CFIA-VM Summary of Tentative Agreement

Implementation occurs when two things happen:

• Non-monetary changes negotiated in the new contract come into effect
• Individual's retroactive payments are paid based on the time that has elapsed between the expiry of the old contract and the date

Date of Implementation 120 days from signing

No penalties for late implementation

• The new collective agreement will be implemented within 180 days for most members. Implementation date for the new parental benefits falls under this provision.
• For complex cases that require “manual intervention” the agreement will be implemented within 560 days (We do not expect anyone to require a manual intervention)
• $500 provided to every member within 180 days of signing in recognition of extended timelines and other inconveniences
• An additional $50 penalty on day 181 for those facing delayed implementation
• If delays continue, an additional $50 penalty for every 90 days there after

The Voluntary Departure Program was established to reduce the stress associated with the elimination of positions (workforce adjustment). It supports employees who want to leave the CFIA. It is activated even when the employer can offer a reasonable job offer.

The language now states that the establishment of a Voluntary Departure Program will apply where the president cannot provide a guarantee of a reasonable job offer.

Employment TRANSITION

• Maximum allowance of 52 weeks at 93% allowance under Employment Insurance Plan (EI) and Quebec Parental Insurance Plan (QPIP) per couple
• No extended parental leave or allowance under (EI)

• Increase maximum allowance to 57 weeks of allowance per couple
• Equity between adoptive and birth parents under QPIP at 37 weeks of allowance
• Extended parental allowance option, averaging the of parental leave allowance at 55.8% over 61 weeks
• Allowance for additional 5 weeks (under standard parental leave) at 93% if both parents in the public service under EI
• Allowance for additional 8 weeks (under extended parental leave) at 55.8% if both parents in the public service under EI
• Increase leave without pay available for extended parental leave up to 78 weeks (EI)

We were successful in negotiating new Caregiving Leave that includes the three types of leave provided for under EI:

• Compassionate Care Benefits
• Family Caregiver Benefits for Children
• Family Caregiver Benefits for Adults

The leave is for the same duration as stipulated in EI and includes the applicable waiting period.

We have a definition of Domestic Violence (DV);

A recognition that DV can affect their work attendance.

75 paid hours of leave in a fiscal year for non-medical reasons such as:

• to seek care and/or support for themselves or their dependent child in respect of a physical or psychological injury or disability
• to obtain services from an organization which provides services for individuals who are subject to domestic violence

We negotiated:

- a commitment and support for gender neutrality and inclusivity:

We were successful in negotiating the inclusion in the collective agreement of a statement that both parties share the objective of creating healthy work environments that are free from harassment and violence. 

CFIA has committed to consult with PIPSC while developing a new directive covering both harassment and violence situations on the following:

• mechanisms to guide and support employees through the harassment resolution process;
• redress for the detrimental impacts on an employee resulting from an incident of harassment; and
• ensuring that employees can report harassment without fear of reprisal.   

An updated memorandum of understanding concerning the Employee Wellness Support Program.

EWSP will be voted on outside of the ratification of your collective agreement.

The ratification votes for EWSP will be held on a group-by-group basis at a later date (in 2020). If the vote is successful, EWSP will be added to your collective agreement