Your National Consultation Team attended three meetings with CFIA senior Management recently: the Operations Branch National Union Management Consultation Committee (Operations NUMCC), the Human Resources Branch National Union Management Consultation Committee (HR NUMCC), and the National Union Management Consultation Committee (NUMCC) which includes Management representatives from most Branches. These meetings were jointly attended by representatives from the Public Service Alliance of Canada.
There has been a fairly dramatic shift in the tone of these meetings over the last year. They are much less combative, and more positive and productive. This has been a very positive change. We look forward to this change occurring at lower level UMCCs as well.
At the Operations NUMCC PIPSC continues to raise concerns on behalf of our food safety members regarding the interpretation of the collective agreement as it relates to overtime and standby, and the shortage of proper IT tools such as Blackberries. Management also gave us an update regarding AskCFIA; they continue to strive to ensure that this external service group does not interfere with inspection work. Several years ago, PIPSC presented an agenda item regarding the fact that it is not possible to meet the requirements of the export station in some poultry slaughter plants due to very high line speeds. At this meeting, we have finally succeeded in getting action on this issue and have requested an ergonomic study to determine the maximum line speed whereby each carcass can actually be inspected for fecal contamination. PIPSC also requested a discussion regarding the implementation of Activity Based Workplaces (ABW) as the bargaining agents have not yet been consulted on this dramatic change from a labour relations perspective. CFIA plans to implement AWB in several offices in the country and has committed that Union Management and Healthy and Safety Committees will be engaged at all levels. Members in work sites that will be converted should consult their local union, and health and safety representatives if they have concerns. PIPSC also raised the issue of the lack of essential training being delivered to front line inspection staff because of extreme short staffing. Management continues to refuse to address the problem of a lack of people and positions.
At the HR NUMCC, management presented the topic of Generic Supervisory Oversight for a high level discussion. This is intended to be an oversight program in Operations to replace QMS, but in a way that is more acceptable to all. It will involve coaching more than auditing. A pilot project will be implemented soon to test the details of the program. A fulsome discussion was also has regarding harassment and violence in the workplace. The bargaining agents both emphasized the need for improved communication and training as CFIA continues to have problems with harassment/violence and investigations in the workplace. We also received updates regarding CFIA’s National Indigenous Strategy and a recruitment initiative for individuals with intellectual disabilities. Regarding the Indigenous Strategy, CFIA now has two full time staff in the Western and Atlantic Areas dedicated to this project. The summer student program in 2017 was very successful. Management will continue to consult the bargaining agents on this initiative.
At the NUMCC, management stated that complaints in Quebec regarding staffing and work have been investigated and that a plan for resolution will be forthcoming. Phoenix is a standing item at this meeting and once again both bargaining agents presented concerns with the huge number of open cases as well as the loss of productivity and greatly increased stress of all employees. Members with pay problems are encouraged to file a grievance and request emergency funding assistance as needed. PIPSC will have better information on how to do this on its website soon. The compensation team at CFIA has been able to reduce the number of open cases, however management is aware that the number of cases will exponentially increase at some point in the future when new collective agreements are signed. CFIA does not have a long term plan at this point for resolution. PIPSC also presented an agenda item that PIPSC members are treated as widgets and are hired and transferred into positions of which they may have little knowledge or experience, and are not given adequate training. This is mainly a concern for members in the Operations, and Policy and Programs Branches (PPB). Staffing is no longer based on technical knowledge and expertise, which is a huge concern for PIPSC members. It is critical for members to demand that they receive all training that is required for the position that they occupy; some of this training is required by law. It is not acceptable or appropriate for employees to design their own training plans as is so often the case in PPB. This is the manager’s responsibility. We once again raised the concern the employer is denying itself access to a pool of highly qualified candidates for PPB positions by refusing to hire employees from outside the NCR. Management understands that training is lacking in the Agency as whole, however there is still no concrete long terms plans for addressing the gap.