August 30, 2019

Collective Agreement signed

Summaries of the negotiated changes in the Tentative Agreement can be: https://www.pipsc.ca/groups/sp/sp-ratification-2019

The following provisions take effect upon signature:

• Clarification on the Hours of Work (8.04; 8.08);
• Expanded definition of family for Bereavement Leave (17.02);
• Expanded definition of family for Leave Without Pay for Care of Family (17.09);
• Expanded definition of family for Leave With Pay for Family Related Responsibilities (17.13);
• New Caregiver Leave provisions for members (17.10);
• New paid Domestic Violence Leave of 75 hours should a member or their child be subject to domestic violence (17.23);
• Criteria for Career Development (18.07);
• Use of the employer’s facilities (28.02 and 28.04);
• Appendix D on Scientific Integrity;
• Appendix J on Consultation with SP representatives on Office Space;
• Appendix O in respect of the Common Pay Administration;
• Appendix P in respect of Leave for Union Business - cost Recovery; and
• Appendix Q with respect to RCMP

PIPSC is currently engaged in discussions with Treasury Board to determine the implementation timelines for improvements to the Maternity and Parental Leave Without Pay and Parental Allowance provisions. We hope to have more news concerning this in the coming weeks.

Within 180 days from the date of signature, the parties will establish a joint committee comprised of equal representation with regards to the salary progression for the Actuarial Science (AC) group.

February 26, 2020

Collective Agreement Implementation Deadline

As of February 26, 2020, (180 days after signing), the following provisions must have been be implemented, or 560 days in cases where manual processing is required. See below for further information:

• Wage adjustment of 0.8% effective October 1, 2018;
• Economic increase of 2.0% effective October 1, 2018;
• Wage adjustment of 0.2% effective October 1, 2019;
• Economic increase of 2.0% effective October 1, 2019;
• Night Shift Premium for MTs (8.17)
• Improvements to the Maternity Allowance, Parental Leave and Parental Allowance (17.01 to 17.06);
• Travelling time (13.01 and 13.09);
• New MOU regarding Implementation of the Collective Agreement timelines; and
• Appendix K with regards to AC Salary Progression.

By this time, SPs should also have received the $400 lump-sum payment made in exchange for the extended implementation timeline.

If implementation is delayed beyond the February 26, 2020, 180 day deadline, affected members will receive further payments of $50 effective the 181st day and every 90 days thereafter to a maximum of $450. This particularly applies where compensation increases and retroactive payments require manual processing by compensation advisors.

Manual intervention may be required for employees on an extended period of leave without pay (such as maternity/parental leave), salary protected employees and those with transactions such as leave with income averaging, pre-retirement transition leave and employees paid below minimum, above maximum or in between steps. Manual intervention may also be required for specific accounts with complex salary history.

October 1, 2020

Implementation of Economic Increase

• Economic increase of 1.5% effective October 1, 2020

October 1, 2021

Implementation of Economic Increase

• Economic increase of 1.5% effective October 1, 2021

December 2021

Appendix “M” with respect to Gender Inclusive Language