Contrary to the movie Kill Bill, Bill C-10 is not a fiction but a sad Canadian reality since March 12, 2009. We have to Kill Bill 10.
Here are some information on this legislation.
What is Bill C-10?
Under the cover of a Budget Implementation Act (Bill C-10) that was supposed to help Canada during the Financial Crisis, the Canadian Government pushed through changes that constitute direct attacks to the Charter rights of unions representing employees in the broad federal public service.
Bill C-10 has two parts. First, the Expenditure Restraint Act (renamed by us as the "Collective Bargaining Restraint Act").
- overrides signed collective agreements;
- imposes caps to salary increases;
- prohibits any additional remuneration defined as allowance, bonus, differential or premium;
- prohibits new classification system conversion if it results in increases to rates of pay or additional remuneration.
Second, the Equitable Compensation Act (the "Pay Equity Elimination Act"):
- force us to deal with Pay Equity at the bargaining table along with overtime, work boots and shift premiums
- compels women to file their Pay Equity complaints without union support
- imposes $50,000 fine if the union helps the complainant in any way
- prohibits access to the Canadian Human Rights Commission
You can read the whole legislation on the House of Commons website.
Who is affected by the Collective Bargaining Restraint Act?
If you work for the Federal Governement, a Federal Agency or Crown Corporation or for an employer in the federally-regulated private sector, you’re it.
- Treasury Board groups (all Departments)
- Groups in the Core Public Administration
- Canada Border Services
- Canadian Human Rights Commission
- Canadian Transportation Agency
- Separate Agencies
- Canada Revenue Agency
- Canadian Food Inspection Agency
- Canada Council of the Arts
- National Gallery of Canada
- Museum of Science and Technology
- Museum of Civilization
- Museum of Nature
- Canadian Centre for Occupational Health and Safety
What are the imposed restrictions?
The Collective Bargaining Restraint Act states that no collective agreement may provide for increases to rates of pay that are greater than:
- 2.5% for fiscal year 2006-2007
- 2.3% for fiscal year 2007-2008
- 1.5% for fiscal year 2008-2009
- 1.5% for fiscal year 2009-2010
- 1.5% for fiscal year 2010-2011
Groups that will be rolled back
- National Art Centre, Property Management, Parking Services and Officers:
- The 2.5% pay increase scheduled for January 1st 2009 and January 1st 2010 are both reduced to 1.5%
- National Arts Centre, Ushers and Tour Guides:
- The 2.5% pay increase scheduled to come into effect as of April 1st 2009 was reduced to 1.5%
- Canadian Museum of Nature
- The 2.0% pay increase scheduled to come into effect on June 16th 2009 will be reduced to 1.5%
- National Gallery of Canada
- The 2.5% pay increase scheduled to come into effect on July 1st 2009 will be reduced to 1.5%
- Canada Council for the Arts, Officer Group
(collective agreement)
- The 2.5% pay increase scheduled for July 2009 and July 2010 will be reduced to 1.5%
- Canada Revenue Agency(collective agreement)
- The 2.5% pay increase scheduled for November 1st, 2009, will be reduced to 1.5%
Who is affected by the Pay Equity Elimination Act?
Here are the groups that are affected by the "Pay Equity Elimination Act" and who won't be able to file a pay equity complaint as of
- Treasury Board groups (all Departments)
- Canada Revenue Agency
- Canadian Food Inspection Agency
- Canadian Institutes of Health Research
- Canadian Security Intelligence Service
- Communications Security Establishment, Department of National Defence
- National Capital Commission
- Office of the Auditor General of Canada (2 units)
- Office of the Superintendent of Financial Institutions
- Parks Canada Agency
- Social Sciences and Humanities Research Council (2 units)
- Staff of the Non-Public Funds, Canadian Forces (11 units)
- Statistics Survey Operations (2 units)
Read the Standing Senate Committee on Human Rights report on the Pay Equity Elimination Act and its recommendations.
