The CP bargaining team received an arbitral award following the CP Group Arbitration hearing on September 12, 2024. The Panel posted the award on November 1, 2024.
This award provides financial increases to your rates of pay. Here are some frequently asked questions about the award:
What will the actual new pay rates be?
The new pay rates will be as follows:
- June 22, 2022 – Increase to rates of pay: 3.50%
- June 22, 2022 – Wage adjustment: 1.25%
- June 22, 2023 – Increase to rates of pay: 3.00%
- June 22, 2023 – Pay Line Adjustment: 0.50%
- June 22, 2024 – Increase to rates of pay: 2.00%
- June 22, 2024 – Wage adjustment: 0.25%
- June 22, 2025 – Remitted to the parties for further negotiation.
What does “Remitted to the parties” mean?
“Remitted to the parties” means the CP Group bargaining team and Treasury Board must negotiate the increase for 2025. The arbitration award did not provide a reason for this, but it may be because not all unions, including PSAC, have settled increases for 2025.
When will the negotiations be done?
As soon as possible. We’ve already had preliminary discussions with the Treasury Board.
Will negotiating 2025 slow down the implementation of the 2022 to 2024 pay increases?
Negotiations for the 2025 rate will not impede the implementation of the new collective agreement (CA). The new pay rates will be administered as soon as possible, within 180 days.
When will the new rates appear on pay cheques?
The Employer has 180 days from November 1, 2024, to provide the new wages. Therefore, members should see their new pay by April 30, 2025, at the latest. The Treasury Board has stated that it will work with departments to get the pay increases administered more quickly.
When and how will we get retroactive pay?
Members will receive their retroactive pay in one lump sum payment within 180 days, the same as the $2,500 lump sum payment.
Will the government be paying interest on the money it owes us retroactively?
No.
What is the effective date of the new collective agreement?
The effective date is November 1, 2024.
Will a federal election delay the implementation of the new CA and new pay rates?
No. The process is already underway and will continue even if an election is called.
Is there a specific date the member must have worked to qualify for the $2,500 lump-sum payment?
Yes, the employee must be employed as a PG or CO on November 1, 2024. Any employee may only receive one $2,500 lump-sum payment, therefore, if they already received it while employed under a different classification, they will not be eligible to receive it a second time.
Will the new rates affect the pensions of people who retired after June 22, 2022?
Yes, the Pension Center will factor in the new pay rates to determine the new pension level.
Will PIPSC do a post-mortem on this round of negotiations and the arbitration?
The negotiating team will assess this round and compile recommendations for the next round.
Summary of the CP Group Arbitral Award
The compensation increase schedule is set for 4 years, with the pattern provided for 2022, 2023, and 2024. The 2025 adjustment is remitted to the parties for further negotiation. A one-time pensionable allowance of $2,500 is also awarded for incumbents in CO and PG positions. Other awards and decisions by the Arbitration Board include:
- A proposal to reduce the threshold for the 4-week vacation entitlement from 8 years to 7 years is awarded, aligning the agreement with other PIPSC groups. The Arbitration Board stated that this decision is grounded in a careful evaluation of comparability, recruitment/retention factors, fiscal pressures, and the need to maintain consistency with other collective agreements.
- Market Adjustment Denied: The Board rejects the request for a market adjustment for these groups, citing insufficient evidence for comparability between the CO and EC groups and the PG and SP (CRA) groups. The key differences in job roles (economic development versus research and analysis) were emphasized. The Board concluded that these groups are not comparable in a way that justifies the salary adjustments sought.
- Recruitment and Retention: The Board finds no significant recruitment or retention issues within the CO and PG classifications, noting stable growth and low separation rates. Vacant positions in certain departments, such as Defence, are attributed to specific requirements (e.g., bilingualism and security clearances), not a lack of qualified candidates.
- Wage Pattern: The Board found no justification for exceeding the agreed-upon wage pattern.
Please contact cp_barg@pipsc.ca if you have any additional questions about the arbitration decision.