Yesterday, July 21, a tentative agreement was reached for 10,000 members of the TC group. In addition to fair wage increases averaging at 2.11% per year and improved working conditions, they will be awarded a Phoenix damages settlement to compensate members for the pain and suffering caused by the broken pay system. PSAC has prepared a document to explain the details of the damages settlement as well as the expansion of the claims process for out-of-pocket expenses and for those who suffered major losses because of Phoenix:

CLICK HERE

For our members, here are some important details:

WAGE ADJUSTMENTS AND ALLOWANCES SIGNIFICANT IMPROVEMENTS MADE TO THE COLLECTIVE AGREEMENT
  • EG parity with CFIA: Although we were not able to achieve parity, we have secured a commitment that we can file for arbitration on this issue outside of regular bargaining. We can do so as early as June 2021. We feel that we have very strong arguments to make the case to achieve parity for EG members.
  • Increase to allowance for Search and Rescue coordinators in a Joint Rescue Coordination Centre (CC) to $5,354; expansion of allowance to supervisors, and to qualified EG and GT hovercraft crew members
  • Expansion of the $2,500 allowance to cover all EG and TIs working in fleet maintenance facilities (BB) including those at 202 Workshop Depot
  • Improvement in allowance for certain shore-based positions at the Canadian Coast Guard (W): increase of ~$2,100 to the amounts payable to the GT-06 and GT-07 level and expansion in scope
  • Improvement to Transportation of Dangerous Goods allowance, now payable as a monthly allowance of $75 rather than a daily allowance of $3.50
  • Several leave improvements including for a person who stands in place of a relative for:
    • Leave without Pay for the Care of the family
    • Bereavement Leave
    • Leave with Pay for Family-Related Responsibilities
  • An increase in meal allowance for overtime from $10 to $12
  • Improvements to travel time to pay for up to five hours compensation for any stop-overs
  • Increases to funding for the Joint Learning Program, including a pilot study on health and safety training
  • Memorandum of Understanding for a Joint Study on employee support mechanisms for employees who in the course of their duties are exposed to explicit and disturbing material, and/or potentially threatening situations
  • Deletion of language in Appendix K which places limits on when EGs can request vacation
  • Memorandum of Understanding regarding the Occupational Group Structure (OGS) review

 

 

In addition, the Common Issues Settlement applies to this group:

COMMON ISSUES SETTLEMENT
  • A one-time payment of $500 in recognition of the extended collective agreement implementation deadline and an additional $50 for every subsequent 90-day delay
  • Ten days of paid Domestic Violence Leave
  • Better language on return to work following a Maternity or Parental Leave, giving more flexibility to parents who wish to change positions within the federal public service
  • Improvements to Parental Leave pay
  • Updated language to match the new legislation including a new extended leave option and the sharing of Parental Leave
  • Expanded supplementary allowance for every week an employee is on extended or shared Parental Leave
  • Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service
  • New Memorandum of Understanding to explore the issues related to childcare in the public servic
  • Updated and improved language to match the new legislation on Compassionate Care and Caregiving Leave
  • Better language to allow the use of employer facilities for union activities
  • New Memorandum of Understanding to protect certain working conditions of civilian members of the RCMP
  • New Memorandum of Understanding on mental health in the workplace to support the work of the Centre for Expertise on Mental Health
  • In the event of workforce adjustment, the education allowance has increased to $17,000
  • Deletion of Memorandum of Understanding on Supporting Employee Wellness. As a result, Sick Leave will remain untouched.

For the full text, we will update you when it is published. Please see the PSAC article for more information.