August 30, 2019

Collective Agreement signed

Summaries of the negotiated changes in the Tentative Agreement can be found here: https://www.pipsc.ca/groups/nrc-ro-rco/nrc-ro-rco-ratification-2019

The following provisions take effect upon signature:

• New article on Publications and authorship (14)
• Expanded definition of family for Bereavement Leave (22.02);
• Expanded definition of family for Leave Without Pay for Care of Immediate Family (22.14b);
• Expanded definition of family for Leave With Pay for Family Related Responsibilities (22.19);
• New Caregiver Leave provisions for members (22.15);
• New paid Domestic Violence Leave of 75 hours should a member or their child be subject to domestic violence (22.16);
• Requirement for space on employer’s bulletin boards (33.1)
• Inclusion of “Research” in to MOA with respect to Research and Scientific Integrity, (Appendix A)
• A new MOU in respect of Leave for Union Business – cost Recovery (Appendix C)
• A new MOU with respect to Gender Inclusive Language (Appendix D)
• A new MOU in respect of workplace harassment (Appendix E)
• A new MOU concerning NRC’s Policy on Probation
• A new MOU establishing a joint committee to review the existing system and structures in place within the
• RO/RCO Compensation system

PIPSC is currently engaged in discussions with Treasury Board to determine the implementation timelines for improvements to the Maternity and Parental Leave Without Pay and Parental Allowance provisions. We hope to have more news concerning this in the coming weeks.

Within 120 days from the date of signature, the parties will establish a joint committee comprised of equal representation with regards to the RO RCO compensation system.

December 28, 2019

The MOU on probation comes into effect.

February 26, 2020

Collective Agreement Implementation Deadline

As of February 26, 2020, (180 days after signing), the following provisions must have been be implemented, or 560 days in cases where manual processing is required. See below for further information:

• Improvements to the Maternity Allowance, Parental Leave and Parental Allowance (22.8, 22.10 and 22.11);
• Travelling time overtime limit increased to 15 hours per day (16.4);
• New MOU regarding Implementation of the Collective Agreement timelines.
• Economic increase of 2% effective July 20, 2018;
• Wage increase of .8% effective July 20, 2018
• Economic increase of 2% effective July 20, 2019;

Wage increase of .2% effective July 20, 2019

By this time, RO RCOs should also have received the $400 lump-sum payment made in exchange for the extended implementation timeline.

If implementation is delayed beyond the February 26, 2020, 180 day deadline, affected members will receive further payments of $50 effective the 181st day and every 90 days thereafter to a maximum of $450. This particularly applies where compensation increases and retroactive payments require manual processing by compensation advisors.

Manual intervention may be required for employees on an extended period of leave without pay (such as maternity/parental leave), salary protected employees and those with transactions such as leave with income averaging, pre-retirement transition leave and employees paid below minimum, above maximum or in between steps. Manual intervention may also be required for specific accounts with complex salary history.

21 March, 2020

Employee Wellness Support Plan finalized for consideration by the parties (Appendix G)

July 20, 2020

Implementation of Economic Increase

Economic increase of 1.5% effective July 20, 2020

July 20, 2021

Implementation of Economic Increase

Economic increase of 1.5% effective July 20, 2021

December 2021

Appendix D with respect to Gender Inclusive Language