Your S&A Bargaining team worked hard for two days (November 30 and December 1) with the Employer to narrow issues in bargaining and move towards a tentative agreement. We made a great deal of progress but one outstanding issue remains – rates of pay! Even on this issue progress was made but not enough for your bargaining team to be confident in recommending you vote for the deal.
We will be returning to the bargaining table January 9-10, 2018.
The following changes will not apply to Québec residents
Recently changes were made to the Employment Insurance Act (E.I.) to introduce new leaves and extend the duration of the parental leave. While these changes will affect all our members, the effect will vary according to the current language of your collective agreement and jurisdiction under which you work. The proposed changes provide greater flexibility in leave, without increasing overall EI parental benefits.
Those changes are not impacting on the maternity leave benefits. Currently the E.I. benefits are 55% of the weekly income to a maximum of $543 a week. With the changes, those who elect to extend the benefit over 61 weeks will receive 33% of the average weekly earnings capped at a maximum.
Individuals need to select an option for EI parental benefits (standard or extended).This election will be done when applying for parental EI benefits. Once done, the choice will be final.
Duration
PIPSC –Treasury Board collective agreements currently provide for a total of 35 weeks of parental leave. As of December 4, 2017, the E.I. allows parents to elect to extend receipt of the parental benefits for up to 61 weeks by spreading the benefit out over the 61 weeks.
Supplemental Unemployment Benefit (SUB) know as top up
The collective agreements provide for a top up at 93% of the weekly rate of pay, including “terminable allowances”, less any other money earned during this period that decreases the parental benefits. The top up is paid for a maximum period of 35 weeks.
The maximum combined shared maternity and parental allowances payable will remain at 52 weeks, which includes 35 weeks of parental allowance.
Those who will elect to extend the period up to 61 weeks, will receive the E.I. benefit of 33% of the average weekly earnings and their top up at 93% for 52 weeks (total for the maternity and parental benefits).
At week 53, their E.I. benefit will continue at 33% but no top up will be paid by the employer for the remainder of the period.
Extended leave period
For the extended parental leave period (week 53 to 61) the employee will have to apply for a Leave without pay for the care of immediate family as per your collective agreement.
Members should review their options carefully and choose the option that best suits their need.
Your Departments will be receiving a bulletin from TBS to that effect.
The Canada Labour Code was also amended to provide for parental leave for up the 63 weeks. Once implemented, those members will be entitled to the 63 weeks leave period.
As per compensation, it will be limited to the E.I. benefits and top up according to their collective agreement.
For these employees, provincial employment standards acts apply and limit the duration of parental leave. As a result, they will not benefit from the E.I. changes unless their collective agreement are amended to allow for parental leave of 61 weeks or their employments standards match the E.I. provisions.
Dear NFB Member,
On November 23rd, 2017 your NFB bargaining team reached a tentative agreement with the NFB to renew your collective agreement. This agreement must be ratified by the NFB Group membership. Please find below your ratification information kit in preparation for the ratification vote that will be held between December 11th and noon December 20th, 2017 (Eastern Time).
The process for the selection of the Immigration, Refugees and Citizenship Canada National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Patrick Provost for a two-year term beginning December 1, 2017.
Please join us in wishing Patrick Provost success in his endeavours.
The process for the selection of the Natural Resources Canada National Consultation Team President has been completed and we are pleased to announce that the Executive Committee has appointed Ann Therriault for a two-year term beginning December 1, 2017.
Please join us in wishing Ann Therriault success in her endeavours.
Location: The Grand Hotel and Suites
225 Jarvis Street, Toronto
Maximum 20 participants
The Ontario region Basic Steward Training will be held on Thursday February 8, to Saturday February 10, 2018 at the Grand Hotel and Suites in Toronto.
"Power Play CTV - Interview with union leader a/ IBM pay system in Queensland" filmed on December 4, 2017
December 2017
This is your voter’s kit for the election to the NR Group Executive. Voting will be by respective PIPSC region and by electronic means only.
You will find enclosed your personal ballot key.
This year, we will be electing 7 regional representatives to the NR group executive:
December 6 is the National Day of Remembrance and Action on Violence against Women in Canada. Established in 1991 by the Parliament of Canada, this day marks the anniversary of the murders in 1989 of 14 young women at l'École Polytechnique de Montréal. They died because they were women.
Commemoration will take place across Canada and this year PIPSC will participate in the event to be held at the Ottawa Human Rights Monument on Elgin Street at 6pm. PIPSC is also hosting a quiet reception after the event at the Lord Elgin Hotel for members in our community affected by the tragedy.
As well as commemorating the 14 young women whose lives ended in an act of gender-based violence that shocked the nation, December 6 represents an opportunity for Canadians and the labour movement to reflect on the phenomenon of violence against women in our society. And to make a difference. As a union, it is within our power to make the workplace safer, free of violence and supportive of our members who face domestic violence.
This year we have seen some significant progress on that front: During the last round of bargaining, the Audit, Commerce & Purchasing Group (AV Group) took the leadership on advancing a discussion to gain workplace supports for those impacted by domestic violence.
Consequently, PIPSC and the Treasury Board of Canada Secretariat (TBS) entered into a Memorandum of Agreement that seeks to study potential workplace practices to support our members affected by domestic violence.
Recommendations from this AV Group initiative will later be presented to the joint Union-Employer Committee struck to develop the Employee Wellness Support Plan on behalf of PIPSC public service members.
Discussions between PIPSC and TBS regarding workplace supports for members impacted by domestic violence will start this month.