While the employer (Treasury Board) pushes for the “harmonization” of your working conditions with those of public service employees (EC and TR), the reality is that full harmonization is not possible. You are and will continue to be appointed under the RCMP Act and as such, you are subject to very specific RCMP conditions, such as the code of conduct and the code of ethics.
Your bargaining team is looking at protecting your better conditions and enhancing others where possible.
The bargaining proposals from both parties (TBS and CAPE) are posted here. Many proposals were not tabled during the initial exchange of proposals, as the parties either wanted to discuss the issues before tabling formal language or were not ready.
Here is the list of counterproposals tabled by both parties prior to the February 2025 sessions.
Realize that two legislative regimes govern your working conditions: the Federal Public Sector Labour Relation Act (FPSLRA) and the RCMP Act.
More simply…
Grievance: For example, depending on the type of grievance, the process is governed by either the FPSLRA or the RCMP Act. The FPSLRA states that a grievance on the interpretation or application of the collective agreement would fall under the FPSLRA and could be referred to a third party, should it not be resolved at the different levels of the grievance process. A complaint on RCMP policy is dealt with under the RCMP Act recourse.
Where it gets tricky….
Relocation: Your relocation is currently governed by the RCMP Relocation Directive dated April 2017, but the employer is pushing to replace it with the NJC Relocation Directive (with the exception of relocation on retirement). A survey on relocation was recently conducted with all CAPE CMs. Thank you for taking the time to respond. You confirmed what your bargaining team believes: you are satisfied with and want to keep the RCMP Relocation Directive.
Workforce Adjustment: You are currently under the RCMP Workforce Adjustment Policy (WFA) which lays out the process and protections when there is a job elimination. The employer is proposing to keep it as is. The NJC Directive (for the public servants) offers better protections that should be looked at and imported to your RCMP Directives, particularly given how dated the policy is.
Again, it is the bargaining team’s focus to protect your better conditions.
If you have questions or comments don’t hesitate to contact your bargaining committee at: Nego GRC-RCMP <negogrc-rcmp@acep-cape.ca>
Your Bargaining Committee
Mach 4, 2025
