Season’s Greetings. It is time to reflect on the past year and have a look at our accomplishments. This newsletter highlights some of our activities in the past few months. I commend our stewards, who have gone above and beyond in assisting members with their pay issues surrounding the Phoenix system.
The process for the selection of the Indigenous and Northern Affairs Canada National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Michael Mihaylov for a two-year term beginning December 1, 2017.
Please join us in wishing Michael Mihaylov success in his endeavours.
The process for the selection of the Shared Services Canada National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Craig Bradley for a two-year term beginning December 1, 2017.
Please join us in wishing Craig Bradley success in his endeavours.
The process for the selection of Canadian Space Agency National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Philippe Ouimet for a two-year term beginning December 1, 2017.
Please join us in wishing Philippe Ouimet success in his endeavours.
The process for the selection of Health Canada National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Ginette Tardif for a two-year term beginning December 1, 2017.
Please join us in wishing Ginette Tardif success in her endeavours.
December 19, 2017
Piatto Restaurant- 12:00PM-1:00PM
Your S&A Bargaining team worked hard for two days (November 30 and December 1) with the Employer to narrow issues in bargaining and move towards a tentative agreement. We made a great deal of progress but one outstanding issue remains – rates of pay! Even on this issue progress was made but not enough for your bargaining team to be confident in recommending you vote for the deal.
We will be returning to the bargaining table January 9-10, 2018.
The following changes will not apply to Québec residents
Recently changes were made to the Employment Insurance Act (E.I.) to introduce new leaves and extend the duration of the parental leave. While these changes will affect all our members, the effect will vary according to the current language of your collective agreement and jurisdiction under which you work. The proposed changes provide greater flexibility in leave, without increasing overall EI parental benefits.
Those changes are not impacting on the maternity leave benefits. Currently the E.I. benefits are 55% of the weekly income to a maximum of $543 a week. With the changes, those who elect to extend the benefit over 61 weeks will receive 33% of the average weekly earnings capped at a maximum.
Individuals need to select an option for EI parental benefits (standard or extended).This election will be done when applying for parental EI benefits. Once done, the choice will be final.
Duration
PIPSC –Treasury Board collective agreements currently provide for a total of 35 weeks of parental leave. As of December 4, 2017, the E.I. allows parents to elect to extend receipt of the parental benefits for up to 61 weeks by spreading the benefit out over the 61 weeks.
Supplemental Unemployment Benefit (SUB) know as top up
The collective agreements provide for a top up at 93% of the weekly rate of pay, including “terminable allowances”, less any other money earned during this period that decreases the parental benefits. The top up is paid for a maximum period of 35 weeks.
The maximum combined shared maternity and parental allowances payable will remain at 52 weeks, which includes 35 weeks of parental allowance.
Those who will elect to extend the period up to 61 weeks, will receive the E.I. benefit of 33% of the average weekly earnings and their top up at 93% for 52 weeks (total for the maternity and parental benefits).
At week 53, their E.I. benefit will continue at 33% but no top up will be paid by the employer for the remainder of the period.
Extended leave period
For the extended parental leave period (week 53 to 61) the employee will have to apply for a Leave without pay for the care of immediate family as per your collective agreement.
Members should review their options carefully and choose the option that best suits their need.
Your Departments will be receiving a bulletin from TBS to that effect.
The Canada Labour Code was also amended to provide for parental leave for up the 63 weeks. Once implemented, those members will be entitled to the 63 weeks leave period.
As per compensation, it will be limited to the E.I. benefits and top up according to their collective agreement.
For these employees, provincial employment standards acts apply and limit the duration of parental leave. As a result, they will not benefit from the E.I. changes unless their collective agreement are amended to allow for parental leave of 61 weeks or their employments standards match the E.I. provisions.
Dear NFB Member,
On November 23rd, 2017 your NFB bargaining team reached a tentative agreement with the NFB to renew your collective agreement. This agreement must be ratified by the NFB Group membership. Please find below your ratification information kit in preparation for the ratification vote that will be held between December 11th and noon December 20th, 2017 (Eastern Time).
The process for the selection of the Immigration, Refugees and Citizenship Canada National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Patrick Provost for a two-year term beginning December 1, 2017.
Please join us in wishing Patrick Provost success in his endeavours.