant victory

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Finally, after three-and-a-half years, we received the arbitration awards for  interviewers (belonging to the RO and FI classifications) who conduct surveys for Statistics Canada.

There are a number of significant victories in the decisions:

  • We achieved wage increases totaling 9.6% over the life of the contract, with full retroactivity – significantly more than what management had proposed in negotiations.
  • We achieved new protections and rights for employees in the context of work assignments.
  • We got new job security rights.
  • There are increases in premiums.
  • There is new language concerning AWW’s, with the parties directed to meet and negotiate further on the issue concerning the union’s proposals.

While we did not achieve everything we asked for, we made real progress in areas that our bargaining teams indicated were critical for this round of bargaining.

We won these because of the hard work and determination of our bargaining teams and the solidarity of PSAC members at SSO.

Since the fall of 2011, PSAC has been engaged in a fight with SSO to improve working conditions for interviewers and SIs at Statistics Canada.

We should all be proud of the work we did to achieve these victories, despite it being a difficult and lengthy round of bargaining.

The next round will begin shortly, and given the position taken by the government with other PSAC bargaining units, we can also expect it to be tough. Now is the time for members to not only take the time to learn about and understand the rights provisions under our new contracts, but also to prepare for the coming round. We will provide a more detailed list of all the changes in the new collective agreements very soon.

Source: www.psacunion.ca

SSO arbitration decision finally released

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The long-awaited arbitration decisions for both the Regional Officer and the Field Interviewer bargaining units were finally released late on Monday, March 30, 2015.

PSAC will be analyzing the arbitral awards for both the RO and FI units and will be posting this analysis, along with previously signed-off language, on the PSAC website as soon as possible.

In the interim, we can share with you the following:

  • Both Collective Agreements are effective December 1, 2011, which means wage increases will be paid retroactively to this date.
  • Both Collective Agreements expired effective on November 30, 2014.
  • Notice to Bargain for renewal agreements will be sent to the employer immediately.
  • The input call for proposals will be sent to all locals immediately.
  • A bargaining conference to elect the bargaining teams and prioritize bargaining proposals will be held later this year. We will provide notice of the dates of that conference as soon as possible.

Please continue to check this website for news of the provisions of your collective agreements and of developments as we move forward.

SSO members: still waiting…

SSO Members Still Waiting

Our members at Statistical Survey Operations are still waiting on news of their new collective agreement.  Unfortunately, we don’t have any news to share right now. We’re, quite simply, still waiting with you.

When we last reported on the arbitration process in January, we told you that a decision should be rendered within three to five weeks. Unfortunately, the arbitration board is taking more time than was originally expected.

Since we presented our submissions, we have had no control over the process.  We appreciate that this is a lot for us to ask from members who have been waiting four years for a decision.

Members of SSO have done a lot of waiting throughout this bargaining process. It’s been a tough one; negotiations first reached impasse in 2012. After filing for arbitration, the process was greatly delayed by an employer that challenged our ability to negotiate some of our bargaining proposals before the arbitration board.

What’s next:                                                  

Once the decision of the arbitration board is issued, PSAC will inform members at SSO of the decision. We also know that this delay has led to speculation among some members. All we can tell you is that any rumours you may hear are completely unfounded because no report has been published. No one, including our own bargaining team, has been informed of any decisions rendered so far.

How to get the news immediately:

The minute the news is published on our website, we’ll disseminate it on Facebook and Twitter. If you’d prefer to be emailed the minute the news is released, we can commit to that too: just send an email to communications@une-sen.org and tell us that you’d like to be informed as soon as the news becomes available.

Once again, we can’t express how much we appreciate our members’ patience throughout this process. We know it’s been a long and arduous road; we look forward to seeing you at the finish line.

Parks Canada Bargaining Update

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Members of the bargaining team for Parks Canada met with the agency last week, where they exchanged proposals. In an email to its employees, Parks Canada maintained that it is committed to “continue this open and constructive dialogue” with the union.

“We remain confident that, together, we will reach a renewed collective agreement that is fair and equitable to the Parks Canada team members and to Canadian taxpayers.”

In case you don’t speak Harper, this translates to “scrapping your current sick leave provisions”. The bargaining team categorically rejected that idea. In fact, they are determined to nix any proposals that would erode our rights and benefits under the collective agreement. As reported by the PSAC:

Your bargaining team also rejected all of the Agency’s concessions and expressed our displeasure with what we feel is an unnecessary and unjustified attack on Seasonal members. For example, the Agency is proposing to extend the time period that disciplinary action stays on a Seasonal member’s record, and to lower the amount of Family Related leave for Seasonal members by pro-rating that entitlement. Your bargaining team believes that leave for family related reasons should remain based on needs of members and their families.”

The bargaining team also told the employer that its policies and the collective agreement ought to be applied consistently across the organization.

The bargaining team will meet with the employer again at the end of May.