NEGOTIATIONS 2011
PARKS CANADA
BARGAINING DEMANDS
June 29, 2011
This document represents bargaining proposals of the Public Service Alliance of
Canada for this round of negotiations for Parks Canada. These proposals are being
submitted without prejudice to any future proposed amendments and/or additions, and
subject to any errors and/or omissions.
The Public Service Alliance of Canada reserves the right to present other proposals
during negotiations as well as amend or withdraw its demands or to introduce counter
proposals to Agency demands.
If neither party has a proposal on a specific clause or article, that clause or article shall
be renewed except those that may be impacted and have to be amended as a result of
new provisions agreed to by the parties.
In this document specific proposed language changes and additions are highlighted in
italicized type. Where deletions are proposed, these are identified by strike-through.
June 29, 2011 Parks Canada - Bargaining Demands page 1
ARTICLE 2
INTERPRETATION AND DEFINITIONS
“family” (famille) except as otherwise specified in this agreement, means
father, mother (or alternatively stepfather, stepmother, or foster parent), brother, sister,
spouse (including common-law partner spouse resident with the employee), child
(including child of spouse or common law partner), stepchild or ward of the employee,
grandparent, grandchild, father-in-law, mother-in-law, aunt, uncle, niece, nephew, and
relatives permanently residing in the employee’s household or with whom the employee
permanently resides. The definition of family shall be expanded to include cultural
differences including Aboriginal Elders.
"overtime" (heures supplémentaires) means:
(a) in the case of a full-time employee, authorized work in excess of the employee's
scheduled hours of work,
or
(b) in the case of a part-time employee, authorized work in excess of seven decimal
five (7.5) or eight (8) hours per day or thirty-seven decimal five (37.5) or forty (40)
hours (in accordance with the Hours of Work Code) per week, but does not
include time worked on a holiday,
(b) in the case of a part-time employee,
I. all authorized hours worked in excess of seven decimal five (7.5) or eight
(8) hours per day;
II. all authorized hours worked in excess of thirty-seven decimal five (37.5) or
forty (40) hours (in accordance with the Hours of Work Code) per week;
but does not include time worked on a holiday,
or
(c) in the case of a part-time employee whose normal scheduled hours of work are
in excess of seven decimal five (7.5) or eight (8) hours per day (in accordance
with the Hours of Work Code) in accordance with the Variable Hours of Work
provisions (clauses 22.11 to 22.14), authorized work in excess of those normal
scheduled daily hours or an average of thirty-seven decimal five (37.5) or forty
(40) hours per week (in accordance with the Hours of Work Code),
June 29, 2011 Parks Canada - Bargaining Demands page 2
ARTICLE 13
LEAVE WITH OR WITHOUT PAY
FOR ALLIANCE BUSINESS
NEW
13.15 For administrative purposes, where leave without pay is granted to an employee
under this article, the Agency will continue to pay the employee and the Alliance will
reimburse the employer for the salary costs of the employee within thirty (30) days of
receiving the request for payment from the Agency.
June 29, 2011 Parks Canada - Bargaining Demands page 3
ARTICLE 17
NO DISCRIMINATION AND/OR SEXUAL HARASSMENT
17.01 There shall be no discrimination, interference, restriction, coercion, harassment,
intimidation, or any disciplinary action exercised or practiced with respect to an
employee by reason of age, race, creed, colour, national origin, religious affiliation, sex,
sexual orientation, family status, mental or physical disability, membership or activity in
the Alliance, political beliefs, social involvement, marital status or a conviction for which
a pardon has been granted.
17.02 The Alliance and the Agency recognize the right of employees to work in an
environment free from sexual harassment and agree that sexual harassment will not be
tolerated in the workplace.
17.03
(a) Any level in the grievance procedure shall be waived if a person hearing the
grievance is the subject of the complaint.
(b) If by reason of paragraph (a) a level in the grievance procedure is waived, no
other level shall be waived except by mutual agreement.
17.04 By mutual agreement, the parties may use a mediator in an attempt to settle a
grievance dealing with discrimination or sexual harassment. The selection of the
mediator will be by mutual agreement.
June 29, 2011 Parks Canada - Bargaining Demands page 4
ARTICLE 23
SHIFT PREMIUMS
Excluded Provisions
This article does not apply to employees on day work, covered by clauses 22.05 to
22.07 and to employees classified in SC group.
23.01 Shift Premium
An employee working on shifts will receive a shift premium of two dollars ($2.00) five
dollars ($5.00) per hour for all hours worked, including overtime hours, between
5:00 p.m. and 6:00 a.m. The shift premium will not be paid for hours worked between
6:00 a.m. and 5:00 p.m.
23.02 Weekend Premium
An employee working on shifts during a weekend will receive an additional premium of
two dollars ($2.00) five dollars ($5.00) per hour for all hours worked, including overtime
hours, on Saturday and/or Sunday.
June 29, 2011 Parks Canada - Bargaining Demands page 5
ARTICLE 32
VACATION LEAVE WITH PAY
Reserve.
June 29, 2011 Parks Canada - Bargaining Demands page 6
ARTICLE 33
SICK LEAVE WITH PAY
33.07
(a) Sick leave credits earned but unused by an employee during a previous period of
employment in the Public Service shall be restored to an employee whose
employment was terminated by reason of layoff and who has received a letter of
offer with the Agency within two (2) years from the date of layoff.
(b) Sick leave credits earned but unused by an employee during a previous period of
employment with the Public Service including the Agency shall be restored to an
employee whose employment was terminated due to the end of a specified
period of employment, and who is re-appointed with the Agency within two (2)
years from the end of the specified period of employment.
June 29, 2011 Parks Canada - Bargaining Demands page 7
ARTICLE 36
INJURY-ON-DUTY LEAVE
Replace Article 36 by the following:
36 .01 When an employee is unable to work because of:
(a) a personal injury received in the performance of his or her duties,
or
(b) an industrial illness or a disease arising out of and in the course of the
employee’s employment,
for which the employee has made a claim to the applicable workers’
compensation authority in accordance with the Government Employees
Compensation Act, he or she shall be granted injury-on-duty leave with pay for
the period of time that the workers’ compensation authority has recognized that
the employee was unable to work because of an injury, illness or disease as
described in (a) or (b).
36.02 Should the employee receive compensation for loss of pay from the relevant
workers’ compensation authority in relation to his or her claim, the employee will remit
the full amount to the Receiver General of Canada.
June 29, 2011 Parks Canada - Bargaining Demands page 8
ARTICLE 38
MATERNITY-RELATED REASSIGNMENT OR LEAVE
38.01 An employee who is pregnant or nursing may, during the period from the
th
beginning of pregnancy to the end of the twenty-fourth (24 ) week following the birth,
request the Agency to modify her job functions or reassign her to another job if, by
reason of the pregnancy or nursing, continuing any of her current functions may pose a
risk to her health or that of the foetus or child.
38.05 Where the Agency concludes that a modification of job functions or a
reassignment that would avoid the activities or conditions indicated in the medical
certificate is not reasonably practicable, the Agency shall so inform the employee in
writing and shall grant leave of absence without with pay to the employee for the
duration of the risk as indicated in the medical certificate. However, such leave shall
end no later than twenty-four (24) weeks after the birth.
June 29, 2011 Parks Canada - Bargaining Demands page 9
ARTICLE 39
LEAVE WITHOUT PAY FOR THE CARE OF IMMEDIATE FAMILY
39.01 Both parties recognize the importance of access to leave for the purpose of care
for the immediate family.
39.02 For the purpose of this article, family is defined in Article 2. as spouse (or
common-law spouse resident with the employee), children (including foster children or
children of legal or common-law spouse) parents (including stepparents or foster
parents) or any relative permanently residing in the employee's household or with whom
the employee permanently resides.
39.03 Subject to paragraph 39.02, an employee shall be granted leave without pay for
the Care of Immediate Family in accordance with the following conditions;
(a) an employee shall notify the Agency in writing as far in advance as possible but
not less than four (4) weeks in advance of the commencement date of such
leave, unless, because of urgent or unforeseeable circumstances, such notice
cannot be given;
(b) leave granted under this article shall be for a minimum period of three (3) weeks;
(c) the total leave granted under this article shall not exceed five (5) years during an
employee's total period of employment in the Public Service;
(d) leave granted for a period of one (1) year or less shall be scheduled in a manner
which ensures continued service delivery.
(e) Compassionate Care Leave
(i) Notwithstanding paragraphs 39.02, 39.03(b) and (d) above, an employee
who provides the Employer with proof that he or she is in receipt of or
awaiting Employment Insurance (EI) Compassionate Care Benefits may
be granted leave for periods of less than three (3) weeks while in receipt
of or awaiting these benefits.
(ii) Leave granted under this clause may exceed the five (5) year maximum
provided in paragraph (c) above only for the periods where the employee
provides the Employer with proof that he or she is in receipt of or awaiting
Employment Insurance (EI) Compassionate Care Benefits.
(iii) When notified, an employee who was awaiting benefits must provide the
Employer with proof that the request for Employment Insurance (EI)
Compassionate Care Benefits has been accepted.
June 29, 2011 Parks Canada - Bargaining Demands page 10
(iv) When an employee is notified that their request for Employment
Insurance (EI) Compassionate Care Benefits has been denied,
paragraphs (i) and (ii) above cease to apply.
39.04 An employee who has proceeded on leave without pay may change her/his
return to work date if such change does not result in additional costs to the Agency.
39.05 All leave granted under Leave Without Pay for the Long-Term Care of a Parent
or under Leave Without Pay for the Care and Nurturing of Pre-School Age Children
under the terms of previously applicable collective agreements will not count towards
the calculation of the maximum amount of time allowed for Care of Immediate Family
during an employee's total period of employment in the Public Service.
Transitional provisions
39.06
These transitional provisions are applicable to employees who have been granted and
have proceeded on leave on or after the date of signature of this agreement.
(a) An employee who, on the date of signature of this agreement, is on Leave
Without Pay for the Long-Term Care of a Parent or on Leave Without Pay for the
Care and Nurturing of Pre-School Age Children under the terms of a previous
agreement continues on that leave for the approved duration or until the
employee's return to work, if the employee returns to work before the end of the
approved leave.
(b) An employee who becomes a member of the bargaining unit on or after the date
of signature of this agreement and who is on Leave Without Pay for the Long-
Term Care of a Parent or on Leave Without Pay for the Care and Nurturing of
Pre-School Age Children under the terms of another agreement, continues on
that leave for the approved duration or until the employee's return to work before
the end of the approved leave.
39.06 Compassionate Care Allowance
(a) An employee who has been on Compassionate Care Leave without pay, shall be
paid a compassionate care allowance in accordance with the terms of the
Supplemental Unemployment Benefit (SUB) Plan described in paragraphs (c) to
(i), providing he or she:
(i) has completed six (6) months of continuous employment before the
commencement of leave without pay,
(ii) provides the Agency with proof that he or she has applied for and is in
receipt of compassionate care benefits of the Employment Insurance Act
June 29, 2011 Parks Canada - Bargaining Demands page 11
in respect of insurable employment with the Agency, and
(iii) has signed an agreement with the Agency stating that:
(A) the employee will return to work on the expiry date of his/her
compassionate care leave without pay, unless the return to work
date is modified by the approval of another form of leave;
(B) following his or her return to work, as described in section (A), the
employee will work for a period equal to the period the employee
was in receipt of the compassionate care allowance;
(C) should he or she fail to return to work in accordance with section
(A) or should he or she return to work but fail to work the total
period specified in section (B), he or she will be indebted to the
Agency for an amount determined as follows:
(allowance received) X (remaining period to be worked
following his/her return to work)
[total period to be worked as
specified in (B)]
(D) the repayment provided for in (C) will not apply in situations of:
(i) death,
(ii) lay off,
(iii) early termination due to lack of work or discontinuance of a
function of a specified period of employment that would have
been sufficient to meet the obligations specified in section
(B),
(iv) the end of a specified period of employment, if the employee
is rehired by the Employer within ninety (90) days following
the end of the specified period of employment, and who
fulfills the obligations specified in section (B), or
(v) having become disabled as defined in the Public Service
Superannuation Act, or
(vi) when the employee takes a position with an organization
listed in Schedules I to V of the Financial Administration Act
that fulfills the obligations specified in section (B).
(b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall
count as time worked. Periods of leave without pay during the employee’s return
to work will not be counted as time worked but shall interrupt the period referred
to in section (a)(iii)(B), without activating the recovery provisions described in
section (a)(iii)(C).
(c) Compassionate Care Allowance payments made in accordance with the SUB
June 29, 2011 Parks Canada - Bargaining Demands page 12
Plan will consist of the following:
(i) where an employee is subject to a waiting period of two (2) weeks before
receiving Employment Insurance Compassionate Care benefits, ninety-
three per cent (93%) of his/her weekly rate of pay for each week of the
waiting period, less any other monies earned during this period;
(ii) for each week in respect of which the employee receives Compassionate
Care benefits, the difference between the gross weekly amount of the
Employment Insurance Compassionate Care benefits he or she is eligible
to receive and ninety-three per cent (93%) of his or her weekly rate of pay
less any other monies earned during this period which may result in a
decrease in Employment Insurance benefits to which he or she would
have been eligible if no extra monies had been earned during this period;
(d) At the employee’s request, the payment referred to in subparagraph 39.06(c)(i)
will be estimated and advanced to the employee. Adjustments will be made once
the employee provides proof of receipt of EI compassionate benefits.
(e) The Compassionate Care allowance to which an employee is entitled is limited to
that provided in paragraph (c) and an employee will not be reimbursed for any
amount that he or she is required to repay pursuant to the Employment
Insurance Act.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee’s weekly rate of pay on the day
immediately preceding the commencement of compassionate care leave
without pay;
(ii) for an employee who has been employed on a part-time or on a combined
full-time and part-time basis during the six (6) month period preceding the
commencement of compassionate care leave without pay, the rate
obtained by multiplying the weekly rate of pay in subparagraph (i) by the
fraction obtained by dividing the employee’s straight time earnings by the
straight time earnings the employee would have earned working full time
during such period.
(g) The weekly rate of pay referred to in paragraph (f) shall be the rate to which the
employee is entitled for the substantive level to which she or he is appointed.
(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day
immediately preceding the commencement of Compassionate Care leave
without pay an employee was performing an acting assignment for at least four
(4) months, the weekly rate shall be the rate the employee was being paid on
that day.
June 29, 2011 Parks Canada - Bargaining Demands page 13
(i) Where an employee becomes eligible for a pay increment or pay revision while in
receipt of Compassionate Care allowance, the allowance shall be adjusted
accordingly.
(j) Compassionate Care allowance payments made under the SUB Plan will neither
reduce nor increase an employee’s deferred remuneration or severance pay.
39.07 Transitional Provisions
If, on the date of signature of this Agreement, any employee is currently on
Compassionate Care leave without pay or has requested a period of such leave without
pay but has not commenced the leave, he or she shall upon request be entitled to the
provisions of this Article. Any application must be received before the termination date
of the leave period originally requested.
June 29, 2011 Parks Canada - Bargaining Demands page 14
ARTICLE 40
LEAVE WITH PAY FOR FAMILY-RELATED RESPONSIBILITIES
40.01 For the purpose of this article, family is defined in article 2. as spouse (or
common-law spouse resident with the employee), children (including foster children
step-children or children of legal or common-law spouse), parents (including step-
parents or foster parents), or any relative permanently residing in the employee's
household or with whom the employee permanently resides.
40.02 The total leave with pay which may be granted under this article shall not exceed
thirty-seven decimal five (37.5) fifty-two decimal five (52.5) or forty (40) fifty–six (56)
hours (according to the Hours of Work Code) in a fiscal year.
40.03 Subject to clause 40.02, the Agency shall grant leave with pay under the
following circumstances:
(a) to take a family member for medical or dental appointments, or for appointments
with school authorities or adoption agencies, if the supervisor was notified of the
appointment as far in advance as possible;
(b) to provide for the immediate and temporary care of a sick member of the
employee's family and to provide an employee with time to make alternate care
arrangements where the illness is of a longer duration;
(c) to provide for the immediate and temporary care of an elderly member of the
employee's family;
(d) for needs directly related to the birth or to the adoption of the employee's child.,
which may be divided into two (2) periods and granted on separate days.
(e) to attend school functions, if the supervisor was notified of the functions as far in
advance as possible;
f) to provide for the employee’s child in the case of an unforeseeable closure of the
school, interruption of school transportation, or closure of daycare facility;
g) to attend an appointment with a legal or paralegal representative for non-
employment related matters, or with a financial or other professional
representative, if the supervisor was notified of the appointment as far in
advance as possible.
June 29, 2011 Parks Canada - Bargaining Demands page 15
ARTICLE 44
BEREAVEMENT LEAVE WITH PAY
44.01 For the purpose of this Article, immediate family is defined in Article 2. as father,
mother (or alternatively stepfather, stepmother, or foster parent), brother, sister,
spouse, child (including child of spouse), stepchild or ward of the employee,
grandparent, grandchild, father-in-law, mother-in-law, and relative permanently residing
in the employee’s household or with whom the employee permanently resides.
44.02 When a member of the employee’s immediate family dies, an employee shall be
entitled to a bereavement period of five (5) seven (7) consecutive calendar days which
must include the day of the funeral. During such period the employee shall be paid for
those days which are not regularly scheduled days of rest for the employee. In addition,
the employee may be granted up to three (3) days’ leave with pay for the purpose of
travel related to the death.
44.03 An employee is entitled to one (1) day’s bereavement leave with pay for the
purpose related to the death of his or her son-in-law, daughter-in-law, brother-in-law,
sister-in-law.
44.04 If, during a period of sick leave, vacation leave or compensatory leave, an
employee is bereaved in circumstances under which he or she would have been eligible
for bereavement leave with pay under clauses 44.02 and 44.03, the employee shall be
granted bereavement leave with pay and his or her paid leave credits shall be restored
to the extent of any concurrent bereavement leave with pay granted.
44.05 It is recognized by the parties that the circumstances which call for leave in
respect of bereavement are based on individual circumstances. On request, the Agency
may, after considering the particular circumstances involved, grant leave with pay for a
period greater than and/or in a manner different than that provided for in clauses 44.02
and 44.03.
June 29, 2011 Parks Canada - Bargaining Demands page 16
ARTICLE 47
EDUCATION AND CAREER DEVELOPMENT LEAVE
Professional Development
47.10 The parties to this agreement share a desire to improve professional standards
by giving the employees the opportunity on occasion:
(a) to participate in workshops, short courses or similar out-service programs to
keep up to date with knowledge and skills in their respective fields;
(b) to conduct research or perform work related to their normal research programs in
institutions or locations other than those of the Agency;
(c) to carry out research in the employee's field of specialization not specifically
related to assigned work projects when in the opinion of the Agency such
research is needed to enable the employee to perform the employee's assigned
role. Therefore:
(d) An employee, in consultation with the Employer, may apply at any time for
professional development under this clause, and the Employer shall make a
reasonable effort to grant such professional assignments subject to operational
requirements;
(e) An employee may be selected by the Employer for such development under this
clause, in which case the Employer will consult with the employee before
determining the location and duration of the program of work or studies to be
undertaken;
(f) An employee selected for professional development under this clause will
continue to receive the employee's normal compensation including any increase
or improvement for which the employee may become eligible;
(g) An employee on professional development under this clause may be reimbursed
for reasonable travel expenses and such other additional expenses as the
Employer deems appropriate;
(h) The Employer will ensure the availability for office use of such professional
publications as are related to the employees' fields of specialization;
(i) The parties to this Agreement acknowledge the mutual benefits to be derived
from consultation on Career Development, and agree to consult on this issue at
the departmental and local union level, subject to the provisions of Article 18,
Joint Consultation.
June 29, 2011 Parks Canada - Bargaining Demands page 17
Conferences
47.11 The parties to this Agreement recognize that attendance at conferences,
symposia, workshops and other gatherings of a similar nature constitutes an integral
part of an employee's career development activities and that attendance and
participation in such gatherings is recognized as an important element in enhancing
creativity in the conduct of scientific research or career development. In this context, the
parties also recognize the importance of research networking with national and
international peers and active participation in the business and organization of relevant
scientific and professional societies.
(a) An employee who requests to attend or is invited to participate in a conference or
convention in an official capacity, such as to present a formal address or to give
a course related to the employee's field of employment, may be granted leave
with pay for this purpose and may, in addition, be reimbursed for payment of
convention or conference registration fees and reasonable travel expenses.
(b) Each employee will have the opportunity to attend conferences, symposia,
workshops, and other gatherings of a similar nature, which the employee deems
relevant and beneficial to the research program or the employee's career
development. The Employer shall make a reasonable effort to approve the
employee's request subject to operational requirements. An employee who
attends such a conference, symposium, workshop, and other gatherings of a
similar nature, shall be considered to be on duty and, as required, in travel
status.
(c) 47.12 An employee who attends a conference, or convention, symposium,
workshop or other gathering of a similar nature at the request of the Agency to
represent the interests of the Agency shall be deemed to be on duty and, as
required, in travel status. The Agency shall pay the registration fees of the
convention or conference the employee is required to attend.
June 29, 2011 Parks Canada - Bargaining Demands page 18
ARTICLE 48
LEAVE WITH OR WITHOUT PAY FOR OTHER REASONS
48.02 Volunteer and Personal Leave
(a) Subject to operational requirements as determined by the Agency and with an
advance notice of at least five (5) working days, the employee shall be granted,
in each fiscal year:
(i) seven decimal five (7.5) twenty-two decimal five (22.5) or eight (8) twenty-
four (24) hours (in accordance with the Hours of Work Code) of leave with
pay for reasons of a personal nature;
(ii) seven decimal five (7.5) or eight (8) hours (in accordance with the Hours
of Work Code) of leave with pay to work as a volunteer for a charitable or
community organization or activity, other than activities related to the
Government of Canada Workplace Charitable Campaign.
(b) For employees who work less than eighteen (18) weeks in a fiscal year, the total
entitlement shall be seven decimal five (7.5) or eight (8) hours (in accordance
with the Hours of Work Code) of leave in accordance with subparagraph (a) (i).
(c)b) The leave will be scheduled at times convenient to both the employee and the
Agency. Nevertheless, the Agency shall make every reasonable effort to grant
leave at such times as the employee may request.
June 29, 2011 Parks Canada - Bargaining Demands page 19
ARTICLE 58
ACTING PAY
Reserve.
June 29, 2011 Parks Canada - Bargaining Demands page 20
ARTICLE 59
ALLOWANCES
Reserve.
June 29, 2011 Parks Canada - Bargaining Demands page 21
ARTICLE 61
DURATION
Reserve.
June 29, 2011 Parks Canada - Bargaining Demands page 22
NEW ARTICLE
NO CONTRACTING OUT
XX.01 There shall be no contracting out or privatisation of bargaining unit work, except
by explicit mutual agreement in writing between the Alliance and the Agency.
XX.02 The Agency shall bring all currently contracted out bargaining unit work back into
the bargaining unit. The parties shall meet within ninety (90) days of ratification to
ensure full compliance with this Article.
XX.03 “No contracting out” language shall apply to any person outside the bargaining
unit who is doing bargaining unit work, this includes private contractors, students,
Friends of various sites, and volunteers.
*PSAC reserves the right to propose additional language on the issue of contracting out
of bargaining unit work.
June 29, 2011 Parks Canada - Bargaining Demands page 23
NEW ARTICLE
TERM EMPLOYEES
PSAC proposes discussions on the issue of Term employees. Topics include but are
not limited to:
(1) conversion to seasonal employee status,
(2) timely extensions,
(3) a process to make indeterminate status (two years without a breaks, or 3
consecutive seasons), and
(4) hire only for specific needs.
*PSAC reserves the right to propose specific language on terms and conditions of
employment for Term employees.
June 29, 2011 Parks Canada - Bargaining Demands page 24
NEW
SEASONAL EMPLOYEES
PSAC proposes discussions on the issue of Seasonal employees. Topics include but
are not limited to:
(1) Redefining of seasonal positions to reflect real time worked in the year
(2) Seasonal extensions
(3) Seniority
*PSAC reserves the right to propose specific language on terms and conditions of
employment for Seasonal employees.
June 29, 2011 Parks Canada - Bargaining Demands page 25
NEW
MEMORANDUM OF UNDERSTANDING
WITH RESPECT TO A JOINT LEARNING PROGRAM
PSAC reserves the right to propose new language relative to the parties’ Joint Learning
Program Initiative.
June 29, 2011 Parks Canada - Bargaining Demands page 26
ARTICLE 6
NATIONAL JOINT COUNCIL
PSAC proposes that the Agency shall participate on the National Joint Council.
June 29, 2011 Parks Canada - Bargaining Demands page 27
NEW ARTICLE
SOCIAL JUSTICE FUND
The Agency shall contribute one cent (1¢) per hour worked to the PSAC Social Justice
Fund and such contribution will be made for all hours worked by each employee in the
bargaining unit. Contributions to the Fund will be made quarterly, in the middle of the
month immediately following completion of each fiscal quarter year, and such
contributions remitted to the PSAC National Office. Contributions to the Fund are to be
utilized strictly for the purposes specified in the Letters Patent of the PSAC Social
Justice Fund.
June 29, 2011 Parks Canada - Bargaining Demands page 28
APPENDIX A
RATES OF PAY AND PAY NOTES
The economic package to be proposed by the Union will be made up of many
interconnected elements. In brief, these elements may include, but will not be restricted
to:
• Real economic increases that reflect the continued strength of the Canadian
economy;
• Protection against inflation;
• Catching up with comparable jobs and Agencies;
• Restructuring of pay grids;
• Harmonization of terminable allowances into the wage grid;
• Changes in increments;
• Retroactivity back to the first day of the contract.
June 29, 2011 Parks Canada - Bargaining Demands page 29
APPENDIX E
SPECIAL CONDITIONS APPLICABLE TO CANAL OPERATING
EMPLOYEES
The PSAC proposes to review Appendix E with the Agency. The issues the PSAC
wishes to discuss are not limited to the following:
• the removal of Article 1.2 and Article 4 so that Canal workers receive same call
back and reporting pay as other workers covered by the Agreement;
• Scheduling of work performed during non-navigation season (“winter work”).
*PSAC reserves the right to propose specific language changes for Appendix E.
June 29, 2011 Parks Canada - Bargaining Demands page 30
APPENDIX K
WORK FORCE ADJUSTMENT
The union reserves the right to introduce specific contract language changes, including
but not limited to the following areas after discussion with the Agency:
1. Revision of the language in the WFA Appendices to ensure that all transfers
between Agencies within the federal public service are treated as workforce
adjustment situations, thereby triggering the consultation, information and salary
protection provisions of the WFAA.
2. Proposals to strengthen the application of the WFAA with respect to affected
employees and the requirements to consult with the union on workplace
changes.
3. Proposals to ensure that all transfers to other Agencies, such as Provincial
Governments, will result in the transferred members continuing to receive
equivalent levels of wages and benefits.
June 29, 2011 Parks Canada - Bargaining Demands page 31
NEW ARTICLE
STUDENT WORK
XX.01 Both the Union and the Agency recognize the importance and value in providing
students with opportunities to gain work experience and skills through programs
provided by the federal government.
XX.02 Students must be hired under legitimate student programs. Those not hired
under legitimate student programs shall be bargaining unit members. The
employer agrees to provide to the Union all pertinent documents to verify all
student hiring through legitimate student programs.
XX.03 The Agency shall ensure that students receive adequate training and
supervision, and shall ensure that students are not exposed to dangerous or
unsafe working conditions.
XX.04 Students shall not perform bargaining unit work. In exceptional circumstances,
and with agreement in writing by both parties, students may perform bargaining
unit work for specific time periods and tasks. Students performing bargaining unit
work shall become members of the bargaining unit and shall be entitled to all
terms and conditions of employment as found in the collective agreement,
including wages and benefits.
XX.05 Students shall not perform bargaining unit work unless and until all bargaining
unit members are on active duty, including all Terms and Seasonal employees.
June 29, 2011 Parks Canada - Bargaining Demands page 32
NEW ARTICLE
CLASSIFICATION
Reserve.
June 29, 2011 Parks Canada - Bargaining Demands page 33