We are monitoring all the complaints we receive from you, our members, and appreciate your ongoing communications in this regard.
The first addresses changes to Legal Assistance at Public Expense policy, through which members of the RCMP can apply for legal assistance funding when they are involved in legal proceedings related to their services as members of the RCMP. You can read more here;
The second addresses emails sent out by management seeking member input on collective bargaining which you can read more here;
The third addresses changes to Bereavement Leave policy effective September 2017 which resulted in members being entitled to less bereavement leave in certain circumstances than they would have previously received. You can read more here;
As many of you may know, when the NPF applied for certification in April, that application engaged a “statutory freeze” on many terms and condition of employment for members of the RCMP. This freeze is intended to cover any item that may be included in a future collective agreement, but is not all-compassing. Essentially, it means that the employer cannot make new, unannounced changes to conditions of employment while the “statutory freeze” is in place.
As we updated on September 4 (read more here), Unfair Labour Practice complaints are not all encompassing, and the employer can make some changes. You can learn more about ULP’s and why they matter here.
If you are aware of other potential breaches, please do not hesitate to send them to email@example.com.
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