TO ALL MEMBERS

PSAC have now confirmed dates and times for the ratification vote on the tentative agreement. The dates are as follows: the Call Centre will be voting on September 26 with voting times of 10:30am, 12:00pm, 1:30pm and 3:00pm. Voting will be done at the Chelsea. For members at 1 Front Street, voting will be done on September 27, 2016 at the Royal York – same times as the Call Centre. These times were chosen so that members do not have to rearrange commuting times. This information will be posted on the union boards as well as the local and national UTE websites.

Each member that comes to vote will be required to listen to a brief presentation from Robin Johnston, Negotiation Team Representative. Once she has finished the presentation, the floor will be opened for questions and answers. For your information, questions and answers have been posted to the National UTE site. It’s being advised that you review this information prior to coming to the vote.

The employer will be allowing paid leave for the voting. You will have to advise your Team Leader/Manager when you are going to vote. Ensure that the proper time code is used on your time sheet to reflect the paid leave for other reasons.

It is important that all members come to vote. If you are unable to vote on the date or place designated for you work location, you can vote at any of the other offices, remember to bring identification.

Linda Collins – President

Questions and answers on the tentative agreement with CRA

Original Source

Questions and answers on the tentative agreement with CRA

We have been hearing a lot of questions concerning our new agreement with CRA. Below you will find answers to some of the most common ones. Please contact your UTE/PSAC local president if you need answers that are not in this document. We will continue to update this post in the coming weeks.

On the “re-opener” clause:

Could you clarify how the re-opener clause will work?

Our new agreement provides for a wage re-opener for the 2014 and 2015 wage rates. This gives our union the ability to negotiate increases above those provided for under the agreement for the 2014 and 2015 rates. These discussions would take place no later than October 2017. Should the parties not reach an agreement in these talks, the dispute would be submitted to arbitration for binding resolution consistent with the Public Service Labour Relations Act. These talks would be subject to no preconditions and would be undertaken like any other wage negotiation.

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On retroactivity:

When can I expect the employer to pay the retroactive pay?

The employer has 150 days from the date of signing to implement the provisions of the new collective agreement, including adjusting rates of pay and issuing retroactive pay.

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On severance pay:

When will I receive my severance pay and how much will it be?

  • If the tentative agreement is ratified, severance pay for retirement or resignation will cease to accumulate for employees in this bargaining unit as of October 31, 2016.
  • Everyone, including term workers, with at least one year of continuous employment will be entitled to one week’s pay for each completed year of continuous employment. Indeterminate employees will also be entitled to a pro-rated week for a partial year of employment.
  • Everyone, including term workers, with at least one year of continuous employment will be able to choose what to do with their accumulated severance:<
    1. immediately cash out the severance they have accumulated, or
    2. keep their accumulated severance and have it paid out when they actually resign or retire, or
    3. immediately cash out part of the accumulated severance and keep the rest of it to be paid when they resign or retire.
  • No one has to resign or retire to receive the cash out right away.
  • Everyone has time to decide. Employees will have up to six months after October 31, 2016 to decide which of the options they will choose – cash it all out, bank it until they resign or retire, or cash out some now and bank the rest to cash out when they resign or retire.
  • No one will be forced to take the cash out immediately. But if you decide to cash out all of your severance right away, you will not receive a payment when you resign or retire later.
  • Accumulated severance that is banked and not cashed out immediately will be paid at the salary rate that applies when you actually resign or retire.
  • Under the new agreements, severance pay will no longer accumulate in the case of resignation or retirement.
  • Severance pay will continue to accumulate for employees who are forced to leave the public service due to layoff, death, termination on probation or because of incapacity or incompetence.

What did we get in exchange for severance?

The bargaining team fought hard to ensure that the trade-off for severance was fair. In addition to base economic increases, our team negotiated additional increases in consideration for the elimination of severance pay accrual for the purposes of retirement and resignation:

  • November 1, 2012: 0.25%
  • November 1, 2013: 0.5%
  • November 1, 2014: 0.25%
  • November 1, 2015: 0.25%

This means a total of 1.25% over the life of the agreement. The increased wages will accumulate as pensionable earnings and employees will enjoy the benefits of that when they retire. These wage increases benefit everyone equally and because salaries are compounded over time, the increase in wages will have an upward effect on pensions and overtime.

In addition, some concrete victories on longstanding demands were also achieved, including:

  • the removal of the minimum six-week period for acting pay increment;
  • increased bereavement leave;
  • more flexibility in the ability to access family-related responsibility leave; and
  • a one-time vacation of one week for all employees in lieu of marriage leave (while the current marriage leave remain in effect until signing of the next collective agreement).

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On severance for part-time employment

I have been working half-time for 10 years but worked full-time for 16 years before that. Will my severance be calculated as half-time employment or will my past full-time years be taken into account?

For part-time employees, the years of continuous employment are calculated in such a way that they total full time equivalent. This is covered by Article 62 – Part-Time Employees in the collective agreement.

In this case, with 16 years of full-time employment and 10 years of half-time employment, you would have your continuous employment calculated at 16 years + 5 years (1/2 x 10 years) = 21 years.

If this was your status on October 31, 2016, you would be entitled to a severance benefit of 21 weeks to be paid at the rate of your substantive classification at the rate effective on October 31, 2016, if you cash it out immediately, or at the rate of your substantive position when you retire if you choose to bank your accumulated severance. The weeks would be multiplied by the full-time salary to determine the benefit.

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On retirement or resignation

What does this mean for employees who were thinking of resigning?

Under the current contract, employees who resign before reaching 10 years of employment are not entitled to a severance payout. Those with between 10 and 26 years of employment are entitled to only a half-week of pay for each year of employment. We negotiated that all employees with at least one year of employment would receive a cash-out of one week of pay for each year of employment. For employees with 10 years or more who would have resigned before retirement, this represents a doubling of their accumulated entitlement.

Does the timing of my retirement or resignation make a difference?

If the tentative agreement is ratified, the accumulation of severance for resignation or retirement ends on October 31, 2016. Until that time, the current contract provisions remain in place.

There is no reason to delay retirement until the new provisions are in place because severance pay for retirement is paid on the basis of one week for each year of employment.

However, an employee who is considering resignation will benefit from waiting until after October 31, 2016. Currently, the severance pay for resignation provides for no severance if you resign before 10 years, and one-half week pay for each year of employment if you have between 10 and 26 years of employment. Therefore, waiting to resign until after October 31st 2016 increases your severance pay to one week per year of employment.

Is early retirement considered as a resignation or as retirement under the new severance provisions?

There is no difference if you resign or retire. Under the new agreement, as long as you have at least one year of continuous service, you are entitled to one week’s pay for each year of continuous employment for all years up to October 31, 2016. The one week’s pay per year of continuous employment applies to both resignation and retirement.

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Options for cashing out severance

What are my options for the severance cash-out?

Every employee with at least one year of continuous employment will have three options for the cash-out of accumulated voluntary severance calculated at the rate of one week of pay for each year of employment:

  1. Immediately cash out their severance at their substantive position’s rate of pay, as of October 31, 2016.
  2. Retain the accumulated weeks of severance with a payout on termination or retirement at their exit substantive position’s rate of pay.
  3. Cash out some of their severance (a “round” number of weeks) at their substantive position’s rate of pay, with the remainder to be paid upon termination or retirement at their exit rate of pay.

What is the value of the cash-out for me?

The monetary value of the severance cash-out varies considerably from person to person, depending on their years of employment, their career plan, and the option they choose for their cash-out. Under what PSAC/UTE has negotiated, all employees (including term employees with at least one year of continuous employment) will have a calculation made of total years of continuous employment as of October 31, 2016. The following chart shows the before tax value of the cash out by years of continuous employment and annual salary.

Yrs

Annual salary

30,000

35,000

40,000

45,000

50,000

55,000

60,000

65,000

70,000

75,000

80,000

85,000

1

575

671

767

862

958

1,054

1,150

1,246

1,342

1,437

1,533

1,629

2

1,150

1,342

1,533

1,725

1,917

2,108

2,300

2,492

2,683

2,875

3,067

3,258

3

1,725

2,012

2,300

2,587

2,875

3,162

3,450

3,737

4,025

4,312

4,600

4,887

4

2,300

2,683

3,067

3,450

3,833

4,216

4,600

4,983

5,366

5,750

6,133

6,516

5

2,875

3,354

3,833

4,312

4,791

5,271

5,750

6,229

6,708

7,187

7,666

8,146

6

3,450

4,025

4,600

5,175

5,750

6,325

6,900

7,475

8,050

8,625

9,200

9,775

7

4,025

4,696

5,366

6,037

6,708

7,379

8,050

8,720

9,391

10,062

10,733

11,404

8

4,600

5,366

6,133

6,900

7,666

8,433

9,200

9,966

10,733

11,500

12,266

13,033

9

5,175

6,037

6,900

7,762

8,625

9,487

10,350

11,212

12,075

12,937

13,799

14,662

10

5,750

6,708

7,666

8,625

9,583

10,541

11,500

12,458

13,416

14,374

15,333

16,291

11

6,325

7,379

8,433

9,487

10,541

11,595

12,649

13,704

14,758

15,812

16,866

17,920

12

6,900

8,050

9,200

10,350

11,500

12,649

13,799

14,949

16,099

17,249

18,399

19,549

13

7,475

8,720

9,966

11,212

12,458

13,704

14,949

16,195

17,441

18,687

19,933

21,178

14

8,050

9,391

10,733

12,075

13,416

14,758

16,099

17,441

18,783

20,124

21,466

22,807

15

8,625

10,062

11,500

12,937

14,374

15,812

17,249

18,687

20,124

21,562

22,999

24,437

16

9,200

10,733

12,266

13,799

15,333

16,866

18,399

19,933

21,466

22,999

24,532

26,066

17

9,775

11,404

13,033

14,662

16,291

17,920

19,549

21,178

22,807

24,437

26,066

27,695

18

10,350

12,075

13,799

15,524

17,249

18,974

20,699

22,424

24,149

25,874

27,599

29,324

19

10,925

12,745

14,566

16,387

18,208

20,028

21,849

23,670

25,491

27,311

29,132

30,953

20

11,500

13,416

15,333

17,249

19,166

21,082

22,999

24,916

26,832

28,749

30,665

32,582

21

12,075

14,087

16,099

18,112

20,124

22,137

24,149

26,161

28,174

30,186

32,199

34,211

22

12,649

14,758

16,866

18,974

21,082

23,191

25,299

27,407

29,515

31,624

33,732

35,840

23

13,224

15,429

17,633

19,837

22,041

24,245

26,449

28,653

30,857

33,061

35,265

37,469

24

13,799

16,099

18,399

20,699

22,999

25,299

27,599

29,899

32,199

34,499

36,799

39,098

25

14,374

16,770

19,166

21,562

23,957

26,353

28,749

31,145

33,540

35,936

38,332

40,728

26

14,949

17,441

19,933

22,424

24,916

27,407

29,899

32,390

34,882

37,374

39,865

42,357

27

15,524

18,112

20,699

23,287

25,874

28,461

31,049

33,636

36,224

38,811

41,398

43,986

28

16,099

18,783

21,466

24,149

26,832

29,515

32,199

34,882

37,565

40,248

42,932

45,615

29

16,674

19,453

22,232

25,011

27,791

30,570

33,349

36,128

38,907

41,686

44,465

47,244

30

17,249

20,124

22,999

25,874

28,749

31,624

34,499

37,374

40,248

43,123

45,998

48,873

Here are some examples:

  • An employee that would have resigned after nine years would have received zero severance pay. Under these payout provisions, if that employee is making $70,000 per year, he or she will be entitled to an immediate cash pay-out of $12,075 before tax.
  • An employee with 20 years of employment making $70,000 per year who resigns would have previously been entitled to 10 weeks’ severance ($13,416). This employee now is entitled to double that payout – a full 20 weeks, or $26,832 before tax.
  • Note that the payouts will actually be calculated at the rate of pay in effect on October 31, 2016, after all annual increases negotiated in the new collective agreement have been applied.

If I take the cash out now, will I still be entitled to severance pay if I were to be laid-off sometime in the future?

Yes. But any weeks of severance you have taken under the cash-out will be subtracted from the number of weeks of severance you are entitled to under the lay-off provisions of the severance article.

If I take a full or partial payout of my severance will the number of years of severance I cash out reduce my vacation leave entitlement?

No. The tentative agreement contains language to clarify that the cas- out does not reduce the amount of vacation leave that you earn.

If the tentative agreement is ratified, how soon can I expect to get the cash out of my accumulated severance if I choose to take some or all of it right away?

The employer has three months from October 31, 2016 to notify employees as to how much severance pay they have accumulated. As an employee, you will have six months from October 31, 2016 to make a decision. Depending on the number of employees who choose to cash out some or all of their accumulated severance, it could be some months before cheques are actually issued.

What are the advantages of waiting to cash out until I resign or retire?

If you take the voluntary severance cash out now, each week of severance pay will be calculated on the substantive rate of pay in effect on October 31, 2016, after all the new wage increases takes place. If you cash it out when you resign or retire, it will be paid at your exit rate of pay. For employees who expect to be promoted throughout their career, their exit rate of pay could be considerably higher than their current position’s rates of pay.

Are there any restrictions on a partial cash-out of severance?

You must take a round number of weeks, e.g. 1, 2, 3, 4 etc; no fractions of a week.

If choose not to cash out my severance now, will it continue to accumulate until I retire?

On retirement, you will be entitled to receive whatever weeks you had accumulated up to October 31, 2016, multiplied by your rate of pay at the time of retirement. There is no further accumulation of severance after October 31, 2016 for cases of resignation or retirement.

Is the severance cash-out considered as pensionable earnings?

No. Severance pay has never been considered as pensionable earnings and this hasn’t changed.

Is the bilingual bonus calculated as part of the salary for the severance payment?

The bilingual bonus does not count as part of salary for severance payment

Can I roll my cashed-out severance into an RESP as opposed to an RRSP?

You may do whatever you wish with your cashed-out severance. Any choice of investment is up to you.

I want to place money into a Tax Free Savings Account. What do I do?

Contributions to a TFSA are not tax deductible. Any contribution to a TFSA must be made using net income.

What happens if I do not take the cash-out, but then later resign before I could retire? Does it mean I won’t get any severance pay?

You will receive your accumulated severance pay. You have the option of banking your accumulated severance and it is payable either when you retire or when you resign.

What will be the rate of pay for an employee on income averaging who chooses to cash out their severance?

The severance calculation will be based on the employee’s substantive position’s rate of pay. If the period of leave with income averaging is more than the months, it will be deducted from their years of continuous employment.

Do I still get severance if I am laid off?

Yes. Severance for involuntary departure, including lay-off, continues to accumulate under the new agreements. In addition, members with over 10 years of employment will get an additional week’s pay of severance in the event of lay-off, and members with over 20 years of employment will get two additional week’s pay of severance on lay-off.

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On the timeline

Why does the severance pay-out take effect on October 31, 2016?

By taking place on October 31, 2016, it means that the severance payouts will be based on the rates of pay in effect after all of the annual increases contains in the agreement are in effect.

When do you have to be “on strength” to qualify to receive the severance termination benefit?

You must be employed by the CRA on October 31st 2016, the day the new severance provisions come into effect.

How long do I have to make my choice?

Employees will have six months from October 31, 2016 to make their choice for the cash out.

On employment status

Do the changes negotiated affect my total period of continuous employment?

No. We have not negotiated changes to the definition of continuous employment. The employer will notify each employee of their total period of continuous employment within three months of the signing of the collective agreement.

What is the definition of continuous employment?

In our collective agreement, continuous employment has the same meaning as specified in the Employer’s Terms and Conditions of Employment Policy. For most employees, the most relevant part of the definition is:

In respect of a person appointed to the Canada Revenue Agency as a permanent employee or a term of three months or more:

  1. immediate prior service in the public service on a permanent basis, or on a specified term basis for three months or more;
  2. a combination of prior service in the public service on a permanent basis, or on a specified term basis for three months or more;
  3. immediate prior service in the Canadian Forces or the Royal Canadian Mounted Police, provided that the person was honourably released and has made or makes a valid election to contribute for that service under the Public Service Superannuation Act (the effective date will be the date the election is completed) provided that these periods of service are not separated by more than three months;
  4. service other than as a person appointed for a term less than three months or a casual worker in the office of a minister or leader of the opposition in the House of Commons, and service in any portion of the public service immediately prior to such service provided that such person ceased to be employed in such office because the person holding such position ceased to hold it; and
  5. immediate prior service in the public service as a person appointed for a term less than three months or a casual worker, provided that such service is not separated by more than five working days.

What is included in continuous employment?

As outlined in the definition, continuous employment includes your current period of employment as well as several forms of previous employment, provided that these are not separated by more than three months.

An employee with less than 10 years of continuous employment is leaving CRA. Will they be entitled to severance pay?

An employee who resigns with less than 10 years of continuous employment any time before October 31, 2016 would not be entitled to severance pay. If the employee leaves after that date, she/he will be entitled to the severance termination benefit of one week’s pay for each year of continuous employment.

An employee with more than 10 years of continuous employment resigns before October 31, 2016. Will they be entitled to severance pay?

Any employee who resigns with more than 10 years of continuous employment would receive half a week of severance pay per year of continuous employment. If the employee leaves after that date, she/he will be entitled to the severance termination benefit of one week’s pay for each year of continuous employment.

Which leaves without pay are deducted from continuous employment?

Our collective agreements state that leaves without pay of greater than three months for reasons other than illness are to be deducted from continuous employment. This is found at 33.02 in the “Leave General” article of the collective agreement:

33.02 Except as otherwise specified in this Agreement:
(a) where leave without pay for a period in excess of three (3) months is granted to an employee for reasons other than illness, the total period of leave granted shall be deducted from “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave;
(b) time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

What if I have been working at the CRA for less than a year?

Indeterminate employees with less than one year of continuous employment are entitled to a pro-rated week for their partial year of employment.

All recently-hired indeterminate employees that are part of the bargaining unit will receive a severance cash-out payment that corresponds to the time they worked up to October 31, 2016.

I have worked for the CRA for 10 years. Halfway through, I took a one-year leave without pay for spousal relocation. How many years of severance would I get?

Continuous employment is based on your start date and the current date. In your case, that is 10 years. The period of leave without pay is deducted from this. Your total period of continuous employment for the purposes of severance is nine years.

I was off on extended sick leave without pay for a year. Will severance be subtracted from this?

No. As per the definition, only leave without pay of over three months “for reasons other than illness” is deducted.

I took a year of maternity and parental leave. Does that reduce my period of continuous employment?

No. Under the maternity and parental leave language negotiated in our collective agreements by the PSAC/UTE, periods of maternity and parental leave are not deducted from the period of continuous employment. The wording is in clause 38.01 (g) of the collective agreement:

(g) Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes.

I took a year of leave without pay for the care of immediate family. Is the entire year subtracted from my period of continuous employment?

Yes, the entire year will be deducted from your period of continuous employment, as per the wording of the Leave General article shown above.

Does an indeterminate employee with less than one full year of employment receive severance at a pro-rated amount?

Yes.

I changed departments without a break in service. Does all my service, regardless of department count for severance?

Yes.

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Acting in another bargaining unit

Would a member acting in a position outside the bargaining unit be entitled to cash out their severance?

A member acting in a position in another bargaining unit would fall under that contract and will not be entitled to cash out severance unless the “acting” bargaining unit has signed similar language. When the acting period ends and the member returns to their own bargaining unit, the provisions of the new contract will apply. The member returning to the bargaining unit would have access to the same three options and would have three months to choose.

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On pensionable service

Can I use my severance payout to buy back service for my pension? Will taxes be deducted?

If you would like to buy back previous service, you need to be in contact with the Public Service Pension Centre that can provide all the necessary information.

I am currently buying back some pensionable service. Will this count toward the calculation of my severance pay?

Severance pay is based on your total period of continuous employment, not pensionable service. Although the two concepts often add up to the same amount of time, they are separately defined and calculated. Generally speaking, buying back pensionable service does not increase the calculation of continuous employment.

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On tax deductions

What is deducted from the severance cash-out payment?

The severance cash-out payment is not subject to PSSA pension contributions. EI and CP/QPP may be deducted from the severance payment, if the employee has not yet reached their maximum annual contribution limit at the time the payment is made.

What is the roll-over process for payments into RRSPs?

There is a process through the employer for rolling over payments in lieu of severance pay into RRSPs. This process involves a blanket tax waiver with the Canada Revenue Agency for those rolling over less than $10,000.

  • The employer will provide all employees with a copy of the form required to be completed and returned to the employer if they want to proceed with the roll-over
  • If you are anticipating rolling over more than $10,000 into a RRSP, you will need to contact the CRA or Revenue Québec and request a tax waiver.
  • Once the appropriate form is completed, you will receive a notification from CRA/Revenue Québec. This will need to be attached to whatever documents are required by your compensation section.
  • Only in cases of deferring the severance payment until retirement, an employee may benefit from a special RRSP contribution, which is not affected by your RRSP cap, of an additional $2,000 for each year of employment up to and including 1995. This special provision can only be used upon termination and cannot be used for a payment in lieu of severance. Please contact the CRA for more information.

Protection for employees on maternity, parental and other leaves without pay

At the request of the PSAC/UTE, a special arrangement has been put in place for employees who are on leave without pay where they may be in receipt of EI benefits. This includes maternity and parental leave, illness, relocation of spouse and compassionate care. This arrangement was put in place because the payments in lieu of severance pay could impact Employment Insurance benefits.

If you are on one of these types of leave, you will be able to defer your choice of payout option you wish to receive. If you defer, you will have to make your choice within three months after the end of your leave period, or three months after your Employment Insurance benefits cease, whichever comes first.

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Court Upholds Lower Court Bill C-10

Appeal Court upholds lower court ruling on Bill C-10

The Ontario Court of Appeal upheld the Ontario Superior Court decision that Bill C-10, the Expenditure Restraint Act, did not violate the Charter rights of federal public service workers.

Bill C-10, passed by the former Conservative government in 2009, rolled back negotiated wage increases for federal public sector workers.

“The decision is certainly disappointing,” said PSAC National President Robyn Benson. “We believe that Bill C-10 violates federal public service workers’ right to freedom of association and to collectively bargain. Our legal team will reviewing the Court’s ruling thoroughly before decisions are made about our next step.”

PSAC has 60 days to apply for leave to appeal the ruling to the Supreme Court of Canada.

 

C-10 : la Cour d’appel de l’Ontario donne raison au tribunal de première instance

La Cour d’appel de l’Ontario a statué : la Loi sur le contrôle des dépenses (C-10) ne porte pas atteinte aux droits constitutionnels des fonctionnaires fédéraux. Ce jugement confirme donc celui rendu précédemment par la Cour supérieure de l’Ontario.

Adopté en 2009, sous les conservateurs, la C-10 réduit les augmentations déjà négociées pour les fonctionnaires fédéraux.

« C’est très décevant, admet Robyn Benson, présidente de l’AFPC. Nous savons que la C-10 viole le droit des fonctionnaires fédéraux de se syndiquer et de négocier collectivement. Notre équipe juridique examinera soigneusement la décision de la Cour d’appel, puis nous déciderons quelles mesures prendre. »

L’AFPC a 60 jours pour demander une autorisation d’appel à la Cour suprême du Canada.

We have an agreement with the CRA/Nous avons conclu une entente provisoire avec l’Agence du revenu du Canada

We have an agreement with the CRA

At 4:30 on Friday morning, after four years of negotiations, our bargaining team finally reached a Tentative Agreement with the CRA. Our bargaining team unanimously recommends ratification of our new agreement.

Highlights of our tentative agreement

Wages

Base economic increases:

  • Effective November 1, 2012 – increase rates of pay:       1.5%
  • Effective November 1, 2013 – increase rates of pay:       1.5%
  • Effective November 1, 2014 – increase rates of pay:       0.75%
  • Effective November 1, 2015 – increase rates of pay:       0.75%

In addition to the base economic increase, in consideration for the elimination of severance pay accrual for the purposes of retirement and resignation:

  • Effective November 1, 2012 – increase rates of pay:       0.25%
  • Effective November 1, 2013 – increase rates of pay:       0.5%
  • Effective November 1, 2014 – increase rates of pay:   0.25%
  • Effective November 1, 2015 – increase rates of pay:   0.25%

Total increases to rates of pay:

  • Effective November 1, 2012 – increase rates of pay:       1.75%
  • Effective November 1, 2013 – increase rates of pay:       2.0%
  • Effective November 1, 2014 – increase rates of pay:       1.0%
  • Effective November 1, 2015 – increase rates of pay:       1.0%

All wages are to be paid retroactively and increases take effect before severance cash out.

  • Re-opener: The parties have agreed to a wage re-opener for the 2014 and 2015 wage rates, providing our union with the ability to negotiate increases above the newly negotiated 2014 and 2015 rates. These discussions would take place no later than October 2017. Should the parties not reach agreement in these talks, the dispute would be submitted to arbitration for binding resolution. 
  • There is no “me too” clause in our new agreement. We retain the right to bargain our wages.
  • Lump-sum payout: Under our new agreement, the one-time lump-sum payout has been increased to $700.00.

There are a great many other improvements achieved as a result of our negotiations with CRA, from improvements for acting employees to bereavement leave to a one-time vacation leave allotment.

  • Read the summary of the tentative agreement attached below.

Our team unanimously recommends acceptance. More information will be available soon concerning dates for ratification votes.

Nous avons conclu une entente provisoire avec l’Agence du revenu du Canada

Ce matin à 4 h 30, après quatre années de négociations, nous sommes enfin parvenus à une entente provisoire avec l’ARC. Notre équipe recommande l’entente à l’unanimité.

Aperçu de l’entente provisoire

Salaires

Augmentations économiques :

  • À compter du 1er novembre 2012 : augmentation de 1,5 %
  • À compter du 1er novembre 2013 : augmentation de 1,5 %
  • À compter du 1er novembre 2014 : augmentation de 0,75 %
  • À compter du 1er novembre 2015 : augmentation de 0,75 %

Ajout aux taux de rémunération en contrepartie de la cessation de l’indemnité de départ aux fins de la retraite et de la démission.

  • À compter du 1er novembre 2012 : augmentation de 0,25 %
  • À compter du 1er novembre 2013 : augmentation de 0,5 %
  • À compter du 1er novembre 2014 : augmentation de 0,25 %
  • À compter du 1er novembre 2015 : augmentation de 0,25 %

Augmentation totale des taux de rémunération

  • À compter du 1er novembre 2012 : augmentation de 1,75 %
  • À compter du 1er novembre 2013 : augmentation de 2,0 %
  • À compter du 1er novembre 2014 : augmentation de 1,0 %
  • À compter du 1er novembre 2015 : augmentation de 1,0 %

Ces augmentations s’appliqueront rétroactivement et entreront en vigueur avant l’encaissement de l’indemnité de départ.

  • Disposition de réouverture : Les parties se sont entendues pour rouvrir les discussions portant sur les augmentations salariales de 2014 et 2015. Notre syndicat pourra donc négocier des augmentations supplémentaires aux nouveaux taux de 2014 et 2015. Ces discussions débuteront au plus tard en octobre 2017. Si les parties ne réussissent pas à obtenir une entente, elles soumettront la question à une tierce partie pour une décision finale et exécutoire. 
  • Cette nouvelle entente ne renferme aucune clause remorque (ou clause « moi aussi »). Nous conservons donc le droit de renégocier les salaires.
  • Paiement unique : Le paiement unique a été augmenté à 700 $.

Nous avons réalisé d’autres gains importants dans le cadre de ces négociations : meilleures conditions pour les personnes qui occupent un poste par intérim, congé de deuil, attribution unique de congés annuels, etc.

  • Consultez le sommaire de l’entente provisoire ci-dessous.

Notre équipe est unanime au sujet de cette entente : il faut l’adopter. La date du vote de ratification sera annoncée sous peu.

Talks with the CRA continue, members show solidarity/ Les négos se poursuivent avec l’ARC, les membres sont solidaires

Talks with the CRA continue, members show solidarity

PSAC/UTE spent yesterday in contract talks with the Canada Revenue Agency and discussions are ongoing.

Special thanks to the thousands of PSAC-UTE members who participated in workplace demonstrations and creative actions across the country yesterday. It was an incredible show of solidarity for our bargaining team.

We’ll be sure to update as things progress.

Les négos se poursuivent avec l’ARC, les membres sont solidaires

L’AFPC-SEI a passé la journée d’hier à la table avec l’Agence du revenu du Canada et les discussions se poursuivent.

Nous tenons à remercier les milliers de membres du syndicat qui, à cette occasion, ont participé à des manifestations et à des activités originales sur leurs lieux de travail partout au pays. Ce fut une formidable démonstration de leur solidarité à l’égard de notre équipe de négo.

Nous vous tiendrons au courant des faits nouveaux.

Annette Melanson, B.B.A.
Executive Assistant to the National President/ Adjointe exécutive au président national
Union of Taxation Employees/ Syndicat des employé-e-s de l’Impôt
613-235-6704 (office/bureau)
613-355-0961 (cellular/cellulaire)

Vote Results Reminder and Introductory Letter Addressing the UTE

The Vote Results are in as of June 23, 2016


April 30th, 2016

To the Membership (2016)

We have all come through a very difficult year with many changes to the way our jobs are now done and to a very long battle regarding our contract. Our Local has had to endure many additional hardships with the construction zone surrounding our building at one Front Street and the uncertainty of both Front Street and Bay Street moving to new locations in the next few years. These may be rumours, but they have had a negative effect on the membership.

Your Local Executive has put in many hours dealing with grievances, disciplinary issues and accommodation issues in the past year. These situations are often very emotional and time consuming for the union representative who is trying to protect the welfare and rights of the member. The Executives for this Local have worked many personal hours on membership issues which they are not paid for. They have spent time away from family for conferences and training on behalf of the Local. We have been very fortunate to have Executives and Stewards who are dedicated to the welfare of all our members. For this, as the Local President, I would like to thank each one of the Executive and Stewards for all their hard work over the past year.

The membership has now been presented with a contract which took over four years of negotiations with the Government to obtain. Now it is up to the membership to decide whether this is a deal that can be lived with or not. I would ask that each one review the proposed contract very carefully and ask yourself if it is something that you can live with for the next few months as this contract will end October 2016. Think carefully of what the alternatives are, to you, if this contract is not ratified. It will mean more months of negotiations and a possible strike vote, as stated by the National President, with no guarantee as to what would be in a new proposal. Your Local is not recommending ratifying or not ratifying this contract as it is each member’s right to choose. I’m asking that you put rumours aside and if you have a question or need clarification on a point, ask one of the Executive. If we don’t have an immediate answer, we will contact the National Office for one. I quote from one of our past National Presidents who always said “vote with your head and not with your heart”. Sound advice.

This Local is very fortunate to have members who dedicate themselves and their personal time to the betterment of all the Staff. Because of their efforts, we have been able to provide many lunch and learns on several different topics, a Wellness Fair, workshops on mental health issues and the Local’s favourite, our very own therapy dog, Honey-Bee. Thank you to all that have been supportive and giving of their time to providing these events to the staff.

Your Annual General Meeting will take place on May 25th at the Courtyard Marriott. This will be your opportunity to ask the National President, Bob Campbell, and the PSAC Representatives questions on the proposed contract and what will next steps be if it is not ratified.

Looking forward to a better year….

President – Linda Collins and the Local Executive