Labour relations in the Public Service have changed.
On April 1, 2005, a new Public Service Labour Relations Act
came into force, along with amendments to the Financial
Administration Act.
This reform promotes better labour-management relations and
improved human resources management. It is one of the key changes
introduced by the Public Service Modernization Act.
The new labour relations system directly affects you, whether
you are an executive, a manager or an employee. The new system
will be implemented in a spirit of transparency, flexibility, and
trust. Your department or agency will provide you with more
information.
Effective dialogue for a healthy and productive workplace
Labour-management relations are based on the key values and
principles set out in the Public Service Labour Relations Act:
- maintaining respectful and harmonious relations and
effective dialogue with the unions to ensure a healthy and
productive workplace;
- protecting and serving the public interest at all
times; and,
- resolving workplace issues in a fair, credible and
effective manner.
This important reform gives us all an opportunity to
contribute to a sustainable transformation in the Public Service
of Canada.
What’s new:
The Public Service Labour Relations Act
- The Public Service Labour Relations Act clearly
emphasizes the importance of harmonious labour-management
relations to ensure a healthy and productive workplace.
- Each department and agency must establish a
labour-management consultation committee in co-operation with the
unions.
- The Public Service Labour Relations Act provides for
the co-development of workplace improvements, a process whereby
representatives of both the employer and unions work together to
resolve workplace issues. Co-development of workplace
improvements can occur through the National Joint Council or any
other consultation forum.
- Each department and agency must establish an
informal conflict management system in co-operation with the
unions to prevent and address workplace conflicts. (This
requirement does not apply to separate agencies.)
- Essential services are negotiated with the
unions.
- Employees can submit grievances alleging
discrimination under the Canadian Human Rights Act and have them
heard by the Public Service Labour Relations Board.
- The interpretation or application of a collective
agreement may become the subject of a policy grievance presented
by the employer or the union, or a group grievance presented by
the union.
- The Public Service Labour Relations Board
(www.pslrb-crtfp.gc.ca) has an expanded role.
What’s new:
The Financial Administration Act
The Financial Administration Act gives deputy heads (deputy
ministers and heads of agencies) direct authorities for human
resources management. They were previously delegated these
authorities by the Treasury Board.
Deputy heads now have direct authority for the following:
- learning and development for their staff;
- provision of awards;
- establishment of disciplinary standards; and,
- termination or demotion measures, where
appropriate.
When exercising these authorities, deputy heads are guided by
Treasury Board guidelines and the Values and Ethics Code for the
public service.
Why all these changes?
The new Public Service Labour Relations Act and the amendments
to the Financial Administration Act are part of a larger process
which began on November 7, 2003 with the Public Service
Modernization Act.
The Public Service Modernization Act is the most significant
reform of federal human resources management in nearly 40 years.
It has four main objectives:
- To create a more flexible framework, with adequate
protections, to manage and support employees and to attract the
best people, when and where they are needed;
- To foster more collaborative labour-management
relations to ensure a healthy and productive workplace;
- To provide employees at all levels with better
adapted and better integrated learning and training opportunities; and,
- To clarify the roles and reinforce the
accountability of the various human resources management
stakeholders.
The next step
In December 2005, a new Public Service Employment Act will
come into force. The main objectives of that legislation will be
to modernize hiring and promotion practices, establish a new
approach to merit, and put in place a new staffing recourse
mechanism.
Need more information?
Contact your
human resources advisor or visit
http://publiservice.hrma-agrh.gc.ca/hrmm-mgrh/psma-lmfp_e.asp
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