What's in the tentative agreement
December 21, 2012
The Public Service Alliance of Canada reached a tentative agreement with Parks Canada Agency on Friday, November 23, 2012.
This page outlines major changes agreed to during negotiations.
Please also read the complete, detailed listing of changes in the Ratification Kit. [PDF, 35 pages, 2.2MB]
Wages and Duration
- 1.75% pay increase on August 5th, 2011
- 1.5% pay increase on August 5th, 2012
- 2% pay increase on August 5th, 2013
- Prior to any increase effective August 5, 2011, removing the lowest increment of PG-01 to PG-06 and adding an increment at the top.
- Prior to any increase effective August 5, 2011, increasing the maximum increment of Fl-01 to Fl-04.
- Prior to any increase effective August 5, 2011, elimination of Appendix Hand the associated Terminable Allowance replaced with a one-time increase to the current CS annual wages.
- Effective August 5, 2011, an annual or daily AS-02 Compensation Advisor Retention Allowance.
- Effective August 5, 2011, a Chief Financial Officer Transitional Allowance is to be paid to employees at the maximum of each level at Fl-3 and Fl-4.
- Membership fees reimbursement for the Institute of Chartered Accountants, the Society of Management Accountants or the Association of Certified General Accountants are increased from $800 to $1250.
Letter of Agreement on Student Employment Issues
A sub-committee of the National Labour Management Consultation Committee (NLMCC) will be established and mandated to discuss and report to the NLMCC on their findings and recommendations on student employment issues. This agreement will form part of the collective agreement.
Letter of Agreement on Article 6- Agency Policies
A sub-committee of the NLMCC will be mandated to discuss and report to the NLMCC on their findings and recommendations regarding the application of Agency policies in Article 6. This agreement will form part of the collective agreement.
Volunteer and Personal Leave
Employees who work less than twelve weeks per year (changed from eighteen weeks) will be entitled to a maximum of 7.5 hours of leave.
Bereavement leave entitlement is improved to a period of seven consecutive calendar days instead of 5 consecutive calendar days.
Family-related Responsibility Leave
More flexibility for leave with pay for family related responsibilities to allow 7.5 hours for situations such as attending school functions or appointments and with financial or legal representatives.
Increased Benefit for Term Employees
Term employees will now have their unused sick leave credits reinstated if they are rehired within one year from the end of their last period of employment.
Military Service Recognized for Vacation Leave Credits
On a go forward basis effective April 1, 2012, former military service will now be recognized for the accumulation of vacation leave credits.
Letter of Intent- Seasonal Extension
This letter confirms that on a go forward basis the Agency will endeavour to provide seasonal employees as much notice as reasonably possible when their season is being extended. This letter does not form part of the collective agreement.
Letter of Intent - Winter Watch at End of Navigation Season
This letter confirms that on a go forward basis the Agency will endeavour to post the winter work schedules before the end of the navigation season. This letter does not form part of the collective agreement.
Severance Entitlements for Retirement and Resignation
Severance entitlements for retirement and resignation will cease to accumulate on the date of signing of the collective agreement.
Indeterminate employees will have three options to cash-out of accumulated voluntary severance calculated at the rate of one week of pay for each year of continuous employment up to a maximum of 30 years of service, with the cash out for partial years of service prorated.
This voluntary severance cash-out extends to term employees who would not normally receive severance at the end of their terms. Under this agreement, term employees with at least one year of employment will receive a one-time cash out of one week for each year of continuous employment.
Currently, there is no voluntary severance for employees who resign before 10 years of continuous employment and only Y2 week pay for each year of service for those who have more than 10 years of service. Under this agreement, the voluntary severance cash-out is at one week of pay per year of continuous employment for all employees in the bargaining unit.
Members have three options to cash out:
- Immediately cash out their severance at their current rate of pay.
- Retain the accumulated weeks of severance with a payout on termination or retirement at their exit rate of pay.
- Cash out some of their severance (a "round" number of weeks) at their current rate of pay, with the remainder to be paid upon termination or retirement at their exit rate of pay.
Enhanced Severance Pay in Situations of Lay-off based on Seniority
- Employees with less than 1 0 years of service will still get 2 weeks of severance pay for the first year of service plus one week for each year of service thereafter.
- Employees with more than 1 0 years of service will get 3 weeks of severance pay for the first year of service instead of the current 2 weeks plus one week for each year of service thereafter.
- Employees with more than 20 years of service will get 4 weeks of severance pay for the first year of service instead of the current 2 weeks plus one week for each year of service thereafter.
Protection of Severance for Involuntary Departure
The accumulation of severance entitlements will continue for cases of lay-off, death, termination on probation, and termination for reasons of incapacity or incompetence.
Bargaining team recommends acceptance
Your bargaining team comprising of:
- Celine Ahodekon
- Carrie Docken
- Benoit Dubeau
- Kevin King
- Mike LeBlanc
- Loretta Moar
- Jack Norris
- Janson LaBond, Research Officer
- David Sauve, Negotiator
unanimously recommends acceptance of the tentative agreement.
Date Modified : 2012/12/20