SP Bargaining Update #13: You have a signed new collective agreement!

It started as a marathon, it ended up an ultramarathon with a new finish line; the signature of your new collective agreement before the writ drops. A lot of work has been done by our negotiators and union leaders with Treasury Board in the recent weeks.

Hence, the Applied Science and Patent Examination Group (SP) Bargaining Team is proud to inform you that our President Debi Daviau, along with our negotiators Suzelle Brosseau and David Griffin, and your bargaining team signed your new collective agreement on August 30.

The information in the timeline below sets out important dates relating to implementation of the new Collective Agreement.

COLLECTIVE AGREEMENT IMPLEMENTATION TIMELINE

August 30, 2019 Collective Agreement signed Summaries of the negotiated changes in the Tentative Agreement can be: https://www.pipsc.ca/groups/sp/sp-ratification-2019 The following provisions take effect upon signature: Clarification on the Hours of Work (8.04; 8.08);

Expanded definition of family for Bereavement Leave (17.02);

Expanded definition of family for Leave Without Pay for Care of Family (17.09);

Expanded definition of family for Leave With Pay for Family Related Responsibilities (17.13);

New Caregiver Leave provisions for members (17.10);

New paid Domestic Violence Leave of 75 hours should a member or their child be subject to domestic violence (17.23);

Criteria for Career Development (18.07);

Use of the employer’s facilities (28.02 and 28.04);

Appendix D on Scientific Integrity;

Appendix J on Consultation with SP representatives on Office Space;

Appendix O in respect of the Common Pay Administration;

Appendix P in respect of Leave for Union Business - cost Recovery; and

Appendix Q with respect to RCMP PIPSC is currently engaged in discussions with Treasury Board to determine the implementation timelines for improvements to the Maternity and Parental Leave Without Pay and Parental Allowance provisions. We hope to have more news concerning this in the coming weeks. Within 180 days from the date of signature, the parties will establish a joint committee comprised of equal representation with regards to the salary progression for the Actuarial Science (AC) group. February 26, 2020 Collective Agreement Implementation Deadline As of February 26, 2020, (180 days after signing), the following provisions must have been be implemented, or 560 days in cases where manual processing is required. See below for further information: Wage adjustment of 0.8% effective October 1, 2018;

Economic increase of 2.0% effective October 1, 2018;

Wage adjustment of 0.2% effective October 1, 2019;

Economic increase of 2.0% effective October 1, 2019;

Night Shift Premium for MTs (8.17)

Improvements to the Maternity Allowance, Parental Leave and Parental Allowance (17.01 to 17.06);

Travelling time (13.01 and 13.09);

New MOU regarding Implementation of the Collective Agreement timelines; and

Appendix K with regards to AC Salary Progression. By this time, SPs should also have received the $400 lump-sum payment made in exchange for the extended implementation timeline. If implementation is delayed beyond the February 26, 2020, 180 day deadline, affected members will receive further payments of $50 effective the 181st day and every 90 days thereafter to a maximum of $450. This particularly applies where compensation increases and retroactive payments require manual processing by compensation advisors. Manual intervention may be required for employees on an extended period of leave without pay (such as maternity/parental leave), salary protected employees and those with transactions such as leave with income averaging, pre-retirement transition leave and employees paid below minimum, above maximum or in between steps. Manual intervention may also be required for specific accounts with complex salary history. October 1, 2020 Implementation of Economic Increase Economic increase of 1.5% effective October 1, 2020 October 1, 2021 Implementation of Economic Increase Economic increase of 1.5% effective October 1, 2021 December 2021 Appendix “M” with respect to Gender Inclusive Language

Please contact any of our PIPSC union representatives if you have questions or would like more information concerning the collective agreement.

We would like to take this opportunity to thank you for your support all along the bargaining round, leading us to reach this deal for you.

Better Together!

Your SP Bargaining Team