Published on 10 February 2023
Central Bargaining Team is preparing to exchange proposals with Treasury Board in January, 2023.
The Central Table bargaining committee met in person for the first time on November 8, 9 and 10. The committee’s work is to conduct negotiations on non-salary language common to several core public service groups and separate employers.
Any language agreed to with Treasury Board at the Central Table will be passed to individual groups for inclusion in their tentative agreements. The work done on common language should make members’ rights more consistent across the public service and allow group tables to focus on issues particular to those groups.
The Central team is comprised of representatives from the six PIPSC core public administration groups together with three representatives from the separate employers:
|
Team Member |
Group |
Region |
Dept |
|
Marisol Beaudry |
SH |
Atlantic |
Health Canada |
|
Claudia Bell |
NUREG |
NCR |
CNSC |
|
Shelley Cuthbertson |
CP |
Prairies/NWT |
Western Economic Diversification |
|
Rick Cuzzetto |
NEB |
Prairies/NWT |
Canada Energy Regulator |
|
Eric Hortop |
RE |
NCR |
Statistics Canada |
|
Dale Hudson |
NR |
Atlantic |
PSPC |
|
Laurel O'Connor |
RO/RCO |
Prairies/NWT |
National Research Council |
|
Matt Vanner |
IT |
NCR |
DND |
|
Bryan Van Wilgenburg |
SP |
NCR |
ECCC |
The first meetings included group formation and orientation followed by a review of topics delegated to the Central Table by PIPSC groups through the Strategic Bargaining Committee, as well as proposed for the Central Table by Treasury Board.
The team also reviewed the evolving landscape of other labour negotiations and political developments which might influence negotiations.
The team discussions produced a set of bargaining priorities which it recommends to the PIPSC Groups at the Strategic Bargaining Committee. Once the team is assured its priorities align with those of the other teams, PIPSC staff and the bargaining team will turn the priorities into an initial proposal for an exchange with Treasury Board, setting the stage for negotiations in early 2023.
If you have any questions, please email us: central_barg_team@pipsc.ca.
Published on 15 November 2022
After nearly a year of discussions (and 3 years of delays), the Treasury Board continues to reject forward-thinking strategies to upgrade the Public Service Health Care Plan (PSHCP).
The PSHCP is reviewed every 5 years. The Treasury’s Board’s opposition means more delays to the review process and that members remain covered by an outdated plan which hasn’t been meaningfully updated in 16 years.
While the Treasury Board has been open to discussions and some benefits improvements, they remain opposed to changes necessary to modernize the plan, deliver better results at lower costs, and meet the changing needs of members.
This includes measures to direct money away from excessive drug costs, and toward things that actually make a difference to plan members. Most large employers including Bell Canada, the CBC/Radio-Canada, and the Ontario Public School system have introduced strategies to lower runaway drug spending without reducing access. These include independent reviews of certain high-cost drugs by specialist pharmacists, or partnering with mail-order pharmacies to offer lower prices on routine medications.
On the flip side, the PSHCP continues to pay for most drugs whatever the price – resulting in a plan that prioritises pharma's profits over delivering comprehensive care.
Modernizing how the plan treats costly drugs means savings – and means more money for reinvestments in greater health coverage and member benefits.
We continue to work with our partners to ensure that this review addresses these and other changes that plan members are calling for.
The PSHCP is an employer-sponsored health care plan for current and retired federal public service employees and their families. Benefits for public service workers are not negotiable under the law, so PIPSC and its partners play an active advisory role during periods of review and bring forward your suggestions and concerns.
Published on 3 May 2022
PIPSC and the other federal public service unions belonging to the National Joint Council (NJC) dental plan have written to Minister Fortier asking her to prioritize an independent, evidence-based review of the plan.
The NJC dental plan covers most workers in the federal public service. It has not been reviewed since 2018, and requires important upgrades to optimize its value.
In contrast, the PSAC dental plan (which is reviewed separately) has already entered into a review.
The NJC plan has historically been treated as an afterthought to the PSAC plan: a simple copy-paste job. While union representatives of the NJC share many of the concerns of their PSAC counterparts, NJC plan members have unique needs and values that merit consideration through an equally meaningful review.
The NJC Dental plan union representatives believe changes to the plan are needed to:
- Reflect the increased cost of dental services and include advances in preventative dental care.
- Ensure the plan can meet the needs of members in difficult life situations and remains competitive vis-a-vis other major dental plans.
- Adequately protect members from unneeded treatment.
If the Minister issues a mandate as expected, PIPSC will solicit member feedback through an online survey. We will then take this back to the dental board to advocate for these changes.
It's important to note that pension and benefits are not negotiable under federal public service labour law, but the government has adopted a collaborative approach to reviewing the benefit plans. This approach can be time consuming, but we hope to update the plan this calendar year.
Published on 4 April 2022
If you took maternity or parental leave during the retro pay period, you will receive your retro pay in two phases. You may not have received the second payment yet.
The first payment was determined by applying the percentage increases to the parental or maternity leave allowance that you’ve already been paid. This was done more quickly as part of an automated mass payment operation.
For the second payment, the employer will address each employee’s file and manually adjust for the difference between everything you’ve already been paid and 93% of your new salary. This step will take longer to complete.
If you have not yet received all of your retro pay, you are now also owed a $50 late penalty and additional $50 payments for every 90-day delay, up to $450.
Here are two examples to help you understand your own retro pay:
Published on 18 June 2020
Many groups are bargaining now and members are working hard to get new collective agreements. You have the full solidarity and support of the 65,000 PIPSC members from coast, to coast, to coast.
Canadian Food Inspection Agency Groups
All three of our Canadian Food Inspection Agency CFIA groups are now in the bargaining process.
Their bargaining teams are currently working hard in collaboration with our professional negotiators to bring a resolution to their bargaining issues.
Computer Systems Group
Our Computer Systems (CS) Group has a Public Interest Commission (PIC) scheduled for June 22 & 23. The role of the PIC is to help both parties come to an agreement. Information sessions and rallies are currently being organized and this group will need everyone’s support, especially if they take on job actions to support their demands.
Manitoba Association of Government Engineers
The Manitoba Association of Government Engineers (MAGE) Group is now negotiating with the government of Manitoba. This provincial government has put forward Bill 28 which seeks to limit workers’ rights. However, wage increase must be negotiated – not legislated by governments. We are fighting Bill 28 in court to ensure our members maintain their right to collective bargaining.
If Bill 28 is not defeated, it would limit annual wage increases to 0% in the first and second years of the collective agreement, 0.75% increase in the third year and a 1% increase in the fourth year. This is well below the basic cost of living increases and is unacceptable.
Nav Canada Group
Nav Canada (NavCan) Group members and their bargaining team have worked hard and members voted March 10 to ratify their tentative agreement.
New Brunswick Groups
Our groups in New Brunswick are now heading into negotiations with the provincial government. Currently, there is a minority conservative government and an election could be called any time. We know these groups will fight hard to get a fair deal no matter the political climate they face.
Ontario Groups
Our members in the Ontario health sector and those working at the University of Ottawa are also beginning negotiations. Much like our members in Manitoba, these groups are up against a regressive provincial government. We are fighting Bill 124 in courts. This bill seeks to undermine workers’ rights by replacing collective bargaining with legislating wages. Bill 124 would cap all wage increase at 1%, below the cost of living. We are fighting back.
Our members working for the Senate, Museum of Nature, Museum of History and Museum of War are also getting ready to engage in negotiations with their respective employer.
We are standing together. Despite the resistance of employers or challenging political climates, we will not back down and we will deliver the best deal possible. We are 60,000 members strong and better together. Solidarity!
Published on 10 March 2020
The implementation of new collective agreements is underway for the AV, NR, RE, SH, SP, AFS (CRA), NRC (IS, LS, RO-RCO, TR), NEB, NFB, NUREG (CNSC) and OSFI groups.
This webinar video outlines the details of your pay increase and the tips for calculating retro pay. You will also find useful information about implementation timelines and the penalties for the employer if these timelines are not met.
The webinar presentation is available in English and French.
We expect a large number of members have already received their pay increases. After that process is complete, your employer can start calculating and distributing retro pay over the coming weeks and months.
Information on the timelines specific to your group are available in our FAQs.
Published on 23 January 2020
New collective agreements include parental leave allowance gains and additional shared weeks available under EI and QPIP.
This training outlines key changes to the parental leave policy, eligibility requirements, and strategies for accessing it.
The new parental allowance provisions currently apply to the AV, NR, RE, SH, SP, AFS (CRA), NEB, NFB, NRC (IS, LS, RO-RCO, TR), NUREG (CNSC) and OSFI collective agreements.
Watch the training video or download the presentation.
Published on 12 December 2019
The new parental allowance provisions are currently applicable to the AV, NR, RE, SH, SP, CNRC (LS, IR, RO-RCO, TR), CRA (AFS), OSFI, CNSC (NUREG), NEB and NFB collective agreements.
On November 18, 2019, the new extended parental leave allowance and the additional shared weeks available under Employment Insurance and QPIP will be implemented. If an employee starts parental leave on or after November 18, 2019 the new language will apply, if the leave starts before November 18, 2019 the old language will apply to the entire allowance.
Please download and review the following flow charts to help calculate the allowance you're entitled to under the new extended parental leave allowance.
EI Physical Birth
QPIP Physical Birth
EI Adoption
QPIP Adoption
Other common questions and parental allowance scenarios are covered in our Frequently Asked Questions.
If you still require clarifications contact your steward.
Published on 12 December 2019
Many members have been asking — what comes next in the CS bargaining process?
Published on 4 December 2019