February 23, 2017, Gatineau — Just before 2:00 am on Thursday morning, after 12 months of negotiations, our Bargaining Team reached a Tentative Agreement with the Canadian Museum of History. Our Bargaining Team unanimously recommends ratification of our new agreement.
HIGHLIGHTS OF OUR TENTATIVE AGREEMENT
Duration of Agreement
The agreement is a four-year collective agreement with an expiration date of March 31, 2020.
Wages
- Market adjustments taking effect on April 1, 2016, to be applied to maximum of salary scale of $1,500.00 for E3, E4, E5 and E6, $1000.00 for E7 and E8 and $500.00 for E1, E2 (amounts pro-rated for 40-hour employees)
- Increase in annual service pay to 2.5%.
- Annual economic increases amounting to 5% over 4 years (1.25% per year).
- Market adjustments and service pay increases implemented before annual increase.
- All increases retroactive to April 1, 2016.
- One-time, lump-sum signing bonus of $650.00 for all full-time employees on date of ratification, pro-rated for part time employees.
- A joint committee to examine introduction of new wage grids for next round of negotiations.
Permanent Positions
- Our agreement provides for the creation of 10 new permanent positions in Client Services, to be offered by seniority consistent with collective agreement.
- Additionally, our agreement provides for the conversion of 6 part-time Client Services positions to permanent full-time.
- Temporary employees will now have the opportunity to achieve permanency after working equivalent of 2 years with museum. Employer has agreed to no artificial break in service for employees seeking to achieve permanency.
Leave
- One-time week of vacation for all employees with 2 years of service.
- Employees access 4 weeks’ annual vacation at 5 years of service instead of 6 years of service.
- Employer to reimburse costs for medical certificates.
- All time spent in public service and with other crown corporations to count towards vacation accrual.
Job Security
- Significant new protections against layoff, including employer must make every effort to avoid layoff, as well as seniority options for voluntary departures.
- Longer recall list, enhanced rights for employees receiving notice.
Scheduling
- Client Services staff to now have option of working a 40-hour week, as well as many new protections with respect to how hours are scheduled.
- New protections against permanent reduction in regularly scheduled hours for full-time employees.
Staffing
- All vacant jobs of more than 6 months in duration that are being filled must be publicized so that union members might apply.
Classification
- The union must now be notified in the event that a job is being modified, re-evaluated or reclassified.
For more information about our new contract and ratification, contact a member of the Bargaining Team – Patrice Remillard, Cathy Mitchell, Eric Pallotta. A full explanation of the new agreement, and a copy of the new language, will be provided at the ratification meeting.
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