PSAC and Treasury Board representatives have signed the collective agreements for PSAC members in the PA and TC bargaining units. Both agreements were ratified by members on June 16, 2023. We anticipate signing the SV and EB agreements next week.
All non-monetary terms of the collective agreement take effect immediately.
The employer now has 180 days to action retroactive pay, the $2,500 pensionable lump-sum payment and implement wage increases, wage adjustments and allowances. The lump-sum will be paid to each employee based on their substantive position – including those on leave without pay – on the date of signing June 27, 2023. See our FAQ for full details about your eligibility for the lump sum payment.
If the implementation period goes beyond 180 days and when the outstanding amount owed is greater than $500, the employer will pay a $200 lump sum per member.
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.
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.
The federal government has ratified the collective agreements for PSAC-UTE members working at Canada Revenue Agency (CRA) and in the Treasury Board PA, TC, SV, and EB bargaining units.
PSAC will meet with Treasury Board and CRA representatives next week to sign the new collective agreements.
After an expedited ratification vote process, all five agreements were ratified by PSAC members on June 16, 2023.
Once signed, all non-monetary terms of the collective agreement will take effect immediately.
The employer has 180 days from the signing of the contract to implement wage increases, wage adjustments and allowances. If the implementation period goes beyond 180 days and when the outstanding amount owed is greater than $500, the employer will pay a $200 lump sum per member.
PSAC will update members when the agreements are signed. Please contact your regional office to make sure your contact information is up to date.
Ratification votes for PSAC members in the four Treasury Board groups will begin on May 24 and end on June 16 at noon ET.
In order for PSAC members to receive their new rates of pay, retroactive pay, and lump sum payment, the new agreements must first be ratified. To ensure this ratification process is done as quickly as possible, PSAC will be conducting an expedited ratification process.
The ratification votes will be conducted using the same online voting platform used for strike votes earlier this year.
Review the ratification kit for your group: PA | SV | TC | EB
Check your email: All PSAC members in the four Treasury Board groups will receive an email from communications@psac-afpc.vote on May 24 with the link to PSAC’s voting platform and the credentials needed to log in.
If you do not receive an email on May 24, check your junk mail or promotions folders in your personal email account. If you’ve checked those folders and still don’t have the email, we may not have your personal email on file and you can fill out a PSAC membership form to update your contact information.
Once you submit the online membership form, PSAC will issue your voting credentials to you as soon as possible.
Watch the information session video: You are required to watch the mandatory information session video before voting. You can log into PSAC’s voting platform at any time during the voting period using the credentials emailed to you. The video cannot be skipped and must be played to the end before you will be permitted to vote. After you’ve watched the video, follow the on-screen instructions to vote. You can log into the voting platform to watch the information session video and cast your vote at any point between May 24 and June 16 at noon ET.
Submit your vote: The voting deadline is June 16 at noon ET. You can vote any time after watching the mandatory information video by following the instructions on-screen. You can also log back into the voting platform at a later time to cast your vote before the deadline, including after attending an optional Q&A session.
Optional Q&A sessions
Should you still have questions after watching the mandatory information video, you will have the opportunity to attend virtual or in-person live Q&A sessions to learn more about your tentative agreement
These sessions are not mandatory but will give you the opportunity to ask questions about your agreement with PSAC staff and your bargaining team.
Virtual Q&A sessions
These sessions will be held over zoom, and registration will open on May 24. PSAC has scheduled the following optional virtual Q&A sessions.
You are NOT required to attend these sessions to be able to vote.
These sessions are listed in eastern time but are open to all PA, SV, TC and EB members. Please choose the session for your classification group that best fits your schedule
Not sure which group you belong to? You can see which bargaining group you belong to here.
These sessions will be held over Zoom, and registration will open on May 24.PA Group
These sessions will be held over Zoom, and registration will open on May 24.
Thursday, May 25, 12 p.m. ET – English
Thursday, May 25, 7 p.m. ET – English
Monday, May 29, 12 p.m. ET – French
Thursday, June 1, 7 p.m. ET – English
Wednesday, June 7, 9 p.m. ET – English
Thursday, June 8, 7 p.m. ET – French
Thursday, June 15, 7 p.m. ET – French
Friday, June 16, 9 a.m. ET – English
SV Group
These sessions will be held over Zoom, and registration will open on May 24.
Wednesday, May 31, 9 p.m. ET – English
Monday, June 5, 7 p.m. ET – French
Wednesday, June 7, 7 p.m. ET – French
Wednesday, June 14, 12 p.m. ET – English
TC Group
These sessions will be held over Zoom, and registration will open on May 24.
Wednesday, May 24, 9 p.m. ET – English
Tuesday, May 30, 7 p.m. ET – French
Tuesday, June 6, 7 p.m. ET – French
Tuesday, June 13, 7 p.m. ET – English
EB Group
These sessions will be held over Zoom, and registration will open on May 24.
Friday, May 26, 7 p.m. ET – French
Monday, June 12, 12 p.m. ET – English
Monday, June 12, 7 p.m. ET – English
In-person Q&A sessions
PSAC has scheduled the following optional virtual Q&A sessions for members working for Treasury Board. In-person sessions are open to all members of the four Treasury Board groups, as we will have bargaining team members from all teams in attendance.
These sessions will be held in the cities listed below. Information about date, time, and location of in-person sessions will be added as they become available.
Note: These optional sessions are not required to be eligible to vote. Atlantic
Charlottetown
Fredericton
Halifax
Moncton
St. John’s
British Columbia
More information coming soon National Capital Region
More information coming soon North
There are no in-person Q&A sessions scheduled in the North. If you have questions before you vote, please register for a virtual Q&A session. Ontario
Angus
Toronto
Kingston
London: Tuesday, June 13, 5 p.m. ET, Victory Legion Branch #317, 311 Oakland Ave
Petawawa
St. Catherine’s
Sudbury
Thunder Bay: Thursday, June 1, 7 p.m. and 8 p.m. ET, 326 Memorial Avenue (OPSEU Meeting Room)
Last week, the Federal Public Sector Labour Relations and Employment Board (FPSLREB) appointed a Public Interest Commission (PIC) to help advance negotiations for 5,000 Parks Canada members. The appointment of the PIC follows PSAC’s declaration of impasse after a year –and –a half of bargaining.
If mediation fails to result in a settlement, PSAC and Parks will advance to PIC hearings.
What is mediation?
During mediation, a neutral third party with expertise in contract negotiations helps two parties in a labour dispute reach an agreement. In this case, the mediator is appointed by the Labour Board.
How does the PIC work?
On receiving a request for conciliation, the chairperson of the Federal Public Sector Labour Relations and Employment Board may recommend that a PIC be established for conciliation of issues in dispute.
The PIC is a panel of three people – a chairperson appointed by the Labour Board and one nominee each appointed by the union and the employer. Each side presents briefs to explain their positions on outstanding issues at a hearing. The process ends when the PIC issues a report with non-binding recommendations for reaching a settlement. PIC hearings can take months to complete.
What comes next?
The Parks Canada bargaining team will continue the bargaining process in mediation June 20-23. No dates have been set yet for the PIC, but PSAC expects to have dates soon.
Stay informed and engaged
Read this FAQabout Parks Canada Agency bargaining.
Fill out this member survey to get involved at this critical time.
Make sure you receive all the latest news about bargaining with the Parks Canada Agency by keeping your contact information up to date.
Show your support for the Parks Canada bargaining team
Now that Statistics Services Operations (SSO) members have formally signed a new collective bargaining agreementthat is officially in effect as of the March 13 signing, we invite SSO members to attend townhall meetings to learn more about what is new in the agreement.
You will have the opportunity to ask questions and raise concerns at these meetings.
PSAC national negotiator Hassan Husseini will provide more information about specific new provisions included in the new agreement and update you on what to expect for the next round of negotiations that will begin by the end of this year.
Please ensure that your contact information is up to date to receive all the latest bargaining updates as we gear up for the next round of negotiations.
After nearly two years of bargaining leading to one of the largest strikes in Canadian history, PSAC has reached tentative agreements for the more than 120,000 Treasury Board workers who deliver critical services to Canadians.
With the national strike now over for Treasury Board workers, members of the PA, SV, TC and EB bargaining groups are required to return to work beginning May 1 at 9 a.m. ET or their next scheduled shift after that date.
In this tentative agreement, PSAC has secured a fair contract for members that exceeds the employer’s original offer before the launch of strike action, and provides wage increases above the recommendations of the Public Interest Commission as well as those negotiated by other federal bargaining agents. It also provides significant new protections around remote work for PSAC members.
“During a period of record-high inflation and soaring corporate profits, workers were told to accept less – but our members came together and fought for better,” said Chris Aylward, PSAC national president. “This agreement delivers important gains for our members that will set the bar for all workers in Canada.”
This agreement is a testament to the hard work and dedication of PSAC members who held the line on fair wages and better working conditions.
Highlights of the tentative agreement
Wages that close the gap with inflation
PSAC negotiated wage increases totaling 12.6% compounded over the life of the agreement from 2021-2024. PSAC secured an additional fourth year in the agreement that protects workers from inflation, as well as a pensionable $2,500 one-time lump sum payment that represents an additional 3.7% of salary for the average PSAC member in Treasury Board bargaining units.
2021-2024:
Year of the agreement
2021
2022
2023
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 bargaining units
One-time lump-sum payment
For PSAC members approaching retirement, the pensionable lump sum payment will contribute to their average salary for their best five years of service, and increase their overall pension payments in retirement.
Lump sum payment $2,500 (pensionable)
Example salary
Lump sum value
relative to salary
$45,000
5.5%
$55,000
4.5%
$65,000
3.8%
$75,000
3.3%
Strike action improves final wage offer
By securing an overwhelming strike mandate and following through with strong strike action, important gains were made to the employer’s final wage offer.
In the graph below, you’ll see a comparison of the employer’s position on wages before PSAC declared strike action; the settlements achieved by other federal public service bargaining agents for the same time period; and the wage offer PSAC negotiated in the tentative agreement.
* Based on an annual average salary of $67,300 for PSAC members at TB
New and improved remote work language
PSAC members will now have access to additional protection when subject to arbitrary decisions about remote work. We have also 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.
It will also result in the creation of joint union-employer departmental panels to address issues related to the employer’s application of the remote work directive in the workplace.
Additional market adjustments and table-specific improvements
PSAC has also secured several table-specific wage adjustments and other improvements that will be fully outlined in the coming days.
Safer and more inclusive workplaces
Everyone in the federal government can benefit from anti-racism and discrimination training. That’s why we’ve reached an agreement to create a joint committee to review the existing training courses related to employment equity, diversity, and inclusion, and to ensure employees are fully aware of training opportunities available to them during their work hours.
We also know a diverse workforce with strong Indigenous representation means a better public service for all. With the new addition of paid leave for Indigenous employees to engage in traditional Indigenous practices, including hunting, fishing and harvesting, the government will be better able to attract and retain more Indigenous workers and recognize their lived experiences.
Protections against contracting out
Privatization and contracting out in the federal public service out lead to higher costs, more risk, and reduced quality of services for Canadians. PSAC has negotiated language to ensure that in the event of layoffs, PSAC members will not lose their job if they can perform the duties of a contractor 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 Directive
PSAC and the employer have agreed to submit a joint proposal to the Public Service Commission of Canada to include seniority rights in the Workforce Adjustment process.
Other gains at the bargaining table
PSAC also made important improvements on a number of issues, ranging from a commitment to review the bilingual allowance, an increase to shift premiums, leave for union business and other types of leave. A detailed summary of these improvements will follow in the coming days.
Full text and next steps
In the coming days, a full explanation of the new agreements, and a copy of the new language, will be provided once they have been fully translated for the PA, SV, TC and EB groups. PSAC members will shortly thereafter be invited to participate in online ratification votes. Details about the votes will be shared as soon as possible.
The PSAC bargaining teams recommend the ratification of the tentative agreement.
It’s clear the Liberal government is feeling the pressure as we escalate our strike actions across the country. But we’ve been clear – the offer the government has on the table simply doesn’t cut it. And while we’ve had our sleeves rolled up for the past two years and have been ready to negotiate day and night to reach a fair deal, this government has consistently dragged out negotiations and tried to nickel and dime Canada’s workers.
Without a wage increase since the beginning of the pandemic, our members have fallen behind inflation to the tune of nearly 11% of their earnings. After losing more ground to runaway prices than workers in any other sector for years, the government is now saying Canada’s public service workers should be happy with an offer that leaves them even further behind.
And let’s not forget, these are the same members who delivered essential services to Canadians in a time of crisis. Imagine working every day and not having a contract, and because of Phoenix, not even knowing if you will be paid at all. These are regular Canadians who show up day in and day out to do the work that keeps our country running.
We came to the table with demands that reflect the need for significant change in our members’ workplaces. Workers deserve fair wages that keep up with rising costs, remote work to be spelled out in their contract and better job security. Those demands haven’t been met at the table, and we will continue to prioritize the needs of our members until we reach a fair deal.
The truth is, we don’t want a strike any more than our members; any more than Canadians; any more than this government. But we’ve been at the table for nearly two years. How long can workers wait?
We’re calling on the Liberal government to work with us on getting to a fair deal so that members can leave the picket lines behind and return to the work they’re proud to do.
