November 2026 | Keeping Members Informed and Engaged
Bargaining is Underway
The AFS bargaining team exchanged demands with the employer on October 27, 2026. Bargaining sessions took place November 3–5, with the next round scheduled for December 8–10. The employer has indicated it requires four to five weeks to revise its bargaining mandate.
Our objective is straightforward: achieve meaningful improvements to our collective agreement that recognize the professionalism, contributions and changing workplace realities of AFS members. We are seeking efficient bargaining that respects our members, protects existing rights and delivers tangible results. We will not accept concessions.
Our Three Bargaining Priorities
1. Telework Protections
- More than 80% of members identified telework as a bargaining priority.
- Collective agreement protections for telework arrangements.
- Transparency in telework decisions and the right to challenge denials.
2. Fair Compensation
- Competitive compensation that keeps pace with rising costs of living.
- Financial recognition of increasing responsibilities and expectations.
- Compensation that recognizes members’ contributions to Canadian tax administration.
3. Healthy Workplaces
- Improved hours of work, leave and vacation provisions.
- Vacation entitlements and leave provisions that better reflect the needs of professionals.
- Greater workplace flexibility that supports employee well-being and work-life balance.
Employer Proposals Raise Significant Concerns
Management has proposed 46 changes to the collective agreement, 12 placeholders for additional changes and 129 editorial changes. Several proposals would weaken existing employee protections.
Among our concerns:
- Vacation: Making vacation advances discretionary rather than automatic and introducing restrictions that could negatively affect part-time employees.
- Family Leave Without Pay: Giving the employer greater discretion to deny leave based on operational requirements and imposing additional scheduling restrictions.
- Continuous Employment: Allowing management to change the definition, potentially affecting vacation accumulation, severance and access to maternity and pregnancy benefits.
- Compressed Schedules: Allowing employer to initiate changes, raising concerns about potential management pressure.
- Shift Work: Changing the designation of days of rest and eliminating shift premiums in certain overtime situations.
- Standby: Changing eligibility, contact requirements and entitlement to standby pay.
The bargaining team is committed to protecting existing rights and opposing proposals that undermine members’ working conditions.
Progress at the Bargaining Table
The November 3–5 sessions resulted in several agreements and areas of progress, including:
- Employees can schedule hours of work to nurse or express breast milk.
- Improved access to bereavement leave for part-time and shift workers.
- Up to 3.75 hours for each medical appointments for pregnant employees.
- Improved access to one-time vacation leave.
- Agreement on hours-of-work definitions.
- Correction of AC pay notes.
Discussions are ongoing re medical certificate reimbursement, sick leave for shift workers, sick leave advances, restoration of sick leave credits for rehired term employees, compressed schedule rights, family leave without pay provisions and maternity and parental top-ups following promotions.
Members Make a Difference
Strong member engagement directly impacts bargaining results. Your participation demonstrates solidarity and strengthens the bargaining team’s position.
Here’s how you can help:
- Attend the next member town hall on December 11.
- Wear black shirts on Wednesdays when bargaining team is at the table. Next date: December 9.
- Display stickers, flags, posters and other signs of support in your workplace.
- Participate in bargaining support activities, including lunch and break walks.
- Share bargaining updates with your colleagues and encourage them to get involved.
Stay informed: Join the PIPSC-IPFPC AFS Facebook group or contact the bargaining team at AFS_barg_team@pipsc.ca.
Our message is clear: AFS members deserve a collective agreement that recognizes their contributions, protects their rights and reflects the realities of today’s workplace. Together, we can achieve a stronger agreement.