RCMP Consultation Newsletter

Occupational Health & Safety

Did you know that all employees of the RCMP have three basic worker rights for health and safety?

  1. The right to know workplace hazards; this includes what hazards are present in the workplace, and be given the information, training, and supervision you need to protect yourself.
  2. The right to participate in keeping your workplace healthy and safe; this includes your right to participate in workplace OHS committees and to report unsafe conditions and practices.
  3. The right to refuse dangerous work; this includes hazards, conditions or activities that could reasonably be expected to be an imminent or serious threat to the life, or health of a person exposed to it before the hazard or condition can be corrected or activity altered.  When you exercise your right to refuse work, you must follow the proper procedure.

If you are having workplace safety issues or concerns, reach out to your local occupational health and safety committee or workplace health and safety representative. If you need help determining this please reach out to an RCMP steward.

Civilian Member Deeming

Thank you to all of the CM’s who completed the survey in November. We heard you loud and clear, as a strong majority of those surveyed want to see deeming postponed or canceled completely.

Presently there is no confirmed date for deeming, the RCMP is still waiting on TBS for a decision. Current indications from TBS indicate the NextGenPay system will need to be in place before deeming occurs. We understand that NextGenPay isn’t expected until at least 2025.

In view of the anticipated delays with deeming, PIPSC has written to Treasury Board to request the commencement of a CM specific bargaining process, enabling us to seek improvements to existing terms and conditions of employment.    PIPSC will be issuing a call for interest for the CM Bargaining Team in the coming weeks.  Keep an eye on your email for the notice to create a bargaining team.

Check out the PIPSC Civilian Member page for updates and FAQs:


Workplace Accommodations

Requests for accommodation should be made to your manager. The RCMP has the duty to accommodate employees based on the Canadian Human Rights Act protected grounds. These protected grounds are Race, National or ethnic origin, color, religion, age, sex, sexual orientation, marital status, family status, disability or a conviction for which a pardon has been granted or record suspension.

 If the employer has failed to accommodate you on any of these grounds please reach out to an RCMP steward or regional Employment Relations Officer so we can provide your assistance.

PIPSC Support for Employment Related Issues

Over the course of your career, you may find yourself involved in matters of discrimination. Harassment, disciplinary/code of conduct, or individual/group grievances. PIPSC stewards and staff will ensure that your rights are fully protected regardless if you are a public service member or civilian member. You will be well represented every step of the way.


Are you interested in helping your fellow employees with difficult situations and providing them with guidance? Or do you want to engage with senior management to help make the RCMP a better workplace? If you would like to make a difference consider becoming a steward. We are volunteers and are the backbone of PIPSC. To learn more go to: https://pipsc.ca/labour-relations/stewards/getting-started/role