CBC/SRC BRANCH TENTATIVE AGREEMENT EXPLAINER 2019 - Canadian Media ...
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CBC/SRC BRANCH TENTATIVE AGREEMENT EXPLAINER 2019
TABLE OF 15
U se of Personal Devices
C redit for Our Work
It was a true honour to
work with this bargaining
committee. They came from
CONTENTS
across the country with their
eyes and minds open, never
wavering from a commitment
J ob Evaluation to represent their coworkers
and get the best and most fair
agreement possible. Without
exception, throughout the long
16 I mprovement Plans months of negotiations, the
members of the committee
1
P resident’s note 8 S pecial leave
D ispute Resolution remained informed, committed
and even good natured! That’s
why we were able to resolve
such a broad range of issues
3 Pay increases 9
N orthern benefits 17 U nion-Management and make real improvements
in support of the working lives
and term of the Joint Committees of CMG members.
agreement Karen Wirsig
11 Parental leave
C omplaints Processes CMG Staff Representative
Pension and
Benefits
M aintenance & IT
12 Well-being Compensation Review
4
Temporary
employment and 13 F oreign 18 H istoricalagreements
precarious work Correspondents and interpretive
and Out of documents
Country Work
6
E mployment Equity
and Diversity
14 F reelancers
7
H ours of work
R elocation
expenses
PRESIDENT’S NOTE PRESIDENT’S NOTE
Setting priorities
At the 2018 CMG Convention, together,
as 150+ CMG members and leaders
based at CBC/SRC, we worked through
Jonathan Spence a prioritization exercise and developed
CBC/SRC Branch President, Canadian Media Guild
a members’ survey. After receiving
over 1200 responses to our survey, the
bargaining committee then compiled
the results and ranked bargaining items
Getting started based on that information.
Over a year ago, back in January 2018,
In late September 2018, our union
the Canadian Media Guild (CMG)
entered into negotiations with CBC/SRC
began preparing to negotiate our next
regarding the main issues determined
collective agreement with CBC/Radio-
from the survey results as well as several
Canada. First, a representative selection
other smaller, but no less important,
committee was set up by our union’s
items. After negotiations spanning
CBC/SRC Branch Executive Council.
five and a half months, including seven
The selection committee then chose a
full weeks of bargaining, with many
bargaining team. The bargaining team
meetings in between, we have reached The bargaining committee, including me, outlines what we have achieved in this round
subsequently shared with the wider
a tentative agreement with CBC/SRC. recommends the tentative agreement. We of bargaining as well as where compromises
membership a primer for bargaining,
believe this deal puts us further ahead than the were made. You deserve an honest account
outlining timelines and processes.
previous agreement. The deal we have reached of the agreement from which to make your
Bargaining provides incremental improvements and a good decision and that is reflected in this document.
Our bargaining team is comprised of
foundation to build on. Key concepts will be I also encourage you to read the full tentative
members based within CBC and SRC, outcomes developed further in the implementation of agreement.
from Ontario, the West, the North,
Primarily, we used an interest-based the agreement. The groundwork has been laid
and the East. We occupy technical,
approach during negotiations. CBC/SRC to improve working conditions in a changing Members of our bargaining team will be
administrative, and editorial positions,
and CMG sought to give and take when media environment. visiting CBC/SRC locations for ratification-
across all media platforms, and we
it was productive to do so, and each related information meetings throughout the
include among us an Indigenous
party took a more traditional positional month of March. The ratification vote will take
member, consistent with a Branch
approach when we could not find
Membership vote place during the last week of March. So please
by-law amendment that passed at the
common ground. While the exchanges It is now time for the tentative agreement to be make sure to meet and discuss the tentative
2018 CMG convention.
were heated at times, the overall tone voted on by the full membership of CMG based agreement when we arrive at your location.
was respectful. at CBC/SRC. The information presented here And most importantly, please vote.
1 CBC/SRC Branch - Tentative Agreement Explainer 2019 2 CBC/SRC Branch - Tentative Agreement Explainer 2019
PAY INCREASES TEMPORARY EMPLOYMENT
AND AND PRECARIOUS WORK
THE TERM OF THE AGREEMENT
W T
e agreed to a to what the federal needed to be spent on he CMG bargaining did agree to clarify that Special efforts will now
5-year term with government provides for boosting programming committee an employee generally be made to ensure that
similar wage wage increases, which has in other ways. We will approached needs to spend 18 months short-term temporary
increase provisions as we hovered just below 1.5% continue to advocate for non-permanent continuously in the same employees be provided with
position, as opposed to information on benefits,
had in the last round; 1.5% per year on average for the more jobs to produce the employment with the
classification, to have a right the union, working hours,
in 2019, 1.5% in 2020, and last decade. In other words, increased programming concern that on-going to convert to permanent where to seek assistance and
increases pegged to the we were coming at these and, in the end, our work is being performed status. This reflects current other orientation-related
federal Treasury Board rate key monetary issues from committee determined by temporary employees practice. At the same time, resources within a month of
for wage increases in each opposite directions. that stability in this political who experience long- a “floater” position will be their initial employment. The
of the final 3 years. and economic climate is term precariousness and created in News Network CMG has found that short-
Our committee argued hard more valuable than risking uncertainty and lack a clear in Toronto as a pilot project term temporary employees
Our union bargaining for members to share more a breakdown of talks over path to a permanent job. to see if it works to have are not properly oriented
a permanent employee to CBC resources and HR
committee sought a shorter of the increase to CBC’s a percentage point on
This issue took up the most assigned to multiple programs.
term, and more pay and government funding. The wages, or a year or two on backfills.
amount of time during the
other compensation. CBC Corporation was adamant the term of the collective talks. Our union acutely Equally importantly, we have
wanted a longer term that this money could not agreement. recognizes the need for The importance of this established new Terms of
and to limit pay increases go to wage increases but job security for members. pilot is to assess whether it Reference for local reviews
The tentative agreement works to have an ongoing of temporary employment,
includes a commitment to permanent job where which will now be an
create 41 new permanent the employee in question official role for local joint
jobs upon ratification, occupies various positions committees.
PENSION AND BENEFITS through a combination of depending on where they
postings and conversions in are needed. If the floater
employment status for some pilot works, we hope to see
members currently classified that model adopted more
as temporary employees. broadly as appropriate. In
There is a commitment addition, Article 27 now
P
to interview temporary includes a clear provision
ension and benefits will meet with management increases to contribute to
employees who meet the that allows for conversion
plans at CBC cover all this spring to review the the benefits fund. There is after 18 months for an
employees, including 10-year-old agreement on now a significant sum built qualifications and have
performed the work that is employee who spent time
non-CMG members, and pension surplus sharing up in that fund and our on a temporary upgrade
the subject of the posting if
are handled by a joint and the benefits fund we’ve union will seek to use some they choose to apply. and/or a lateral assignment,
committee involving been contributing to for of that money to improve as long as their original
all the CBC unions and the last decade. According benefits coverage. As well, We have also tried temporary assignment exists
management – the to that agreement, 2019 the existing agreement on to address barriers to at the end of the 18-month
converting employees to period.
Consultative Committee on is the final year that 0.1% pension surplus sharing
permanent status. We
Staff Benefits. All the unions will come off our pay should continue.
3 CBC/SRC Branch - Tentative Agreement Explainer 2019 4 CBC/SRC Branch - Tentative Agreement Explainer 2019
TEMPORARY EMPLOYMENT
AND PRECARIOUS WORK
EMPLOYMENT I came through the CBC at a
EQUITY AND DIVERSITY time when there were very
few diverse people around.
We could not bring our whole
selves to work and adapted
Te r m s o f R e f e r e n c e f o r l o c a l j o i n t I have been at CBC for in order to thrive. Diversity
upwards of 25 years now. and inclusion now matter, in a
temporar y review committees:
B
substantive way. In the tentative
My first 5 were as a temp.
Information on temporary employees is provided
oth the CMG and the diversity of Canada’s agreement, we recognize that
I have seen the situation the Corporation are population. We have now it is essential for “the national
to the Union in accordance with Article 20 of the
regarding temps worsen committed to finding added language into our public broadcaster to reflect the
Collective Agreement. If additional information
regarding a specific temporary employee situation over the years. For this ways to ensure agreement to reflect that diversity of Canada in workforce,
is reasonably required, such as assignment reason I am on our local the CBC better reflects priority. workplace and content.”
history, specific reasons for engagement, etc., a temp committee. It is Diversity is now a standing
request should be made at least two weeks prior item for discussion at Local and
to the meeting. Advance conversation between
also the reason I put my Addition to Article 1: Regional Joint Committees.
the co-chairs regarding the specific issues and name forward to be on The union and the CBC have
“The Parties also commit to an inclusive
corresponding information required is encouraged the Bargaining Committee. a joint responsibility to bring
workplace and agree that it is essential for
to identify data needed to facilitate committee I am convinced that we the national public broadcaster to reflect the about change when it comes to
discussions. made gains in the matter of diversity and inclusion.
diversity of Canada in workforce, workplace
temps in the new Collective culture and content.”
The Committee’s work may include: Agreement.
Sujata Berry
The terms “diversity” and role have been moved to CBC Toronto
• Providing visibility and a forum for communication
Pierre Millette “inclusion” will now be Article 9 to make them
regarding temporary employees and resolving,
CBC/Radio-Canada Ottawa defined in Article 4 for more visible. In these two
where appropriate, local concerns related to the
clarity. provisions, which already
temporary employee provisions of Article 27.
exist in the collective
• Discussing any concerns or questions regarding Article 9 – Employment agreement, employees
specific temporary employees. Examples may Equity and Diversity in the will receive a written
include: Reason for engagement, Status, Duration Workplace now includes the development plan and there
in position, Work history of long-service temporary commitment to ensuring is an ongoing monitoring
employees as required everyone feels valued, process aimed at assessing
respected and supported in skills and job opportunities.
• Discussing opportunities that may exist locally to how they contribute to the The idea is to expand the
create more certainty for temporary employees, work of CBC/Radio-Canada. pool of candidates qualified
where operationally possible. Some examples may to fill roles at CBC/Radio-
include identifying longer term opportunities, Two current provisions Canada.
using a position to meet multiple backfill needs for hiring or promoting
within a team, part-time positions, or other employees who have Diversity and Inclusion will
options. the potential to become be a standing item on local
qualified for a permanent and regional committees.
5 CBC/SRC Branch - Tentative Agreement Explainer 2019 6 CBC/SRC Branch - Tentative Agreement Explainer 2019
Employees should be compensated
for all hours worked. It is a simple
concept, yet it appears more
complex in a world where news
never stops and where employees For quite some time,
are always just a few clicks away.
we have been hearing
HOURS SPECIAL
By clarifying the rules around
communications with employees members’ concerns about
outside of work, we wanted Special Leave. We have
OF WORK LEAVE
to ensure members would be
compensated for their time. A clear
worked with management
collective agreement is also one to simplify both the
which can be used by members to process and the language
exercise our rights.
with the common goal
Stéphany Laperrière of fair and consistent
T T
Radio-Canada Toronto application of the rules.
he bargaining Corporation to monitor he CMG and the The proposed article clarifies
committee accepted working hours to ensure Corporation have the criteria for granting Harry Mesh
a proposal from the we don’t work beyond been interested in special leave and makes the
CBC Gander-Grand Falls
Corporation for an the average of 48 hours having more clarity on application process easier
averaging agreement to per week over the six- when special leave applies. with a new form. There
allow CMG members to month period. This will (Article 72) is also a new accelerated
exceed the 48-hour weekly allow opportunities for process to resolve disputes
maximum for working conversations between if they arise. (Article 16)
hours in the Canada Labour employees and their
Code. managers about how to
get time off and proper rest The key principles in
This hours-averaging throughout the year.
agreement recognizes Article 27 remain the same:
the irregular hours in our All the existing scheduling
industry – for example to and overtime rules still apply
produce programming or so it’s important to note A big achievement in this agreement “Special Leave is designed to assist an employee
cover special events, and is this is an Hours Averaging is to satisfy the need of the CBC facing an immediate or serious need in some
meant to provide minimal agreement, not an Overtime to comply with federal workplace aspect of their life beyond the workplace, such
disruption to current Averaging agreement. This legislation while maintaining the as personal matters or unforeseen emergencies
practices, including access means there is no change ability of our members to work that affect the employee or the employee’s
to overtime hours for those to overtime clauses in the overtime if desired. We came up immediate family including child care, elder
who want to work them. collective agreement and with a win-win solution.
care, domestic emergencies, family emergencies
Permanent, long-term those provisions continue to
and illness in the immediate family.”
temporary and contract apply. Carolyn Dunn
employees will now be CBC Calgary CMG members rely on this
covered by the averaging The Corporation and CMG
special leave in order to deal
agreement on time worked will be monitoring this
with real life matters that
over a six-month period. agreement in order to
can be unpredictable and
ensure that no unexpected
stressful.
Averaging will allow us to issues arise from the new
work more than 48 hours arrangement.
in a given week. It will
also require us and the
7 CBC/SRC Branch - Tentative Agreement Explainer 2019 8 CBC/SRC Branch - Tentative Agreement Explainer 2019
NORTHERN BENEFITS
NORTHERN
In Iqaluit, CBC salaries are sometimes not high enough to rent
a one-bedroom apartment in the private market. Sometimes,
members need to ask family for help and to couch surf. One
While the CMG tried to mitigate any
BENEFITS
person had to live in her car for six months and basically
negative impacts of the move to 100% of couch surfed from family to family. This was a situation where
the National Joint Council rates, we were CBC couldn’t provide housing and her salary could not cover
unable to maintain the current rates for the cost of basic private dwellings. She’d be on the waiting
employees in Whitehorse, who have been list for public housing for three years.
receiving higher allowances overall than
C
A third person was with CBC for about a year. She had to live
their federal counterparts. Employees with me. She was my friend and I couldn’t turn my back on
MG sought a visible, in Northern and isolated The higher allowances mean
in other locations who have had low her. She left her two teenage boys in her home community
fair, and consistently locations, we’ve come to an one million dollars in new to try and make a life here but, again, her salary couldn’t
allowances historically will receive
applied package agreement to increase the spending and represent a provide for basic housing needs so she had to leave. And
significant increases to bring them up
of allowances and allowances to match 100% real commitment by the another person, a journalism school graduate, worked at
to NJC rates as you can see in the table
benefits for employees of the 2018-19 rates paid Corporation to improving CBC for ten days. They couldn’t provide her housing and she
above. needed to move to a different job that did provide housing
working in Northern and to federal employees as working conditions in the
with the Nunavut government.
isolated locations that is determined by the National North. These are needed
CMG sought to include medical travel
in line with other major Joint Council (the federal increases for members in These are all people that we work with. They are our
provisions in the new Northern benefits colleagues, they are our friends. With the increases to
employers. body that determines the Northern locations who
policy. However, the data on the use of allowances in the tentative agreement, we can get these
allowance rates for federal have been struggling with
the existing, non-transparent medical people into homes and we can be part of the solution to the
After many years of government workers). basic costs like housing and
travel policy showed low usage. Also, crisis that we’re living - and telling every day in our stories
stagnant allowances paid food. as reporters. When we look across the North, there are lots
many medical procedures were not
to members who work of challenges we face. But we always face those challenges
covered by this policy. The Corporation
together.
would have had to set aside more than
The differences in the new annual rates are as follows: one-third of the new benefits money to
cover the possible liability on medical Pauline Pemik
PLTA Other allowances Other allowances travel. CMG did not agree with that CBC Iqaluit
PLTA
Change Unaccompanied Accompanied estimate and in the end we decided
Location Change in
in Adult Change after 1 Change after 1 the money was better spent on living
Child rate
rate April 2019 April 2019 allowances – and put directly into
members’ hands – instead of sitting in a
Goose Bay -$622 -$622 +$3,356 +$5,592
CBC bank account. Part of our decision-
Hay River -$146 -$561 +$6,048 +$10,082
making on this issue is that the CBC
approach would have resulted in tying
Inuvik +$719 +$655 +$13,402 +$18,401 allowances to a lower percentage of the
NJC rates and there would have been The last official policy on Northern and Isolated Locations
Iqaluit +$1,249 +$1,132 +$7,961 +$13,121 allowance reductions in more locations. benefits was dated December 10, 1991 and was appended
to the CMG-CBC Collective Agreement that expired in 2004.
Iqaluit Employees in the north do have access to We have finally reached an agreement on a new policy that
(if in housing unit) +$1,249 +$1,132 +$7,665 +$12,775
their Territorial/Provincial medical plans will be visible to all members. Long outdated and inadequate
as well as to the Special Assistance Fund allowances are being updated, resulting in a million dollars
Kuujjuaq +$323 -$517 +$10,774 +$17,956 extra money per year to help members in those locations.
administered through the Consultative
Rankin Inlet +$1,497 +$1,355 +$9,485 +$16,931 Committee on Staff Benefits at CBC.
CMG will also explore other options with Harry Mesh
Whitehorse -$861 -$771 +$242 +$477 the Corporation to ensure members CBC Gander-Grand Falls
facing critical or chronic illnesses that
Yellowknife -$333 -$203 +$6,471 +$9,281
require travel get the help they need.
9 CBC/SRC Branch - Tentative Agreement Explainer 2019 10 CBC/SRC Branch - Tentative Agreement Explainer 2019
PARENTAL An 8-hour work-day
LEAVE WELL-BEING
and a 5-day work-
week is something that
generations of union
members have fought
W T
for. But that standard has
e worked to update parental 35 weeks. Current levels of salary top-up he CMG asserted to We also clarified that been eroding. Instead,
leave provisions in our collective available to those on maternity, co-parent, the Corporation that members should be
agreement to ensure the adoption and child care leave will be intensity of our work compensated when we some members have been
language complies with the maintained, regardless of the length of (juggling multiple are required to do email increasingly scheduled
new Labour Code provisions that extend the total leave (this means, despite the EI tasks, workload, doing and other digital work
the right to parental leave to 18 months. benefits being at 33% or 55%). more in same amount after work hours. The to work long stretches
(Article 69) of time) and our work current provision on call- of consecutive days,
The CMG sought but was not able to schedules are negatively back refers to telephone
Employees are now eligible for job- negotiate an increase to the number of affecting employee well- communication only.
and without any WODO
protected leave for up to 18 months after weeks employees are eligible for a salary being and job satisfaction. (Article 66) payments. Others have
the birth of a child; that extends childcare top-up. been expected to do
leave by 26 weeks in addition to the current Currently, an employee can Employees should be
be scheduled to work up to reporting all their hours work on off-hours, or
10 days in a row without worked. To encourage this use our personal phones
being paid overtime. The we have added language
tentative agreement limits that creates the possibility
to get work done. With
those long runs. The new of having overtime hours enforcement, the terms
norm for a workweek is 5 approved in advance of an of the new tentative
days in a row followed by assignment. (Article 60)
two days off, with some agreement will help turn
exceptions for people on CBC/Radio-Canada’s new things around.
rotating schedules and Leave Purchase Plan,
where necessary to meet introduced last December, Naomi Robinson
operational requirements, will be incorporated into
CBC Toronto
including MTIS employees the Collective Agreement.
in Toronto. (Article 58) The new plan provides more
flexibility to employees to
purchase leave.
In addition, a letter of agreement
will be added to the Collective
Agreement that states:
“The parties recognize the importance of
increasing awareness specific to Indigenous
employee wellness and agree to jointly
discuss recommendations by the Truth and
Reconciliation Commission at the Joint Working
Group on Workplace Culture”.
11 CBC/SRC Branch - Tentative Agreement Explainer 2019 12 CBC/SRC Branch - Tentative Agreement Explainer 2019
FOREIGN FREELANCERS
CORRESPONDENTS
T
AND OUT OF COUNTRY WORK he proposed
agreement will
provisions add clarity to the
categories.
includes a commitment
to follow legislation on
provide more clarity children in the workplace.
to distinguish We also renewed the
D
between the various types agreement for the 20% The CMG will also now have
uring the last round Moving forward, in order With this agreement, we of freelance engagements, premium that applies to access to additional contact
of bargaining the to help make the same have enabled a more specifically when freelance audio freelance contributors information for freelancers
two sides agreed program available to specific services (FSS) is an who appear on TV due to improve communication
to a follow up everyone working outside level playing field for appropriate engagement. to CBC/Radio-Canada’s about their rights.
conversation on Foreign of Canada, we agreed out-of-country workers, The CMG has been practice of broadcasting
Bureaus, including to reduce the number analyzing contracts and radio programs on As well, we negotiated
to eliminate a double raised concerns about television. freelance rate increases in
compensation, staffing of additional leave days standard and ensure members being paid less line with the across-the-
and Collective Agreement available to Foreign under FSS contracts that As the CBC/Radio-Canada board wage increases for
language. Foreign Correspondents from 15 everyone is treated
they would - and should - is moving toward more other members.
Correspondents are covered per year to 10. As well, equitably while working have been paid as freelance children’s programming,
by the Collective Agreement foreign correspondents and away from home. contributors. The new the tentative agreement
while other employees are their families in hardship
not when deployed to work locations will now get a Carolyn Dunn
for CBC/SRC outside of paid flight back to Canada CBC Calgary
Canada. once per year. Foreign
The Corporation will now
correspondents in the UK
and the US will not be RELOCATION
EXPENSES
introduce a program of entitled to paid flights.
conditions that will apply to
employees deployed outside The full changes to Article
of the country under 69 (Foreign Correspondents)
both Article 35 (Foreign can be reviewed in the
T
Correspondents) and tentative agreement.
Appendix C (Out of Country here is now a fair expenses were reimbursed for relocating when
Work). Those currently in and transparent at the discretion of the accepting a job away from
their assignments retain approach to covering Corporation and typically their location. The new
their existing conditions the costs of moving only the basic costs were table and rates set a floor
until such a time as they are when members are asked covered. We discovered for reimbursement. It will
repatriated or assigned to a to relocate within CBC/ that some members were be transparent and visible
new location. SRC. Previously relocation receiving next to nothing to all.
13 CBC/SRC Branch - Tentative Agreement Explainer 2019 14 CBC/SRC Branch - Tentative Agreement Explainer 2019
The bargaining committee
USE OF PERSONAL DEVICES IMPROVEMENT PLANS worked hard to change
the language of the
The Corporation will not require employees your duties, you should ask your manager CBC sought to make this As before, if an employee Collective Agreement
to use our own phones or tablets to what the guidelines are for receiving one. process more useful in is deemed to have not to improve the working
perform work. If you need a mobile device If you don’t agree with the manager’s addressing performance succeeded after six months conditions of members.
to do your job, CBC will provide you with decision, you should speak to a union issues. The CMG agreed in an active Plan, the
one. If you aren’t provided with a mobile representative. to a provision to allow the employee can be reassigned But good language is
device and believe you need one to perform Corporation to resume an or laid off. It is important useless without proper
Improvement Plan within that members reach out to
nine months of the end/ a union representative if enforcement. As such,
suspension of an earlier their manager launches an improvements were
Plan, but only in the event Improvement Plan as there
made to the dispute
CREDIT FOR OUR WORK
the same performance may be other factors that
issues persist or recur within could provide context to resolution mechanisms.
the 9 months. performance issues. The For certain types of
improvement plan is meant
to address non-culpable leave, for example, if a
We’ve updated Article 13 to confirm that their work appears. As well, a link to the performance issues only. member disagrees with
CBC employees are entitled to credit for CMG logo will appear on cbc.ca. While (Article 42)
their work, on every platform, where it is it may not be possible to provide credit in the decision of his/her
feasible and reasonable to provide it. CBC every case a member wants it, best efforts manager, he/she may
should work with program teams to find should be made. escalate the dispute
a way to credit people regardless of where
DISPUTE RESOLUTION quicker via the accelerated
resolution process, so it is
resolved sooner.
JOB EVALUATION Our main objective was Leave Without Pay, Outside Olivier Desharnais-Roy
to simplify the dispute Activities, Job Evaluation, CMG Staff Representative
resolution process and and potentially other issues
We now have a commitment of two As well, $449,000 is remaining in a ensure quick access to where a quick answer is the
meetings per year of the national joint fund from the previous round of full job a third party arbitrator only way to ensure justice is
Job Evaluation (JE) committee, an evaluation to settle disputes. This money when necessary. The focus not denied.
improved dispute resolution process and will be used to implement changes related remains to try to resolve
a commitment that the Corporation will to this new round of job evaluation. In disputes directly with a The full changes to Article
release new job descriptions for seven addition, we are urging the Corporation manager before filing a 16 (Dispute Resolution) can
classifications by July 31, 2019: Reporter- to proceed with reviews of additional job grievance. be reviewed in the tentative
editor, AP, Video Producer, Broadcast descriptions as soon as possible to reflect
agreement.
Technician, Senior Communications Officer, the rapid changes in our industry and the
Senior Designer, Desktop Support Specialist. work we do. (Article 55) We have an accelerated
These positions will then be rated following process to resolve disputes
the job evaluation process, taking into regarding Special Leave,
account any new duties and requirements.
15 CBC/SRC Branch - Tentative Agreement Explainer 2019 16 CBC/SRC Branch - Tentative Agreement Explainer 2019UNION-MANAGEMENT HISTORICAL AGREEMENTS
JOINT COMMITTEES AND INTERPRETATIVE DOCUMENTS
We will now be allowed up to four CMG Union and management co-chairs of The CMG and CBC/Radio-Canada made and the change to the Broadcast Technology
members per local committee and there is committees will have a greater role to efforts to identify and, where necessary, Career Structure. All can be reviewed within
more clarity on scheduling meetings and facilitate effective functioning so we can renew or renegotiate a series of side the Tentative Agreement; some have been
union leave. The union compromised to better share information and solve problems agreements that were never incorporated incorporated into existing articles of the
provide some additional notice for union as they arise.
leave: we now have to request the leave 10 into the collective agreement. They cover Collective Agreement.
business days, rather than calendar days, issues such as Senior Reporter assignment,
ahead to facilitate scheduling. interns, taxi and parking reimbursements,
ALL MEMBERS WILL HAVE THE OPPORTUNITY
COMPLAINTS PROCESS TO VOTE ON THE TENTATIVE AGREEMENT
The CMG sought to address problems
members experience as participants in
quickly as possible. We have agreed to more
transparency in the process when someone
DURING THE LAST WEEK OF MARCH.
a complaints process (Respect in the comes forward with a workplace complaint,
Workplace, Harassment) – as complainants, and an understanding that all participants
respondents or witnesses. The CMG and in investigations should have a clear Canadian Media Guild / La Guilde canadienne des médias
the Corporation agree that complaints need option of union representation, including
to be taken seriously and addressed as complainants and witnesses. (Articles 7, 8)
www.cmg.ca / www.laguilde.ca
MANAGEMENT & IT
COMPENSATION REVIEW
Upon ratification, a joint review of the paid less than market rates, we will work
compensation of employees working in with CBC to try to address the discrepancies.
Maintenance & IT will be commissioned, The CMG and CBC have already engaged a
as agreed back in 2009, and the union firm to complete the study and are currently
and management will compare the results in the process of drawing up terms of
with what similar workers earn at other reference.
employers. If it turns out CBC employees are
17 CBC/SRC Branch - Tentative Agreement Explainer 2019 18 CBC/SRC Branch - Tentative Agreement Explainer 2019You can also read
