Below you will find our 2011 CEIU Convention Report. 

For a printed copy or an alternate format, please contact CEIU National Office at jeanb@ceiu-seic.ca.

Part 1 – Cover

Part 2 – Index and pages 2-68

Part 3A – Pages 69-125 (Resolutions)

Part 3B – Pages 126-141 (Finance Committee Report)

Part 3C – Pages 142-143 (3-year Budget)

Part 3D – Pages 144-149 (Late Resolutions)

Part 4 – Pages 150-203

One of its biggest impacts is the creation of generic job descriptions “GJD’s”. In 2008, the first wave of twenty released GJD’s impacting CEIU in regions mostly. This lead to four thousand five hundred SMSM job description grievances. In July 2008 CEIU signed a Memorandum of Understanding with HRSDC to process these grievances.

Numerous steps have been undertaken to resolve these grievances. Here is an update on where some of the GJD files are sitting.

*It should be noted that when grievance files reach adjudication, the timeframe to get through the process would be at least two years.

More information will be posted when other updates on the SMSM GJD grievances are available.

However, roughly 200 employees were not on the list that was created from employees who self identified. CEIU believes that if these employees worked in the above mentioned positions, they should receive a payment as well. HRSDC and CEIU met recently to work on the next steps. The employer is analyzing the list to determine who is entitled to receive a lump sum under the terms of that agreement. More information will be posted when the employer has made a decision.

We ask that you read the Scholarship Application Instructions sheet as well as complete the Application Form. 

Please note that the deadline date to receive completed application forms for these scholarships is August 17, 2012.

Our delegates stood at the microphones numerous times stating that PSAC must find a way to live within its’ means and that especially in these times our members’ pockets were not a bottomless source of revenue.

Throughout convention, we wore black armbands denouncing the supplemental pension plan previously passed by the NBoD. Lively debate took place on a number of issues entailed in the budget.  After a vote on a dues levy substantially increasing dues, each of the CEIU delegates went to the microphones in solidarity to be recorded against. Eventually the budget did pass but was opposed by CEIU.

CEIU cannot and will not stop our members from expressing their outrage to the newly elected PSAC National President and the PSAC National Board of Directors.  The members need to be heard and every member has the right to let PSAC know how they feel.  

Having said that, as a Union, we need to move forward and continue building a successful fight back campaign against the attacks imposed by the Harper Government on public service workers and the social safety net that the Canadian public relies on. 

CEIU will fight for our members and our message will be heard by both the government and the general Canadian public.  We will ensure that the PSAC leadership pushes all of its members in the same direction – pushing to ensure that the Harper Government is held to account for its attack against our members and the wellbeing of Canadian citizens.

I believe that we as a Union can fight this government; however, we need our members’ support.  Union leadership at all levels cannot do it alone.  Solidarity is needed now more than ever. 

Let’s stand together and fight for our rights, our jobs and our citizens.

In Solidarity,

Don Rogers
National President

The biggest impact is in the National Capital Region where 665 members received their letters. The second most impacted region is the West with 142 affected members, while Ontario, Québec and the Atlantic regions have 11 affected members in total.

At a meeting in the past week, the CEIU Representative on the WFA Committee asked Management that all measures be taken in order to provide assistance to these employees. Also, Don Rogers made it clear that the timing of this action was not appropriate given that all CEIU elected members were to be at the PSAC Convention that week. CEIU will ensure that members who won’t get a reasonable job offer do get an explanation as to why this was the case. CEIU will monitor the processes used by HRSDC to select who retains their job to ensure that is done equitably and transparently.

WFA Impact on Members at CIC

CIC is facing a 5.3% reduction from the Federal budget. CIC notified its employees on the cuts and gave letters on April 11.  19 offices will be closed and consolidated.

• In the Western Region the offices to close are Nanamio, Prince George, Kelowna, Victoria, Lethbridge and Regina
• In Ontario the offices to close are Thunder Bay, Barrie, Oshawa, Sudbury, Sault St.Marie and Kingston
• In Québec the offices to close are Gatineau, Sherbrooke, Trois Rivières and Québec City
• In Altantic the offices to close are Saint John (NB), Moncton and Charlottetown.

459 of CEIU members at CIC received a letter tell them either they were “affected” or “opting”. (109 in the West, 184 Ontario, 99 NCR, 39 Quebec, 28 Atlantic). As per an ADM, 283 of our members at CIC will be declared surplus.

Human Resources and Skills Development Canada “HRSDC”

WFA Committee

Management and the unions have met twice. The Terms of Reference “ToR” of the National Labour-Management Committee on WFA have been established and monthly meetings are to be held. There will be Regional WFA Committees in the West, Ontario, Québec and Atlantic. The regions would take the National ToR as a model, but they would be able to make some modifications that fit their needs. The National Capital Region will be included by the National Committee. There is a meeting on decisions concerning the 2012 Budget on April 25.

WFA Impact on Members at HRSDC

The Federal budget shows that HRSDC will face a 3.8% reduction of its budget. However, the government has put additional initiatives that have an impact to this department. Senior management has to reassess the whole thing before coming with the final figures and their impact on the staff. Senior management told the unions that the information on the staff cuts will not be available before the end of April. They committed to meet with CEIU to give us more information ahead of time to help us prepare before the managers give the notification to the staff.

However, because of a modernization of its compensation and benefits, 114 of our members are now affected (10 in the West, 42 in Ontario, 33 in the NCR, 27 in Atlantic). HRSDC is consolidating all its compensation and benefits services in Winnipeg and Montréal.

Immigration and Refugee Board “IRB”

WFA Committee

Management and the unions have met twice. The Terms of Reference “ToR” of the National Labour-Management Committee on WFA have been established and monthly meetings are to be held. The IRB ToR is almost identical to the ToR from CIC. Management provided the unions with a WFA Guide to impacted employees who received their WFA letter. There is a WFA meeting either on May 16 or 22.

WFA Impact on Members at IRB

At the IRB, Bill C-31 The Protecting Canada’s Immigration System Act “PCIS” has the biggest impact on CEIU members. Bill C-31 affects 87 Tribunal Officers in Montréal, Toronto, Calgary and Vancouver. Also it touches 11 Clerks in Montréal, Toronto and Vancouver. The budget also affects 5 members in Ottawa. Members received their letter on April 11.

We are working to protect your rights at work. Your collective agreements contain clear commitments on your rights and employer obligations around workforce adjustment. Your local union representative can help if you have received an ‘affected’ notice, as can your Component, or the PSAC regional office closest to you. We also have an online guide to the WFA and other tools on our web site to ensure you know your rights and options. You are not alone – help is available to you throughout this process.

We know that this government is making the wrong choices at the wrong time. That’s why we are challenging these cuts by ensuring Canadians understand the very real impact on the services they rely upon. We will continue to track the impact of these cuts and we will continue to hold this government accountable for the consequences of its actions.

Some of you are courageously speaking out – in the media and at public events – about the ways that these cuts are affecting your families, communities, and the services you provide. You have the right to speak out on political issues, especially if you hold an elected position within PSAC, and we are committed to protecting your right to tell the truth about your experiences.

We must work together to help our members impacted by these cuts, and we must continue to challenge the attempted dismantling of our public services. These are difficult times. Moving forward, our unity and solidarity will be our greatest strength.

In Solidarity,

John Gordon
National President

The PA Collective Agreements have protections against job cuts in the Federal Public Service. Employers must ensure that employees are treated equitably and given every opportunity to continue their careers. Your Collective Agreement outlines your rights and options when you are an indeterminate employee facing a WFA situation. 

National Union Representatives can provide advice and guidance to local Officers and Stewards on the WFA. Local Officers and Stewards are there to serve the union’s members. These are the first line of service on WFA matters.

References

There is also readily available information on the Public Service Alliance of Canada “PSAC” Web site such as:

• Its WFA main page
• Some questions and answers (Q&A) on Workforce Adjustment for Term Employees
• A flow chart on the WFA process for Treasury Board
• A Guide to Workforce Adjustment for Treasury Board employees, including some questions and answers

Treasury Board Secretariat “TBS”, the Public Service Commission “PSC” and Public Works and Government Services Canada “PWGSC” have put various pieces of information on the WFA as well:

• TBS Frequently Asked Questions are categorised in various sections:
• General information
• Reasonable job offers
• Alternation
• Opting employees
• Surplus employees
• Relocation and transfer
• Pay and benefits
• Identifying job opportunities
• PWGSC pension Waiver Reduction Eligibility
• PSC Guide on the selection of employees for retention or lay-off 

WFA National Committees

CEIU and the 3 departments have put in place National Committees to facilitate the implementation of the WFA directive. The CEIU Representatives on these committees will ensure that decisions regarding WFA are in accordance with the applicable legislation, collective agreements and/or directives.

CIC

The CEIU Representatives on this committee are Don Rogers, National President of CEIU, Paul Croes, National Vice-President for CIC, and Luc Pomerleau, National Resources Officer. As of today, there are no regional WFA committees at the CIC.

HRSDC

The CEIU Representatives on the national committee are: Don Rogers, National President of CEIU, Steve McCuaig National Executive Vice-President, Jacques Perrin NCR National Vice-Presidents and Luc Pomerleau, National Resources Officer. National Vice-Presidents sit on the WFA regional committees in the West, Ontario, Québec and Atlantic regions.

IRB

The CEIU Representatives on that committee are: Steve McCuaig National Executive Vice-President, Norm Murray National Vice-President for IRB and Luc Pomerleau, National Resources Officer.

The CEIU has already posted information in relation with the 3 departments and will continue to post information. CEIU add frequently asked questions (FAQ) and will continue to add more soon.

If you have any questions or concerns that should be directed to any of the WFA Committees, please speak with a member of your Local Executive. As required, they will follow up with the National Vice Presidents and National Union Representatives who will in turn ensure that applicable items are brought to the CEIU Representative on the applicable WFA Committee.

WFA-Frequently Asked Questions

I am currently on leave from my position. Could I receive a letter while on leave? How does my leave affect my role if it is subject to Workforce Adjustment?

In these situations, the employee will receive written notification at the same time as other affected employees. Generally, the decision as to whether or not to provide a guarantee of a reasonable job offer will only be made when the employee returns to work at the end of the leave period.

I am currently out on disability leave. How does the WFA affect me?

Timelines are suspended for people on disability who have been declared surplus. The employee will have to make a choice but that the timelines in the Appendix for the options (e.g., Options A, B or C) are suspended until the member returns to work. If the timeline, hasn’t been suspended, the employee can grieve the violation

Surplus Employees

What if my position has been declared surplus?

If another suitable job is available or is expected to become available generally over the next 12 months in the public service, surplus employees will be provided with a guarantee reasonable job offer “GRJO”. During the surplus period, employees continue to receive their salary. Being provided with a GRJO means that the employee will retain surplus status with surplus priority until the date on which one of the following occurs:

-the employee is indeterminately appointed or is deployed to another indeterminate position;

-the employee is laid off, if a reasonable job offer is refused;

-the surplus status is rescinded; or

-the employee resigns.

What is a reasonable job offer “RJO”?

An RJO is an offer of indeterminate employment within the core public administration that is normally at an equivalent level, but in exceptional circumstances, may involve a lower-level position appointment with salary protection.  The RJO definition is in the PA collective agreement in the Appendix D. There is also more explanation on the TBS Web site FAQ page

What happens if the RJO is at a lower level position?

Surplus employees and laid-off persons appointed to lower-level positions under work force adjustment agreements have their original salary protected, in accordance with their Collective Agreements. As such, the salary of the appointee is protected until such time as that person is appointed to a position with a salary equivalent to the maximum rate of pay of his or her previous substantive position, or until the person refuses an offer of appointment with a salary equivalent to the maximum for the former group and level.

What happens if I refuse a RJO?

As a surplus employee, if you receive a job offer that is considered by the department to be a RJO, you may be laid off if you refuse the offer. You are, however, entitled to a minimum six-month surplus period before you can be laid off. You will be given written lay-off notice one month before lay-off occurs.

If you refuse a RJO after the initial six months of your surplus period, you will immediately be given written lay-off notice, one month before being laid off. Until your lay-off date, you retain surplus priority and will continue to be referred for positions in the in the public service. It is important to discuss any job offers you receive with your human resources advisor, so that you may give careful consideration to the offers and any possible implications of refusing them.

Human Resources and Skills Development Canada “HRSDC”
Management met on the week of February 13 to discuss the creation of a WFA Union-Management Committee. HRSDC invited the Unions to a first meeting to establish the ToR, but it was delayed for some reasons we are not aware of.  This first meeting was held on March 14. The CEIU Representatives on that committee are: Don Rogers, National President of CEIU, Steve McCuaig National Executive Vice-President, and Luc Pomerleau, National Resources Officer. At the National Union-Management meeting on March 6, Management mentioned also that they will establish WFA regional committees in the West, Ontario, Québec and Atlantic. The NVPs in these regions will be key players on these committees. The National Capital Region “NCR” would be included in the National Committee. For that reason Jacques Perrin, National Vice-President in the NCR, would be part of the National Committee. The Unions agreed to work together to provide the employer with their comments.

Immigration and Refugee Board “IRB”
IRB invited the Unions to a first meeting to establish the ToR. This meeting was held on March 20.  The CEIU Representatives on that committee are: Steve McCuaig National Executive Vice-President, Norm Murray National Vice-President for IRB and Luc Pomerleau, National Resources Officer. Same as with HRSDC, the Unions agreed to work together to provide the employer with their comments.