CFIA SA Ratification Summary Table

Family Definition

We advocated for an increased definition of family in the Collective Agreement

Addition of a non-relative to all family definitions in the Collective agreement. 

The Bereavement Leave with Pay for a person who stands in the place of a relative whether or not there is a degree of consanguinity is limited to once in their career in the federal public administration

ARTICLE B13.01, B17.01 and B20.01

Implementation of the Collective 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

- No lump sum for delayed 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

MOU WITH RESPECT TO THE IMPLEMENTATION OF THE COLLECTIVE AGREEMENT

Employment Transition

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 employer wants it to apply only when the President cannot guaranty 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

Parental Leave and Allowance

- 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)

Article b14

Caregiving Leave

Collective agreement was inconsistent with leaves available under Employment Insurance Act

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. Leave granted under this clause shall count towards severance pay, vacation leave and pay increment.

ARTICLE B17.XX

Domestic Violence Leave

You were not entitled to any Domestic Violence Leave to deal with non-medical reasons.

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

NEW ARTICLE B25.XX

MOU on Gender Inclusive Language

We negotiated:               a commitment and support for gender neutrality and inclusivity:

• Agreement to establish a Joint Committee to review the collective agreements to identify opportunities to make the language more gender inclusive.

MOU on Harassment

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.   

Memorandum of Understanding (MOU) on Employee Wellness Support Program (EWSP)

Your current collective agreement contains a MOU between the employer and PIPSC on EWSP.

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

New Memorandum of Understanding (MOU) on Union Leave

The collective agreement, provide in different provisions, leave without pay for union business. PIPSC Stewards and representatives have suffered pay interruption because of Phoenix's limitations.

We negotiated a new MOU stating that union leave with pay will be for up to six (6) cumulative months. After, the leave will be without pay.

MOA regarding the SR Classification Review Project

The MOA signed between PIPSC and CFIA on the SR Classification Review had no deadline for the employer’s completion of the rating and classification review of the new to Job Descriptions

The employer is required to complete the rating and classification review process for all the new SR classification job descriptions no later than June 2022.