Text Size: AAA

Updates

After an extensive survey of all members covered by the PSAC Public Service Dental Plan, we are going to the table to negotiate improvements to our Dental Plan. We have tabled our initial proposals and will be back at the table in May. 

We expect for the Plan to be improved and updated to reflect your needs going forward. 

This is a separate negotiations process from the one that we are using for our collective agreement.  If we are unable to get to an agreement, we have access to binding arbitration. 

Our bargaining team met with the Canada Post Corporation on April 11 and 12, 2017.

We spent some time questioning the Corporation about their intent with regard to their proposed overhaul of our current Job Security provisions. We are still very interested in receiving feedback on this proposal by emailing Nego2017upce-sepc@psac-afpc.com .

Members of the Public Service Alliance of Canada working for Treasury Board have accepted new collective agreements that contain no concessions for four bargaining units representing more than 100,000 workers.

The majority of members in the Program and Administrative (PA)Technical Services (TC)Operational Services (SV), and Education and Library Science (EB) bargaining units voted in favour of the new agreements.

For the first time in Canadian history, Postdoctoral Scholars have won a collective agreement with provisions for child care benefits.

An overwhelming majority of Postdoctoral Scholars of PSAC local 901 strongly supported the bargaining demand for child care benefits because they saw it as an equity issue. The membership’s strong strike mandate sent a very clear message to the employer: child care benefits are important and we are willing to take job actions to gain this right.

The 2017 Liberal budget has made some positive changes to the Canada Labour Code, which covers workers in federally regulated industries. But the budget has failed to provide the necessary staff and resources to improve compliance and enforcement of the Code.

Changes to the Canada Labour Code

The budget proposes some improvements for workers under Part III of the Code, including:

  • the right to request flexible work arrangements from their employer, such as flexible start and finish times and the ability to work from home
  • new unpaid leaves for family responsibilities, to participate in traditional Indigenous practices, and to seek care if they are victims of family violence
  • making bereavement leave more flexible

These changes apply to workers in federally-regulated workplaces, but not to the federal public service (which is covered by other legislation).

A recent media article noted that 340 executives at Public Services and Procurement Canada (PSPC), the department responsible for Phoenix, got performance pay. On April 5, the government gave another update on the troubled Phoenix system and had to deal with questions from the media on the bonus payments.

“Words don’t even describe how shocked we are. The government is basically saying to our members that it doesn’t matter if they get paid or not, they are not important,” said Robyn Benson, PSAC National President. “If you are a manager and you’re not doing your job, you should not get paid bonuses.”

Pages