When you vote YES to your group’s tentative agreement, your new contract will include all central bargaining wins. These wins include significant economic gains:

Wage Increase
You deserve wages that reflect the real cost of living. PIPSC members have successfully negotiated with the Treasury Board to secure a 7% base wage increase over the next 4 years for all groups.
This is in addition to the wage increases negotiate at your group’s table.

Late Implementation Bonus
Once your contract is signed, you will receive $400 compensation for the extended implementation of this new contract. We knew that the employer would not be able to meet our implementation deadlines, so we secured a penalty payment right off the top.

Retroactive Pay Penalties
You must be compensated for the late delivery of your retro pay. If you are owed retroactive pay and you do not receive it within 180 days of your agreement’s signing, compensation of $50 will be awarded on day 181. Every 90 days after, another $50 will be awarded to a maximum of $450.

Vote YES to secure these wins.

Some groups have tentative agreements now and others continue their important work at the bargaining table.
Find information on your group-specific negotiations at pipsc.ca/groups.

Leaders in gender equality from across the globe gathered in Vancouver to attend the 2019 Women Deliver conference, including 12 PIPSC representatives from the Board of Directors, Human Rights Committee and staff team. Joined by a host of other Canadian union activists, the Canadian Labour Congress kicked off the conference with the Union Deliver pre-event.

The theme for this year's Women Deliver conference was Power. Progress. Change. A fitting theme for PIPSC, as we are committed to focusing our power on progressing policies that deliver meaningful change in the lives of all our members.

President Debi Daviau and Vice President Norma Domey were two of PIPSC's representatives at the event. This conference was an opportunity for our leadership to reflect on how gender equality can strengthen our union and the labour movement.   

“We have made significant progress to support women’s rights in the workforce; from leading the way on policies for family leave, to paid leave for victims and survivors of domestic violence — gender equality is a top priority,” Debi Daviau, PIPSC President, said.

Throughout the conference, PIPSC delegates heard from global leaders including Prime Minister Justin Trudeau, President of the Federal Democratic Republic of Ethiopia, Sahle-Work Zewde, and the UN Deputy High Commissioner for Human Rights, Kate Gilmore.

The event was educational and inspired delegates to ignite greater participation and engagement of women in all unions. The experience will be vital to VP Domey's work contributing to the Committee on Human Rights and Diversity and the Women in Science project.

“The Women Deliver Conference re-energized our PIPSC delegates and women globally to keep fighting to end gender-based violence, increase women’s economic empowerment, and ensure gender responsive health systems and services,” Domey said.

Our latest bargaining update highlights historic wins:

• enhanced family-leave
• 10 days of paid leave to survivors and victims of domestic violence
• the first-ever harassment free workplace language in our collective agreement

These wins will help to support and empower women ensuring equal opportunities for everyone across the public sector.

There is still more work to do:

“We are committed to gender equality and women’s empowerment in Canada,” Daviau said. “We will ensure that the door for progress on these issues continues to remain open and that PIPSC is at the forefront of change.”

Canada’s unions are expressing solidarity with advocates in the United States who are fighting to protect reproductive rights.

The Canadian Labour Congress (CLC) commits to protecting our own hard-won gains and to fill the gaps in access to sexual and reproductive health and rights in Canada, including abortion.

We can’t take abortion rights in Canada for granted. There is an alarming and well-funded effort by anti-choice groups in Canada to elect politicians who support restrictions on reproductive health services and rights. As members of the CLC, we will resist any attempt to take us backwards and support the efforts to improve access.

Canada’s unions have a deep and longstanding commitment to sexual and reproductive health and rights. Unions and labour activists joined the call to decriminalize birth control and abortion in the 60s and 70s. Since the 1988 Morgentaler decision, the labour movement has worked with feminist organizations and other allies to resist attempts to introduce new restrictions to abortion rights and access.

Canada’s unions have long called for public coverage of medical procedures and medication to allow people to decide whether and when to have children, promote maternal health, affirm their gender identity, and meet other sexual and reproductive health care needs. They have also called for better access to abortion services in regions where it remains difficult to obtain sexual and reproductive health care. Unions continue to support comprehensive sexuality education, access to health care for trans people, and protections for pregnant people in unsafe working conditions.

Access to abortion services remains a problem, especially in rural, remote and Indigenous communities, for young people, for those with precarious immigration status or who don’t have the means to travel. In some provinces, like New Brunswick and Prince Edward Island such services are virtually non-existent on account of provincial policies that restrict access or impose limits on funding. The lack of access to sexual and reproductive health care and rights has disproportionate impacts on people who experience various forms of marginalization, such as Indigenous women, Black and racialized women, women with disabilities, trans and non-binary folk, immigrant, migrant and refugee women.

Canada’s unions will not tolerate any attempt to roll back abortion rights.

Over 3,000 members, like you, participated in our recent union-wide telephone town hall on the Phoenix compensation agreement and our central bargaining wins.

For those who could not join us, you can listen to recordings of our three sessions:

English Eastern Canada (Audio file - MP3)
English Western Canada (Audio file - MP3)
French Session (Audio file - MP3)

We recommend that PC and MAC users download these files to their hard drive to avoid playback issues.

During the town hall, President Debi Daviau gave an overview on the steps being taken to replace Phoenix.

She also outlined the major announcements made on our Phoenix compensation agreement. This agreement is separate from our bargaining work.

Please note that you are not required to file a grievance to access compensation under the Phoenix Compensation agreement. We will provide details on how this claims process will work as soon as they are announced. Other questions you may have about this agreement are addressed in our FAQs.

Richard Beaulé, Director of Labour Relations joined the town hall to discuss the wins made at central bargaining table and to answer questions about group-specific tentative agreements.

Some groups have tentative agreements now and others continue their important work at the bargaining table. Find out where your group stands: pipsc.ca/groups.

Telephone town halls are an excellent opportunity to exchange ideas directly. We look forward to our next discussion in the months ahead.

The RCMP CM Negotiation Team has successfully concluded negotiations in mediation with the Treasury Board to secure a Memorandum of Agreement establishing the terms for transition of RCMP civilian members into the PIPSC collective agreements. The RCMP CM Memorandum of Agreement (RCMP CM MOA) is effective upon deeming, May 21, 2020, and your existing terms and conditions, including pay-matching, continue until that time.

This agreement is the culmination of months of preparation, including a review of all RCMP terms and conditions, membership survey, bargaining conference with CM participants, many meetings of your Negotiation team, nine days of negotiation meetings with Treasury Board and three full days and evenings in mediation. 

The RCMP CM Negotiation Team set out to accomplish a fair and equitable agreement to address the concerns and priorities of our civilian members, as identified by civilian members in the membership survey. These priorities included Sick Leave, Annual Leave, Hours of Work, Overtime, Lieu Time Banks and Retirement Relocation.

Highlights of the Agreement

The following terms will apply for all civilian members upon deeming:

1. Sick Leave – PIPSC members currently receive sick leave bank credits under the collective agreements, and are eligible for Long-Term Disability (LTD) after thirteen (13) weeks (65 days). Upon deeming, civilian members will be granted a sick leave bank of a minimum of 65 days or 10 days per year of service, whichever is greater. 
2. Vacation – Civilian Members will retain the accrual rate in effect upon deeming, until reaching the next increment under the collective agreement. In addition, each civilian member will receive:
   • A one-time vacation entitlement of five (5) days as provided for under the collective agreement; plus
   • An additional one-time vacation leave adjustment of forty (40) additional hours.

With the inclusion of two days of personal leave per year available under the Collective Agreement, over 85% of civilian members will receive more paid leave than under the existing RCMP Terms & Conditions.

3. Hours of Work – Change from 40 hours per week including paid half-hour meal break to 37.5 hours with unpaid lunch. 
   • While CM's are pay-matched in respect to annual salary and weekly pay, this results in a 6.67% increase in the hourly rate for the purposes of calculating overtime and payouts of leave bank and compensatory/lieu time.
   • Civilian members required to remain on duty during their lunch hours will be paid overtime.
4. All leave banks, including vacation and lieu time credits, will be maintained at existing levels upon deeming, with no adjustment due to the increase in hourly rate. This represents a 6.67% increase in the value of these credits at time of payout. Maximum carry-over provisions under the collective agreements will not apply until March 31, 2021, with excess amounts paid out at the new hourly rate.
5. Retirement Relocation benefits have been retained for those eligible due to a relocation that occurred prior to deeming.
6. RCMP Funeral & Burial entitlements have been retained.

The Agreement includes a parity clause, which requires the employer to incorporate any civilian member transition measures, negotiated by another bargaining agent (union) between now and the date of deeming, which are more generous than those contained in the agreement.

Additional Details

We will be preparing information packages and scheduling information webinars specifically for civilian members in the coming days and weeks. Please monitor your email for more information.

Next Steps

The RCMP CM Memorandum of Agreement (MOA) will be included in the Minutes of Settlement for renewal of the PIPSC Group Collective Agreements, for ratification. Presently the AV, NR, RE, SH and SP Groups have reached tentative agreements for renewal collective agreements, and these groups will be commencing the ratification process in the coming weeks. As part of the ratification process, information packages are being prepared for distribution to every eligible member of these groups, including registered civilian members, which will provide more details of the proposed changes to the group collective agreements, including the results of the Central Agreement and the RCMP CM MOA. 

The CS Group is preparing for mediation in July, and the RCMP CM MOA will form part of the outcome of the CS negotiations.

In the event that a PIPSC group collective agreement is not signed prior to deeming, the expired collective agreement will apply to the civilian members in this group, except that the terms and conditions of employment included in the RCMP CM MOA will also apply.

You Must Be a Member to Vote

In order to cast your ballot during the ratification process, you must be registered as a PIPSC member. You can register here: https://www.pipsc.ca/member-tools/application

Thank You!

The Negotiation Team would like to recognize the continuous contribution and support of PIPSC President Debi Daviau, Director of National Labour Relations Richard Beaulé, and the PIPSC Communication and Mobilization Teams during these historic negotiations.

Better Together!

RCMP CM Negotiations Team,
Daniel Chamberlain, Chair
Civilian Member

This Indigenous History Month marks the release of Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls.

Over three years the National Inquiry held Truth Gatherings where families and survivors shared their experiences with violence, their recommendations and their art in 1,484 testimonies. The commissioners also gathered information on institutionalized violence along with testimony from experts, Elders and knowledge keepers.

We, along with the Canadian Labour Congress, call for immediate action to end violence against Indigenous women, girls and two-spirited people.

We insist upon the implementation of the National Inquiry’s recommendations.

We continue our call for the federal legislature to pass Bill C-262 this session and ensure that the laws of Canada are in harmony with the United Nations Declaration on the Rights of Indigenous Peoples.

And, we ask our members to take action now on the Calls for Justice for All Canadians, to learn the true history of Canada and to become informed and active allies to Indigenous Peoples.

Suggested Resources for Learning:

• National Inquiry into Missing and Murdered Indigenous Women and Girls. Our Women and Girls Are Sacred: The Interim Report of the National Inquiry into Missing and Murdered Women and Girls.
• National Inquiry into Missing and Murdered Indigenous Women and Girls. Their Voices Will Guide Us: Student and Youth Engagement Guide.
• Transcripts, testimonies, and public statements offered during the Truth-Gathering Process, available at http://www.mmiwg-ffada.ca/transcripts/ and http://www.mmiwg-ffada.ca/part-ii-and-part-iii-knowledge-keeper-expert-and-institutional-hearing-transcripts/.
• Canadian Labour Congress. Indigenous Lobby Guide.

Suggested Resources for Allyship:

• Amnesty International. 10 Ways to Be a Genuine Ally to Indigenous Communities.
• Dr. Lynn Gehl. Ally Bill of Responsibilities.
• Indigenous Perspectives Society. How to Be an Ally to Indigenous People.
• Montreal Urban Aboriginal Community Strategy Network. Indigenous Ally Toolkit.

National Indigenous History Month is an opportunity to honour Indigenous heritage and celebrate Indigenous contributions and cultures across this land.

PIPSC President Debi Daviau, BC/Yukon Regional Director Rob MacDonald and CLC Indigenous Representative Greg Scriver will be participating in the Whitehorse APTN Indigenous Day Live event on Saturday June 22, 2019.

WATCH LIVE

Aboriginal Peoples Television Network (APTN) is also hosting live events in Whitehorse, Winnipeg and Calgary.

We encourage all members to take action in solidarity with Indigenous Peoples:

• read the Final Report of the National Inquiry into Missing and Murdered Indigenous Women
• send a letter to your Senator supporting Bill C-262, An Act to ensure that the laws of Canada are in harmony with the United Nations Declaration on the Rights of Indigenous Peoples
• learn about the efforts of the Canadian labour movement to work as allies to Indigenous people
• educate yourself on Canada’s history and how to become an ally.

The Ontario Government held consultations with public sector employers and bargaining agents in early May. We attended to represent our members in the Ontario Provincial Group, and also submitted our comments in writing to the government.

While not stated explicitly, it was clear that the Ontario government was seeking feedback on possible wage constraints or wage caps for public service workers. We, along with our sister unions, made very clear that any wage adjustment would be considered unacceptable and would be vigorously opposed. Changes to wages must be negotiated at the bargaining table and our contracts must be respected.

The consultation also sought to identify additional cost cutting tools. We were able to unequivocally advise against outsourcing as an option. Based on our disastrous experience with Phoenix federally, we know how wasteful and ineffective outsourcing can be.

We will fight any wage cuts to Ontario public servants. We know that public servants provide high quality essential public services to Ontarians. These services must be maintained, and qualified, experienced public servants are required to do this work.