Public Service Alliance of Canada BC

The Union and the employer met for three and half days, from March 2 to March 5, 2010 and continued negotiations with the assistance of a conciliation officer.  While there were numerous and at times lenghthy delays in responses from the employer, the union continued to work on our proposals and our responses to the employers’ proposals in the spirit of reaching an agreement.

The only items agreed to were the following items:

• Letter of Understanding re: Employment Equity
• Harassment
• Leave with or without pay for other reasons

The Union tabled most of the remaining discussion items including proposals on Insurance Plans and Group RRSPs.

The employer responded “NO” and is refusing to provide counter-proposals regarding the following items:

• Family Related Leave
• Pension Plan
• Technological Change
• Professional Membership Fees (Drivers’ Licence)
• Contracting Out
• Social Justice Fund
• Flight Benefits
• Transit Passes

Monetary items, including Classification, Premiums, and Wages are expected to be dealt with at the next session.

Our next meeting dates with the employer are March 16 and 17 and the week of April 12 to 16.  At this time there has been no agreement between the parties to extend the 60 day time limit for the conciliation process.  This period expires on April 13 at which time the employer can lock us out (provided they have served the Union with 72 hours notice).

Over the next few weeks as we continue to negotiate, the bargaining team will continue to have membership meetings in order to update you on our progress. This is an opportunity for you to continue to give direction and support to your team. Meeting notices will be posted on your bulletin board and also on the union’s website at www.local20221.com.  Our next information meeting has been scheduled for March 31, 2010 from 10:00 a.m. to 5:00 p.m. at Room TBA. All members are strongly encouraged to attend.

We are also in the process of scheduling a strike vote. More information will be communicated to you as information becomes available.

Last June the Canadian Industrial Relations Board (the Board) allowed a section 18 application by the PSAC. This resulted in additional YVR employees being moved into the PSAC/UCTE bargaining unit. As we reported last June this victory came as a result of a three year battle with the employer.

Following the issuance of the Board’s June decision, the employer had their legal folks file an “application for reconsideration” pursuant to section 18 of the Canada Labour Code (Code). The grounds for the reconsideration application were: “The Board breached the principles of natural justice and exceeded its jurisdiction by failing to consider relevant evidence in determining whether certain positions were properly included in the Union’s bargaining unit; and The Board breached the principles of natural justice by failing to provide adequate reasons for its decision.” The remedy requested was: “Conduct a full evidentiary hearing to determine anew the issue of the inclusions or exclusions of positions in the bargaining unit.”

In a decision dated March 2, 2010 the Board has refused to exercise its discretion pursuant to section 18 of the Code to review, rescind, amend, alter or vary either of their previous decisions (LD2148 & LD2172).

Specifically, the Board therefore refuses the request to hold a full evidentiary hearing to determine anew the issue of the inclusions or exclusions of positions in the bargaining unit; the Board dismisses the employer’s application, filed June 22, 2009, asking for a review of LD 2148 on the grounds that the applicant has not satisfied the Board that it breached any principles of natural justice in reaching or communicating its decision. Moreover, the Tracking Sheet does not constitute “new facts”; the Board dismisses the employer’s application, filed August 13, 2009, regarding LD 2172, on the grounds that the applicant has not satisfied the Board that it breached any principles of natural justice in reaching or communicating its decision.

The complete decision is available here (pdf).

The Public Service Alliance of Canada and Servisair Inc. formerly GlobeGround Fuel Services will resume negotiations with the assistance of a conciliation officer from Tuesday March 2 to Friday March 5, 2010.

The parties were able to exchange proposals in December and met again in January and were able to reach agreement on a number of issues. The employer applied for conciliation in January despite the number of outstanding issues. Full copy of bargaining proposals can be found at www.local20221.com

The bargaining unit has approximately seventy-three members who provide fueling and fueling related services at the Vancouver International Airport.

For further information, please contact VP Labour Relations – Jason Salchert at 604.999.4961

After almost one year of negotiations and with the assistance of a Conciliation Officer, a tentative agreement was reached between the Public Service Alliance of Canada and the Prince George Airport Authority on February 11, 2010. The agreement has been ratified by both parties.

Highlights of the agreement include:

• Duration: 4 year agreement (April 1, 2009, to March 31, 2013)
• Rates of Pay:
  • Effective January 1, 2010  – 1%
  • Effective April 1, 2010 – 1%
  • Effective April 1, 2011 – 3%
  • Effective April 1, 2012 – 3%
• Ratification bonus:  $300.00 to each employee
• Recall: Members in the AOS classification who are term, temporary or seasonal will have priority of recall for future opportunities in order of their original date of hire
• No Discrimination: Gender identity or expression added as prohibited grounds
• Call-back: employees to be paid for mileage in accordance with Treasury Board rates
• The parties will jointly participate in a Committee Effectiveness workshop provided by the Federal Medication and Conciliation Service. The objective is to provide tools to both parties for discussion and resolution of workplace issues during the term of the collective agreement.

The bargaining committee would like to thank the members working at the Prince George Airport for their support throughout this difficult round of negotiations.

The collective agreement for the Technical Services Group of Treasury Board is now available on the Treasury Board Website.

The second negotiation session between Servisair and the Public Service Alliance of Canada was held on January 7 and 8, 2010.

After only two (2) full days and two (2) half days of negotiations, the employer announced they had been working earlier today on an application for conciliation. The employer stated they needed the help of a third party and wanted a push to get it done.

Your bargaining team was surprised by the employer’s decision. We had placed all our energies towards reaching an agreement but now understand why the employer was distracted from negotiations earlier today.

We had made daily progress until now. Many issues had been resolved in the few days the parties have met and progress was made on many other issues yesterday and today. Agreement in principle was reached on the following issues / clauses:

• Employee Representatives
• Suspension and Discipline
• Staffing Procedure / Job Posting
• Grievance Procedure

We now look forward to reaching a new collective agreement before the conclusion of the Vancouver Winter Olympics and Paralympics with the assistance of a third party.

This new PSAC unit of seventy-three (73) members provides fueling and fueling related services at the Vancouver International Airport. Their collective agreement expired October 31, 2009.

Negotiations between Servisair and the Public Service Alliance of Canada commenced on December 10 and 11, 2009. The bargaining certificate for this new PSAC unit was issued by the Canada Industrial Relations Board on October 21, 2009. This unit of seventy-three (73) members provides fueling and fueling related services at the Vancouver International Airport.

The parties exchanged bargaining proposals on the first day. The employer’s proposals included rollbacks, including a freeze on wage progressions. Your bargaining team stated that we would not engage in concession bargaining. Despite this disappointing start, agreement in principle had been reached by the second day on the following issues / clauses:

• Purpose and scope of the Agreement
• Some definitions
• Recognition
• Use of Employer facilities
• Check-off / Union dues
• Information
• Discrimination
• Maternity Leave
• Parental Leave
• Leave without pay for personal reasons
• Jury duty
• Health and Safety
• Arbitration
• Joint Consultation
• Agreement Reopener

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The third negotiation session for a first collective agreement between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada was held on November 26 and 27, 2009. Despite the employer having to leave early, again, on the second day, progress was made on several issues. The parties signed off on four (4) issues including:

• Joint Consultation
• Classification and Job Descriptions
• Union Dues and Union Membership
• Use of Employer Facilities

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updated Nov 20th with the Victoria Airport flowchart!

Grievance time lines are one of the most important elements of problem solving. If we miss the initial filing of a grievance or the transmittal of grievances between levels we shortchange one or more of our members. In order to avoid this happening we have updated and posted several grievance time line flowcharts, more will follow for other bargaining units.

• Purolator Courier grievance flowchart (pdf)
• CRA grievance flowchart (pdf)
• CFIA grievance flowchart (pdf)
• Canada Post grievance flowchart (pdf)
• YVR grievance flowchart (pdf)
• Treasury Board grievance flowchart (pdf)
• Stats Canada grievance flowchart (pdf)
• YYJ grievance flowchart (pdf)

The parties have completed the incorporation of negotiated language and the Arbitral Award into a draft agreement. Once the draft agreement is proof-read, the parties will finalize any necessary changes, and then sign the Agreement.

The issues, such as wages, included in the September 24th Arbitral Award are effective on the date of the Award. All other changes included in the Agreement are effective on the date of signing.

The Agreement is expected to be signed before the end of November. Once signed, the Agreement will be posted on the PSAC website.

The third negotiation session for a first collective agreement between ARINC International of Canada and the Public Service Alliance of Canada took place November 3 to 5, 2009 (until noon).

After almost seven (7) days of negotiations, your bargaining team is pleased with the progress to date. Although the parties have agreed in principle to only one additional issue (Union Security – Dues Check-off), progress was made on numerous other proposals.

In addition to the issues currently being dealt with, the Union tabled proposals on some of the discussion items including language on: Short Term Sick Leave Program, Bereavement Leave, Maternity Leave, Education Leave, Travelling Time, Employee Performance Review, Staffing Procedure, Standby and Allowances.

At the employer’s request, the next session will most likely be held in early January 2010.

This new unit of approximately 20 members provide, amongst many other duties, technical support for computers and computer networks. They also operate a help-desk responding to customer calls at the Vancouver International Airport.

On November 3rd and 4th the Federal Court –Appeals Division heard arguments regarding two appeals filed by the PSAC in response to the February 2008 Federal Court-Trial Division decision. This earlier court decision struck down the 2005 Canadian Human Rights Tribunal decision which found Canada Post had violated section 11 of the Canadian Human Rights Act.

The PSAC’ first appeal seeks to have the Tribunal’s findings restored on the basis the trial judge made several errors in concluding there was no violation of the Canadian Human Rights Act’s equal pay provisions and that there was no systemic discrimination within Canada Post. The CHRC also argued the Tribunal’s decision should be re-instated.

The PSAC’s second appeal challenged the amount of compensation ordered by the Tribunal in 2005. The Tribunal halved the amount of compensation it ordered based on its concerns over the reliability and accuracy of the job information involved in this case. The PSAC argued there was no evidence justifying this action as there was any evidence that any uncertainties in the job information over-estimated the wage gap.

The Federal Court-Appeal Division’s decisions are not expected until well into 2010.

PSAC participated in a historic first step toward long-awaited classification reform in the federal public service last fall. In November, PSAC and Treasury Board negotiated a collective agreement that includes a commitment by the employer to engage in a process of meaningful consultation with the union on occupational group structure, beginning with the Program and Administrative Services (PA) bargaining unit.

This group includes almost 70,000 employees responsible for program administration, information services, communications, secretarial services, office equipment, administrative services, welfare programs, clerical functions and data processing.

PSAC acted quickly to hold the government to its commitment and met with Treasury Board on May 19, 2009 to begin the classification review process.

However, given the sheer number of employees and different classifications, the reform process is complex and will take time. The language in our collective agreement with Treasury Board contemplates that the initial stage of reform – a review of the occupational group structure in the PA group – could take up to two years. The process will then move to the other employee groups. Throughout all of this, PSAC will be working with Treasury Board to develop fair and accurate classification standards.

As we move through this process, PSAC will be drawing on the expertise of union members in the workplace, and we expect membership involvement to increase as things unfold.

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Negotiations for a first collective agreement between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada resumed October 14 and 15, 2009. The parties had originally agreed to also meet on October 16. However, the employer once again cancelled an already agreed to date without much notice to the Union.

Progress was slow. At the end of the two (2) day session, the parties had agreed, in principle, to two (2) articles dealing with the following issues:

• Joint Consultation
• Classification and Job Descriptions

Progress was made on some other non-monetary issues. Monetary issues were identified and will be dealt with later in the process.

The next session is scheduled for November 26 and 27, 2009

This new unit of 22 members was certified as a bargaining unit by the Canada Industrial Relations Board on March 16, 2009. Some of their duties include the supervision of approximately 80 fuelers and fueling related workers at the Vancouver International Airport as well as administrative duties related to inventory, accounts payable etc.

The tentative agreement reached with Purolator Courier Ltd. on August 19, 2009, was ratified by the membership on September 27, 2009. Unless otherwise specified, the provisions of the agreement have force and effect on the date of ratification.

Highlights of the four year agreement, set to expire December 31, 2012, include:

• Economic increases of 3.0, 3.0, 3.25, and 3%
• Special equity adjustments for all classifications and levels of 2% in January 2011, and a further 2.5 % in January 2012
• Improvements to vacation leave for long-time employees
• Improvements to the pension plan and benefits plan
• Increased coverage for generic prescription drugs, basic dental care, and vision care.

The bargaining team would like to thank all members of the Local for their support during negotiations.

The YVR Negotiation team is pleased to announce the tentative agreement was ratified by the membership yesterday.  Highlights of the 4 year agreement, which expires December 31 2012 include

The team would like to thank all PSAC members at YVR for their support in this round of bargaining.

Your bargaining team received the arbitral award for the TC group and is deeply disappointed with the results. Your Union’s sidesperson on the arbitration panel has filed a dissenting report stating our objections to the outcome.

This award, along with other outstanding language will become the new collective agreement. Despite the bargaining team’s call for increases reaching beyond the legislated wage restraint, the arbitrator limited the award to four years. The four-year deal expires on June 21, 2011.

Your bargaining team went to arbitration with the hope that we could obtain a market increase for members at the end of the restraint period. We are dismayed that the arbitrator did not hear us and ruled against us.

The union’s arbitration brief made key arguments and presented data on a number of monetary issues that clearly demonstrated compensation gaps, all of which were ignored by the Arbitrator.

The monetary increases were awarded as per the legislated wage restraint:

• 2.3% pay increase on June 21, 2007
• 1.5% pay increase on June 21, 2008
• 1.5% pay increase on June 21, 2009
• 1.5% pay increase on June 21, 2010

We appreciate and recognize the patience that the members have shown throughout this process. The agreement will soon be signed and the new terms and conditions will soon be implemented.

We tried every possible avenue to get the best deal for members and we will continue our fight to get members the remuneration and the conditions of employment they deserve.

Download the following documents (pdf)

• Arbitration award
• The PSAC summary of the decision
• The PSAC sidesperson’s dissent

Vote times and locations throughout BC

September 16 – Nanaimo, 6:30PM, Boston Pizza, 2-5779 Turner Road
September 17 – Victoria, 6:30PM, Boston Pizza, 100-3510 Blanshard Street
September 17 – Kamloops, 6:30PM, Starbucks
September 19 – Vernon/Kelowna, 3PM, Creekside, 3929 Lakeshore Road
September 21 – Prince George, 7PM, Main Depot
September 26 – Vancouver, 11:30AM to 2:30PM, PSAC RO, 200 – 5238 Joyce Street
September 27 – Vancouver, 11:30AM to 2:30PM, PSAC RO, 200 – 5238 Joyce Street

A tentative agreement was reached on August 19, 2009 between the PSAC and Purolator Courier Ltd. The tentative agreement is subject to ratification by both parties. Unless otherwise specified, the agreement will become effective on the date of ratification. The highlights of the agreement are:

DURATION:

• 4 years (expires December 31, 2012)

WAGES:

• Effective the 1st Monday in January 2009 – 3.0%
• Effective the 1st Monday in January 2010 – 3.0%
• Effective the 1st Monday in January 2011 – 3.25%
• Effective the 1st Monday in January 2012 – 3.0%

In addition, a special equity adjustment will apply to all classifications and levels:

• Effective the 1st Monday in January 2011 – 2%
• Effective the 1st Monday in January 2012 – 2.5%

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On Thursday September 3, 2009, a Tentative Agreement was reached between the Public Service Alliance of Canada and the Vancouver International Airport Authority.

• RATIFICATION VOTE:  September 24, 2009 – 1430 and 1900 hours, Sheraton Vancouver Airport Hotel, 7551 Westminster Highway, Richmond, BC

This Tentative Agreement is subject to the ratification by both parties and will become effective upon the date of ratification unless otherwise agreed to. The following highlights some of the terms of the Tentative Agreement subject to ratification:

• Duration – January 1, 2009 to December 31, 2012
• Increase to all Rates of Pay as follows
  • 1st Year – Effective January 1, 2009 – 2%; In addition, 1% increase to the RRSP contribution paid by the Authority for Employees in the Defined Contribution Plan. All other employees will receive a one-time signing bonus of $625.00.
  • 2nd Year – Effective January 1, 2010 – 1.5%; Effective July 1, 2010 – 1.5%
  • 3rd Year – Effective January 1, 2011 – 1.5%; Effective July 1, 2011 – 1.5%
  • 4th Year – Effective January 1, 2012 – 3%
• Weekend premium will increase to $1.75 effective January 1, 2010
• Vision care plan improvments: Laser eye surgery will not discontinue future claims for eye glasses or contact lenses
• Dental plan improvements: Increase the current approved schedule of fees for Basic Services to 100%; Effective January 1, 2011 increase the combined limit to $2,000.00
• Compassionate Care Leave: Expand the definition of family to reflect the Canada Labour Code and the EI Act.
• Improvements to Bereavement Leave
• Improvements to Family Related Responsibility Leave
• Letters of understanding on Personal Leave, Trades Shift Scheduling and Excluded Positions

Download the full ratification kit here.

Negotiations for a first collective agreement between GlobeGround Fuel Services Inc. and the Public Service Alliance of Canada are finally under way. The parties met to commence collective bargaining on August 27 and 28, 2009.

• Visit local20221.com to view the bargaining demand package.

On the first day of negotiations, information was exchanged between the parties. Your bargaining team also presented the employer with a package of bargaining proposals. The majority of those proposals contained actual contract language and the remaining items were identified as discussion items. The exchange of information continued on the second day and the employer responded to some of the non-monetary items.

Your bargaining team felt that a fair amount of work was accomplished in the first 2 days of negotiations. The next session is scheduled for the week of October 13, 2009

This new unit was certified by the Canada Industrial Relations Board on March 16, 2009. Some of their duties include the supervision of approximately 80 fuellers at the Vancouver International Airport as well as administrative duties related to inventory, accounts payable etc.