Please note that the full version of the CAPE collective bargaining proposals presented on behalf of RCMP sworn civilian members (CMs), the employer's proposals (EC and TR), and the RCMP Civilian Member-Public Service (CM-PS) Staffing Alignment PowerPoint are available on the CAPE website.
Negotiations
The bargaining committee met for several days in May, where we:
- Conducted a final review of the of the 2024 CAPE RCMP Civilian Member Survey to confirm the top priorities identified by both ESS and TRL CMs which the committee will bring to the bargaining table.
- Prepared the two collective bargaining proposals to be presented by CAPE to the Treasury Board and the RCMP on behalf of:
- 1) CMs in the Economics, Social and Research RCMP sub-group (SPS-ESS) covered by the Economics and Social Sciences Services (EC) agreement.
- 2) CMs in the Interpreter/Translator RCMP sub-group (SPS-TRL) covered by the Translation (TR) agreement.
- 1) CMs in the Economics, Social and Research RCMP sub-group (SPS-ESS) covered by the Economics and Social Sciences Services (EC) agreement.
- Prepared a presentation on the failed plan of the RCMP Civilian Member-Public Service (CM-PS) Staffing Alignment and its negative impacts on sworn CMs.
On May 30, lead by CAPE Chief Negotiator Suzelle Brosseau, the committee presented both collective bargaining proposals and the PowerPoint presentation to the bargaining team from the RCMP and the Treasury Board Secretariat. The employer also presented its proposals (EC and TR). This was the first day of negotiations; the bargaining team will be meeting again with the employer in July and in the fall.
2024 CAPE RCMP Civilian Member Survey Results
The top priorities identified by the respondents to the survey formed the basis for the collective bargaining proposals. These include:
- Protecting current CMs’ working conditions and benefits
- Improving career mobility and enhancement
- Recognition and reparation for the negative impact on CMs’ lives and careers from the prolonged indecision and uncertainty regarding deeming
- Providing a safer and healthier work environment
CM-PS Staffing Alignment” PowerPoint Presentation
This presentation traced the history of the failed RCMP-Treasury Board Secretariat deeming initiative and the related RCMP CM-PS staffing alignment (2016 to present) which resulted in negative consequences for RCMP sworn CMs. The presentation covers:
- RCMP sworn CMs as “distinct” employees – RCMP sworn CMs are not merely civilian employees. RCMP CMs are more aligned with RCMP regular members than public service employees (PSEs), having taken a sworn oath, been assigned a unique regimental number, and are mostly governed by the RCMP Act.
- Promises not met – The RCMP promised that deeming and the related staffing alignment would provide sworn CMs with increased career mobility and enhancement within the RCMP and a much wider range of career opportunities in the broader public service. These promises have not been met.
- Unfair staffing mechanisms – Through unfair staffing mechanisms such as areas of selection, appointments and non-advertised positions, the number of CMs that have been promoted or allowed to compete for positions has declined while the number of PSEs in these positions has increased dramatically.
- Protracted eight-year “interim” period – Eight years is not an acceptable “interim” period. With deeming no longer on the table, the purpose of this staffing alignment no longer exists.
- Lack of communication – There has been very little communication from the RCMP over the past eight years regarding the status and plight of sworn CMs.
- Negative impact on sworn CMs – Sworn CMs have experienced significant career, workplace, economic and mental health consequences as a result of this untenable situation.
- Reparation – We are asking for acknowledgement and meaningful engagement on solutions including a joint decision-making committee.
CAPE RCMP CM Collective Bargaining Proposals 2024
It is important to note that, should the parties not come to an agreement, the memorandums of agreement signed by CAPE and the Treasury Board Secretariat in 2023 will remain in effect until the collective agreements, which expire in 2026, are renewed, with no change to sworn CMs’ current working conditions and benefits. Renewal could happen in 2028 or later.
The CAPE RCMP CM bargaining proposals are grouped into five separate areas:
1. Protection of RCMP CMs’ current working conditions and benefits. For the employer, this means respecting the sworn oath taken by CMs, thereby aligning them more with RCMP regular members than PSEs.
2. Internal career mobility and development for sworn CMs. This is a proposal for the employer to address and rectify what the bargaining committee sees as the RCMP’s lack of transparency, fairness and good management practices with regard to staffing.
3. Adverse impact on sworn CMs since the “interim” staffing alignment was implemented in 2016. This is a proposal for the employer to recognize and make reparations for sworn CMs’ career advancement limitations and resulting financial and mental health consequences.
4. Improvements to ensure a safe and health workplace that will benefit both the employer and the employee.
5. The fifth group contains proposals that do not fall under the other groups, such as leave with or without pay for other reasons, workforce adjustment, performance management, and coaching allowance.
Next steps
The parties will be discussing the proposals at the next bargaining session in July.
If you have specific questions or comments for your bargaining committee, you can reach out by email to negogrc-rcmp@acep-cape.ca. One of the bargaining committee members will respond to you.
