CAPE reaches agreement with Treasury Board on special provisions for RCMP Civilian Members

June 27, 2019

For immediate release

Have a look at the general document about the provisions included in the Memorandum of Agreement: Download the PDF

Ottawa – The Canadian Association of Professional Employees (CAPE) announced today that an agreement has been reached with the Treasury Board Secretariat to add to the EC and TR collective agreements special provisions for the integration of ESS and TRL civilian members of the RCMP into the federal public service.

Approximately 430 ESS civilian members and 30 TRL civilian members stand to benefit from the deal.

The agreement focuses on the priorities identified by civilian members, including: vacation leave and vacation leave accrual, sick leave, retirement relocation benefits and funeral and burial benefits. The terms and conditions of employment applicable to RCMP civilian members will remain in effect until the earlier of the date of deeming or until a date mutually agreed to by the parties. The provisions as well as the other provisions of the collective agreements would apply to civilian members on that date. 

 “Going into this negotiation, our goal was to make sure the transition of RCMP Civilian Members into the public service would go as smoothly as possible” said Greg Phillips, CAPE President. “the employer was receptive to members’ concerns and interests, and after months of efforts on both sides, we were able to reach an agreement.”

The agreement is added to new provisions that will be the object of a ratification vote by EC and TR members in early July. ESS and TRL members will be voting also on the tentative agreement which includes the special provisions. Meanwhile, the bargaining committee members recommended the ratification of these agreements.


General highlights of the agreement:

1. Special provisions for the integration of civilian members

• The transition measures will apply to ESS and TRL civilian members deemed into the public service and continue to apply as long as the member remains in the EC or TR bargaining units at the RCMP. However, the 40 hours of vacation leave described below as well as the sick leave bank remain in the employee’s bank even if the employee leaves the EC or TR bargaining units at the RCMP.

• Leave banks will be maintained and will not be prorated. On the date of transfer leave credits will be in hours not days. In other words, 160 hours will translate into 21.3 days not 20 days.

• Vacation leave accrual rates will be maintained until the civilian member reaches the next accrual rate. At that time the civilian member will begin to accrue vacation leave as per the accrual rate in his or her collective agreement.

• An additional 40 hours will be added to the civilian member’s vacation leave bank, on the date of transition. As the collective agreement provisions will apply on that date, civilian members will have access to an additional 5 days of vacation leave, to the 2 days per year of personal leave, etc.

• Civilian members will begin accruing sick leave on the date of transition at the rate of 9.375 hours per month for which they receive at least 75 hours of pay. In addition, civilian members will be provided with a sick leave bank of the greater of 65 days or 10 days per year of service. For example, 18 years of service would entitle an employee to a bank of 180 days of sick leave. The Disability Insurance Plan provides taxable benefits equal to 70% of the monthly rate of pay, payable after 65 days or when sick leave is exhausted, depending on which is latest.

• Retirement relocation benefits are maintained.

• Funeral and burial benefits are maintained. Upon retirement, these entitlements will continue until death.

• If better provisions or entitlements are negotiated for civilian members who are not represented by CAPE, they will be applied to civilian members represented by CAPE.

2. In addition, on the date of deeming, ESS and TRL civilian members will benefit from the provisions of the EC or TR agreements, including new provisions that are the object of a ratification vote in early July. These new provisions include:

• Pay and market adjustments as follows (the effective dates are June 22 each year for ES/EC members and April 19 each year for TRL/TR members): 2%+0.8% for 2018, 2%+0.2% for 2019, 1.5% for 2020, 1.5% for 2021.

• Other improvements include the addition of 5 extra weeks of parental leave and allowance at 93%, where parental leave is shared; new language for parental leave that will allow members to benefit fully from the extended Employment Insurance (EI) parental benefits with a top to 55.8% of weekly wages and the additional shared leave of 8 weeks; the expansion of the definition of “family”; new leave for caregivers; new paid leave for victims of domestic violence; language for a consultation process on the prevention and the resolution of cases of harassment in the workplace.


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Contact:

Katia Theriault
Director of Communications
Canadian Association of Professional Employees-CAPE
4th Floor-100 Queen Street
Ottawa, Ontario
K1P 1J9
Tel: 613-236-9181 ext. 225
Mobile: 613-818-1840
www.acep-cape.ca
https://twitter.com/acep_cape
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