Your CAPE RCMP CM Bargaining Team continued discussions with the employer on November 26, 27 and 28.
We re-stated our firm position on maintaining CMs’ existing terms and conditions of employment, including sick leave.
Severance pay: Following the elimination of the severance pay for resignation and retirement several years ago, we want to ensure the proper protection for CMs who postponed the cash out.
Workforce adjustment (WFA): WFA lays out the process and protections when there is job elimination. This conversation is even more important in light of the RCMP’s announcement and response to the Government of Canada’s notice on budget cuts. There is a National Joint Council (NJC) WFA that applies to CAPE EC and TR members. There is also an RCMP WFA that currently applies to CMs. The employer wants to apply the NJC WFA to the CMs in cases of job elimination.
Relocation benefits: There is an NJC policy applicable to the public service and an RCMP policy. The employer wants to apply the NJC relocation policy to CMs, except in case of retirement, as per the 2019 agreement signed between CAPE and the Treasury Board Secretariat. In the new year, we will be reaching out to you for feedback on personal experiences.
Grievance process: RCMP CMs are governed by two legislations and are subject to two processes:
A grievance process, under the collective agreement, on the interpretation and application of the collective agreement allowing CMs access to a third party in case of no earlier resolution.
Another grievance/appeal process for CMs’ other terms of employment such as discharge, financial penalty, employer’s policies, etc.
We want to ensure the grievance process under the collective agreement accurately reflects your rights.
Performance assessments: Language to ensure they are done on a regular basis.
Creation of a coaching allowance: While this was outside the agreed upon benefits to be discussed in case of deeming and/or of a reopener, your bargaining committee decided to include this proposal in the bargaining package. The employer argued that the coaching program was a pilot project, and no coaching allowance was necessary.
Appendix L, EC Collective Agreement;
Appendix H, TR Collective Agreement;
Meeting with RCMP commissioner:
On October 3, 2024, CAPE President Nathan Prier met with RCMP Commissioner Mike Duheme. This meeting was not part of our negotiations but was an opportunity for the two leaders to learn about each other’s organization and mutual concerns.
Several RCMP CM issues were raised:
The extra level of capability and capacity of service that RCMP CMs bring, as sworn members, to RCMP operations. Nathan emphasized the need to not only maintain, but expand, CM numbers and roles. The commissioner recognized the value of sworn CMs and offered his vision of a new policing model where CMs have a distinct role on the ground in support of operations.
The negative impact that the prolonged deeming initiative and the temporary RCMP-PS staffing alignment has had on CMs’ career development, mobility, morale and mental health. Some of the issues that need to be addressed require legislative changes which are beyond the scope of the bargaining process. Your bargaining committee believes that a solution lies in collaborative efforts between CMs, CAPE and RCMP leadership.
The problematic issues with the Phoenix pay system and the possible negative consequences of transferring RCMP CMs to that system. Nathan suggested the option of developing a dedicated, proprietary RCMP payroll solution.
Discussions and negotiations with the employer will continue in January. Please feel free to reach out to your bargaining committee by email to negogrc-rcmp@acep-cape.ca. One of the bargaining committee members will respond to you.
Your CAPE RCMP CM Bargaining Committee
