Veterinary Medicine Group YOUR 2013 FALL NEWSLETTER
Please use these personal email addresses to communicate with Executive members on PIPSC issues rather than on the CFIA Group Wise System.
Ravi Rai President (Ontario Rep) email@example.com
Ayman Soryal Vice President & NOSH (Member-At-Large) firstname.lastname@example.org
Ann Allain Secretary (NCR Rep) email@example.com
Lina Johannson Treasurer & NUMCC (Member at large) firstname.lastname@example.org
Valérie Coupal (Quebec Rep) email@example.com
Doug Aitken Parliamentarian (B.C. &Yukon Rep) firstname.lastname@example.org
Dave Cartledge Communications (Prairies Rep) email@example.com
Michael Aleong (Member-at-Large) firstname.lastname@example.org
Krista Ann Puddester (Atlantic Rep) email@example.com
Should you have an interest in learning more, please contact any of the group Executives to discuss becoming a union steward. Many hands make for light work.
The CFIA-VM Group Executive is currently calling for nominations as the two year mark has coming to a close for the following positions
- One Member-at-Large position: incumbent : Lina Johannson
- Prairie/Northwest Territories Representative, incumbent: Dave Cartledge
- NCR Representative, incumbent : Ann Allain
- BC/Yukon Representative, incumbent : Doug Aitken
The closing date for this call is Tuesday, December 3, 2013.
A Special Call for nominations Newsletter has been posted on the PIPSC web site and will provide information on what steps to take for members who are interested in one of these positions.
The Executive will keep you informed through upcoming postings on the web site, so please keep an eye out for fresh news!
B. PIPSC VETERINARIANS GOING TO ARBITRATION
As members are aware at the end of 2012 the Bargaining Team engaged in mediation with the Employer to attempt to settle a new collective agreement. It became evident during mediation that the Employer had very limited discretion to settle the agreement with the Union. The Employer sought permission for a revised mandate from Treasury Board. However, it seems Treasury Board is not prepared to move from the very basic deal of members giving up severance for percentage increases of 1.75, 1.5 and 2 over a three year agreement. The Bargaining Team believes this is unsatisfactory for the VM Group.
Many other PIPSC Groups have achieved other modest gains during this round of bargaining and your bargaining team is confident that it can do so to. We have now applied to the Public Service Labour Relations Board to settle the contract between the group and CFIA. As soon as we have a hearing date we will post it to the web site.
C. WORK DESCRIPTION GRIEVANCES
PIPSC has been in touch with the PSLRB to ascertain the procedure they wish to follow in order to ensure the validity of as many of the 643 job content grievances as possible. We do not as yet have a specific direction, but expect one very soon. We are hoping that we will be able to use a similar process to the 2009 grievances whereby one representative griever completed the required form and the remaining members signed a roster type form. It is likely that there will need to be a representative griever for each separate work description, which would mean 23.
The remainder of the administrative work has begun in terms the organization for the filing itself. The development of tables to coordinate signatures with work descriptions as well as to track our progress in the collection of data is underway.
Once the filing is complete (realistically mid-October) we will be awaiting information from the PSLRB in terms of potential mediation and/or scheduling of the hearing. This is likely to take upwards to a year to receive a date.
D. WORK ADJUSTMENT/DRAP/COE?
We continue to work on members' behalf regarding the DRAP decisions. As the COE concept continues to be developed, we will be increasing our discussion of this issue.
E. MEAT HYGIENE ALLOWANCE (MHA) AND OUR SUPERANNUATION!
From Top Management:
“when the Meat Hygiene Allowance (MHA) was developed and implemented by PWGSC on a bi weekly basis there was some errors in the coding which created the problem of the data not getting to the pension system. Over the years compensation has made the corrective actions manually upon end of termination only, as the addition of the MHA has a minimal effect on the value of the actual pension or pension estimates.
CFIA has been in contact with PWGSC over the past years to find a way to correct this issue and are close to fixing this once and for all. This however will require some considerable time as there is a requirement to review all MHA payments and update the pay, pension and the human resources system accordingly. We are currently looking at strategies to have this completed with a view of any additional requirements which may be part of the payroll transition to Miramichi.
Once we have come to a decision on the most efficient way of correcting or adding the data, a strategy will be put in place to do it in a timely manner. All corrective actions and data integrity will be completed prior to files being transferred to the new pay centre.”
Dave Cartledge – Communications Officer