Fb Collective Agreement

With respect to salaries, our review of recent law enforcement wage agreements is underway across Canada, including our oversight of contract negotiations for a first collective agreement for RCMP public servants. Our position has always been that FB 3s should be suitable for RCMP 1st Class Constables. In recent rounds of negotiations, we have always reached agreements with retroactive salary increases for our members. We do not intend to do anything else in this cycle. Our negotiating team unanimously recommends the ratification of our new agreement. We also talked about our proposal to extend protection against the cumbersome management of the CBSA in relations with our members – including discipline and arbitrary disposal of defence equipment. There will have to be new protections on these issues in our collective agreement. • In accordance with all other agreements of the Board of Directors, this provisional agreement provides for the removal of provisions relating to severance pay for employees who resign or retire. Under the new interim agreement, severance pay will continue to be paid if you are fired, but otherwise you would no longer accumulate. All funds currently due to you under the existing severance pay provisions are paid or may be transferred for future use. Workers must continue to accumulate severance pay until the collective agreement is formally signed.

No other Treasury Board group has lasted as long as the FB Bargaining team to maintain our severance pay or get something in return that we did. The interim agreement signed Tuesday morning brings significant improvements to our collective agreement, demonstrating the strength and solidarity of CBSA membership. Our three-year contract includes: Collective Agreement: Canada Border Services Agency – FB Group Next month, our newly elected bargaining team will meet in Ottawa to prepare proposals for the next round of negotiations with the Board of Directors. Our bargaining team and the national leaders of the PSAC and THE CIU are committed to defending our hard-won collective agreement rights in the next round of bargaining and fighting for further gains for PSAC/CIU members at the CBSA. Today, we signed our new agreement with the Board of Directors. The provisional agreement ratified in mid-December is therefore now in force. A full copy of Sign Language is available here. A copy of the final printed version of the contract will be published and distributed as soon as it is available. Our team has made proposals to improve protection against abuse of authority and harassment, but management has yet to accept any of these changes.

The CBSA agrees that the language of our contract should remain largely limited to sexual harassment. We cannot accept this because we believe that our collective agreement should address all forms of harassment, not just sexual harassment. The new Joint Committees, mandated by the Arms Treaty, are being set up. The new selection criteria under our agreement also apply. This agreement is consistent with comparisons obtained by other federal law enforcement agencies and maintains the pay equity we achieved in the previous round of negotiations. This is a very competitive agreement and the result of the solidarity of PSAC/CIU members who work within the CBSA from coast to coast. Negotiator: Federal Government Dockyard Trades and Labour Council (Esquimalt) (West) (FGDTLC (W)) Collective Agreement Expiry Date: January 30, 2023 Dispute Resolution Mechanism: Arbitration A full explanation of the new agreement and a copy of the new language will be provided at ratification meetings. . . .