RCMP Civilian Members - Questions and Answers

When PIPSC commenced negotiations in 2018, Treasury Board proposed that there would be no retroactive pay for any public servants covered by our collective agreements, citing Phoenix as the barrier to paying our members properly.  In the course of these negotiations, Treasury Board eventually agreed to provide retroactive pay, provided PIPSC agreed to extend timelines for implementation of pay increases and retroactive payments. As a condition of this agreement, PIPSC successfully negotiated for the inclusion of penalties for anticipated late implementation of pay increases and retroactive payment due to Phoenix, specifically for those members paid through Phoenix.  This is addressed in Appendix 'WW" of the new CS Collective Agreement. As clarification, “late implementation” refers to the time it will take to implement the collective agreement now that it has been signed by PIPSC and Treasury Board.  

During negotiations regarding the terms of the RCMP CM MOA, Treasury Board insisted that there be an acknowledgement that the Implementation MOA (Appendix "WW") would not apply to RCMP civilian members. This was eventually agreed to as a condition of achieving some of the other provisions of this agreement, including the credit of forty (40) hours of vacation upon deeming,  

This restriction can be found in the 2nd paragraph of the General section of the RCMP CM MOA, which states:

For greater clarity, paragraphs 3 a. to c. of the “Memorandum of Understanding between the Treasury Board and the Bargaining Agents with Respect to Implementation of the Collective Agreement” as agreed to by the Institute and Treasury Board do not apply to civilian members.

PIPSC successfully advocated for deeming to be delayed due to lack of confidence in the Phoenix pay system, with the support of several hundred civilian members who participated in our campaign and wrote to the RCMP Commissioner.  

Concerns remain with Phoenix, as public servants continue to experience problems with the pay system.

Our best information is that the government does plan to proceed with deeming, but no date has been set and it is unlikely to be set until the pandemic is no longer the top priority.
PIPSC continues to pursue a NextGen pay system to replace Phoenix, and the next phase of this project was announced in October, 2020, with a pilot project launched at Heritage Canada.

While the delay of the deeming date has protected civilian members from being transferred into the Phoenix pay system, the lack of mobility is certainly a concern for those members who wish to pursue opportunities within the public service. 

Following the announcement that deeming was postponed, RCMP Commissioner Lucki indicated in a broadcast to members that the RCMP would be engaging their "union partners" in discussions regarding the mobility concerns of civilian members.  While this has raised expectations for interested members, the RCMP has not initiated discussions on this issue.  Our representatives on the RCMP National Consultation Team  have raised this issue  with RCMP senior management, to explore whether interim solutions can be identified. 

Notwithstanding the Commissioner's comments, we have to be realistic about the prospects for mobility.  While it would be a positive development to identify mechanisms for members to transfer into the public service prior to deeming, maintaining Group 1 pension status has always been a barrier to mobility for most civilian members, and will remain so until deeming.  Any change to allow pension mobility would require new legislation, which is next to impossible at this time. 

The best option for mobility until deeming proceeds is likely an interchange arrangement or secondment, as has been suggested in internal RCMP correspondence.

Yes. We will always strive to defend and improve the working conditions and benefits for all of our members.

As you know, there are several areas of difference between the terms and conditions for civilian members and their pay-matched comparators in the Core Public Administration. Members are rightly concerned that the employer will push for concessions during bargaining.

We have already signed a Memorandum of Understanding with the Treasury Board stating that your existing terms and conditions of employment will be maintained until new collective agreements have been negotiated. Your engagement and support for your union will be essential to a favourable outcome in negotiations with the employer.

PIPSC opposes the addition of new members into Phoenix. Presently, Treasury Board and the RCMP plan to switch Civilian Members to Phoenix when deeming is scheduled to occur on May 21, 2020. PIPSC President Debi Daviau has written to the RCMP Commissioner, urging her to abandon all plans to switch Civilian Members into the broken Phoenix pay system.

As a union member, you benefit from a number of key advantages. Your dues pay for top-notch negotiators, research staff and analysts when your group is negotiating a collective agreement. PIPSC stewards and staff provide quality representation at every step of the grievance process. PIPSC supplies expert opinions to correct inequalities in work descriptions and classifications. PIPSC legal experts know the law and provide comprehensive defence of our members’ rights. Through regular presentations to parliamentary committees, interventions in court cases, and timely media promotion and mobilization events, your voice is heard by government and the public. PIPSC can become your voice in the workplace.

PIPSC dues are set at $36.28 biweekly, so $72.56 per month. Please note that union dues are tax-deductible.

In principle, union dues can be collected from the date the Labour Board Decision was rendered (April 13, 2018). The Professional Institute’s Executive Committee as decided to provide a 6 month grace period before collecting union dues from Civilian Members. Union dues will be deducted from your pay on a by-weekly basis as of November 1, 2018.

In Canada, our legislation indicates that everyone who benefits from a Collective Agreement must pay the dues associated with that Collective Bargaining Agent. Whether or not people choose to sign-up as an active member of the Institute, the deduction and remittance of dues will occur. Based on the legislation, the only exception to paying union dues and being unionized is religious observance.

Should you ever face a conflict with your manager or employer, you now have the backing of PIPSC, a strong and professional union with decades of experience in labour relations, to help you navigate the grievance process and protect your rights. Our Employment Relations Officers, located regionally to serve you better, have the knowledge and expertise to answer your concerns. Please contact a PIPSC Regional Office near you:

• B.C. – Simon Cott
• Prairies – Sean Kemball
• Ottawa – Eric Langlais
• Québec - Sandra Guéric
• Atlantic – Max Way
• Toronto – Tony Jones

(http://www.pipsc.ca/regions/offices)

Basic rights and protections for ALL members:

• Competitive salary negotiations
• Better benefits
• Pension plan
• Job security
• Pay equity
• Collective bargaining
• Representation when it counts
• Access to our legal services
• Non-partisan advocacy

• Input Into Contract Negotiations
  • participate in ratification votes and thus influence contract negotiations
  • vote on motions and strike votes
• ServicePlus Plan
• PIPSC Post-Secondary Scholarship - Legacy Foundation
• Involvement in the Institute’s Democratic Process
  • vote in the election of union officials
  • sit on committees
  • run for election
• Become a union steward and get the necessary training to help and represent your colleagues in the workplace
• Join the bargaining team to ensure you and your colleagues can defend and improve your working conditions
• Join a union-management consultation group to help shape your employer’s policies and decisions
• Participate in the affairs of the Institute

Signing a membership card is a collective benefit and is crucial to supporting PIPSC led initiatives such as negotiations and issue-based campaigns. Together we are stronger and louder and can make a difference in the workplace.

Rand members are those members who have chosen not to sign a union membership card, but who still pay union dues and are thus entitled to basic union representation and protection.

In 1946, arbitrator Ivan Rand issued an arbitration settlement that ended a 100-day United Auto Workers strike at the Windsor, Ontario Ford Plant. The union and Ford were in negotiations for two years with the union demanding union recognition and a check-off system that would make for an expedient union dues collection process. Having to collect individual dues impeded the union’s ability to operate efficiently and offer protection for its members. With talks breaking down, the union staged a mass walk out of 17,000 employees, marking the beginning of one of the most important strikes in the post-WWII period in Canada. Rand’s decision ended the strike and established the rationale on which union dues are paid today.

All those who benefit from the collective agreement should pay union dues. The employer is obligated to deduct dues from all employees’ paycheques and forward funds to the union. Otherwise, union officials would have to go from member to member each month for dues, subjecting unnecessary hardship and financial instability on the union. Without a secure flow of funds, unions could not operate effectively and provide the services to members that both union and Rand members count on for protection.

Although even members who haven’t signed a union card are entitled to a great many benefits provided by the union, there are some very important benefits you will gain only by joining.

1. Input into Contract Negotiations

Under federal jurisdiction, a membership will allow you to participate in ratification votes and thus influence contract negotiations. Furthermore, you can vote on motions and strike votes.

2. ServicePlus Plan

The Institute’s members can take advantage of the ServicePlus plan, which offers preferential rates on a number of services and programs only available to signed members. Partners of the plan are Delta Hotels, Choice Hotels, The Brick, VIA Rail, Apple, Lasik MD, Rogers, Toshiba, Tip Top Tailors, among others.

3. PIPSC Post-Secondary Scholarship - Legacy Foundation PIPSC members’ children or the grandchildren of retired members are eligible for scholarships, bursaries, awards and other forms of assistance for students entering their first year of post-secondary education.

4. Involvement in the Institute’s Democratic Process

By signing a union card, you are able to vote in the election of union officials, sit on committees, run for election yourself, or become a union steward.

Rand members are entitled to the same basic rights and protections as other members, which include the following:

1. Competitive salaries

2. Better benefits

3. Decent pensions

4. Job security

5. Pay equity

6. Collective bargaining

7. Representation when it counts

8. Legal advice

9. Research

10. Non-partisan advocacy

Completing the membership application is the first step in supporting your Bargaining Team in upcoming negotiations.

Please complete the online application form: https://www.pipsc.ca/member-tools/application

Without union representation, the employer could have simply changed your working conditions on the deeming date, without any consultation.

In order to mitigate risks and to ensure that you are protected by a union as soon as possible, PIPSC submitted an application to the Public Service Labour Relations and Employment Board (PSLREB), under Section 58 of the Public Service labour Relations Act (PSLRA). This allows you to benefit immediately from the member benefits and representation services that the Institute offers their membership, prior to the deeming date.

Now as PIPSC members, RCMP civilian members can join in the process of negotiating their terms and conditions and will have a strong voice during negotiations.

PIPSC is currently reviewing all the terms and conditions, clause by clause, of every group impacted by the transfer to the Public Service. We’ve already worked to ensure that your terms and conditions of employment are protected until the transition into our existing collective agreements is complete. Without a union, the employer could have simply changed your working conditions without your input. As a PIPSC member, you can join in the process of negotiating these agreements and you can contribute to the outcome of the negotiations. Further information will be communicated as soon as available. Your engagement and support for your union will be essential to a favourable outcome in negotiations with the employer.

The call of interest for the Civilian Members Bargaining Team closed on September 10, 2018. PIPSC then provided orientation and training for the new team members, followed by preparation of the bargaining proposals with the bargaining team. We surveyed RCMP CM’s in October to identify the priorities for negotiations. Our goal is to exchange proposals with Treasury Board by the end of 2018, and then begin bargaining.

Your Bargaining Team Members are:

Robert Boivin, Montreal QC, RCMP CM CP-02 classification, CS Group member

Daniel Chamberlain, Ottawa ON, RCMP CM EE-04 classification, NR Group member

Sushil Dixit, NCR, SP Group representative

John Eng, NCR, NR Group representative

Crystal Gardiner, Edmonton AB, RCMP CM FSLS-02 classification, SP Group member

Karon Miles, Burlington ON, CS Group representative

Pierre Touchette, NCR, CS Group representative

Upon deeming, accrued pensionable service credits under the RCMP pension plan will be automatically transferred to the public service pension plan. This includes current RCMP service and previous periods of service that have been purchased while under RCMP plan (i.e. service buybacks).

This transfer will take place on the deeming date, May 21, 2020.

Civilian Members who are Group 1 members under the RCMP plan on the date of deeming will continue as Group 1 members under the Public Service Pension Plan. This is permitted by an amendment under the 2014 Budget Implementation Act, volume 2.

For more information on Group 1 and Group 2 status, please visit:

https://www.tpsgc-pwgsc.gc.ca/remuneration-compensation/collectivite-community/employeur-employer/pr-pp-01012013-eng.html

If a Civilian Member were to retire before the deeming date, they will retire subject to the terms of the RCMP plan. If they retire after deeming date, their retirement will be subject to the terms of the Public Service Pension Plan.

For more information on the terms of the Public Service Pension Plan, please visit:

https://www.canada.ca/en/treasury-board-secretariat/services/pension-plan/plan-information/public-service-pension-glance.html

RCMP Civilian Members have consistently identified concerns with any potential reduction in sick leave benefits as a result of the transition into the public service. This will be a significant issue for negotiation between the Institute and Treasury Board.

For the purpose of selection processes outside of the RCMP, Civilian Members are considered “persons employed in the public service”. They can apply to both advertised and non-advertised hiring processes as long as the area of selection is opened to “persons employed in the public service”. Accordingly, until deeming, they cannot deploy within the core public administration and are not subject to the priority entitlements of the Public Service Employment Act (PSEA) or Public Service Employment Regulation (PSER).

As for processes specific to the RCMP, the area of selection consistently allows for Civilian Members to apply as per their staffing alignment process.

Yes. By accepting employment with the Public Service, you are automatically subjected to their terms and conditions.

By signing a membership card, you become a full member of the Institute. You join a powerful and collective voice, of over 60 000 members with 100 years of experience.

Your PIPSC Membership provides you the opportunity to:

• contribute to the collective agreement bargaining process,
• apply to join the bargaining team,
• become a union steward,
• defend and improve your working conditions,
• join a union-management consultation group,
• vote or run for PIPSC leadership positions,
• access the PIPSC ServicePlus program, and
• for your children or grandchildren to apply for scholarships or bursaries.

Our experience has demonstrated that engagement and participation of membership is one of the most crucial factors in determining success at the bargaining table, so now is the time to get your membership.

You can step up to be a steward and get the necessary training to help represent your colleagues in the workplace. You can join a union-management consultation group to help shape your employer’s policies and decisions. If you would like more information on how to get involved, please contact our Mobilization Team at civilian_members@pipsc.ca

Deeming has been delayed indefinitely.  PIPSC undertook a campaign to prevent RCMP civilian members from being moved to the failed Phoenix pay system. On March 2, 2020, the RCMP Commissioner Brenda Lucki announced that the President of the Treasury Board and the Minister of Public Safety recommended that deeming should not proceed. Deeming was previously planned for May 21, 2020 and a new deeming date has not yet been announced.

Extensive testing was conducted by the Treasury Board, RCMP and Public Services and Procurement Canada to assess the overall stability of the Phoenix pay system and its capacity to pay RCMP civilian members.

Following completion of the testing, RCMP Commissioner Brenda Lucki announced on March 2, 2020 that they were not completely satisfied that all conditions were in place. And so deeming will not go ahead on May 21, 2020 and a new deeming date has not yet been announced.

We continue to push to make sure that deeming will only take place when RCMP CM members can be moved onto a functioning HR and pay system. We will have updated information as plans progress and will keep you informed. We do expect, however, there may be delays in further consideration of deeming while the government’s attention is focused on COVID-19 related concerns.

Stewards are official representatives of PIPSC in the workplace. They are the first point of contact for all union members. Click here to view the list of PIPSC stewards working at the RCMP.