CBC/RADIO-CANADA MAKES COMPROMISE IN SETTLEMENT OFFER TO CMG CNW In an effort to bring immediate resolution to its ongoing negotiations with the Canadian Media Guild (CMG), CBC/Radio-Canada today presented a settlement offer that includes significant compromise on key outstanding issues.
"I know the effect the labour dispute is having on Canadians across the country," said Robert Rabinovitch, President and CEO, CBC/Radio-Canada. "I want to thank listeners and viewers who have called and written and to let them know that we have heard them. We want to give Canadians their publicbroadcaster back and we will do everything we can to make that happen asquickly as possible. This offer is intended to do just that."
Specifically:
- The Corporation has agreed to restrict the number of additional contract positions it engages to just 90 additional per year. - The CBC has proposed that after two years of service, contract employees will be eligible for full pension and severance benefits on par with permanent full time employees. - Existing contract employees will be able to retroactively buy back eligible pension service or continue to receive payment in lieu of pension. - CBC has proposed that in the event of a layoff, employees can be re-deployed across media (i.e., radio and television) if they have the demonstrated occupational qualifications and six months of experience in the past year in that media.
The Corporation has also tabled a generous monetary offer that includes:
- A 3.0% increase upon ratification; - A 3.5% retroactive pensionable lump sum; - New job evaluation scales and retroactivity to be implemented January 9, 2006; - A 2.0% wage increase (April 1, 2006); - A 2.5% wage increase (April 1, 2007); and - A 2.5% wage increase (April 1, 2008).
While today's offer represents a real compromise from the Corporation's original position, it will nonetheless equip CBC/Radio-Canada to respond to the changing needs and interests of its audiences and the demands of the evolving broadcasting world. CBC/Radio-Canada hopes that today's offer will bring an immediate end to the labour dispute and allow the Corporation to get back to providing Canadians with the best possible programming.
Attached: Highlights of CBC/Radio-Canada's offer to the CMG.
For additional background please log-on to: www.cbcnegotiations.ca
Today, CBC presented the Canadian Media Guild with a new settlement offer including significant compromises on key issues in an effort to immediately end the current labour disruption.
We urge you to consult our web site at www.cbcnegotiations.ca for more information on the key proposals and the full text of the settlement offer.
SEPTEMBER 28 SETTLEMENT OFFER HIGHLIGHTS
Wages - Increases for employees will include:
Upon Ratification - 3.0 per cent increase Upon Ratification - A pensionable lump-sum payment equivalent to 3.5 per cent of base earnings for all time worked between April 1, 2004 and date of ratification January 9, 2006 - Implementation of new job evaluation pay scales and job evaluation retroactivity April 1, 2006 - 2.0 per cent general wage increase April 1, 2007 - 2.5 per cent general wage increase April 1, 2008 - 2.5 per cent general wage increase
Restriction of Total Number of Contract Employees
- CBC has offered to restrict the total number of contract positions to a maximum of 90 additional contract positions per year. Our commitment that no current permanent employee will be required to revert to or accept contract status as a result of this proposal continues.
Full Pension Eligibility for Contract Employees
- Full pension (after two years of service) for contract employees on par with permanent full time employees and the ability for existing contract employees to retroactively buy back eligible service if they opt to join the pension plan. For contract employees who choose not to join the pension plan, they will continue to receive payment in lieu so they can plan for their own retirement.
Full Severance Benefits and Greater Notice Period for Contract Employees
- Employees on contract for a year or greater will receive severance benefits equal to current permanent employees and improved notification of renewal/non-renewal of their contract.
Same Benefits as Permanent Staff for Contract Employees and Temporary Employees
- Contract and temporary employees will receive the same benefits as permanent full time employees.
Cross-Component Bumping in Some Situations
- As in our previous offers, we reiterated that employees must possess the demonstrated occupational qualifications to do a job before they re-deploy into that position. However, the Corporation has agreed to allow cross component bumping (i.e between radio and television) when an employee has worked at least 6 of the last 12 months in an equivalent position in the other component. This is a significant improvement for employees in the current Unit 1 bargaining unit who cannot move between components today.
Other improvements for employees in the Corporation's offers
More Standardized Hours of Work and Improved Overtime Provisions
The Corporation has proposed that the regular work week for all employees currently in the Unit 1 and Unit 2 bargaining units will be 38.75 hours per week (excluding self-assigned employees). In addition, overtime will now be paid after 7.75 hours for daily assigned employees and 38.75 hours for weekly assigned employees, which represents an improvement for many employees. Employees in the current Unit 3 bargaining unit will continue to work their 36.25 hour workweek.
Long-Service Gratuity
The Corporation has proposed that all current permanent employees who enjoy the benefit of the long-service gratuity will continue to do so under the same terms and conditions as they do today.
Over Seventeen Million Dollars In Job Evaluation Payments
After a considerable amount of time spent working in collaboration with the union formulating a job evaluation plan, defining and rating jobs to ensure "equal pay for work of equal value", CBC has committed to increase its CMG payroll by $2.4 million and to provide a total of $15 million in retroactive payments to employees in the bargaining unit upon implementation of Job Evaluation on January 9, 2006. Additionally, employees red-circled as a result of Job Evaluation will have their salary protected and will be entitled to a lump sum payment equal to the full amount of a general wage increase.
The payments for job evaluation retroactivity will be paid as follows:
- All current employees in the bargaining unit will receive a lump sum payment in recognition of the rationalization of pay scales. A total of $4.5 million will be paid to these employees. - In addition, employees in the bargaining unit whose jobs have increased in value as a result of Job Evaluation will receive an additional lump sum payment. A total of $10 million will be paid to these employees. - A total of $500,000 will be paid to bargaining unit employees who have retired since the commencement of Job Evaluation.
A commitment that CBC's current permanent employees will continue to be permanent and will continue to have a wide range of career opportunities. Rather than just communicate this to you, we will also include this as our commitment in collective agreement language.
Numerous work-life balance initiatives such as leaves of absence and alternative work arrangements, and deferred salary leave. For more details on CBC's work-life balance initiatives, read our backgrounder at www.cbcnegotiations.ca/English/CBC-Issues--Interests.html.
Other positive developments for CBC employees:
- including deferred salary leave, - alternate work arrangements, - a simplified dispute resolution and grievance process, - a process to ensure Respect in the Workplace, - streamlined probation arrangements and - job evaluation implementation.
For specific details on these positive employee developments, visit www.cbcnegotiations.ca/English/Positive-Developments.html |