November 30, 2008
Negotiations with Canadian Food Inspection Agency
CFIA Bargaining Communique
Your bargaining team was scheduled to meet with the Employer beginning December 1, 2008. Both PSAC and management had agreed to visit slaughter facilities in the Toronto area in order to gain a clear visual understanding of the work our members do. We were anticipating that this tour would affirm our position with respect to hours of work and an allowance for meat hygiene duties.
Unfortunately, the team was called to Ottawa early by the Employer who clearly indicated that their mandate was to conclude negotiations before the federal government presents it's Economic Statement later this week.
Even though the bargaining team is reluctantly recommending acceptance of this tentative agreement, the bargaining team wholeheartedly believes that it was the best that we could do in light of the current political and financial climate. The short timeframes imposed considerable pressure and interfered with our ability to achieve the improvements our members deserve
Up to the last minute, your bargaining team held firm on several issues such as wage parity, classification reform for our administrative support members and improved language on hours of work.
In the end, however, the employer refused to discuss any further improvements. The employer said “No” to classification reform and/or wage parity for administrative support members; “No” to ensuring that members are paid for all time worked; “No” to having all forms of harassment referenced in the collective agreement; and, “No” to improving language for Injury-On-Duty leave.
Improvements negotiated in this round include:
Economic Increases
2.3% pay increase on January 1, 2008
1.5% pay increase on January 1, 2009
1.5% pay increase on January 1, 2010
1.5% pay increase on January 1, 2011
National Rates of Pay:
On January 1, 2010 the GL and GS groups enter into a National pay grid. Each sub-group and level will have its own pay grid, with three steps. The highest step will be equal to the pay rate for the highest zone. Step 1 will be 92% of the highest rate. Step 2 will be 96% of the highest rate. Members move into the new grid at a point that is closest to but not less than their current rate of pay under the regional structure. They will progress through the pay grid in the same manner as the vast majority of the public service who already has annual pay increments. This means that all of the GL and GS members who enter the pay grid on January 1, 2010 at Step 1 or 2, will move up one step on January 1, 2011. On December 31, 2011, the last day of the contract, any current employee still at step 2 will move to step 3.
Any new employees hired after January 1, 2010 will start at the first step and progress through the pay grid in the same manner as the vast majority of the public service who already has annual pay increments.
Employment Transition Policy (ETP)
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increase from $7,000 to $10,000 for an Education Allowance
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improvement to the definition of a Reasonable Job Offer to include placement with FAA Schedule I, IV or V employers
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increase from $385 to $600 for counselling services such as financial planning advice and job placement.
Other Changes
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Permanent employees who take maternity or parental leave may now be rehired by Parks Canada, CRA or CFIA (as well as Treasury Board) within 90 days of the expiry of their leave in order to avoid having to pay back their top-up. The same provisions also apply to term employees who are hired by any of these Agencies when they return from their maternity leave.
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Definition of family has been moved from the Bereavement Leave article to the Interpretations and Definitions article, and this expanded definition will also apply to Leave Without Pay for Care of Immediate Family.
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Bereavement Leave article is amended to allow members to take the leave either at the time of death or to defer the leave if the funeral or memorial is held at a later date.
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Employees who qualify for Employment Insurance Compassionate Care Benefits may now take Compassionate Care Leave under Leave Without Pay for Immediate Family.
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Upon resignation from CFIA, employees can transfer their accumulated vacation leave to another Department or Agency. CFIA also agreed to accept vacation leave credits for employees transferring into CFIA from other employers (up to 262.5 hours or 280 hours for GL/GS members)
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Employees applying for positions with CFIA, Agencies or departments or representing members in an appeal process are now entitled to Leave with Pay.
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Travelling Time clause improved to increase the stopover period from 3 to 4 hours and to increase to 15 hours (from 12 hours) the maximum daily payment of overtime.
Your bargaining team recommends ratification of this agreement.
Len Halldorson, Manitoba/Northwest Ontario
Marianne Hladun, Saskatchewan
Bob Jackson, British Columbia
Marlene O'Neil, Ontario
Gary Paynter, Atlantic
Denis Sicard, Quebec
Mike Vanson, Alberta
Robyn Benson, AEC Officer
Mike McNamara, PSAC Negotiator
David Alexander-Leblanc, PSAC Researcher
Date Modified : 2010/07/29
