News: PSAC members say yes to new contract with Food Inspection Agency

January 27, 2005 : FOR IMMEDIATE RELEASE OTTAWA - Public Service Alliance of Canada (PSAC) members at the Canadian Food Inspection Agency have ratified their tentative agreement by a vote of 90%.  “Since the creation of the Agency, wages and benefits for these members haven’t kept pace with other federal public sector workers,” says PSAC National President Nycole Turmel.  “While we were not able to achieve complete parity in this round, we did negotiate wage adjustments, as well as benefit improvements that will significantly reduce the disparity.” PSAC CFIA members in the operational categories will see their salaries adjusted from between 5.4% to 9.6%, effective January 1, 2003, in order to reduce the wage gap identified in the joint PSAC/Treasury Board Wage Study. Their pay zones will be reduced from four to three.  The salary rates for three administrative groups (AS, IS and PM) will be put on a par with rates paid to similar occupational groups at Treasury Board, retroactive to January 1, 2003, while other members will receive an additional salary increment. Economic increases negotiated are:  2.5% retroactive to January 1, 2003, 2.25% retroactive to January 1, 2004, 2.4% effective January 1, 2005 and 2.5% as of January 1, 2006. Two new days of leave were included in the settlement, as well as remuneration for “captive time”.  In the new agreement, part-time workers will now be entitled to a salary increment after 12 months.   The vote was conducted among the bargaining unit’s 4,500 members across Canada in December and January. The new agreement will expire on December 31, 2006.

Bargaining Bite - vol 28 - Tentative agreement for PSAC members at the Canadian Food Inspection Agency

October 22nd The Public Service Alliance of Canada (PSAC) reached a tentative agreement with the Canadian Food Inspection Agency on behalf of some 3,600 members. The agreement reached at the Conciliation Board stage of negotiations averts a strike by PSAC CFIA members. The tentative agreement contains the following wage increases: 2.5% retroactive to January 1, 2003, 2.25% for 2004, 2.4% for 2005 and 2.5% for 2006.  Once coumpounded, those numbers represent a salary increase of 10%. In addition to the general economic increase, PSAC CFIA members will receive the following economic and benefit increases: For the GL/GS members in the operational category, additional increases were negotiated to address the identified wage gap from the joint PSAC/TB Wage Study, as well as a reduction to three pay zones from four. For Members in the AS/IS/PM groups - parity with their TB colleagues retroactive to January 1, 2003. For the FI group, FI 3's & 4's will receive an additional increment to bring those members closer to the TB rates as well as a new clause which provides for the partial payment of their professional  fees. Two new days of leave were added in the settlement and a captive time clause was also negotiated.  Part Time employees now become entitled to an increment after 12 months. The economic increases and benefit improvements included in the tentative agreement were necessary because wages at the CFIA had fallen behind those received by other workers in the federal public sector. If ratified, the agreement would expire on December 31, 2006. The tentative agreement will now be presented to the members for a ratification vote. Details of the vote will be coming during the next few weeks.

News Release: PSAC reaches a tentative agreement at Canadian Food Inspection Agency

October 16th : For Immediate Release OTTAWA –The Public Service Alliance of Canada (PSAC) is pleased to announce that it reached a tentative agreement late in the evening on October 15 with The Canadian Food Inspection Agency on behalf of some 3,600 members. The agreement reached at the Conciliation Board stage of negotiations averts a strike by PSAC CFIA members. “While negotiations have been long and difficult,” said PSAC Executive Vice-president (Prairies) Robyn Benson, “we have an agreement that includes many of the contract improvements that our members were seeking.” The tentative agreement contains the following wage increases: 2.5% retroactive to January 1, 2003, 2.25% for 2004, 2.4% for 2005 and 2.5% for 2006, In addition to the general economic increase, PSAC CFIA members will receive the following economic and benefit increases: For the GL/GS members in the operational category, additional increases were negotiated to address the identified wage gap from the joint PSAC/TB Wage Study, as well as a reduction to three pay zones from four. For Members in the AS/IS/PM groups - parity with their TB colleagues retroactive to January 1, 2003. For the FI group, FI 3's & 4's will receive an additional increment to bring those members closer to the TB rates as well as a new clause which provides for the partial payment of their professional fees. Two new days of leave were added in the settlement and a captive time clause was also negotiated.  Part Time employees now become entitled to an increment after 12 months. Yves Ducharme, President of the Agriculture Union of the PSAC, stated that the “economic increases and benefit improvements included in the tentative agreement were necessary because wages at the CFIA had fallen behind those received by other workers in the federal public sector.” “Our members expected considerable  progress on those matters,” Ducharme said. ”We were able to bring those improvements to the collective agreement and to provide the membership with a tentative agreement that meets many of their expectations.    If ratified, the agreement would expire on December 31, 2006. The tentative agreement will now be presented to the members for a ratification vote. Details of the vote will be coming during the next few weeks.

Bargaining Bite - vol 27 - What happens if I’m on vacation or maternity leave when the strike is called?

October 7th What happens if I’m on vacation or maternity leave when the strike is called? If vacation has been approved in advance, it is normally still allowed. If you’re on maternity leave, EI benefits are still available, however, because the collective agreement is no longer in force, the employer’s top-up is not guaranteed.

Bargaining Bite - vol 26 - What happens to our CA?

October 4th What happens to our collective agreement when we’re on strike? The “Notice to Bargain” essentially freezes the terms and conditions of employment outlined in your collective agreement during the negotiations process. However, once we are in a legal strike position, the freeze no longer applies and the collective agreement is no longer in force.

Bargaining Bite - vol 25 - When will we be on strike?

September 30th Your CFIA Negotiating Team finally has dates for conciliation board hearings! The hearings will take place October 12-15, 2004. This will likely put PSAC Members working for the CFIA in a legal strike position mid-November. In preparation, we are generating the "Bargaining Bites" updates once again. Leading up to the strike, we'll be putting them out twice weekly, each Monday and Wednesday. They will deal primarily with fears and facts around engaging in strike action. When will we be on strike? The union is in a legal strike position seven days after the release of the conciliation board report. Once the seven days have passed, the union is free to engage in strike action.

Food inspection agency treats workers with contempt at bargaining table, union charges

June 16th : For Immediate Release

VANCOUVER -- Unionized staff of the Canadian Food Inspection Agency have been in the forefront of the successful battle to contain the avian flu outbreak in the Fraser Valley. But they may soon be on strike because at the bargaining table and in the workplace they're being treated with disrespect by the federal government that borders on contempt, charges the national leader of the Public Service Alliance of Canada.

Nycole Turmel, president of the 150,000-member PSAC, arrived in Vancouver yesterday to visit CFIA worksites across the Lower Mainland to honour the workers' contributions, and update them on the status of negotiations for a new contract that began more than a year ago.

"These workers have been on the front lines protecting the health and safety of all Canadians since the outbreak hit in February," says Turmel. "They've told us that constant exposure to dead animals and the stench of decomposing carcasses is something they will never forget.

"And they have also made it clear that inadequate equipment, staffing shortages and a lack of resources from the federal government made eradication efforts more difficult. Their work has been hazardous, and their courageous efforts should be recognized at the bargaining table."

But Turmel is not optimistic that a settlement is close at hand. Essential service levels have been signed off, and a formal conciliation board hearing is the next step. Once this is complete, she says workers will be in a legal strike position.

This morning Turmel visits the CFIA Abbotsford District Office and nearby Emergency Operations Centre where the avian flu eradication campaign was coordinated. She'll also be part of an informal media availability session at 9 a.m. at the Blue Collar Restaurant, 102-2866 Mt. Lehman Rd., Abbotsford. She will be joined by front line workers who will share their personal experiences from the four-month eradication effort.

The CFIA has about 4,000 unionized employees nationally, of which 360 are based in B.C. In April, the workers voted 89 per cent to back strike action. Their contract expired Dec. 31, 2002.

OpEd: Front-line workers battling avian flu outbreak deserve more respect from federal government

June 7th : By Patty Ducharme

While the battle to eradicate the avian flu virus being waged by the Canadian Food Inspection Agency (CFIA) winds to a successful close, the agency’s management refuses to recognize the employees who are on the front lines working under exceptionally harsh and stressful conditions to protect the well-being of Canadians and the safety of our food supply system.

Here in B.C., the Fraser Valley covers over 100 square kms and is the most important region for poultry farming in the province. Since the beginning of the year, more than 40 farms have been identified as being infected by the deadly influenza outbreak. All the birds within a three km radius around those farms had to be eliminated, following very strict procedures to prevent the spread of the disease. Millions of birds were destroyed.

The members of the Public Service Alliance of Canada (PSAC) working at CFIA have been at the forefront of this prevention campaign since it began in February.

When the outbreak first hit, the CFIA Fraser Valley regional office did not have enough staff to carry out such a monumental task, and more than 300 CFIA employees had to be brought in from other regions of the country—some from as far away as Newfoundland.

Many of the CFIA employees signed up to work on the campaign out of a sense of duty and service to the public and the farming community.  Most of these workers had to leave their families behind for a minimum of three weeks, and many stayed for up to six weeks or longer. 

Living out of suitcases, the workday for most of these people was long: up to 12 hours a day, seven days a week.  All were required to receive strong anti-viral medication as well as flu shots.

They worked under very difficult conditions. Poultry barns are hot and humid, and the workers had to wear full-body bio-secure suits and face masks.

The psychological impact of being constantly exposed to dead animals and the stench of decomposing carcasses is indescribable—it has to be experienced first hand to be believed. Several workers reported that one of the hardest jobs they had to do was destroying pet birds in front of their owners.

The elimination of large flocks of birds was conducted with military precision to make sure that no trace of the virus is left behind. Once a farm was identified as infected, crews and equipment were dispatched to the site. The logistics of the work are enormous: from sealing and preparing the barns to the fumigation of flocks, and the disposal of bird carcasses either by composting or incineration.

The eradication campaign here in the Fraser Valley and the rapid influx of front-line workers from other parts of the country put added workload pressures on those who stayed behind to operate other CFIA regional offices.

However, at the same time they’ve been in the forefront of the battle against the avian flu, some 4,000 unionized CFIA workers in the Fraser Valley and across the country were in the midst of trying to negotiate a new collective agreement with their employer. 

And despite these workers’ hard work and dedication, CFIA management has been stalling contract talks to deprive workers of a fair settlement.

Negotiations have been going on for more than a year, and management is effectively asking the workers to take a pay cut. The agency’s wage offer of one per cent a year for three years does not keep pace with inflation, and does not bridge the salary gap that currently exists between the majority of CFIA staff members and other workers in the federal public service whose jobs are similar.

CFIA workers have already given their union a strong strike mandate, and the threat of job action is fast becoming a possibility.

Management’s intransigent attitude in bargaining is a real slap in the face for employees whose valuable contributions help make Canada’s food safety and inspection system one of the best in the world.

Surely it’s time that the federal government recognizes the hazardous and courageous efforts of CFIA workers to protect the health and safety of all Canadians, and the viability of our poultry industry. A lot more respect is due at the bargaining table.

News: CFIA must negotiate at the table, not through email to employees

Ottawa--The Canadian Food Inspection Agency (CFIA) must negotiate with the PSAC at the bargaining table and not by sending email to its employees, says the Public Service Alliance of Canada (PSAC), the union representing 4,000 employees at the Agency.

“A recent email message from CFIA President, Richard Fadden, to CFIA employees is inappropriate and misleading,” said Yves Ducharme, President of the Agriculture Union of the PSAC. “Instead of trying to convince the employees how serious management is about negotiations, CFIA management should concentrate its efforts at the bargaining table in order to reach a fair collective agreement.”

• Read more, including the PSAC's response to Fadden's email, at the National website.

Ducharme added that management is using the e-mail system to broadcast its views on bargaining while the union is barred from using the same system to call meetings for its members.

According to the union, the bargaining process at CFIA has become slower than ever in the history of the Agency. The CFIA management bargaining team has had over a year to negotiate a settlement, but to date, little progress has been made.

“The current round of bargaining has yet to produce any significant results,” said Ducharme. “The PSAC has presented comprehensive proposals on several issues including wages. Management simply said no to most of the proposals and offered a wage increase of 1%.”

For Ducharme, the timing of Fadden's email to the CFIA employees is also suspicious. PSAC members at CFIA voted 89% recently in favour of strike action should the current round of negotiations fail to produce a collective agreement.

“We ask Mr. Fadden to demonstrate his commitment to the negotiations process by mandating the employer's bargaining team to negotiate a fair and equitable collective agreement for all PSAC members working at CFIA,” Ducharme concluded.

The PSAC is currently seeking a legal opinion to determine whether Fadden's communication to the employees regarding collective bargaining constitutes an unfair labour practice under the Public Service Staff Relations Act.

News: Food Inspection workers in favour of strike action

April 8th

OTTAWA – Public Service Alliance of Canada (PSAC) members at the Canadian Food Inspection Agency (CFIA) voted 89% in favour of strike action if the current negotiations don't produce a settlement. The PSAC represents 4,000 workers at the CFIA.

The strike vote was held across the country from March 8 to April 8, 2004. For PSAC National President Nycole Turmel, the result clearly demonstrates the level of frustration of CFIA employees.

“It’s high time CFIA management gets serious about reaching a negotiated settlement” said Turmel. “Our members are very frustrated by the pace of negotiations, the employer's tactics and the wage offer of 1% per year for three years. We hope management is now ready to listen to the members’ message.”

Read the rest at psac.com (link opens in new window).

CFIA members in BC, please check the Strike Info section of our website for information on Strike Training and more.

Bargaining Bites - Vol 24 - Staffing

April 7th

Article 33 – Term Staffing

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

New – Staffing

We have a demand for a Joint Study for Terms and Seasonal employees. This study would look at the use and abuse of terms and seasonals, and make recommendations to better their
situation at the CFIA.

Both Treasury Board and CRA have performed term studies, which were negotiated in the last round of bargaining. For information on these studies, vist the national website (link opens in new window)

The results have included terms being rolled over to ndeterminate status after three years of service, and Agriculture and Agri-Food Canada now roll their terms over after two years of service. We are looking for better treatment for our term and seasonal members.

In response, the employer has said no to this demand. They claim their current term policy works for them, and that they are satisfied with the way terms and seasonals are treated at the
CFIA.

Bargaining Bites - Vol 23 - Vacation Leave

April 5th

Article 33 – Vacation Leave

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 37 – Vacation Leave

Your Team is looking to improve the vacation leave quantums in our collective agreement, and reduce the number of years it takes to accrue an extra week of vacation. Currently our vacation leave quantums are far behind those enjoyed by PSAC members Treasury Board and in the broader public service, including the Canada Revenue Agency and
Canada Post Corporation.

It’s time we ended this disparity!

So far, the employer is proposing to renew the current vacation leave quantums. This would continue to place us below the federal public sector standard, something that is unacceptable to your Team.

Bargaining Bites - Vol 22 - Travelling Time

March 31st

Article 33 – Travelling Time

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 33 – Traveling Time

Your Team is looking to make some overdue improvements to this article, including

• removal of the overtime caps in 33.02b) (ii) and c),
• improved compensation for time spent traveling and working in 33.05,
• compensation paid for travel incurred while on employer-approved training,
• the addition of travel status leave, to compensate members who travel excessively for the employer. This is also known as Captive Time.

The employer has said no to almost all of our demands. While they have expressed interest in the travel status leave, the version they propose is less than what members in Treasury Board and the broader federal public service currently enjoy; travel status leave at Treasury Board has existed since 2001. PSAC is also looking to make improvements to this provision during this current round of negotiations with Treasury Board, so we don’t want to be left behind!

Bargaining Bites - Vol 21 - Volunteer & Personal Leave

March 29th

New Article – Volunteer & Personal Leave

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

A New Article – Volunteer & Personal Leave

Your Team tabled demands for a one-day Personal Leave day and a one-day Volunteer Leave day. As you know, PSAC members at Treasury Board have been enjoying this benefit since 2001, and since then other federal public sector employers, including Canada Revenue Agency have also provided these leave
days to PSAC members. It is time that CFIA does the same!

While the employer has agreed to our proposal in principle, they have placed extra conditions for these leave days that are not seen at Treasury Board. The employer wishes to define these leave days as being equivalent to 7.5hours, or 8-hours for our GL&T and GS members. Based on recent case law, your Team is
challenging this employer condition, as we want the same benefit as everyone else in the federal public service!

Bargaining Bites - Vol 20 - Discipline

March 24nd

Article 16 – Discipline

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 16 – Discipline

The employer has tabled a demand on this article. They wish to extend the two-year limit disciplinary documents may remain on your personal file by any period of leave without pay.

They have since amended their position to any leave without pay greater than three months. They claim that there is a problem at CFIA of ‘repeat offenders’, so they wish to be able to keep previous disciplinary documents on your personal file longer.

Your Team was shocked by this demand, as:

• The employer could only provide one example of an employee who had a ‘repeat offence’ and they needed the ability to retain disciplinary records for a longer period than that provided in the collective agreement. They want to change the collective agreement due to one case?
• This demand would discriminate against members who utilize many of the leave provisions of the collective agreement. If a member takes extended time off for personal, family, or medical reasons (to only name a few), they will be penalized under this demand. Not only is this unfair, but it calls into question the employer’s commitment to Human Rights and Employment Equity.
• If the employer really does have a problem with an employee, deal with it as an isolated case, and don’t make the entire membership suffer. Work with the union, not against us.
• There is only one example of this language in a collective agreement, and it is found in a small employee association group. There are no similar examples to be found in Treasury Board or in the broader public service.

Your Team says NO! to this employer demand, as it’s unfair and discriminatory.

Bargaining Bites - Vol 19 - Parental Leave Without Pay

March 22nd

Article 43 – Parental Leave Without Pay

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 43 – Parental Leave Without Pay

Your Team is looking to update the language in Article 43 to reflect the recent changes to the Employment Insurance Act. We are looking for the employer to keep up with legislative changes, which allow for:

• the thirty-seven weeks referred to in 43.01 a) and b) no longer have to be consecutive.New parents now have more flexibility in taking parental leave.
• an extension may be granted up to one hundred and four weeks in 43.01c)(ii) (formerly fifty-two weeks) if the child requires hospitalization.

So far, the employer is proposing to just renew the current language in our collective agreement. Why don’t they want to see these new legislative changes reflected in our collective agreement? Other federal public sector employers are making these changes, and your Team is holding to this essential demand.

Again, we don’t want to fall even further behind the rest of the public service.

Bargaining Bites - Vol 18 - Designated Paid Holidays

March 17th

Art. 31 - Designated Paid Holidays

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 31 – Designated Paid Holidays

Your Team tabled demands in this article to help with the members' work/life balance, by adding one floating holiday, as well as to:

• remove 'report for' and replace it with 'be at' (work) in 31.06c),
• remove the proviso 'and is required to use transportation services other than normal public transportation services' in 31.06c),
• have mileage paid at the authorized rate in 31.06c)(i), and removing "rate normally paid to an employee when authorized by the employer to use his/her automobile",
• and to allow that time spent traveling is considered time worked in 31.07.

As with our same demands under Reporting, Call-back and Overtime, the employer refused these demands, and tabled their clawback proposal of reducing the minimum payment allowed in 31.06a) to three hours, applying once in a period of eight hours.

Your Team has said no to this employer clawback, as it reduces the amount of compensation you can earn for working on a designated paid holiday for the employer. This proposal would also place our collective agreement below the federal public sector standard. The employer benefits from your work; they should pay for this disruption to your personal life fully, not reduce it.

Bargaining Bites - Vol 17 - Marriage Leave With Pay

March 15th

Art. 24 - Marriage Leave With Pay

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 48 – Marriage Leave with Pay

Your Team has tabled a demand to update the language on Marriage Leave to become Spousal Union Leave. This demand would therefore provide five days leave for anyone wishing to declare spousal union, whether it be a civil, secular or religious ceremony.

With this demand, your Team is trying to make our collective agreement as inclusive as possible, to allow all members the benefit of leave for a spousal union. Federal employers have been ordered by the Canadian Human Rights Commission to update their collective agreements to allow equal access to this leave. While federal employers like Treasury Board have yet to amend their agreements, they do have policies on this issue, and it also the subject of negotiations with the PSAC. Other federal employers such as the National Gallery, National Museum of Science and Technology, Canadian Museum of Nature and some federal airports have provided Spousal Union Leave as early as 1998.

So far, the employer has said no to this demand. They have offered five days under Other Leave with Pay, but we have told the employer to end their discriminatory ways, and grant this demand.

Bargaining Bites - Vol 16 - Hours Of Work

March 10th

Art. 24 - Hours Of Work

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 24 - Hours of Work

Your Team has tabled a demand for GL&T and GS members to move to a 37.5-hour workweek, without a reduction in salary. This has been achieved elsewhere in the broader public service, including as early as 2001 for the Canada Customs and Revenue Agency, National Capital Commission, and Winnipeg Airport. Since then, other federal employers have followed suit, reducing the workweek for 40-hour workers to 37.5-hours, without a reduction in wages.

So far, the employer is refusing this demand, as they see it as a cost/wage increase of 6.25% for these members. The employer has also tabled some amendments to Article 24, which would create confusion for members and management alike.

We are holding to this demand, and saying no to the employer’s confusing proposals. While we don’t have many GL&T and GS members at CFIA, these members deserve to enjoy the same benefits as seen elsewhere in the broader public service.

Bargaining Bites - Vol 15 - Harassment

March 8th

Art. 19 - Sexual Harassment

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service. But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service. As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself:

Article 19 – Sexual Harassment

Your Team is looking to improve the language in this article, by removing the reference to 'sexual' in both the title and clause 19.01.

In this way, we broaden the language to include all forms of harassment being prohibited at CFIA, including personal harassment. We know that this is a big issue at CFIA, and we are trying to do something about it as part of these negotiations. Our proposal brings the contract language in line with the intent of the employer’s harassment policy which calls for the elimination of ALL FORMS OF HARASSMENT. Other federal public sector employers include strong anti-harassment protections in their collective agreements, including the National Gallery, House of Commons, CSIS, and the Canadian Museum of Nature. PSAC is also pursuing this demand as part of Treasury Board negotiations this round.

So far, the employer has said no to this demand. They claim their policy on the 'Prevention and Resolution of Harassment in the Workplace' works just fine for them, and they see no need to include broader harassment protections in the collective agreement.

Bargaining Bites - Vol 14 - Overtime Disparity

March 1st

Overtime Disparity

Did You Know?

When CFIA was created in 1997, we were given assurances that our salary and benefits would not lose ground to our counterparts in Treasury Board and the broader public service.

But they have! Our benefits, contract language and some salaries lag behind those found in the rest of the public service.

As you know, we are trying to correct these disparities during this round of negotiations. So far, the employer has done little to address these issues at the bargaining table.

So how bad is the problem? See for yourself, using Article 27 Overtime

Your Team has made a number of demands in this article:

• to remove the proviso "and is required to use transportation services other than normal public transportation services" in 27.05c),
• to have mileage paid at the authorized rate in 27.05 c)(i), and removing "rate normally paid to an employee when authorized by the employer to use his/her automobile",
• to allow that time spent traveling is considered time worked in 27.06,
• to remove the PI exclusion and PI alternate provision in 27.08 and 27.09,
• expand the window and applicability for qualifying for meal allowances,
• and improving the meal allowance rate to $10.00 (January 1, 2003), $10.50 (January 1, 2004) and $11.00 (January 1, 2005).

These proposed changes are to help our CFIA collective agreement keep pace with others in the federal public service, including Treasury Board, who increased their meal allowance rates to $10.00 back in 2002.

The employer replied that they could improve the meal allowance to $10.00 effective date of signing, but it would be for the entire life of the collective agreement.

Again, we tried to introduce a 'me-too' clause with Treasury Board for this issue, so that if PSAC and Treasury Board negotiated a better rate, we would see the improvement as well.

The employer said no to this idea.

While the employer did agree to some of our proposed changes in 27.05 and 27.09, they did table two proposals which we view as clawbacks: The employer would like to extend the time they have to pay overtime to eight weeks in 27.02b) and they would like to have the PI exclusion in 27.09 cover EGs instead.

Your Team has said no to both of these employer clawbacks.

Our collective agreement is already behind others in the federal public sector; these employer clawbacks would just make the disparity even worse.

Bargaining Bites - Vol 13 - The CFIA Pay Disparity!

February 24th

The CFIA Pay Disparity!

As you know,current salariespaid to most groups at CFIA are behind those paid at Treasury Board.Your PSAC-CFIA Bargaining Team is trying to correct this problem with our wage demand,tabled with the employer back in the summer of 2003.The employer responded with a monetary offer of 1%, which doesn’t even catch our salaries up with those paid at Treasury Board.

See for yourself. The chart compares some of our current salaries to those paid at Treasury Board,and the difference in dollars and percentage.The only group that makes more than Treasury Board is the EG classification.But for many of us,the difference in our salaries is significant!

Click below to view the chart (.pdf)

CFIA_Pay_Disparity-e.pdf

Bargaining Bites - Vol 12

February 16th

Term Employees and Collective Bargaining

During the current negotiations with CFIA, the PSAC is asking for a joint Union/Employer study to examine the use (and abuse) of term and seasonal employees at CFIA. This has been successfully accomplished at Treasury Board and has resulted in many terms becoming indeterminate and the creation of better policies for term employees.

For instance, under Treasury Board’s new policies, term employees are now converted to inderminate status after 3 years of employment (and at Agri food after 2 years), and this was the result of the term study which was won through strike action in 2001.

Public Service Alliance of Canada (PSAC) members at the CFIA are on the verge of taking a strike vote.  So far, CFIA management has ignored the priorities of the membership and refused to move off their 1% wage offer. It will take action on the part of the membership to make this employer address our key issues and table a wage increase that protects us from inflation.

CFIA term employees are an important part of the organization and must be recognized as such. This is why we want management to review its policies for term employees and to negotiate a collective agreement that addresses the needs of all workers.

Hold it right there! As a term employee, why should I get involved in a possible strike?

Term employees pay union dues and are covered by the terms of the collective agreement for PSAC members at CFIA.  You’re entitled to receive the same salary, benefits and working conditions as indeterminate employees.  And, you automatically receive any increases in salary or improvements in benefits negotiated by your union.

Are you just going to ignore a strike and take the benefits that others have put themselves on the line to gain?

But as a term employee, I have a lot more to lose if I join a strike.  The employer could just end my term.

Consider these facts.  The CFIA needs you.  It has built a system which depends on term employees and the number of terms keeps increasing every year.  At this point, 20% of all the employees at CFIA are either terms, casuals or work part-time. For example, a large number of EGs are term employees. If management suddenly decided to release all its term employees, it would have real problems trying to fill your jobs with untrained, inexperienced replacements.

Bargaining Bites - Vol 11

February 10th

Solidarity - Together we are stronger!

It's Solidarity Week again! 

So what is Solidarity Week?  It's a week of activities that's not just CFIA, but includes PSAC Members working for the Customs Revenue Agency, Treasury Board Departments and Parks.  Since all of our largest groups are in negotiations right now, it makes sense to organize some joint actions with our other PSAC brothers and sisters.  This is not only a show of solidarity for our negotiating team members, but also a show of solidarity for the other PSAC members waiting for a fair collective agreement.

Last week, when your team was back at the table, we distributed stickers with the message "Food health is worth more than 1%".

This week, you should be receiving a fortune cookie with one of four important messages in it.  Talk to your co-workers, see what fortunes they received, and have a discussion about the meaning of the message.  Stay tuned for the report from the negotiating table.

SOLIDARITY - Together we are stronger!

Bargaining Bites - Vol 10

February 4th

Back To The Table!

This week your negotiating team is back at the table trying to achieve a fair collective agreement on behalf of all PSAC Members working for CFIA.

In support of your team, the Regional Strike Committee has distributed stickers to each CFIA worksite.  The stickers have an important message, "Food Safety is worth more than 1%".  We know the work that you do for the CFIA is critical in   providing the public with the peace of mind that comes with knowing the food they eat is safe.

It's time the employer got that message as well.

Next week, we will be embarking on "Solidarity Week".  This will be a week of action of PSAC Members across the country working for CFIA and the Treasury Board Departments.  Activities will take place in many worksites from coast to coast.  Stay tuned to see what's happening at your site. 

If you want to get involved in organizing additional solidarity week activities, talk to your Strike or Picket Captain.

Bargaining Bites - Vol 9

January 26th

PSAC Members working for CCRA recently voted 85% in favour of a strike. 

Does this mean they’re going on strike? 

Not necessarily, but it means that they have given their negotiating team a clear message of support.  They have also given their team some bargaining leverage at the table.  And, if need be, the PSAC National President will have the ability to declare a strike.

When the PSAC conducts strike and ratification votes, we always provide room for comments on the back of each ballot.  These comments are important – they help the negotiating team know what the priorities and concerns are, they also show us where we may need to do some further education or planning.  For CFIA Members moving closer to a potential strike vote, these points can be used as a tool to help spread the word about the importance of a strong strike mandate  and to address some concerns about providing one.

Here are some comments from some of the ballots cast in B.C. from members who voted in favour of a strike:

• If we don’t stand for our rights we will lose them.  If the employer is not given a sense of urgency, our rights/demands will fail to be recognized.
• To show support for my negotiation team to ensure an agreement that is fair to all.
• I am a term employee doing the same work as indeterminate employees, I want job security.
• We need to have a show of proof we’re serious about negotiating a good contract for all of us.

Here are comments from some who voted against providing a strike mandate:

• I can’t afford to go without 1 paycheque if there is a strike.  I support my family.
• Strikes solve nothing, only cause personal grief and hardship.

These are common and valid concerns. 

To help members deal with the financial realities of a strike, the PSAC offers:

• $50.00 per/day strike pay for picketers during a general strike (income tax free)
• 25% mandatory contribution to the hardship fund for designated workers.
• Hardship fund for additional funding upon application
• Many locals offer additional top-up for striking workers, some up to full salary

And remember, strikes often result in gains that far outweigh the loss of wages while on strike.

Bargaining Bites - Vol 8

PSAC members to CFIA: Put your money where your mouth is!

That's the headline on the PSAC's latest publication for Members working for CFIA. 

If you haven’t already, you should be receiving a copy of the “Bargaining Info” tabloid in your mailbox. This Tabloid outlines:

• The chronology of bargaining with CFIA to date 
• The current challenges in issuing a wake-up call to the employer 
• An outline of who sits on your bargaining team 
• A summary of the demands and the employer’s response 
• A picket sign writing contest (with a spiffy prize!)

The Tabloid is being directly mailed to every PSAC Member working for CFIA across the country. If you don’t receive it, there’s a good chance that your address is not correct in our database. Please check with your Local Executive regarding verifying and updating your information. Additional copies are available from the Vancouver and Victoria PSAC Regional Offices.

This publication is a first for the PSAC and we’d like to hear from you… please share your comments through your Strike and Picket Captains, Local Executive, or through the PSAC Regional Offices.

Remember, your negotiating team is returning to the table February 2nd, stay tuned for updates and actions to support the team.