RCMP CM Negotiations Update #6 – Countdown to Deeming

With only 365 days remaining until the scheduled deeming date of May 21, 2020, your support is needed to achieve our goals.

PIPSC and Treasury Board Jointly Request Mediation

The Negotiations Team concluded our third set of negotiation meetings with Treasury Board and RCMP representatives in Ottawa from May 7 to 9, 2019.  While negotiations have resulted in progress on less contentious issues, significant progress has not been made on the membership’s key priorities.  On May 9, PIPSC and Treasury Board jointly submitted a request to the Federal Public Sector Labour Relations and Employment Board, for the appointment of a mediator to assist the parties in resolving the outstanding issues. 

Mediation is a confidential process in which an experienced and impartial third party facilitates communication between disputing parties with a view to assisting them to reach a mutually acceptable outcome.  The mediator does not have the authority to decide the dispute, solve issues or advocate for either party.

Mediation has been scheduled to take place June 12-14, 2019 in Ottawa.  With only 365 days left until deeming, it is critically important that these negotiations conclude with a successful and satisfactory outcome.

RCMP Members Deserve Better Than Phoenix!

With all of the failings of the disastrous Phoenix Pay System, it is incomprehensible to us that Treasury Board and RCMP are moving forward with plans to transfer us to Phoenix in 365 days.  We deserve better!  On May 1, 2019, PIPSC President Debi Daviau wrote to RCMP Commissioner Brenda Lucki, urging the RCMP to abandon all plans to switch civilian members to Phoenix

Now is the time for us to make ourselves heard loud and clear!

Please take action immediately. Email Commissioner Lucki and let her know that you do not want to be paid through the failed Phoenix system.

Email Commissioner Lucki

The only logical alternative is to delay deeming and remain with the current pay system, and this is what we are pushing for.

We need large numbers of Civilian Members across the country to participate, so please encourage your colleagues to send this email now.

Better Together!

RCMP CM Negotiations Team,

Daniel Chamberlain, Chair

Civilian Member

 

May 1, 2019

 

Brenda Lucki, Commissioner

Royal Canadian Mounted Police

RCMP National Headquarters

73 Leikin Drive

Ottawa ON K1A 0R2

 

By email: Brenda.Lucki@rcmp-grc.gc.ca

 

Commissioner Lucki,

I am writing today on behalf of some 1300 Civilian Members (CMs) of the RCMP represented by the Professional Institute of the Public Service of Canada, regarding the possibility that they may be transferred to the Phoenix pay system in the future. It is my understanding that you will be conducting a risk assessment on this matter with the Treasury Board in November and December 2019, and that the results of this assessment will guide your decision as to whether or not to proceed with the May 21, 2020 deeming date.

I cannot overstate my members’ concerns and objections to moving from the pay system currently in use at the RCMP to the disastrous Phoenix system. The latter is not stable, cannot be fixed and has proven to be a total failure. At time of writing, close to 250,000 cases remain backlogged. In addition, it was estimated by the Auditor General that over half of federal public servants are still experiencing some form of pay issue linked to Phoenix. According to the 2018 Public Service Employee Survey, 75% of the RCMP employees already paid through Phoenix have experienced pay problems. Earlier this year, the CBC reported that according to documents obtained through an Access to Information request, clearing the backlog could take another three to five years, and perhaps ten years for the system to achieve overall stability.  I would also point out that the Canada Revenue Agency reports that it has received over 150,000 amended T4s related to the Phoenix pay system for the 2018-19 tax year. All this to say it makes no sense to add more employees to such a troubled system.

RCMP Civilian Members deserve better than to be moved to Phoenix, where they will have to live with the uncertainty and instability that has already affected hundreds of thousands of their colleagues.

I urge you to reconsider the situation and to abandon all plans to switch our members, and their colleagues represented by other bargaining agents, to Phoenix. It would be best for them to remain with the current pay system until such time as the government introduces a new, and fully functional, pay system in the future.  I encourage you to delay deeming until this new system is in place.

I look forward to your views on this important issue.

 

Sincerely,

 

Debi Daviau

President PIPSC

The Negotiations Team conducted our second set of negotiation meetings with Treasury Board and RCMP representatives in Ottawa from April 2 to 4, 2019.  The discussions to date have resulted in progress on several of the less contentious items in our proposals.  While this has been positive, we anticipate that discussions during our next meetings will be focused on the more significant issues that remain to be determined. 

The Institute has posted our proposals to maintain existing Civilian Member benefits, together with a summary of the Treasury Board’s proposal document, on the PIPSC web site at https://www.pipsc.ca/groups/rcmp  In reviewing the items identified by Treasury Board, you will see proposals to eliminate many of the superior conditions currently in place. 

Our next negotiation sessions are scheduled for May 7 to 9, 2019.  The Negotiations Team will be meeting beforehand to prepare for this important session.  The parties have agreed that should negotiations reach an impasse, a Mediator will be requested to assist the parties in achieving a resolution.

Regular updates will continue to be posted on the PIPSC web site at https://www.pipsc.ca/groups/rcmp and regular bulletins are being sent to members who have registered with PIPSC. 

Our goal in negotiations is to protect our existing terms and conditions of employment. Your support is needed to achieve this goal. 

You can contribute to the success of these negotiations by:

• Keeping informed on our progress and share this information with your colleagues.
• If you have not already done so, completing a membership form at: https://www.pipsc.ca/member-tools/application   

This will ensure you receive regular updates on the negotiations and developments.

• Encouraging other members to complete a membership form.

Better Together!

On behalf of the RCMP CM Negotiations Team,

Daniel Chamberlain, Chair

Civilian Member

 

In 2003, RCMP Commissioner Zaccardelli sent a message to RCMP employees, announcing the decision to abolish the Civilian Member category.  Commissioner Zaccardelli reassured members that:

• The RCMP was “deeply committed to ensuring that employees are treated fairly and equitably, with respect and compassion.”
• Jobs will be protected.
• Employee benefits overall will not be negatively affected.
• Every effort will be made to ensure that there is no negative impact on any individual.
• “The COE Project Team is working on a package now that will ensure that there will be no overall benefit loss as a result of this decision (pay, sick leave, annual leave, etc.)”

On October 3, 2012, Commissioner Paulson testified before the House of Commons Standing Committee on Public Safety and National Security, regarding Bill C-42.   Commissioner Paulson told Parliament the RCMP would have to consult employees, to ensure that there is a fair allocation of the benefits to which Civilian Members are currently entitled, and review the mechanisms with Treasury Board to enable Civilian Members to “keep the current slate of benefits they have right now.”

The Institute has posted our proposals to maintain existing Civilian Member benefits, together with a summary of the Treasury Board’s proposal document, on the PIPSC web site at https://www.pipsc.ca/groups/rcmp

When you review the items identified by Treasury Board, you will see that Treasury Board is proposing to eliminate many of the superior conditions currently in place.  Treasury Board has recognized some items as important for negotiations with the Institute, including:

1. Sick Leave
2. Annual Leave
3. Funeral & Burial Entitlements
4. Pre & Post Retirement Relocation

The Negotiations Team conducted our first negotiation sessions with Treasury Board and RCMP representatives in Ottawa, February 20 to 22, 2019.  The employer team is comprised of a spokesperson and advisor from Treasury Board, supported by two representatives from the RCMP.  We agreed to abide by Negotiations Protocol established between PIPSC and Treasury Board for Group negotiations, which includes confidentiality with respect to all items discussed during negotiations.  This is customary and necessary to establish open dialogue and effective negotiations. While we cannot discuss specifics of what is being talked about during the meetings with Treasury Board, we will provide regular progress reports.

Based upon the proposals received from Treasury Board, you will see that we have our work cut out for us to ensure that the assurances made by former RCMP Commissioners to Civilian Members, and Parliament, hold true; that there will be no overall benefit loss.

Next negotiation sessions are scheduled for April 2 to 4, 2019.  Regular updates will continue to be posted on the PIPSC web site at https://www.pipsc.ca/groups/rcmp and regular bulletins are being sent to members who have registered with PIPSC. 

Our goal in negotiations is to protect our existing terms and conditions of employment. The support of us all is needed to achieve this goal. 

You can contribute to the success of these negotiations by:

• Keeping informed on our progress and share this information with your colleagues.
• If you have not already done so, completing a membership form at: https://www.pipsc.ca/member-tools/application   

This will ensure you receive regular updates on the negotiations and developments.

• Encouraging other members to complete a membership form.

On behalf of the RCMP CM Negotiations Team,

Daniel Chamberlain, Chair

Civilian Member

Members of the RCMP CM Negotiations Team met with the Treasury Board on the afternoon of January 21^st, 2019 to exchange proposals.

The first set of negotiations sessions between the RCMP CM Negotiations Team and the Treasury Board will take place February 20 to 22. Ongoing progress updates will be provided after every negotiations session. For timely updates on important information, please see “How to Support Your Negotiations Team” and complete a membership form.

Thanks to everyone for providing feedback to the RCMP CM Negotiations Team through various fora, including our survey, on-site visits, the Bargaining Conference, and e-mails to RCMPbargteam@pipsc.ca and civilian_members@pipsc.ca. The Terms and Conditions Comparison Summary page has been updated based on your feedback (https://www.pipsc.ca/groups/rcmp/comparison).

For any questions or concerns please contact RCMPbargteam@pipsc.ca

RCMP CM Negotiations Team

How to Support Your Negotiations Team

Our goal in negotiations is to protect our existing terms and conditions of employment. We need your support in order to do be successful.

You can help us by:

• Complete a membership form
• Request an information session at your workplace by contacting civilian_members@pipsc.ca
• Encourage other members to complete a membership form.

RCMP CM NEGOTIATIONS PROPOSALS

The PIPSC Proposals on the RCMP CM Negotiations are attached below. Treasury Board has not provided their proposals in a traditional context, but instead has categorized items that they are willing to discuss, and items they propose to apply the provisions of the collective agreement. These list of items are summarized in the document below.

1. PIPSC Proposals

2. Treasury Board List of Issues (“Proposals”)

PIPSC RCMP Civilian Members

Central Table Negotiation Proposals 2019

Presented by:

The Professional Institute
of the Public Service of Canada

To

Treasury Board of Canada

on

January 21, 2019

On Behalf of the RCMP Civilian Members entering the following groups upon deeming:

• Audit, Commerce & Purchasing (AV);
• Applied Science and Patent Examination (SP);
• Computer Systems (CS);
• Engineering, Architecture and Land Survey (NR);
• Health Services (SH); and
• Research (RE).

Negotiation Team Chair Daniel Chamberlain Region: NCR Classification: EE-04 CIO Sector RCMP	Negotiation Team Member Robert Boivin Region: C Division, Quebec Classification: CP-02 Protective Technical Services Section RCMP
Negotiation Team Member Crystal Gardiner Region: Prairies Classification: FSLS-02 RCMP National Forensic Laboratory Services – Edmonton Biology Section	Negotiation Team Member Sushil Dixit Region: NCR Classification: PC-03 Environment and Climate Change Canada
Negotiation Team Member John Eng Region: NCR Classification: EN-04 Dept: Department of National Defence	Negotiation Team Member Karon Miles Region: Ontario Classification: CS-02 Dept: Environment and Climate Change Canada
Negotiation Team Member Pierre Touchette Region: NCR Classification: CS-02 Dept: Shared Services Canada
Negotiator: David Griffin	Research Officer : Eric Tran

On April 1, 1960, the Civilian Member category was created in the RCMP for work in the crime detection laboratories and various technical fields. Since that time, each Civilian Member has been assigned a regimental number. The role has expanded over the past six decades, with presently 3,500 Civilian Members engaged in a wide range of operational and enforcement support functions.  While often overlooked in comparison to Regular Members, the Civilian Members have constituted a vital component of operational successes of the RCMP for nearly sixty years.

With the passage of the Enhancing Royal Canadian Mounted Police Accountability Act, in 2013, Parliament provided a mechanism to deem Civilian Members as being persons appointed under the Public Service Employment Act at a time to be determined by the Treasury Board.

On April 7, 2018, the official public announcement was made in Part I of the Canada Gazette of May 21, 2020, as the date RCMP Civilian Members cease to be members of the RCMP and are deemed to be persons appointed under the Public Service Employment Act. The process of replacing their regimental numbers with employee numbers has already begun.

Sixty years following the introduction of the first Civilian Members within the RCMP, the unique role of RCMP Civilian Members will be eliminated, without consultation or consideration.

PIPSC has been certified by the Federal Public Sector Labour Relations and Employment Board as the bargaining agent for the 1320 Civilian Members in the following designated professional Occupational Groups:

• Applied Science and Patent Examination (SP);

• Computer Systems (CS);

• Engineering, Architecture and Land Survey (NR);

• Health Services (SH); and

• Research (RE).

PIPSC and Treasury Board have entered into a Memorandum of Understanding with respect to the process to be followed for negotiations to address the differences that exist between the terms and conditions of the collective agreements for the above-noted groups, and the terms and conditions that currently apply to Civilian Members in RCMP occupational groups.

The Institute proposes that the Employer shall:

1. Maintain all existing RCMP CM Terms and Conditions, with an addendum to the Collective Agreements;

2. Ensure full portability for these terms and conditions for Civilian Members who enter the public service; and,

3. Provide financial compensation to each Civilian Member in recognition of the loss of status, as well as the forfeiture of any benefits, entitlements, privileges or opportunities, as a result of deeming.

Listed below you will find our negotiation proposals submitted for the central negotiations with respect to the transition of RCMP Civilian Members into the collective agreements between, the Audit, Commerce & Purchasing (AV) Group, the Applied Science and Patent Examination (SP) Group, the Computer Systems (CS) Group, the Engineering, Architecture and Land Survey (NR) Group, the Health Services (SH) Group, and the Research (RE) Group of the Professional Institute of the Public Service of Canada, which agreements all expired in 2018. 

These proposals are submitted without prejudice to any future proposed amendments and/or additions, and subject to our rights to correct any errors and/or omissions. The Institute reserves the right to table new proposals in response to issues and proposals raised by the employer.

The Institute reserves the right to introduce detailed proposals wherever it is indicated that issues will be discussed or that proposals will be presented later.

The Institute proposes that all acronyms used in the collective agreement be defined when first mentioned.

Changes are highlighted in bold type.  Where deletions are proposed they are identified by a strikethrough. 

All items tabled centrally with respect to the transition of RCMP Civilian Members are to be included in each of the above mentioned Group Collective Agreements. 

RCMP CM Terms and Conditions	Collective Agreement (CS)
40 hours per week, including 30 minute paid meal break	37.5 hours per week, exclusive of 30 minute unpaid meal break
30 minute paid meal break at regular rate of pay	Does not exist

 

Proposal:

Maintain existing 40 hours per week, including 30 minute paid meal break at the collective agreement hourly rate.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Schedules are posted 28 days in advance Shifts are between 8 and 12 hours Schedule 28 consecutive calendar days	Schedules are posted 21 days in advance Shifts are between 7 and 9 hours Schedule min 28 days to max 2 months

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
80 hours carry-over indefinitely (two weeks) 160 hours for limited duration or isolated posts	37.5 hours carry-over, annually (one week) Lieu time in excess of thirty-seven decimal five (37.5) hours outstanding at the end of the fiscal year, and unused by September 30 of the next fiscal year, shall be paid on September 30 at the employee’s hourly rate of pay on March 31 SP, NR, RE, SH, and AV do not have lieu banks

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
1 hour of pay for each 8 hour period of Operational Availability – function not requiring immediate operational readiness 1 hour pay for each 4 hour period of Operational Readiness – Immediate Response – designated operational policing duties where immediate response is required	0.5 hour of pay for each 4 hour period of standby

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Offers OT at 1.5, 2.0, 2.5 or 3.0 times regular rate of pay, depending on duration, RTO or TOW Working additional hours on TOW in excess of actual scheduled hours of work, grants 1.5 times regular rate of pay Working an RTO or on 1st and 2nd day when recalled to duty from vacation leave or LTO, grants 2.0 times regular rate of pay	Offers OT at 1.5, 2.0, 2.5 or 3.0 times regular rate of pay, depending on duration, rest day, etc. Members can qualify for OT at 2.0 times rate of pay if they work excess of 7.5 hours of OT on a regular workday or work on 2nd day of rest, and subsequent days of rest Anything after 7.5 hrs OT first day of rest is 2.0 times
7.2.2.1 Officer Equivalents who do not qualify for overtime – one-time entitlement 336 hours time in lieu of overtime – have to use pre-deeming	Overtime

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Minimum of 3 hours pay at applicable rate if called-back to work after scheduled shift	Minimum of 3 hours pay at applicable rate if called-back to work after scheduled shift Depending on the collective agreement, subject to a cap of 8 hours pay in an 8 hour period or compensation at the applicable overtime rate for time worked; whichever is greater

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
During a regular shift, member will receive regular pay for attending court arising out of their duties, and overtime pay for court attendance and court related work performed outside of a scheduled shift	Does not exist
Court leave with pay is triggered for non-employment related matters	Court-related provisions are triggered only if non-employment related

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Triggered after every 4 hours of OT	Triggered after 3 hours of OT, and every 4 hours thereafter
Meal reimbursed at NJC rate	Meal allowance of $10.50 or $12 (unless free meals are provided)
Premium of 1.5 times regular rate of pay for the duration of the meal break for meal period not taken	No provision

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions

Collective Agreement (CS)

Qualifying period is: a) two (2) consecutive days for a Cst., Cpl., Sgt., S/Sgt., Insp., S/Cst., and CM with similar level designation in detachments and operational units; and b) five (5) consecutive days for eligible members other than those outlined in a) Duration of acting assignment is limited to 4 or 6 months at a time, subject to language requirements and unless an extension is authorized Acting pay is not pensionable

Qualifying period is between 3 to 5 consecutive days (depending on the collective agreement) No specified duration before acting assignment ends – can be indefinitely renewed Acting pay is pensionable

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
0-5 years service             15 days 5-10 years service           20 days 10-23 years service         25 days 23+ years service            30 days	0-8 years service                 15 days 8-16 years service               20 days 16-17 years service             22 days 17-18 years service             23 days 18-27 years service             25 days 27-28 years service             27 days 28+ years service                30 days
(2. 3. 2) A member engaged on or after 1973-04-01 earns his/her full monthly annual leave entitlement at the prescribed rate noted in sec. 2.3.3. or 2.3.4., after receiving pay for at least eight hours in a month	15.02 (CS) Accumulation of vacation leave credits An employee shall earn vacation leave credits at the rate described in (a) below for each calendar month during which he or she receives pay for at least seventy-five (75) hours
LWOP (2.2.5) <3 months continue to accrue	17.09 (CS) LWOP <3 months continue to accrue
After 2 years sick leave cease to accrue (2.3.5)
(2.5.2 Carry-over additional leave if off sick or operational requirement to not take holidays)
Recall from Vacation (4.2.5) Call-back paid at double time

 

Proposal:

Maintain existing RCMP CM Terms and Conditions. with full portability.

RCMP CM Terms and Conditions	Collective Agreement
Cap of 400 hours	Cap of 262.5 hours
CM Officer Equivalent can carry one year’s entitlement

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions

Collective Agreement (CS)

Compassionate Care - Capped at 5 days, except RCMP has additional option to use this leave for ‘relocating a widowed parent or orphaned brother/sister’ Bereavement Leave – Max 40 hours per occurrence and no additional days provided for the purposes of travel ‘Compassionate and bereavement leave’ - capped at 80 hours in a fiscal year, 40 of which can be granted for illness in the family

Compassionate Care – Capped at 5 days, except PIPSC TB has additional option to use this leave for ‘unforeseen closure of the school/daycare facility’ Bereavement Leave – Total of 7 consecutive calendar days, with additional 3 days for travel ‘Compassionate and bereavement leave’ – Leave caps are separated per type of leave, with no cap on number of incidences of bereavement leave in a given calendar year

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions

Collective Agreement (CS)

No earning of sick leave credits. Sick leave is granted on an as needed basis with no maximum defined. A medical certificate is required after 4 consecutive days or at the supervisor's discretion

- Current system: sick leave credits earned at the rate of nine decimal three seven five (9.375) hours for each calendar month for which the employee receives pay for at least seventy-five (75) hours - PIPSC and Treasury Board have entered into a Memorandum of Agreement on the creation of a new Employee Wellness Support Program (EWSP). The proposed EWSP focuses on improving wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury. EWSP negotiations between PIPSC and Treasury Board are ongoing, and are expected to be completed in the near future

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions

Collective Agreement (CS)

Entitlements vary depending on whether the member was serving at the time of death, death was in the line of duty, or retired to pension Up to $15 050 to defray funeral expenses (rates are subject to review by the Secretary of the TBS); potential additional 7.9% towards cost of second funeral director Option to purchase burial marker / headstone to a maximum of $220 and RCMP will grant perpetual care of it Plot or niche is free for CMs and eligible survivors, for burial in RCMP-designated cemeteries

Does not exist

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Balance of pay for month of death and a death gratuity equivalent to 2 month’s pay (with 2 or more years of service) Eligibility and amounts for survivor benefits are the same under the Survivors Income Plan (SIP) and the Public Service Pension Plan (PSPC)	Balance of pay for month of death Eligibility and amounts for survivor benefits are the same under the Survivors Income Plan (SIP) and the Public Service Pension Plan (PSPC)

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (NJC)
RCMP Relocation Directive is similar to NJC Relocation directive, some benefits slightly differ Transfer allowance based on 1/12th of gross annual salary $200 per residence professional cleaning $650 non-accountable expense allowance 80% home equity assistance if sell at loss (purchase price to selling price) – maximum $30,000 2 year limit to claim reimbursement	Outlined under NJC Relocation Directive Transfer allowance equivalent to two (2) weeks of annual salary $100 per residence professional cleaning $650 non-accountable expense allowance 100% home equity assistance if sell at loss (purchase price to selling price) no maximum 1 year limit to claim reimbursement

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Relocation expenses are paid on retirement if the member has been posted during their career. Member must relocate more than 40 km from principle residence unless occupying Crown owned housing 2 year limit to claim reimbursement Does not include non-retirement discharge	Does not exist

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
VAC has sole authority to determine whether the member’s medical condition or death was attributable to, or aggravated by, service in the RCMP, and the extent to which the medical condition is pensionable	Covered provided under Provincial Workers’ Compensation Board

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
Provides a monthly benefit equal to 75% of your gross monthly salary, in the event you are totally disabled and unable to work Employee pays 15% of the premium, while federal government pays 85% of the premium	Once EWSP is finalized, employees with banked sick leave in excess of 26 weeks will be entitled to carry over those excess days to provide extended coverage at 100% income replacement prior to accessing LTD LTD will be provided for 70% of pre-disability earnings Employee pays 15% of the premium, while federal government pays 85% of the premium

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
$160,000 Basic: Available to Civilian Members, and Retired Civilian Members who meet the eligibility requirements Premium $30.25 month = $363 year $0.189/ $1000 coverage Civilian members require evidence of insurability	Mandatory Supplementary Death Benefit coverage – amount equal to double the employee’s annual salary, rounded to the next multiple of $1000. Contribution rates = $0.15/month for each $1000 (basic coverage) For $80,000 salary = $160,000 insurance would be $24 month = $288 $30.25 month would purchase $201,667 Option to convert to Great West Life within 31 days – premiums not provided – age & gender based
$198,000 Optional: Available to Civilian Members and Retired Civilian Members who are covered for Basic Life Insurance 1 to 18 units $11K each $0.48 per month per unit AD&D $100K $1.59 month member $2.12 month $40K spouse and $5K child	Option to convert to Great West Life within 31 days – premium rates not provided – age & gender based
Dependent Life Insurance: Available to Civilian Members and Retired Civilian Members who are covered for Basic Life Insurance Spousal/Dependant $2.04 per month per unit 1 to 6 units $20K spouse and $5K child Max $120K spouse and $30K child $12.24 month Optional dependent $21.62 month	Option to convert to Great West Life within 31 days – premium rates not provided – age & gender based

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement
Maximum of 60 minutes per week of time away from normal duty for physical activity (can be taken in segments of 15 to 30 minutes) Personal time for physical activity must be matched to amount of time spent away from normal duty for physical activity	Does not exist

 

Proposal:

Maintain existing RCMP CM Terms and Conditions.

RCMP CM Terms and Conditions	Collective Agreement (CS)
A person appointed as a member is on probation for a period established by rules of the Commissioner	Probationary Period is referred to in paragraph 61(1)(a) of the Public Service Employment Act The probationary period is generally 12 months, unless otherwise stated

 

Proposal:

Civilian Members shall not be subject to a new probationary period as a result of deeming.

Proposal:

The Institute proposes that each Civilian Member be compensated financially in recognition of the loss of regimented status, as well as the forfeiture of any benefits, entitlements, privileges or opportunities, as a result of deeming.

PIPSC reserves the right to introduce proposal language at a later date.

RCMP CM Terms and Conditions	Collective Agreement (CS)
RCMP Pay System	Phoenix Pay System

 

Proposal:

Maintain existing RCMP pay system. 

The Institute opposes the transfer of RCMP Civilian Members into the failed Phoenix Pay System.

RCMP CM Terms and Conditions	Collective Agreement
RCMP Pension Plan	Public Service Pension Plan

 

Proposal:

Within 30 days of the date of deeming, each RCMP Civilian Member shall be provided a final statement from the RCMP Pension Plan.

Within 30 days of the pension transfer, each RCMP Civilian Member shall be provided a confirmation of transfer statement from the Public Service Pension Plan as the receiving plan

Issue:   Others

Proposal:

Maintain all existing superior RCMP CM Terms and Conditions, in addition to those noted above, including but not limited to:

1. Long Service Awards and Recognition
2. Performance Awards
3. Staffing
4. Eligibility Lists
5. Education Leave
6. Spousal Relocation
7. Special Leave With Pay
8. Special Leave Without Pay
9. Maternity, Parental, and Paternal Leave
10. Personal Needs Leave
11. Care and Nurturing of Preschool Children
12. Community Building Hours
13. Severance

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE TREASURY BOARD OF CANADA

AND

THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA

WITH RESPECT TO

1. This memorandum is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada (PIPSC) concerning the process to be followed to re-open the collective agreements for the following bargaining units:

Computer Systems (CS);

Applied Science and Patent Examination (SP);

Architecture, Engineering and Land Survey (NR);

Research (RE);

Health Service (SH);

for the purpose of addressing differences that exist with respect to the terms and conditions of the above-noted collective agreements and the terms and conditions that apply currently to civilian members in RCMP occupational groups. Civilian members will be included in the Treasury Board (TB) occupational groups on the date published in the Canada Gazette on which civilian members are deemed appointed under the Public Service Employment Act.  The following illustrates the relevant occupational groups and bargaining units.

Bargaining Unit (BU)	TB Occupational Group	RCMP Occupational Group
Computer Systems (CS)	Computer Systems (CS)	Computer Personnel (SP-CP)
Applied Science and Patent Examination (SP)	Chemistry (CH)	Forensic Laboratory and Identification, Forensic Science Laboratory Specialist (FLI-FSLS)
Architecture, Engineering and Land Survey (NR)	Engineering (EN-ENG)	Electronics Engineer (SP-EE)
Research (RE)	Scientific Research – Researcher Scientist (SE-RES)	Research Scientist (SP-RS)
Health Service (SH)	Social Work – Chaplain (SW-CHA)	Chaplain (SP-CHP)

 

2. The Employer and PIPSC commit to engaging in meaningful discussions in good faith with respect to the bargaining units in question.
3. The  parties agree that should the civilian members be included in Treasury Board bargaining units either by a Federal Public Sector Labour Relations and Employment Board  (FPSLREB) decision pursuant to section 58 of the Federal Public Sector Labour Relations Act (FPSLRA) or as a result of deeming  prior to the parties concluding their negotiations, the terms and conditions of the relevant collective agreements will,  subject to paragraph 4 of this Memorandum, not apply until the parties complete the process of negotiations or the parties otherwise agree to re-open the collective agreements to amend them as a result of the negotiations.  
4. (a)  The articles of the collective agreements for the above-noted bargaining units dealing with Check-Off shall apply effective the date the civilian members in question are included in the respective bargaining units.  
   (b)  For greater certainty, it is understood that rates of pay increases and allowances that apply to civilian member occupational groups as a consequence of being pay-matched to the Treasury Board Occupational Groups noted above are not affected by paragraph 3. 
5. Signed on            

Treasury Board of Canada                                         

Professional Institute of the Public Service of Canada