Please see the rates in the AV collective agreement. Despite their constant efforts, CBSA management still refuses to make significant progress towards a new collective agreement for more than 9,000 border guards, investigators and central employees. Collective Agreement: Canada Border Services Agency – FB Group Bargaining Agent: UNIFOR Collective Agreement Expiry Date: 30. June 2022 Dispute Resolution Mechanism: Arbitrator: Federal Government Dockyard Trades and Labour Council (Esquimalt) (West) (FGDTLC (W)) Collective Agreement Expiry Date: January 30, 2023 Dispute Resolution Mechanism: Arbitration When persons in a managerial or confidential position are employed in a professional group and level employed by a group and occupational level Collectively, the group covers the agreement and their rates of pay have not been set by the Board of Directors, they are paid at the rates of pay set by the corresponding collective agreement. *Rates of pay change within one hundred and eighty (180) after the signing of the Financial Management (FI) Collective Agreement. In accordance with Schedule “E” of the FI Collective Agreement, rates are paid on a lump sum basis prior to the salary change: our review of the latest law enforcement wage agreements is underway across Canada – including our oversight of salary negotiations for a first collective agreement for RCMP public servants. The evolution of the salaries of the 1st year constables at the RCMP is essential for the comparative analysis of our group. As soon as the analysis is complete, we will start salary discussions with the employer. Our team talked about our proposals for technological change.
We look in our collective agreement for a language that ensures judicious consultation with PSAC-CIU on changes and that no jobs are lost in bargaining units due to technological changes. The COVID-19 crisis has shown once again that machines cannot do the work of trained CBSA officers. Our team also indicated that PSAC legal counsel will take action if the CBSA makes changes to the accompaniment and removal procedures that undermine our work and our rights under the collective agreement. We will respect our rights. The CBSA rejected our proposals for protection from surveillance in cbsa workplaces and when public servants are asked to remove their tools. We have stated that we maintain our position on these issues. In our collective agreement, new safeguards against cbsa management are needed. The employer rejected our proposal for paid meal time, but we stand by our position. Officials must go back and fore for lunch; Otherwise, they will have to wear their tools during lunch. Faced with this reality, meal times should be paid like other law enforcement agencies. Paid time to practice firearms: our team strives to have at the disposal of public servants a firearm exercise time paid for under the collective agreement, which corresponds to two shifts per year. Some collective agreements provide for lump sum payments to workers instead of retroactive wage increases or compensatory bonuses.
Unless otherwise provided by the Treasury Board, these lump sum payments must also be paid to workers excluded from the collective agreement as managerial or confidential exclusions, although they are classified in a category or occupational level covered by the collective agreement. We also discussed our telework proposals with the employer. Given that so many of our members are now teleworking during this crisis, it is clear that our collective agreement finally addresses this issue for our non-uniformed members. Non-conventional rates of pay are permitted. . CbsA proposes that VSS no longer be negotiated, but that they go through a “consultation process” with our union. Too often, “consult” at the CBSA means “impose.” We said no to the CBSA and rejected their proposal. Our team does not trust CBSA management on our working time.
. Our bargaining team rejects the need for medical notes when employees are sick. . . .