On March 26, 2025, your RCMP Civilian Member Bargaining Team reached a tentative agreement with Treasury Board and RCMP to conclude negotiations on the transition of Civilian Members into PIPSC collective agreements. We believe we have reached the best deal possible given a particularly challenging and restrictive set of circumstances. 

Highlights of this tentative agreement include;

• One-time vacation leave adjustment of 5 days (40 hours) for entering the collective agreement 
• One-time vacation leave allotment of 5 days (37.5 hours) within the collective agreements 
• One-time retroactive adjustment of 2 days (15 hours) of Personal Leave with Pay for fiscal year 2024/2025 as well as 2 days (15 hours) for 20205/2026 and every fiscal year thereafter 
• Maintenance of the RCMP unrestricted sick leave regime 
• Maintenance of RCMP Relocation Directive including relocation on retirement 
• Maintenance of RCMP Funeral and Burial entitlements 
• Hourly rate of pay is not prorated to to reflect change from 40 hour workweek to 37.5 hour work week (increase in value of 6.6%) 
• Vacation banks transfer will not be prorated (increase in value of 6.6%)
• Vacation liquidation provisions extended until March 31, 2027 
• Access to family related leave (37.5 hours) every fiscal year 
• Access to personal LWOP available twice in career

This agreement must now be ratified by the RCMP CM membership. An electronic vote will be held in order to ratify this agreement.  All regular members in good standing will receive the voting instructions by email. 

The voting will be open for a period beginning April 29, 2025 and closing at 12:00 pm Eastern Standard Time on May 6, 2025 .  

Please ensure your membership information is up to date.

Important Information:

Bilingual webinars will be held to present the tentative agreement and answer questions from the membership. Members should have received a separate communication with the times of the webinars.

You will find all the information concerning the tentative agreements below. It is important that you take the time to review everything prior to voting and prior to asking questions to the Bargaining Team.

Please review the attached documents:

• Summary of Changes 
• Part I – Memorandum of Settlement 
• Part II – Group Specific Collective Agreement Changes
• Part III – Memorandum of Agreement 

A “Yes” vote means: You are accepting all of the changes proposed in the tentative transition agreement. The Employer has indicated all changes will be implemented within four (4) months of signing the agreement (except where extensions have been negotiated). 

A “No” vote means: You reject the tentative agreement and instruct the Bargaining Team to withdraw from negotiations with the Treasury Board and the RCMP. This means that CMs may be forced into the collective agreement without their superior benefits. This means that CMs will not have any of their RCMP terms and conditions safeguarded by this negotiated agreement (e.g., unrestricted sick leave, relocation upon retirement, funeral and burial entitlements, prorated bank transfer, prorated hourly rate, extensions of leave bank thresholds, etc.) or receive a one-time allotment of five (5) days of leave or retroactivity on two (2) personal days from 2024/2025.  

In Solidarity,

Your RCMP CM Bargaining Team

The RCMP CM Bargaining Team reached a tentative agreement with the Treasury Board Secretariat and the RCMP. The Bargaining Team will hold four virtual bilingual information sessions followed by an electronic ratification vote. 

On March 26, 2025, your RCMP CM Bargaining Team reached a tentative agreement with the Treasury Board Secretariat and the Royal Canadian Mounted Police to conclude our negotiations concerning the transition of CMs into their respective PIPSC collective agreements. 

This agreement must now be ratified by the RCMP CM membership. An electronic vote will be held in order to ratify this agreement.  All civilian members in good standing with PIPSC will receive the voting instructions by email. 

The voting will be open from April 29 at 12:00pm EST to May 6, 2025 at 12:00pm EST. You will receive voting instructions via email.

You will receive all the information concerning the tentative agreement by email at 12:00pm EST on April 29 along with your voting key. The complete ratification package, which includes a summary of changes document as well as all supporting agreement documents, will also be posted to your RCMP CM Group web page on the morning of April 29, 2025. It is important that you take the time to review everything prior to voting and prior to asking questions to the Bargaining Team.

A “Yes” vote means: You are accepting all of the changes proposed in the tentative transition agreement. The Employer has indicated all changes will be implemented within four (4) months of signing the agreement (except where extensions have been negotiated). 

A “No” vote means: You reject the tentative agreement and instruct the Bargaining Team to withdraw from negotiations with the Treasury Board and the RCMP. This means that CMs may be forced into the collective agreement without their superior benefits. This means that CMs will not have any of their RCMP terms and conditions safeguarded by this negotiated agreement (e.g., unrestricted sick leave, relocation upon retirement, funeral and burial entitlements, prorated bank transfer, prorated hourly rate, extensions of leave bank thresholds, etc.) or receive a one-time allotment of five (5) days of leave or retroactivity on two (2) personal days from 2024/2025.  

The RCMP CM Bargaining Team believes we accomplished the best deal possible for Civilian Members given the particularly challenging set of circumstances.

The Bargaining Team will hold four virtual bilingual information sessions via Zoom about the tentative agreement for members:

• April 30, 2025 at 12:00pm EST

https://pipsc.zoom.us/s/93582416469?pwd=whRKFZrUFZBynmyiM15TWLV5h3sI9v.1

ID: 935 8241 6469

Password: 086815

• April 30, 2025 at 2:00pm EST

https://pipsc.zoom.us/j/94132379256?pwd=Y9nKI9aX7rd5CfdbBiWbR163fkd6YK.1 

ID: 941 3237 9256 

Password: 288496

• May 1, 2025 at 12:00pm EST

https://pipsc.zoom.us/j/97785727863?pwd=z2s2abjfY9S0RlaogqqPEHPHG5MKT6.1 

ID: 977 8572 7863 

Password: 164238

• May 2, 2025 at 2:00pm EST 

https://pipsc.zoom.us/j/95702550152?pwd=72vnGJbkwl4aMLRXxnCFbYlSiKdIlL.1 

ID: 957 0255 0152 

• Password: 151568 

In solidarity, 

RCMP CM Bargaining Team 

Daniel Chamberlain, RCMP CM Bargaining Chair 

Crystal Gardiner, Bargaining Team Member

Cory Dignard, Bargaining Team Member

Blair Mason, Bargaining Team Member

Yvonne James, PIPSC Negotiator 

Rukiya Mohamed Nur, PIPSC Negotiator 

The RCMP CM bargaining team signed a tentative agreement with the Treasury Board and the RCMP. This agreement must now be ratified by the RCMP CM membership.

After intense negotiations, the RCMP CM  bargaining team is pleased to announce that we signed a tentative agreement with the Treasury Board and the RCMP.

The RCMP CM bargaining team fought hard for a deal to protect Civilian Members’ superior terms and conditions, while also providing access to key provisions of PIPSC collective agreements.

The outcome of this deal is testament to their grit, hard work, and determination.
 

This agreement must now be ratified by the RCMP CM membership. Regular members in good standing will receive the voting instructions by email. If you received this email, then your contact information is up-to-date. If you have group members who did not receive this email, please share this email with them and ensure their contact information is up to date so they can participate in the vote.

Full details of the agreement will be provided in a ratification package, which will be posted to our RCMP CM group page shortly. Your bargaining team will also host webinars to discuss the details of this tentative agreement before the vote.

Voting dates will be announced soon. Keep an eye on your email for updates!

Bargaining team meeting with the employer

Your RCMP CM Bargaining Team met with representatives from the Treasury Board and the RCMP from December 17 to 19, 2024. 

Your Bargaining Team continues to advocate for the fair treatment of CMs in the context of PIPSC collective agreements. Specifically, we discussed the difference in expectations between  CMs and public servants, as well as challenges faced by CMs regarding sick leave, vacation, and career mobility. 

The employer has expressed a strong preference for aligning the Terms and Conditions of CMs with those outlined in the PIPSC Collective Agreements for PSEs.

Your bargaining team is working hard to ensure CMs maintain superior terms and conditions,  while ensuring that the unique context and expectations of our work are recognized.

If you have any questions, check out our FAQ section, which we regularly update based on questions we receive. Also, you can post your questions to our Facebook group here or email us directly. 

As always, we’ll stay in touch. 

In solidarity,

Daniel Chamberlain, Chair

On behalf of your RCMP CM Bargaining Team

RCMPbargteam@pipsc.ca

Your RCMP CM Bargaining Team met to prepare for upcoming negotiations with Employer.


As you may know, last summer the Treasury Board informed the Institute that deeming was indefinitely suspended. After consulting with both our legal team as well as other bargaining agents that represent RCMP Civilian Members, it is clear that deeming is effectively off the table.

With this new development, we turned to the membership to understand how we should proceed at the bargaining table. At the same time we continued to determine our potential options as it relates to protecting RCMP Civilian Members’ superior terms and conditions of employment in the context of PIPSC collective agreements. 

With this goal in mind – protecting your superior terms and conditions of employment as a RCMP Civilian Member in PIPSC bargaining units – the  Bargaining Team met from November 19 to 21 to prepare our proposals for negotiations with the Employer planned for December 17 to 19. We are focussed on protecting Civilian Members’ superior working provisions, while also recognizing the unique differences between Civilian Members and the federal public service. 

We are committed to keeping our members informed throughout this process.
In solidarity,

Daniel Chamberlain, RCMP CM Bargaining Team Chair

On behalf of your RCMP CM Bargaining Team

In response to an employer request, the Pay Equity Commission has granted an 18 month extension to the Pay Equity Committee (PEC) of the RCMP.  This will allow the PEC additional time to complete the pay equity analysis and post it for RCMP employee feedback.

PIPSC and other bargaining agents recognised that an extension was necessary, but had recommended a shorter 12 month extension.  We also raised concerns that the employer has not appropriately resourced its representatives to get the work done.  The need for an extension, in our view, speaks to the employer's decision to not take the original, legal deadline seriously.  We hope that the concrete deadline of Spring 2026 will ensure greater collaboration at this committee.

Despite the extension request, legal interest on any pay equity adjustments required will accure from September 2024 -  the original deadline. 

Any questions can be directed to payequity@pipsc.ca

Survey Update..

Thank you to everyone who participated in the deeming survey. You made your voice heard, and your message was clear: many of you do not want deeming to occur and desire to maintain your superior terms and conditions. It was also clear that an increasing number of members desired pension mobility within the rest of the federal public service. 

Unfortunately, pension mobility outside of deeming requires legislative changes, which are beyond the scope of what is possible in the bargaining process. Deeming is a complex issue, and what we do next will consider all members' priorities to the best of our abilities. 

We will continue to keep lines of communication open through this process and invite respectful engagement from all members. Ultimately, we are committed to improving our lives as CMs and ensuring that our voices are heard by the RCMP and Treasury Board. 

Please note that the RCMP has informed PIPSC that they plan to move all CMs and regular Members to the failed Phoenix pay system, regardless of deeming. Please keep an eye on your emails for more information on this and what you can do to oppose it. 

We have updated our FAQ section with additional information based on questions we have received. You can also post your questions to our Facebook group here. 

As always, we’ll stay in touch. 

In solidarity,

Robert Boivin, Chair

On behalf of your RCMP CM Bargaining Team

RCMPbargteam@pipsc.ca

Updates to FAQ

Your RCMP CM Bargaining Team met with the Treasury Board Bargaining Team to further discuss each other's proposals on October 17-18th. 

The employer will be sending out communications shortly with regards to deeming. In anticipation of this, we’d like to provide you with additional information based on some of the questions we have received from members.

What is the status of deeming?

According to TBS, deeming has been suspended indefinitely. The employer has no intention to move forward with deeming unless a majority of CM unions request deeming.  

In 2019, PIPSC undertook a campaign to prevent CMs from being moved to the failed Phoenix pay system. On March 2, 2020, the RCMP Commissioner Brenda Lucki announced that the President of the Treasury Board and the Minister of Public Safety recommended that deeming should not proceed. Deeming was previously planned for May 21, 2020.

During the 2023 CM Bargaining Sessions with Treasury Board Secretariat and RCMP, it was further confirmed deeming is still indefinitely suspended and is not a government priority.

Why was deeming postponed in 2020?

Extensive testing was conducted by the Treasury Board, RCMP and Public Services and Procurement Canada to assess the overall stability of the Phoenix pay system and its capacity to pay CMs.

Following completion of the testing, RCMP Commissioner Brenda Lucki announced on March 2, 2020 that they were not completely satisfied that all conditions were in place and that deeming would not go ahead on May 21, 2020.

Why are Civilian Members unionized?

In 2016, a Supreme Court ruling rendered the RCMP’s Staff Relations Representative (SRR) Program unconstitutional, opening the door for Civilian and Regular Members to Unionize. 

As most Civilian Member (CM) classifications had been already pay-matched or touch-pointed to existing Public Service classifications, PIPSC made applications to Public Service Labour Relations and Employment Board (PSLREB), under Section 58 of the Public Service Labour Relations Act (PSLRA). 

In 2017, PIPSC entered into a Memorandum of Understanding (MoU) with TBS to protect and maintain the superior terms and conditions of employment of CMs and protect CMs from losing these superior conditions by moving directly into the Collective Agreements of the various bargaining groups. 

In 2019, PIPSC entered into a Memorandum of Agreement (MoA) with TBS to continue protecting CM superior terms and conditions and to provide a transition of CM terms and conditions following deeming.

We have updated our FAQ section with additional information, based on questions received. Also you can post your questions to our facebook group here.

In the coming months we will be scheduling town halls for CMs, please keep an eye on your email for an invite.

As always, we’ll stay in touch. 

In solidarity,

Robert Boivin, Chair

On behalf of your RCMP CM Bargaining Team

RCMPbargteam@pipsc.ca

Your RCMP CM Bargaining Team met with the Treasury Board Bargaining Team to exchange proposals on June 23.  The Team subsequently met with the Treasury Board Bargaining Team to discuss our proposals on August 1 to 3. 

During these meetings, Treasury Board has confirmed that not only has deeming been suspended indefinitely, but also that there is presently no intention to proceed with deeming. 

Our next meeting with Treasury Board will be October 17-18, where we will discuss each other's proposals in further detail. 

Please know that our team is working hard to seek improvements to many of the entitlements Civilian Members currently have. Here are links to the bargaining proposals:

PIPSC RCMP CM Proposals - EN

Treasury Board RCMP CM Proposals - EN

As always, we’ll stay in touch. 

In solidarity,

Robert Boivin, Chair

On behalf of your RCMP CM Bargaining Team

RCMPbargteam@pipsc.ca

Your RCMP CM Bargaining Team has been busy preparing for the upcoming round of negotiations.  

Your RCMP CM Bargaining Team has been busy preparing for the upcoming round of negotiations.  

We would like to thank all the members who responded to our survey, we had an excellent response rate. The survey responses provided us with clear guidance on our bargaining priorities.

The CM Bargaining Team has scheduled an additional meeting in April to finalise our proposals, and we anticipate starting negotiations with the Treasury Board in early May.

As always, we’ll stay in touch. 

In solidarity,

Robert Boivin, Chair

On behalf of your RCMP CM Bargaining Team

RCMPbargteam@pipsc.ca