In Attendance:

 

Tony Geoghegan, A/Regional Director

Al Campbell, Director, Human Resources

Dave Berardi, Director, Niagara Falls District

Neil Mooney, Director, Fort Erie District

Libby Tiberi, Director, Hamilton District

Jeff Walters, A/Director, Enforcement

Robin Desmarais, Human Resources

 

Jason McMichael, 4th National Vice President, CIU

Gus Kontogianis, Fort Erie District, CIU

Fred Milligan, President Niagara District, CIU

Stewart Saunderson, 2nd Vice President, London-Kitchener, CIU

Mark Kuderian; President, Hamilton District, CIU

 

 

Opening:

Tony Geoghegan opened the meeting by welcoming all attendees.

 

Review of previous minutes from January 14, 2009

It was raised that the clarification in Item #1 of these minutes (FB Conversion and Retro payments) was not received.  Al Campbell indicated that the scenarios are listed on the website (http://atlas/hrb-dgrh/compensation-remuneration/scenarios_eng.asp).  Al indicated he would forward the link.

 

It was also identified that there was a typographical error in the minutes under the first item raised during the round table.  It should read that a “VSSA agreement” was presented not a “schedule was presented”.

 

Item:  Educational Assistance Program

The Union questioned whether the program was going to remain suspended? If the program was going to be reinstated, would those who have already applied and been denied be required to re-apply?  CIU would like to make both Regional Management and HQ aware that this is still an issue as Employees want this program.

 

Management explained that the program is still currently suspended and that nationally there is no funding for this program.  That being said, Management feels that the program is important and that there is an opportunity to look at the program Regionally - however it will be dependent upon the budget.  It is expected that this can be better considered around May (after the Region has received and reviewed the budget).  Regionally Management is hopeful that the program can be re-instated however it should be noted that it may not be as robust as previous years.

 

Should the program be re-instated those who had previously applied and been denied will be considered.

 

Item:  Arming of Kitchener

The Union referred to the Arming document that outlined that some seats for DFC would be allocated to those BSO’s at the airport who perform Alternate Inspection Services – and given that BSO’s at Kitchener perform such duties (MET team) coupled with the remoteness (great distance from local law enforcement and the poor radio reception) they would request that some of the 5 Regional allocation seats (different from Hamilton seats) be designated for BSO’s from Kitchener.  CIU outlined that the perception is that BSO’s from Kitchener will not be armed.

 

Management outlined that the 5 Regional seats are designated for areas that have lost armed officers (for reasons such as promotion, transfer etc.) so that they can use those seats to bring their number of armed officers back up.  That being said, Management did indicate that 12 seats have been allocated to “Hamilton”, albeit not until the fall for the most part, so some of those seats can be used for BSO’s from Kitchener (but it likely won’t happen until the fall).

 

Management clarified that there has never been a statement or position that BSO’s at Kitchener will not be armed – even with the uncertainty of the airport (with the decline in flights) the need for services to the marines and small unmanned airports will remain.  Although the priority has been Hamilton, Management will look at getting some BSO’s from Kitchener pre-requisite ready for DFC.

 

Management committed to assigning 2 seats at DFC to Kitchener before the end of the 2010-2011 fiscal year.

 

Item:  Status of CR Classification

The Union feels that although discussions on this topic began some time ago and was seemingly productive it seems that Management has backed off and the process has been stalled.  CIU also questioned the status of the Quebec study.

 

Management explained Quebec did conduct a study and essentially took 77 different job descriptions (JD) and changed them into 16 generic job descriptions.  Currently NORO and the Prairie regions are part of a pilot “mapping exercise” and are looking at mapping their CR’s into one of the 16 generic JD’s.  This pilot will be conducted on March 5th.  Management outlined that there will be challenges with this mapping exercise including:

 

Management explained their reason for “backing off” in that Regionally we could go through the exercise of working on the Regional JD’s but given the generic JD’s we would end up having to map them into one of these regardless.

 

The Union raised the issue that Employees between Regions are doing the same work and at a higher classification (Windsor has CR04’s doing the same work as Niagara/Fort Erie’s CR03’s) and indicated that if they are doing the same work the pay should also be the same.  Management indicated that this process should resolve any such inconsistencies.

 

It is anticipated that Management will have a better idea of time frames after March 5th.  Management committed to briefing CIU once new information has been received.

 

The Union also raised the issue of the movement of CR’s between 2 different locations (AIS and Re-Risking units) - given that the employees would prefer not to move CIU questioned why this was happening.  Management explained that the movement was necessary given the fluctuation in workload between the two locations.  As has happened in the past, Management will move resources back and forth to meet the need of the workload in each unit.

 

It was raised that there are some CR’s in AIS who do not have a substantive position and Management indicated they would be deployed into a substantive position and then assigned back to AIS.  Both parties agreed this would be beneficial for career pathing for these employees.

 

Item:  Definition of a “week”

The Union raised the issue that Management has used the definition of a week as Monday-Sunday however the RC509’s require employees to record their hours as Saturday – Friday.  CIU suggested that, for the purposes of vacation granting, Management consider a week to be any 7 day period.  CIU has indicated that this has been accepted in another Region.

 

Management indicated that when looking at the definition of a “week” they look to the Collective Agreement for its definition.  That being said, Management committed to using common sense and will continue to be as flexible as they can.  Management will look at each unique situation with reasonableness.

 

Item: Harassment/Conflict Management Training

Joint recommendation from Niagara District Management and CIU local that the workplace would benefit from Harassment and conflict management training.  CIU has observed circumstances in the workplace for which it feels this training is important to correct.

 

Management advised that a JLP Anti-Harassment training session has been scheduled for April 28, 2010.  It is anticipated that this session will act as a “pilot” per se so that the Region can determine if this program meets our needs.  Once this session has been assessed it can be determined if the Region should use the JLP for further sessions or whether something should be arranged “in house”.

 

It was decided that once seat allocations have been established the Directors and CIU will discuss who can/will attend.

 

In a related matter it was also jointly recommended that there is a need for conflict management training.  This matter was referred to the ICMS committee to arrive at proposals for Management.  It was agreed that if the next meeting is not soon an ad hoc meeting can be scheduled as there is some urgency with this issue.

 

Item:  Schedule in Niagara Falls

The Union raised their concern with the timing of the announcement to bring in casuals.  Their VSSA agreement was signed on a particular Monday and within days this announcement was released.  It is their position that knowing this information in advance may have impacted the negotiations and the ultimate outcome.  CIU questioned whether Management knew of this information in advance and if so, why were they not told.

 

Management indicated that efforts to add staff were ongoing and that this was discussed with CIU on numerous occasions.  The casual employee option was one of many put forward to HQ for consideration and was not approved until after the scheduling process had concluded.  During the various scheduling negotiation processes Management requested repeatedly that the schedule be designed to balance in increments of 8weeks or a multiple thereof, to readily accommodate growth/expansion.  Further, that the scheduling process could not be static and that both parties need to continue to look at the schedule on an ongoing basis and take changes into consideration.  Management also pointed out that the second clause of the VSSA agreement speaks directly to the addition of new staff and that they would go onto the 5&3.  Management recognized that the timing of the Casual employee interest letter was unfortunate – and although local Management was not aware of its pending distribution they have always made it clear that they are looking to add new staff.

 

Management also pointed out the difference between a “master schedule” and a “VSSA agreement” – and suggested that the schedule can be changed without entering into new VSSA negotiations.

 

There was some discussion on the total number of FTE’s (8 casuals and 8 currently at POERT) and the Union indicated that it was pleased to hear of the increase in BSO’s as they were concerned their members would get burned out.  Management indicated that going forward they are looking for as many new FTE’s as possible.

 

Item: Change Agenda

Management provided an update on change agenda and the re-organization of the Agency.  Both parties agreed that at present there are minimal effects or impact on the Region.  The re-organization impacts more the Regional corporate side as they have combined what were 3 branches into now 2 branches (Programs and Operations).  Management indicated that effective April 1, 2010 the new organizational structure will be in place – and although currently there appears to be limited impact to the Regions there may be some changes in the future in terms of how we organize ourselves Regionally to keep in line with the changes in HQ.

 

Management discussed that although there will be no change in the Agency name they are looking for a new identifier for the flash.

 

Management also indicated that new this fiscal year is the “functional budget exercise”.  The budget will be passed down to the Regions and it would appear that there will be limited ability for the RDG to move funds around.

 

Item: New Staffing

Management spoke to the fact that the number of POERT graduates has dwindled and to increase the numbers again will take some time.  Management indicated that we have been allocated 10 seats in POERT before the summer months – these seats have been filled from our external pool. It is anticipated that there will be 3 intakes this year.  There has been no approval with respect to the total number of seats to date however the Region is hoping for 50 employees.  Management has indicated that they will look to find these employees within existing mechanisms (bridging).  The Casual employees will be taken from trained former students who are or will be eligible to be bridged.  It is hoped that they will work as Casuals during the summer months, attend POERT and once they graduate become indeterminate employees.  This will help with both attrition and should help ease the burden of not having students during the summer months.

 

Management outlined that it is a priority to restart the National process.  Although we do have an existing pool many of these individuals are no longer available to us (e.g. found other jobs).  Increasing FTE’s is critical for our Region – especially in light of the impending increase in need at Queenston Bridge given the increase in Primary lines that will need to be staffed.

 

With respect to non-BSO positions, Management offered the following:

 

The Union requested that, in addition to providing a list for review periodically, if they could be made aware via email of any new hires or deployments – so that necessary arrangements can be made for Union dues.  Management will endeavour to do both to ensure that CIU is aware of new employees.

 

 

Round Table:

 

Gus Kontogianis raised the following:

 

Management indicated that the matter would be referred back to local for Director Mooney to discuss.

 

 

Next meeting   

The next meeting was proposed for Wednesday June 9, 2010 in Niagara Falls.

 

 

 

 

Anthony Geoghegan

A/ Regional Director, Niagara/Fort Erie

 

Jason McMichael, 4th National Vice President, Customs and Immigration Union

 

 

 

 

 

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