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2017 Salary Review


CBC / Radio-Canada published the 2017 salary review guidelines. Your manager should communicate your salary revision shortly. As mentioned in their memo, after your manager has finalized and approved the content of your annual review, you are asked to go in My Source to finalize your own notes, acknowledge the final content by checking the box « I agree with the Content and Rating » and complete a short survey.  However, do not check the box if you do not agree with your evaluation.  Rather, explain why you do not agree in the note section of the performance form.

 

New Wage Schedules and Salary Review

 

Salary ranges are showing significant increases this year for all pay bands, particularly for the PS-6 and PS-7 levels. These upward adjustments are intended to reflect the current market and are irrelevant to your annual increase related to your performance. This increase in grids does not replace your annual performance increase.

 

If your performance assessments have always shown a rating that « meets expectations » or « exceeds expectations » and you have not received any performance-related increases, contact your union representative.

 

Midpoint Reference Zone

 

As agreed in the collective agreement, an employee who, after 7 years of continuous service in the same Pay Band (e.g. PB-6) and whose performance evaluations meet or exceed expectations should be at the Midpoint Reference Zone.

 

It means that in 2017, an employee who meets these requirements should receive at least a salary of:

PS-4: $ 59,900

PS-5: $ 67,800

PS-6: $ 76,600

PS-7: $ 86,600

 

If you meet the criteria listed above and your salary review is under the Midpoint Reference Zone, contact your union representative.

 

Please do not hesitate to contact your union representative or the National Secretary if you have any questions.

 

Dominique Barrette, National Secretary

Association of Professionals and Supervisors

(613) 288-6225

dominique.barrette@apscbcsrc.org


2017 Salary Review Guidelines:   Salary review

 


The employer is persisting in its crusade to prevent APS employees from receiving « On-Call » premiums for work accomplished outside of regular hours of work. This is the unfortunate result of the exchange on the subject following the National Joint Committee meeting held in Montreal on May 1, 2017.

On April 6, 2017, we had sent the alert to prevent our members concerning abuses in the interpretation of the clause providing for premiums for multiple calls during rest periods. The text clearly states, « On-call employees will receive a minimum of three (3) hours regular pay when required to work ». And the ending of the clause reaffirms the notion of a minimal payment: « Employees who are [on call ] assignments will be paid a minimum of three (3) hours ».

The employer maintains its position that this payment is restricted to a single payment during a 24-hour period. However this restriction is nowhere to be found in the text of the clause nor was it ever considered during negotiations.

This provision was introduced in the collective agreement to stop cases of abuses during rest periods. The employer is persisting in its intentions to limit payments to a one time only during a 24-hour period. The failure to resolve the problem at the National Joint Committee table leaves us with the alternative to resort to legal recourses. This is the option we will undertake to follow in the coming weeks.

 


The new collective agreement brings about new dispositions pertaining to « On-Call » Procedures.  More precisely, Art. 18.2.1 provides for a minimum payment of three hours for each call to work during rest periods. This new disposition is covered in the fourth paragraph of the article: « On-call employees will receive a minimum of three (3) hours regular pay when required to work ». Moreover the same paragraph reiterates this notion of a minimal payment at the tail end:     « Employees who are [ on-call ] assignments will be paid a minimum of three (3) hours ».

APS negotiated this provision with the intention to restrain abuses while employees are on rest periods. The disposition is to be interpreted for example in the case of an employee having completed a normal shift of work at 17.00H. A first call at midnight triggers a minimal payment of three hours while a second call at 4:00 am, after completion of work for the initial call, triggers another three-hour minimal payment.

We are presently receiving many notices of erroneous interpretations of this new provision. APS intends to clear up the air at the upcoming National Joint Committee meeting to be held in Montreal on May 1st, 2017.  In the meantime, we are asking all of the members feeling they could be the victims of wrongful interpretations to keep track of abuses that might have been committed against them. More precisely, in situations where they would have been deprived of a second or a third minimum payment during a rest period.

We are seeking an understanding with Management over the interpretation of the clause. This is the reason we will get back to you after the May 1st meeting to disclose the course of action we intend to follow.

Andy Libby leaves the CBC

The last round of cuts produced significant damages to the top ranks of APS with the elimination of Andy Libby’s position in Toronto. Andy was the long-standing president of the Toronto Local Branch, also affected by this new round of job suppressions was Jordan Sweigman, Toronto Local Director. A high price to pay for a modest total of five positions eliminated altogether.

A meeting of the APS national Executive Committee was held on Tuesday, April 4, 2017, to adopt transition measures to cope with the vacancies tied to the jobs eliminations. Nathan Farr has been appointed to replace Andy as Toronto Local President. He will be completing the mandate which will expire at the end of the summer, 2017. To replace Nathan as the Ontario representative the Committee proposes the nomination of Jennifer Barrett also from Toronto to bridge the gap until the end of the same summer mandate.

The move is tied to the representation rights of the Toronto Local at the National level. Toronto has two seats on the National Executive Committee which were previously filled by Andy Libby and Nathan Farr.

The new inductees will be soon at work as the next face-to-face compulsory bi-annual meeting of the National Executive taking place in Montreal during the week end of April 29, 2017.

During the April 4 National Executive telephone conference, the participating members had the opportunity to salute Andy’s unwavering contribution to APS as the uncontested leader of the English Network for a great many years. In fact, Andy has been there since the very start of the APS movement back in 1995. He has left his mark as the President of the most important Local of the organization but also as a key player on the National Joint Committee as well as on the Negotiation Committee. Through the years he has helped hundreds of Toronto members by way of his solid coaching talents as well as by outright assistance in solving work-related problems. A big chapter in our short history is thus coming to a close.

Conversion of Contract Workers

The period to convert contract workers to permanent status has now come to an end. Originally set to finish on March 15, 2017, the period was extended to the end of the month of March. With files still being processed, we know for sure that a great many of contract employees have opted to switch to permanent status. A total of 42 have opted to change while some 20 members have filed their refusal by opting to remain under contract. Montreal had the largest contingent of changes with 20 while Toronto turned in 12 transfers. Although the final results are not yet available, we can safely confirm that the campaign was a true success with such an impressive number of conversions already confirmed. Previous campaigns had registered much more modest results. This time, however, the stakes were higher in light of the new differences brought about by the new collective agreement. This is the reason both parties had come to an agreement to open the door to changes of status to give employees the freedom to choose the status best suited for their purposes.

Discussions will continue at the start of next month at the National Joint Committee meeting to be held in Montreal on May 1, 2017.

APS has endorsed the CBC proposal for status conversion to be presented before long to the contract workers who are members of its bargaining unit.

The period for the decision on the choice of status will run until March 15, 2017. This means that contract workers wishing to switch status will be given approximately one month to make their choice.

Personalized Offer

The obligation to present written offers of conversions will be in the hands of each of the supervisors responsible for each of the eligible contract worker. The written offer is made up of a presentation text coupled with an acceptance form to be signed by the employee. Each Supervisor will be hand delivering the documents to each employee.

The Human Resources personnel responsible for each of the Departments or the Services where eligible contract employees (with three or more years of seniority) are located, will be available to provide assistance for those employees wishing support.

Negotiated Agreement

During the negotiations for the renewal of our collective agreement there was an agreement between the parties that an offer to change status would be offered to the contract workers in light of the changes brought to art.16 of the agreement. Even though APS was expecting an earlier offer, the terms and conditions of the present offer meet the requirements that were expressed at the time; an open and free option, without constraints, afforded to each eligible employee.

Consult your individual Supervisor for any information concerning your personal situation because this will be the starting point for every conversion offer.


 



During the last negotiations for the renewal of the APS agreement, the topic of job displacements (bumping) introduced important changes for movements of personnel in cases of job suppressions. This is the reason the employer is now opening the door for contract employees with more than three years of seniority who wish to convert their status to permanent employees.

Changes to ART 16

Before launching negotiations in the spring of 2015, APS had submitted to the voting members the proposal to change the movements of personnel in cases of job cuts. In the preceding agreement the victim of a job cut could displace a limited number of other employees in order to maintain his or her status of employment at the CBC. Positions on probation as well as temporary assignments were the only possibilities of displacement for employees losing their jobs. The suggestion to introduce a distinction between Contract employees and Permanent employees in cases of job cuts was therefore submitted to all to provide new possibilities of job continuation for permanent employees. The results of the consultation were clear and solid: the vast majority of members were in favour of added security for job protection for permanent employees.

The union’s proposal to establish new displacement possibilities for permanent employees was brought to the negotiation table and the employer agreed to the change.

Both parties also agreed to give contract employees the possibility to switch status if they so desired in light of the change. In the future, contract employees with more than three years' seniority will be subject to be replaced by a qualified permanent employee facing a job cut.

Exceptions are provided to the rule but in essence this is the reason for contract employees to evaluate if they wish to remain at present status. The employer will proceed in the days to come to canvass contract employees to find out if they want to maintain their status or to switch to permanent status.

It is up to each individual to decide. Your immediate supervisor will serve as the transmission point. Changes to the status will therefore originate from each job supervisor. However, the employee is the only person responsible to make the decision. This is the opportunity both parties have agreed to; contract employees are the ones deciding on the job status they wish to hold in the future providing they have three years or more seniority.

The corporation will assist to provide necessary information to facilitate inquiries for the technical aspects related to the question. If you are a contract worker in this situation, make sure you are made aware of your new option.

In case of difficulties in obtaining the proper information regarding this matter, please do not hesitate to contact your APS officers.  Consult the Contact list on the website or click on this link: Contact - APS Officers .

Mario Poudrier

APS National President


Collective Agreement Distribution

We have just received the printed version of the new collective agreement between APS and the CBC covering the working conditions of our bargaining unit until March 31, 2020.  In fact the duration could be prolonged for an extra two years if the two parties agree to extend the period.

The agreement was officially signed on November 21, 2016, following a massive vote of approval from the participating members of the union of more than 85% thus endorsing the recommendation from the APS Executive Committee. In technical terms, this means that the new contract is effective as of July 1, 2016, which is the first day following the expiration of the previous agreement that ended on June 30, 2016.

Distribution to the Members

APS is continuing its long-standing tradition to supply each of its members a personalized copy of the agreement.  In this regard, the different APS Officers will be distributing the new collective agreements during the next few days. Each of the copies bears the name of the member it is intended for. If you are not contacted, consult the list of your local representative on the website (click on Contact) to find out how to obtain your copy of the agreement. Presently all copies are in the hands of the Local to which you belong.

For those wishing to inquire about becoming participating members of APS, the distribution of the agreement is an excellent opportunity to find out about the meaning of the status. A member in good standing also provides the opportunity to meet the people you work within a context of shared common interests.


APS National Council in Toronto

Delegates from all parts of the country gathered to meet in Toronto on the weekend of November 6, 2016, to attend the once-a-year main event in the APS universe. The two-day meeting is split into three different events: the Council itself, the Annual General Assembly of members and a face-to-face meeting of National Executive. The National Council is open to all delegates and deals with the orientation of the union along with activity reports summarizing work accomplished during the past year. The Members meeting is the disclosure of the National consultations made through elections involving participating members while the Executive meeting is the decision-making process of the weekend with the elected officers of the union.

Focus on the Votes

The three events are well enshrined in our By-Laws and over the years, delegates know very well that the whole of the first day (Saturday) is dedicated to the National Council topics while the two other events are held on Sunday. This year the attention was clearly focused on the election results as the two top jobs of the union were at stake and the fate of the collective agreement was also on the line. The results are already posted on the website but the major news coming out of the voting results was undoubtedly the tremendous rate of approval for the proposed collective agreement. With more than 85% of favorable votes, this year’s consultation also set a record for participation among eligible members. Members present at the Annual General Assembly congratulated the Negotiation Committee headed by Mario Poudrier along with the two Local Presidents (Andy Libby, Toronto and Stéphane Désautels, Montreal) who were assisted by two newcomers both representing their respective provinces (Directors Nathan Farr and Isabelle Benoit).  Acknowledgment was also directed towards Dominique Barrette, Ottawa Regional Director who participated in the all-important negotiation survey to set the table for the union demands. As for the positions up for election, the winning candidates were Mario Poudrier for President and Dominique Barrette for Secretary General. Runner-up Charles Deschênes-Bolduc, a newcomer on the scene made it clear he was there to stay. Furthermore, Jennifer Ostler who made a comeback after a few years’ absence from the CBC, also stated her intentions to get involved in the APS union life again. Both defeated candidates extended their congratulations to the winners. It was all in all, an election very promising for the future of the Association. For his part, Mario Poudrier thanked supporters for their endorsement noting that he enjoyed the thrill of a first time ever balloting experience. 

Council Summary

Although many new faces showed up at the opening of the National Council meeting on Saturday morning, the palm for the farthest delegate to travel the distance for attendance belonged once again to Jeff Gardiner from Yellowknife. Jeff is still holding the fort up there in the North as one of our longest-standing participating members.

The first part of the meeting was dedicated to a thorough examination of the collective agreement which will apply for the next four years with an option to extend for a period of an extra two years if the two parties agree to a prolongation. Mario Poudrier was responsible for the presentation fielding questions from the floor as the description went along. The traditional Regional Round Table followed with reports coming from the Officers responsible for the different areas of the country. Marcel Arsenault for the Maritimes, David MacFarlane for the West, Dominique Barrette for Ottawa, along with the two Presidents for Toronto (Andy Libby) and Montreal (Stephane Désautels).

Reports from Health and Safety and Employee Assistance Committees followed, made by Marcel Arsenault and Nathan Farr to cover H&S and by David MacFarlane for EAP. The very last financial report was then presented by Martine Flipot on the last day of her mandate. She showed once again her ability to make numbers talk by taking delegates into the meanders of this year’s financial statements. She was given a well-deserved round of applause after her presentation. Yves Ledoux also presented his ultimate report as Secretary General before stepping into the shoes of National Treasurer. Yves had an elaborate analysis of the membership variations to make us understand the effects of the different waves of job cuts in the make-up of our union.

Mario Poudrier and Claude Beausoleil then took turns to summarize activities for the Presidency and General Management of the Association. Maria Gaglione handled once again the organization of the event to everyone’s delight as the event unfolded smoothly and on schedule throughout the weekend.

Members’ Annual General Assembly

The Annual General Assembly of Members is held each year at the same time as the National Council with one major difference as to the participation of delegates present on site. The agenda reflects national consultations only. Because of the widespread geographical location of the membership, all the decisions of the Assembly are the result of elections submitted to every individual participating member of the union. APS has adopted many years ago the usage of electronic consultations conducted by neutral specialized firms responsible for conducting the voting procedure in accordance with our By-Laws. To oversee the elections two Election Officers each representing their respective Networks are nominated by the National Executive Committee. This year David MacFarlane was representing the English Network while Marcel Arsenault represented the French Network. At 8:30 am, on Sunday morning, both men opened their computers to connect with Big Pulse to disclose the results of the votes.

Three sets of items were on the ballots of voters this year:1- the nomination of the external accounting firm to prepare the Financial Statements for the 2016-2017 fiscal year, 2- the approval or rejection of the collective agreement and 3- the election for the positions of National President and National Secretary.

The poll results were as follows:

  • Nomination of the external accounting firm: Adopted at 85.65%
  • Approval of the Collective Agreement: Adopted at 85.65%
  • Election for the position of National President: Mario Poudrier
  • Election for the position of National Secretary: Dominique Barrette 

The National Executive Committee Meeting

The last event to end proceedings for the weekend was a face-to-face meeting of the National Executive Committee. Although that meeting is for the decision makers of APS, Mario Poudrier invited all delegates to sit in and to participate in discussions as observers. There were new seats occupied by experienced members of the Executive as Dominique Barrette and Yves Ledoux experienced their first tenures respectively as National Secretary and Treasurer.

Location of the next face-to-face meeting of the Executive will be in Montreal in the month of May 2017 as provided for in the APS By-Laws

The 2016 Dialogue survey is underway and your voice counts. By participating, you’re letting your manager, union and the organization know to what extent you’re getting the things that everyone needs to be engaged at work.

For example, is your work focused; do you have the right materials to do your  job; do you get to do what you do best; do you feel cared about as a person; and, are you valued, appreciated, heard, trusted, developed and challenged?  

Please check your email for your personal invitation from Gallup with a link to the survey.  It’s 24 questions. It takes (at most) 10 minutes to do. And, it can be done from pretty much any device and browser.

Full confidentiality is assured. Only aggregate results will be shared, and only where at least five people in a work group have participated. 

52% of us took the survey last year. We’d like to see that percentage grow. Higher participation means a more complete picture of our environment.  

For our purposes — as a new joint working group with a mandate (ref to: Working Group on Workplace and Culture) to explore new and different ways of improving our workplace and organizational culture, and improving psychological health and wellbeing in particular — the results will serve as both as a useful indicator of where things stand currently, as well as help us to focus on certain issues where we can work together to make a positive contribution.

We sincerely hope you’ll take the 10 minutes to be heard.  

Members of the Working Group on Workplace Culture 

Christine Campestre, AR  

Olivier Desharnais-Roy, CMG 

Marco Dubé, French Services 

Patrick Gagné, EAP 

Johanne Hemond, SCRC 

Marc-Philippe Laurin, CMG 

Monique Marcotte, People & Culture 

Susan Marjetti, English Services 

Kevin Payan, People & Culture 

Christine Pietschmann, People and Culture 

Mario Poudrier, APS 

Rufo Valencia, SCRC

  

Management and the Unions resolve to establish a joint working group on workplace and culture, comprised of both management and union representatives. 

Mission 

The mission is to help ensure that CBC/Radio-Canada has a respectful, healthy & thriving workplace and culture by choice through 1) addressing organizational risks to psychological health in the workplace; and, 2) focusing on awareness and prevention to help foster and sustain a positive workplace and culture that values respect, collaboration and mental health. 

Scope of work 

Except for occupational health and safety, the physical work environment and the protection of physical safety, which are the domain of the Health & Safety Policy Committee - the working Group will take into consideration the various elements necessary for a respectful, healthy and thriving workplace and culture, including:

  1. Prevention and awareness
  2. Psychological safety and support
  3. Civility & respect
  4. Engagement and recognition
  5. Workload & coping skills

It will take into consideration data relating to mental and psychological health, including:

  • absenteeism, short- and long-term disability claim data
  • employee engagement and other employee perception surveys
  • data regarding the nature of benefit claims, EAP usage and aggregate data from health risk assessments
  • relevant trends and learnings stemming from complaints and investigations into workplace conduct, subject to confidentiality
  • exit interviews.

 

Starting Monday, October 17 up to Sunday, October 23, inclusive, members in good standing will be called upon to exercise their voting rights for the Annual General Assembly.

Big Pulse, the company mandated to organize the electronic vote will be contacting the voting members to invite them to participate. The language choice is posted underneath the APS logo.

Members will be reached via their e-mail address.  APS appeals to its members to please be on the lookout for the invitation to participate in the voting procedure.

On Sunday, November 6, 2016, at 9:00, the results will be disclosed at the APS Annual General Assembly Meeting in Toronto.

Information for members in good standing

By consulting the section Restricted /Member Space on our website, you will have access the Financial Statements of the Association as well as the details pertaining to the national vote and the Agenda of the APS Annual General Assembly meeting of the voting members.

Click on the following link for more details (requires your username and password)

 Member space

 



Main Changes: Wage Stability and Job Security

The latest negotiations between the CBC and APS produced enough of a breakthrough to allow for a four-year agreement. This agreement is subject to a possible extension of two years.

Before the start of this year’s negotiations, APS commissioned a professional survey by the CROP firm which revealed that the two main priorities of APS members were (a) job security and (b) remuneration.

In regards to employment security, the target has been attained on two fronts: a better protection for permanent employees, as well as improved back-to-work measures following job losses.

In regards to remuneration, key goals have also been achieved on two levels: a new grid for wage progression and a new formula for salary increases.

Several other changes are also included in the new employment contract that will be submitted for your approval. These will be covered in further detail in this presentation.

This presentation is thus divided into three parts: (1) changes of a monetary nature (Appendix « G » and Article 18.2.1); (2) changes pertaining to employment security (Article 16); and (3) all the other changes contained in the new agreement.

1.          Monetary Changes: Salaries and Bonuses for On-Call Work

a)       New grid of wage progression (Appendix  « G »)

The new grid of wage progression grants a better income distribution for all members. The percentages are better balanced to reach a larger portion of those receiving increases. Compared to the previous grid, the employees situating themselves above the midpoint of their pay band receive minimum percentages more generous than in the past. The differences in distributions were also eliminated. In the old grid, some categories of employees could receive different increases for the same evaluation result. For example, an employee who met expectations by being located beyond the midpoint of the pay band could receive an increase which varied between 0.9% and 1.9%. The employee’s immediate supervisor would then arbitrarily determine the exact amount of the increase. At the end of this negotiation, it was finally agreed that these differences had no place in the wage progression grid. Henceforth, APS members will receive an amount of base salary increase depending on their performance and their position in the pay band and this will be applied in a uniform manner. To return to our example, an employee above the midpoint and meeting expectations will receive a 1.4% increase. Thus, two major points characterize the newly proposed wage progression grid: more money for the majority of employees and the elimination of different increases for the same evaluation result.

For the purpose of illustrating what next year’s grid would look like for the minimum increase already negotiated this figure represents the spread of percentage increases for each evaluation result and each pay band:

 

The 2016-2017 minimum increase grid reflecting 1.5% general increase

and 0.7% discretionary

         
 

Entry Zone

 

Below Midpoint

 

Above  Midpoint

 

Reference Plus

Above

Exceeds Expectations

3.10%

 

2.50%

 

1.90%

 

1.15%

lump sum

Meets Expectations

2.00%

 

1.70%

 

1.40%

 

0.80%

lump sum

Meets Some Expectations

1.00%

 

0.50%

 

0.00%

 

0.00%

lump sum

Below Expectations

0.00%

 

0.00%

 

0.00%

 

0.00%

lump sum

 

b)   New formula for salary increases

The stability of salary increases previously depended on two factors: maintaining the 1.5% ceiling and additional adjustments calculated from scale increases granted to other unions as well as managerial and confidential personnel. The formula was good, but new circumstances have required necessary changes. On the one hand, the policies of the Conservative government are being replaced by those of a new government.  On the other hand, the landscape of the CBC’s trade unions has changed considerably with the rationalization of the bargaining units in the French network.

For the future, we have thus guaranteed the 1.5% threshold by formulating it as the minimum amount that can be enhanced by the decision of the employer.  To ensure that this possibility is actually in place, we have indexed it to the increases for managerial personal.

Also, the collective agreement now stipulates that the amount of adjustments related to promotions and other salary adjustments will be dealt with in a separate budget from the one pertaining to general increases. The practice was informally enacted but hadn’t been put formally into writing in the collective agreement.

Replacing the variable formula based on scale fluctuations, a fixed amount of 0.7% will be added to the overall increase next year to provide the minimum amount of increases. With these new measures, we are to receive minimal increases of 1.5% + 0.7%, or 2.2% for the next four years. 

Moreover, the guaranteed threshold to reach the midpoint of the pay band for each employee meeting expectations was shortened from 8 to 7 years. This means that a new employee will have to reach the midpoint of the pay band no later than on the beginning of his or her eighth year of service.  The exception to this rule applies to employees who do not meet expectations or to employees who might exceed the midpoint before 7 years of service.

c)      On-Call Employees (18.2.1)

A new annual maximum amount has been established. It passes from 9k to 10k beginning in January 2017.

On-call employees will receive a minimum of three (3) hours regular pay when required to work.

The compensation at a rate of 1.5 times the hourly rate will be immediately available for time worked beyond the minimum three hours.

 

2.      Job security

Changes for better employment security for APS members were negotiated in consideration of Article 16 of the collective agreement.

The new collective agreement modifies situations involving layoffs and redeployment of employees experiencing job loss.  The CROP survey showed the way to positive change by putting an emphasis on improving the status of permanent employees and on giving precedence to competency over seniority as a determining criterion in cases of layoffs.

Below is a list of changes as they appear in numerical order in the new draft agreement from Article 16.1 to the last Article 16.10.

Article 16.1: New mode of communication

In the previous collective agreements, there were no provisions for massive layoffs in Article 16. However, considering that the old collective agreements only required the employer to give the union 48 hours’ notice of an employee being laid off, the massive layoffs that have occurred in recent years have resulted in difficult situations to deal with. Henceforth, the employer is required to disclose its layoff plans before hand by holding a special meeting of the National Joint Committee.

16.2.1: Two Changes 

The process of laying off employees in a certain department is now framed in clearer and more transparent guidelines. Only performance evaluations on record and completed before the layoffs can be used to justify the selection of specific employees to be laid off.

16.3: Improved APS Contact

A departing employee must receive contact information to reach his/her APS representative and said representative must be physically present at the time of the layoff, as is now stipulated in the collective agreement.

16.4: Workforce Adjustment Committee

The acknowledgment by the employer of failure to redeploy permanent employees has led to a serious review of the redeployment process to provide better access to job openings during the year following the elimination of a position.  The solidification of an employee’s permanent status is also to be found under article 16.4.

16.4.1

The Workforce Adjustment Committee (WAC) intervenes in the event of a layoff. The committee ensures that the possibilities for bumping have been respected. Now a permanent employee has access to jobs held by employees on probation, temporary positions and jobs filled by contractual workers, provided, of course, that the employee has the required qualifications to perform the duties of the displaced employee. The case of contractual workers is covered in more detail in Article 16.8.  Since this is an important change for contractual employees, the parties have agreed to offer them the opportunity to change their employment status to permanent employee.

The possibilities for bumping normally play out before a job cut. This is why the committee’s role focuses primarily on finding placement opportunities for an employee before the employee’s job is eliminated.

Therefore, the committee will communicate directly with the supervisor of a position being considered as a suitable fit for a laid-off employee in order to ensure an employee’s access to the job, provided he or she is willing and qualified. The committee may also recommend candidates who meet the core competencies of a position to be given an opportunity for an interview, provided that the employee being recommended by the committee would require a familiarization period not exceeding three (3) months.

16.4.2

The committee will now be required to schedule weekly meetings as long as there are at least three employees in a layoff situation, who have redeployment rights.

16.5

A laid-off employee will be given greater consideration compared to other applicants for the same position.

16.5.1

The main advantages of the status of a laid-off employee are described in this clause. In particular, the laid-off employee’s skills and abilities will be considered by the Corporation before hiring from outside. An employee who has been laid-off will also benefit from preferential re-engagement should work become available at another CBC location. Also outlined is the trial periods in accordance with the provisions of Appendix « D » and « E » of the collective agreement.

16.6 and 16.7

When an employee on probation or an employee on temporary assignment is displaced by a permanent employee, the probationary employee is dismissed and the temporary employee is displaced.

16.8

The rules of bumping that will apply to contractual employees are described in this new clause.

Contractual employees with less than four (4) continuous years of service will not be impacted by the workforce adjustment process.  Contractual employees who have completed three (3) continuous years of service will be offered an opportunity to convert to permanent status. All current contract employees who meet the requirements will be contacted. There will be some exceptions to these rules related to speciality roles and people hired for special projects. These employees or positions to be exempted will be identified by the employer and their number will be limited to a maximum of 60 contract employees.

16.9 and 16.10

Concerning employees who will fill a lower position following a layoff, their salary is maintained only in cases of redeployment, provided the salary is not higher than one full pay band above the level of the job in question. For a laid-off member who agrees to take a position in another geographical location, they will be entitled to be reimbursed for expenses related to the relocation to a maximum of $11,000.

 

3.      Other Changes

Apart from the changes pertaining to wages and employment security, over a dozen other changes were made to the collective agreement to be submitted for your approval.

They are being presented in a condensed form, in the order in which they appear in the collective agreement.  Each brief commentary relates to the article quoted.

4.1.8 Temporary Employee

Extension of the period allowed to include cases of long-term disability to 24 months.

4.1.12 NEW

New provision to curb the use of consultants.

5.2.1

Meetings of the National Joint Committee will be held every 4 months and possibility of additional meetings.

5.3.2

Better access to grievances to contest policies.

7.3

Possibility for mass electronic communications generated by third parties for APS members (e.g. online surveys).

9.3

The addition of another union representative for negotiations (5).

10.2

Support is now put into writing to confirm the improvements made in the performance management tool (mainly by the adoption of the new process applied last year).

17.4.1

Necessary training will be provided at no cost to the employee in cases of technological changes.

18.3.1

In case of excessive workload, the employee may provide, if he or she so desires, a written notice.

18.3.1 g)

A new provision to prevent supervisors from modifying time reporting documents, replacing leave entered by the employee with authorized leave of absence after they have submitted their time report.

19.5.1

In the future, the employer will identify one Industrial Relations contact to the Association to facilitate communications.

19.7

In case of a layoff, an employee now has 20 days (as opposed to 15) to submit a grievance in writing (standardization of grievances).

23

The duration of the collective agreement is 4 years, with a possible extension of 2 years with the consent of the parties. In order to facilitate wage changes, the closing date is now March 31 instead of June 30th.

 

Appendix  « A »

11 c) and d)

New provisions related to contractual employees.

Contract employee termination

 

Budget reduction or lack of work notice

  

 

   

Continuous service

Notice

 

Continuous service

Notice

 + Penalty

  

 

   

Less than 1 year

15 days

 

More than 4 years

60 days

2 weeks per year of service
to a maximum of 78 weeks

 

 

 

More than 1 year less than 4

60 days

 

 

 

 

More than 4 years less than 10

90 days

 

 

 

 

More than 10 years

120 days

 

 

Appendix  « G » 

As per the changes contained in Article 16, the changes made to Appendix  « G » and to Article 18.2.1 have been covered in the initial part of this presentation (Part 1 : Monetary Changes and Part 2 : Employment Security). This presentation thus provides you with a comprehensive overview of all the changes contained in the proposed renewal of the collective agreement.

 

For more information:

Documentation/Collective Agreement/The New 2016 Collective Agreement

 

In order to provide members the opportunity to know the candidates seeking election for the positions to be filled on the October 17 vote, APS offered each one the opportunity to use our Website to deliver a message of their choice.

Guidelines were sent to each candidate to ensure a fair and equal process. Also the individual messages were to be made available to the voters by the company responsible for the electronic consultation. On assignment in the Great North, one candidate missed the required deadline. Upon consultation with the three other candidates, a consensus was reached to nevertheless give this candidate the opportunity to deliver his message and to delay the start of the posting.

The following presentations are made by each of the candidates running for an election to be conducted from October 17 to October 23 inclusive, with the voting members of APS. Two candidates are seeking election for the position of National President and two are running to get elected as National Secretary. The president oversees the functioning of the organization as the head officer while the Secretary General is second in command mandated to replace the President in case of departure.

Charles Deschênes from Montreal and Mario Poudrier also from Montreal are seeking the position of President, while Jennifer Ostler from Toronto and Dominique Barrette from Ottawa are the candidates for the position of Secretary General. 

 

 

 

 APS National President

 

I am taking this opportunity offered to all candidates for the upcoming election to give you a brief summary of my experience at the CBC as well as my aspirations in view of the renewal of the mandate to lead APS as National President.

My entry date at the service of the CBC was on September 12, 1983, as Assistant Technician after graduating in Electronic Technology. Three months later I became a permanent employee under the title of Assistant Technician. During the five years that followed, I occupied several positions in the technical field all of them dealing with studio work. At the beginning of 1989, I was promoted as Technical Producer working various television shows until 1999 where I joined the Engineering Department as Project Leader a position I am still filling today. My main contributions have been realized with the conception of Mobile Units and more recently for the conception of Television Studio, namely for the studios in Montreal, Quebec City, Moncton and Three Rivers.

Since November 1, 2002, I am also National President for APS. Therefore, I am now seeking a mandate to lead again our Association after completing 8 consecutive mandates. At the beginning of my stay with APS, our union did not have the same profile as it has today. Our first battle was the recognition of overtime payment. At the time the majority of our members were excluded of their rights to be compensated for time worked in excess of regular hours. Thankfully this era is now behind us. But at the time our union was also embroiled in a precarious financial situation with debts and deficits compromising its survival. Today we have reserves topping the million-dollar mark without ever increasing the level of union dues paid by our members. The 1% rate we have is among the lowest levels in union dues here or anywhere. APS has never suffered labour conflicts while maintaining for many decades superior working conditions for its members. Our working conditions were conceived for Professionals and Supervisors and will continue to exist under that characteristic under the new version of our collective agreement I had the honour to conclude with our Negotiation Committee on behalf of APS.

The direct communication channel that we introduced with our members for union demands that we address to the employer stands as the symbol for the type of union involvement I have been defending for years. The members decide on the content of their collective agreement by way of a scientific survey. In APS each member is free to participate in the union life of our organization but all APS employees benefit from the protection granted by the union.

For the two-year mandate I am seeking my purpose is to provide APS with a solid structure for the future. We need to bring to renew our forces for an efficient succession. The work has already begun but a lot more needs to be done. We have accomplished a major revision of our Rules and Regulations to make them more efficient but we need to encourage more of our participating members to join our organization at all of its levels to really succeed.

We will be better equipped to face massive job cuts under our new collective agreement but we need to make sure that those new defense mechanisms are well implemented. For performance evaluations as well as the functioning of Joint Committees, meaningful upgrades have been introduced but there also they need to face the test of implementation. In short this is the path I am committing to follow for the next two years.

The road to stability and continuity for a made-to-measure Industrial Relations model built for the Professionals and the Supervisors of the CBC.

Dear members,

I am a Graduate in Electrical Engineering, with a certificate in Project Management as well as Strategic Negotiation. I have worked with CBC for almost six years and I am a member of the Association of professional and supervisors.

For a few years now, I’ve been observant of our Association as well as of its management and governance. For 15 years, the current President has accomplished colossal work for which I would like to thank him. However, in these times of scrutiny of organizations, whether they are unions, from the municipal or any other sector, I believe that it is time to get to the next level. This is the reason, I am running for President.

My main objectives target the transparency and the use of the funds of the APS. Principally, I refer to the publishing of the minutes of the meetings and committees.

I also believe that the management of our contributions has to be done frugally, especially since we are each contributing 1% of our salary. We must reduce the operating costs of the Association. The technological tools are now available to allow us to reduce our operating costs, our travelling costs, as well as telecommunication and internet site upkeep.

I commit to ensure that the expenditures of our Board Members and Executive Council Members are suitable and representative of the mandates of each position and of the worked hours that reflect the reality.

I think that it is important that, for anyone living in remote areas and for all those that cannot attend general meetings, we create access to conferences, meetings and conventions through videoconferences.

I am a Project Manager at the Transmission Engineering.  My role consists in managing Human, Material and Financial Resources that are necessary for the implementation and operations of the telecommunications and broadcasting infrastructure. I must add to this experience my functions as President of the Board and Manager of my Condominium Association for the past three years. I believe that this expertise conveys that I have the required competencies for the administration of the Association of Professionals and Supervisors.

I believe that I have your support. I count on your vote.

Charles.deschenes@radio-canada.ca

514 597.5953

 

 https://ca.linkedin.com/in/charles-deschênes-bolduc-ing-a0123b22