Bargaining Newsletter #18: Spring 2017 Update 1
March 31, 2017
Spring is officially here, a good time to update you on where we are at on the negotiation and ratification fronts. In this issue of our bargaining newsletter, we highlight the key elements of the agreements that were recently reached by the AV, CS, RE, SP and SH Groups. In our next issue, we’ll review the status of our other Groups still in the process of bargaining.
A key achievement that affects all our members:
As most of you are aware, in December we were able to reach a Memorandum of Understanding with the Treasury Board on the critical issue of employee wellness and the protection of sick leave. The parties agreed to negotiate the creation of an Employee Wellness Support Program (EWSP) to improve employee wellness and the safe and successful reintegration of employees into the workplace after prolonged absences due to illnesses or injury. All agreements and documents required to implement the EWSP will be developed within one year. The final language and program design will be provided to individual PIPSC bargaining tables for ratification and inclusion in their collective agreements after it has been agreed to by the parties. If we are unable to negotiate improvements to our existing plan, we will simply keep what we have now.
A key achievement that affects our RE and SP Group members:
In a historic, precedent-setting victory, we have successfully negotiated protections against the “muzzling” of Canada’s federal scientists. Research (RE) and Applied Science and Patent Examination (SP) Group collective agreements will now enshrine our members’ right to speak freely about science and their research.
In addition to the achievements listed below, the AV, CS, RE, SP, and SH bargaining teams were also able to obtain additional market adjustment increases. We realize that some members are disappointed with the limited progress on monetary issues. We of course agree that public service professionals deserve better pay and will continue to press the Employer in this regard during the next round of negotiations.
In February, members of the AV Group ratified the tentative agreement reached in December with the Employer.
Key elements include: the creation of a joint committee to enhance workplace support for employees affected by domestic violence; improved access to Bereavement Leave with pay; improved access to Leave with Pay for Family Related Responsibilities; and improved access to Leave without Pay for Compassionate Care.
For more information, visit the AV Group page.
After some three years of difficult negotiations, the CS Group reached a tentative agreement with the Employer on March 1, 2017. Significant improvements were achieved on the Group’s top three issues: Contracting Out, Technological Change and Training/Career Development.
A ratification package is currently being prepared to allow members to vote on their tentative agreement. A detailed ratification timeline is available in CS Bytes #28.
For more information, visit the CS Group page.
In March, members of the RE Group ratified the tentative agreement reached in December with the Employer.
In addition to the previously mentioned protection of our members’ right to speak, key elements include: a Memorandum of Agreement committing departments with more than 10 RE or SP members to develop their own scientific integrity policies and procedures in consultation with PIPSC in the coming months; pay grid restructuring and additional economic adjustments for the MAs, SE-RES and the HR Sub-Groups; and changes to the DS pay notes that will open the door for future improvements to the DS pay plan.
For more information, visit the RE Group page.
In March, members of the SP Group ratified the tentative agreement reached in December with the Employer.
Apart from the previously mentioned protection of our members’ right to speak, key elements include: a Memorandum of Agreement committing departments with more than 10 RE or SP members to develop their own scientific integrity policies and procedures in consultation with PIPSC in the coming months; a long-term goal of harmonizing the AG-BI-CH pay line with the PC pay line; and changes to the shift work language that better protects PIPSC members.
For more information, visit the SP Group page.
In March, members of the SH Group ratified the tentative agreement reached in December with the Employer.
Key elements include: a Memorandum of Agreement on safety and security for northern nurses that will support them in providing care to First Nations populations; near elimination of regional rates of pay for the NU/OP classification, resulting in two regions rather than nine; market adjustments for the DE, MD PS and NU EMA classifications; a $3,850 education allowance for Masters-level registered social workers; and an increase of $1,000 to the northern nurse recruitment allowance.
For more information, visit the SH Group page.
Congratulations to our bargaining teams for their hard work and success over a very long and difficult round of bargaining! Over half of our members are now, or are on the verge of being, covered by a signed collective agreement. We are now focusing our efforts on reaching deals for our remaining Groups and members.
Publish Date: 31-MAR-2017 01:54 PM