Current and Archived PSAC PA Collective Agreements
Navigating the New PSAC PA Collective Agreements: An overdue side-by-side comparison.
Here are the key differences between the two collective agreements, excluding salary increases:
Use of Employer Facilities (PSAC PA Collective Agreement Article 12)
- 2020-2021 Agreement:
- Reasonable space on bulletin boards, including electronic ones, for posting official Alliance notices. Prior approval is required for non-business-related notices.
- Continuation of the practice of making specific locations available for Alliance literature.
- Accredited representatives may access Employer’s premises to assist with complaints or grievances and attend meetings, with permission that should not be unreasonably withheld.
- The Alliance must provide a list of representatives and promptly update any changes.
- 2021-2024 Agreement:
- Identical provisions for bulletin boards, literature placement, and access to premises for accredited representatives.
- Similar requirements for updating the list of representatives.
Bereavement Leave (PSAC PA Collective Agreement Article 47)
- 2020-2021 Agreement:
- Bereavement leave for immediate family members, including parents-in-law, but the specifics are not detailed here.
- 2021-2024 Agreement:
- Explicitly includes one (1) day’s bereavement leave with pay for the death of a father-in-law or mother-in-law, among other relatives.
Union Business Leave (PSAC PA Collective Agreement Article 14)
- 2020-2021 Agreement:
- Provisions for leave with or without pay for various union-related activities such as complaints to the Federal Public Sector Labour Relations and Employment Board, arbitration board hearings, adjudication, grievance meetings, contract negotiation meetings, and more.
- Specific clauses outlining leave without pay for training courses and other union business, with PSAC reimbursing the Employer for salary and benefit costs during periods of leave with pay.
- 2021-2024 Agreement:
- Similar provisions for leave with or without pay for union-related activities.
- Includes specific mention of Alliance representatives’ right to attend meetings and participate in training courses, with detailed conditions for granting leave.
Leave Provisions
- 2020-2021 Agreement:
- Detailed leave provisions for various types of leave, including vacation, sick leave, maternity leave, parental leave, and more.
- Includes provisions for personal needs, relocation of spouse, and court leave, among others.
- 2021-2024 Agreement:
- Similar detailed leave provisions.
- Includes caregiving leave, volunteer leave, and domestic violence leave, indicating an expansion of leave types and conditions.
Technological Change (PSAC PA Collective Agreement Article 24)
- 2020-2021 Agreement:
- Provisions for advance notice and consultation with the Alliance on technological changes affecting employment status or working conditions.
- Employer’s commitment to minimize adverse effects and provide necessary training for new skills.
- 2021-2024 Agreement:
- Similar provisions for advance notice, consultation, and minimizing adverse effects.
- Continued emphasis on training and support for employees affected by technological changes.
Grievance Procedure (PSAC PA Collective Agreement Article 18)
- 2020-2021 Agreement:
- Detailed grievance procedure for individual, group, and policy grievances.
- Specific timelines and levels for presenting grievances, with provisions for expedited adjudication.
- 2021-2024 Agreement:
- Similar detailed grievance procedure.
- Continued emphasis on fair and timely resolution of grievances with specified procedures for different types of grievances.
Health and Safety (PSAC PA Collective Agreement Article 22)
- 2020-2021 Agreement:
- Employer’s commitment to occupational safety and health, with provisions for consultation and adoption of reasonable procedures to prevent injuries.
- 2021-2024 Agreement:
- Similar commitment to safety and health.
- Continued focus on consultation and implementation of safety measures.
Overall, the primary differences involve expanded leave provisions, explicit detailing of bereavement leave, and continued commitments to union activities, technological change consultation, and health and safety measures.
Duty to Accommodate
It’s important to note that while the duty to accommodate is not explicitly covered in our collective agreements, it remains a critical employer obligation under the law. This duty ensures that employees with disabilities are provided with reasonable accommodations to perform their job functions effectively. More information on this can be found at the Government of Canada’s website.
For more details, you can view the full agreements here:
Thank you for your continued trust and support.