Please note, where there is nothing to report, no update will be provided.

12 December 2011:

Notice to Bargain has been served for all RCEA bargaining units. We are in the process of finalizing demands.  With respect to the AD, AS and PG Groups, we are examining the possibility of conducting bargaining for all three groups at the same bargaining table.  This would speed up the process but still leave us with three distinct collective agreements.

As always, comments and suggestions from members are always welcome.

6 September 2011:

AD, AS, OP and PG Groups

It is time to start our bargaining preparations.  Volunteers are still needed for the AD, OP and PG bargaining committees.  If you are interested in participating in the upcoming round of negotiations, please contact the RCEA at joan@rcea.ca.

All bargaining preparation meetings take place during the lunch hour, while actual bargaining sessions take place during normal working hours.  It is not necessary that leave be taken for those days.

Without enough volunteers it will be impossible to commence bargaining with NRC.

9 December 2010:

We are heading into what promises to be another difficult round of bargaining.  Many of you are undoubtedly familiar with what has been transpiring in the public service, with the PSAC recently ratifying a controversial collective agreement.  In that agreement, the PSAC agreed to substantial changes in severance pay in exchange for a small increase in pay.  This was agreed to after the Treasury Board approached the PSAC and invited them to participate in exploratory talks.

Despite statements from the President of the Treasury Board, not all unions have been invited to participate in these “exploratory” talks.  To date, the NRC has not approached the RCEA.  And we are happy about this.  We are not interested in proceeding in the manner that TB and the PSAC did.  All our collective agreements will expire over the next twelve months.  There are many areas that require improvement in those agreements and we are looking forward to a proper and productive round of bargaining. But this does not mean that we are prepared to make the same kind of concessions that the PSAC did.  We believe that severance pay is an important benefit that should remain intact. 

Collective agreement expires April 30, 2011.  Notice to Bargain to be served in January, 2011.

1 October 2009:

The AD, AS, CS and PG Collective Agreements have now been signed, with an effective date of October 1, 2009.

27 July 2009:

AS Group Ratifies Collective Agreement: On July 27, ballots were counted. The tentative agreement has been ratified and NRC has been advised. The NRC now has to get the approval of the Governor–in–Council. We do not know how long this will take and we have no control over the timing. Once the GIC has approved the tentative agreement, it will be signed by the RCEA and the NRC. From that date of signing, NRC will have 90 calendar days to implement the terms of the new agreement, including retroactive pay.

8 June 2009:

Tentative Agreements Reached for AD, AS, CS and PG Groups

On June 3, tentative agreements were reached for the four above mentioned groups.  Wage increases for these groups are based on the legislated increases as per the Expenditure Restraint Act.  They are as follows:

2007/2008 – 2.3%
2008/2009 – 1.5%
2009/2010 – 1.5%
2010/2011 – 1.5%

The AD an AS Groups will get the 2008-2011 increases as they have already received an increase for 2007/2008.  The CS and PG Groups will get all four increases.

There are some other proposed changes to the collective agreements. These will be explained in more detail in the ratification packages that will be sent out within several weeks.

20 April 2009:

The bargaining team met in early March. At that time, a decision was made to propose a settlement to NRC. The proposal was to renew the collective agreement as is, with the exception of rates of pay which would be increased as per the budget legislation. The proposal was submitted on March 16. We are awaiting the response of NRC.

February 2009:

On Friday, February 7, the Conservative government introduced an omnibus bill to implement the provisions of the federal budget. Bill C-10 includes two sections that directly impact NRC employees: one section that provides for legislated wage rates for federal public sector workers and another that proposes a wholesale overhaul of federal pay equity legislation.

The Expenditure Restraint Act provides for wage increases as follows:

2006-2007 fiscal year – 2.5%
2007-2008 fiscal year – 2.3%
2008-2009 fiscal year – 1.5%
2009-2010 fiscal year – 1.5%
2010-2011 fiscal year – 1.5%

The legislation also prohibits any increases to what it terms “additional remuneration” which means that there can be no positive change to any so called “monetary items”. Collective bargaining remains as do the rights to arbitration and strike. In reality, what this seems to suggest is that unions can go to the bargaining table, but they can only talk about issues and provisions that have no cost attached to them. For all intents and purposes, the government has frozen collective bargaining for the next two years.

None of the RCEA bargaining units have agreements that will be affected by the roll backs contained in the legislation. All our bargaining units will be covered by the 2.3%, 1.5%, 1.5% and 1.5% increases.

The legislation must now make its way through the Parliamentary process. We do not know how long that will take. In the meantime, we will be attempting to resume bargaining on the non-monetary issues for the TO group and to commence bargaining for our other groups.

With respect to pay equity, the proposed legislation changes the entire framework in which pay equity complaints can be made. It changes pay equity from a human rights issue to a compensation issue that must be addressed through collective bargaining. If it is not resolved during bargaining, there can be financial and other penalties. There is a complaint process, but only by individual members and without the support of the union. There are also fines of up to $50,000 if the union encourages or assists a member in making a complaint.

This pay equity proposal is unwieldy and impossible for a union the size of the RCEA. It remains to be seen whether there be will changes to the legislation and if not, how it will be implemented.

3 December 2008:

Collective Bargaining Update

Last week, on November 27, after attempting to engage in meaningful discussions with NRC on the Final Offers, the RCEA Management Committee and representatives of all Bargaining Committees, decided to decline these offers. The offers included wage increases for the CS, OP, PG and TO Groups of 2.3% in 2007-2008 and 1.5% in each of the next three years. For the AD and AS Groups, the wage increases were 1.5% per year for three years starting in 2008-2009. Also in the offers was the demand that the OP, PG and TO Groups agree to a 35 day cap on vacation leave carry-over with a 10 day per year drawdown for any member with more than 35 days in their carry over bank. For the AD and CS Groups, who already have a 35 day cap, the demand was for the 10 day per year drawdown. The AS Group already has these provisions. For all groups except the AS Group, these demands represent significant reductions in benefits.

The RCEA was prepared to accept the wage offers for all groups. We were even prepared to consider the cap on vacation carry over. All attempts to negotiate the drawdown were met with refusals from NRC, until the very last minute, when it became apparent that the Government’s Economic Statement would not include such provisions.
Representatives of the RCEA deliberated long and hard about these offers. At the end of the day, it was felt that we could not, in good conscience accept these provisions. As it turned out, on November 27, the Government did announce the imposition of the very same wage controls but without any changes to current collective agreement language, as well as the removal of the right to strike. As none of the RCEA bargaining units are on the strike route, this part of the announcement does not directly affect the RCEA. We do stand, however, with our public service union colleagues, in denouncing this proposal. The right to collective bargaining and the right to strike are fundamental elements of Canadian democracy.

The situation remains extremely fluid. It was reported today that the Finance Minister has changed his mind about removing the right to strike. While this is good news for the Canadian labour movement, we have still to determine exactly how any legislative change will affect the RCEA. We are monitoring the situation and are seeking more information about any other proposed legislative changes. In the meantime, it is our interpretation that collective bargaining can continue on non-wage issues.

We have received many emails from members, some urging us to accept whatever was offered and others urging us to stay the course. As stated earlier, the RCEA on behalf of its members was always prepared to accept the lesser wage offers. However, we were reluctant to be intimidated into accepting other concessions under pressure through last-minute offers from NRC. Based on the state of current information, it now appears that we will have these wage increases, but hopefully will be able to return to the bargaining table to address other issues of concern to the RCEA and the NRC.

We appreciate the support we have received from all members and we will continue to work for the best deals possible for all members.

June 2008

Some volunteers have come forward to serve on the bargaining committee. Meetings will be scheduled over the summer to review issues and prepare demands.

20 March 2008:

The following letter was sent to NRC on February 22, 2008.

February 22, 2008

Ms. Mary McLaren
Director General
Human Resources Branch
National Research Council
Montreal Road, Bldg. M-58
Ottawa, ON   K1A 0R6

Dear Ms. McLaren:

RE: AS Group Vacation Leave Carry-Over and Grandfathering Provisions

I am writing to you to discuss a problem that we are experiencing with respect to the implementation of the above provisions of the new AS Collective Agreement. The new agreement was signed only on January 10, 2008, almost a full 8 months after the issuance of the Arbitral Award. While the cap on carry-over came into effect at the time of the Arbitral Award in May 2007, the grandfathering provisions did not come into effect until the January 2008 date. Information on the implementation has only recently been communicated to AS Group members.

Up to 50 AS Group members have current carry-over banks of more than 35 days. For the most part, these are long service employees, many of whom now earn 6 weeks of annual leave each year. These are also conscientious employees who have often put the work of the Council ahead of their own leave entitlements. In other cases, the workload simply does not allow the taking of large blocks of leave. Given the late date of the implementation of the grandfathering provisions, these employees have not had the opportunity to make the necessary plans to use the annual leave they earn each year, let alone use any of the banked days. Many now find themselves in a situation where not only will they be paid out the balance of their current allotment; they will also be paid an additional 10 days. Of course, this will have serious tax implications for those employees.

Under normal circumstances, these employees would have had the time to plan their leave accordingly, so as to minimize the number of days that would be paid in cash.

They have not had that opportunity in this fiscal year and they see their current situation as a loss. As you also know, it is extremely difficult for most employees, and particularly those in the AS Group given the nature of their work, to take large amounts of leave just prior to the end of the fiscal year. 

As such, I am requesting, on a one time only basis, that the new grandfathering provisions be only implemented for FY 2008/2009. This will prevent these employees from suffering a huge tax hit this year and will allow them to plan future periods of leave in such a way so as to minimize the tax implications of the pay out of annual leave. 

Such an agreement on the part of NRC would serve to send the message that the Council understands the concerns of these employees and is prepared to be flexible in this regard.  

I am prepared, at any time, to meet and discuss this request further.

I look forward to your response.

Sincerely yours,

Serge Croteau
President

The RCEA had become aware, from members, of problems or potential problems regarding the cap on the carry over of annual leave credits. It was our view that a postponement of the new provisions until the next fiscal year would give members an opportunity to make the necessary adjustments to minimize the implications. The RCEA believes that this was a sensible and reasonable request.

NRC did not agree. On March 17, 2008, a response was received. In it, the Director General of HR stated “I believe your members of the AS group had ample opportunities to become aware of the new conditions for the administration of vacation leave to and ensure they made efforts to use their current vacation leave entitlements….Less than a handful of these employees actually used their current vacation leave entitlements as of the end of January 08. I am convinced that delaying the application of the CAP provisions for an additional year would not be in the best interests of the NRC.”

We are very disappointed in NRC and their response. Surely the best interests of NRC should also include the best interests of its employees.

AS group members with more than 35 days of annual leave in their bank should make every effort to take as much of their annual allotment as possible. If requests for annual leave are denied, please notify the RCEA office as we will be tracking whether members are even able to take all their leave.

March 2008:

Notice to bargain has been served. It is now time to form a Bargaining Committee. The role of the Committee is to select a Group Chairperson, formulate demands, determine bargaining strategy and select a bargaining team. The Committee meets during lunch hours and normally up to 5 meetings are required. If anyone is interested in being on the Bargaining Committee, please contact joan@rcea.ca.

Recently, Treasury Board released a document called “Policy Framework for the Management of Compensation”. In it, Treasury Board sets out specific principles and an approach to managing compensation in the public service. The document has this to say about separate employers such as NRC:

Separate agencies may exercise their own human resources authority granted by their enabling statute or by Order in Council. This authority may be unconditional or subject to conditions such as prior consultation with or approval by Treasury Board. Separate agencies are employers in their own right. Most separate agencies require the approval of the Governor in Council to enter into collective agreements with the bargaining agents representing their employees. By Cabinet directive, 1967, the Governor in Council requires separate agencies, in advance of bargaining, to obtain from the President of the Treasury Board their collective bargaining mandates, including the objectives to be pursued and the limits to be observed.

This clarifies the difficulties that both the RCEA and NRC have with respect to collective bargaining. On the one hand, Treasury Board says that separate employers are employers in their own right. In the same breath, they identify the limitations to that right. It is these limitations that impact and delay our bargaining with NRC. These limitations are beyond the control of the RCEA. We are forced to wait for Treasury Board to identify and issue bargaining mandates prior to the commencement of any real or meaningful bargaining.

28 January 2008:

AS Collective Agreement and Carry-Over of Annual Leave

The AS collective agreement was signed on January 10, 2008. As a result of the May 2007 arbitral award that saw the inclusion of 5 extra days of annual leave and the deletion of the Marriage Leave provisions, NRC sought and obtained the following language dealing with the carry-over of annual leave for members of the AS Group. There is now a 35 day cap on the carry-over of annual leave. While we sought to include grandfathering language that would have allowed members to maintain all current levels of annual leave, NRC would not agree with this. Below is the language that now applies to members of this group.

It states that anyone with more than 35 days in their annual leave bank will have that bank reduced by 10 days each March 31. This reduction can be either taken in leave or in cash. The bank will be reduced in this manner on an annual basis until the amount of leave in the bank reaches 35 days. There is no such reduction if the employee has 35 days or less in the bank.

Don’t forget that in any calculation of the amount in the bank, the current year’s entitlement must be taken into consideration. So if an employee has 25 days in the bank and gets 4 weeks leave for the current year and only uses one week of leave, of the remaining 15 days, 5 will be paid out and only 10 will be carried over. If an employee currently has 50 days in the bank and gets 4 weeks leave, any unused leave will be paid out in addition to 10 days from the bank being paid out. Any questions on this should be directed to the RCEA office.

31.4 Carry-Over Provisions

31.4.1    Employees  shall be entitled to carry earned but unused vacation credits over into the following fiscal year to a maximum of two hundred sixty-two decimal five (262.5) hours leave. The 262.5 hours limit may only be exceeded where the Council cancels a previously scheduled period of vacation leave and reschedules the excess for use at a later date of where the employee was unable to schedule vacation leave based on management’s request. Earned and unused vacation leave credits in excess of the 262.5 hours shall be paid by cheque at the end of the fiscal year at the employee's daily rate of pay in his substantive position unless the employee has been in an acting position for more than six (6) months at the end of the fiscal year.

31.4.2    Notwithstanding paragraph 31.4.1, if on May 14, 2007 or on the date an employee becomes subject to this Agreement after May 14, 2007, an employee has more than two hundred sixty-two decimal five (262.5) hours of unused vacation leave credits, a minimum of seventy five (75) hours per year shall be granted or paid in cash by March 31st of each year, commencing on March 31, 2008 until all vacation leave credits in excess of two hundred sixty-two decimal five (262.5) hours have been liquidated. Payment shall be in one instalment per year and shall be at the employee's daily rate of pay in his substantive position unless the employee has been in an acting position for more than six (6) months on March 31.

January 2008:

The collective agreement was signed on January 11, 2008. Changes in the new agreement are effective this date.

November 2007:

We are still waiting to sign the collective agreements. The last communication from NRC on this stated:

“We have still not been able to get GIC approval for the AD, AS and CS CAs. Confusion seems to exist between the minister’s office and PCO as to who can support the submission for GIC approval. We’re still working diligently to try and resolve the situation ASAP and I’ll keep you informed as things progress.”

And

“We only just yesterday (Nov. 5, 2007) received confirmation from the PCO that the Minister was the only person who could recommend to the Parliamentary Committee that a collective agreement be entered into.

All the concerns regarding delays, impact of the arbitral awards and negative impact on your members and the employer/bargaining agent relationship have been made. We will be treating these files as a top priority.”

All members should note that only the items covered by the Arbitral Awards have already been implemented. Any other changes, such as a day being equal to 7.5 hours and the change in sick leave (certified and uncertified), will only take effect on the date of signing of the agreements.

July 2007:

While NRC has 90 days from May 14, 2007 to implement the pay and  new annual leave provisions of the Arbitral Award, the remaining changes to the collective agreement will not become effective until those items are signed off.  As with prior collective agreements, these items require the approval of the Treasury Board and the Governor in Council.  We do not know when these will be signed off.  

With respect to the new cap on carry over of annual leave, we are still waiting to commence discussions with NRC about grandfathering provisions.  The RCEA has also requested a hearing before the Arbitration Board, to examine this issue.  Until such time as final decisions are made, it is the view of the RCEA that AS group members should not allow themselves to be pressured to liquidate any annual leave.  If anyone is being told that they must now liquidate banked annual leave in excess of 35 days, please let us know at office@rcea.ca.

29 May 2007:

Details of changes to AS collective agreement and rates of pay.

17 May 2007:

AS Group Arbitral Award Issued (full text)

The Arbitration Board, that was formed to hear the case for the AS group, has rendered its final and binding decision.  The entire decision will be posted on the website.  As well, we will also post a review of all changes to the collective agreement.

At the outset of the hearing, with the assistance of the Arbitration Board, we were able to reach agreement on all outstanding issues with the exception of the following.  As such, below find the issues before the Arbitration Board and their decision:

1. The deletion of marriage leave and the provision of five extra days of annual leave – the Board has awarded this change.

2. The introduction of a 35 day cap on the carry-over of annual leave (NRC Proposal) – the Board has awarded this change.

3. Signing bonus of $1500.00 – the Board has not awarded this change.

4. Economic Increases:
                        a) May 1, 2005 – increase all rates of pay by 0.25%
                        b) May 1, 2005 (following the 0.25% adjustment) – increase all rates of                              pay by 2.4%
                        c) May 1, 2006 – increase all rates of pay by 2.5%
                        d) May 1, 2007 – increase all rates of pay by 2.4%

5. The collective agreement will expire on April 30, 2008.

April 2007:

The RCEA presented its brief at the Arbitration Board hearing scheduled on April 19 and 20, 2007. The RCEA will update the website as soon as we receive a decision from the Board.
AS Brief

March 2007:

Arbitration Board hearing scheduled for April 19 and 20, 2007, 9:00 a.m.

23 January 2007:

The Arbitration Tribunal Hearing will take place on April 19 and 20, 2007. This is a public hearing. It will be held at 235 Queen Street, C.D. Howe Building, 7th Floor, West Tower, Room 712, 9:00 a.m. All visitors to this building must obtain a visitor’s pass from the Commissionaire’s desk at the ground floor entrance off Queen St.

January 2007:

The Public Service Labour Relations Board has established the Terms of Reference for the Arbitration Board. We are in the process of preparing our Brief. We anticipate hearing dates in April (due to the availability of the Board members).

December 2006:

An arbitration brief is being prepared. We are waiting for the establishment of the Arbitration Board and the scheduling of hearing dates.

November 2006:

Request for establishment of an Arbitration Board has been made. The RCEA is preparing an Arbitration Brief.

October 2006:

Bargaining sessions took place recently for the AD and AS groups. The AS group met on September 25th while the AD group met on October 3rd. After only one day of bargaining for each group, it became apparent that settlements were not possible. Both groups felt very strongly that, with agreements that expired in April 2005 and with delays since at least November 2005 when our demands were submitted, at the very least, any settlement should mirror comparable public service agreements. The main sticking points were the deletion of the current Marriage Leave provision and the addition of 5 additional days of annual leave, and in the case of the AS group, the addition of new steps to address the compression problem at levels 1 to 4. Table 1 in the public service (the main point of comparison used by NRC) has this additional 5 days of annual leave as do many other groups in the public service.

Your bargaining teams felt that adding 5 extra days of annual leave would clearly benefit the majority of members, while the deletion of marriage leave would only impact a very small minority. The teams felt that it was very important to keep pace with the public service. NRC, for its part, did not invoke the usual refrain that Treasury Board had not given them a mandate (permission) to provide this benefit. Rather, they claimed they were not interested in extending this benefit and also could not afford to do so. We have estimated the cost of extending this benefit to the AS group, for example, to be approximately $210,000. Surely keeping NRC employees in line with their public service counterparts is worth this amount.

The next step, for both groups, is to request the establishment of Arbitration Boards to hear each case. Arbitration Boards are three person tribunals under the Public Service Labour Relations Act. After the submission of oral and written arguments, these Boards render final and binding decisions on outstanding items to be contained in collective agreements.

In the case of both groups, we will be seeking decisions on several outstanding items, including pay and duration.

The respective bargaining teams have decided that, despite the length of time since the expiry of the current agreements, they will not be hurried into poor agreements. They feel it is more important to get the best agreements possible. We trust that all AD and AS group members will support the RCEA in this.

September 2006:

Bargaining is scheduled for September 25 and 26.

June 2006:

The RCEA has made several requests to NRC to schedule bargaining dates. So far, NRC has not come back with any dates, although they have advised us that their mandate proposal was at the level of the President of the Treasury Board. They tell us that this will be one of the first mandate proposals that the new government will be dealing with and that they are unable to commence bargaining until all final approvals have been given.

March 2006:

The RCEA has made several requests to NRC to schedule bargaining dates. So far, NRC has not come back with any dates, although they initially indicated that bargaining would likely begin in April. With April right around the corner, it remains to be seen whether they can meet this commitment.

January 2006:

No news to report at this time.

November 2005:

Demands have been submitted.  Bargaining will likely not take place until the new year.

3 November 2005:

Any suggestions or input on changes to the collective agreement should be sent to joan@rcea.ca.

October 2005:

The bargaining committee will meet on October 31 to begin the process of formulating demands.

September 2005:

Due to several unforeseen delays, preparations for bargaining will not take place until late September or early October.

June 2005:

No news.

May 2005:

Notice to bargain was served on April 27. The next step will be for the bargaining team to meet and begin formulating demands. This will likely occur in the fall.

March 2005:

Received responses to requests for participation on the next Bargaining Team. A meeting will be scheduled to pick a chairperson.

January 2005:

A Bargaining Committee needs to be established. We will be sending out a memo to all members in the NCR asking whether they wish to participate. A meeting will then be held for all those who have replied and a committee and a chairperson will be selected.

December 2004:

No news to report at this time.

September 2004:

No news to report at this time.

Workforce Adjustment Policy: The Workforce Adjustment Policy is a joint document that deals with what happens in the event of job cuts. It covers the identification of surplus employees, the marketing of surplus employees, the rights and obligations of surplus employees and the benefits available. The last policy was negotiated almost 10 years ago. Two years ago, the RCEA and PIPS jointly prepared demands and recommendations for a review of the Policy. That review, with NRC, was completed on July 5, 2004. Significant changes have been agreed upon and the new policy will now form part of all collective agreements. The new policy should be signed and implemented shortly. If you have any questions, please call the RCEA office.

August 2004:

No news to report at this time.

15 July 2004:

The AS contract was signed on July 15, 2004. NRC has 90 days to implement the terms of the new agreement, including retroactive pay.

22 June 2004:

The collective agreement was ratified. NRC has been notified. They have sent the package to the Privy Council Office. We are waiting for a signing date.

4 June 2004:

Members of the AS Group have ratified the tentative collective agreement. NRC has been notified. They will now begin their approval process. We do not know how long this will take, as the approval of the Governor-in-Council is required. Once this is approved, the agreement will be signed and NRC will have 90 days in which to implement the agreement.

12 May 2004:

For complete details of the tentative agreement: AS ratification.

May 2004:

Tentative agreement reached!

On April 29, 2004, the AS Bargaining Team reached a tentative collective agreement with NRC. The Bargaining Team feels that this is the best agreement at this time, given all the uncertainties in the Public Service. The main details of the agreement are listed below. The full details will be provided in a ratification package which will be mailed out shortly. As well as the improvements listed below, the Bargaining Team was able to maintain certain provisions that NRC was seeking to change, such as the definition of a day (which impacts members working a compressed work week for the purposes of Volunteer, Personal and Family Related Responsibility Leave) as well as Parental Leave.

Pay
Effective May 1, 2003 – 2.5%
Effective May 1, 2004 – 2.0%

Overtime Meal Allowance - $10.50. Meal allowance now available for work on a day of rest.

Improvements to the Standards of Discipline.

Annual pay increment for part-time workers.

Severance Pay for rejection on probation.

Letter of Understanding on Compassionate Care Leave – to be available as Other Leave With or Without Pay.

Sick leave without pay now counts as continuous service.

Addition of mother-in-law and father-in-law to definition of family for Leave without Pay for Care of Elderly Parent.

Improvements to Acting Pay language.

Your Bargaining Team is recommending acceptance of this agreement. You will have a chance to vote on this tentative agreement.

March 2004:

The President of the Treasury Board recently announced that the freeze on reclassifications has been lifted.

NRC has indicated that they will be ready to proceed with bargaining very shortly.

December 2003:

No news to report at this time.

November 2003:

Bargaining demands have been sent to NRC.

October 2003:

The bargaining committee is meeting on October 29 to review demands and pay data. Once demands are finalized, they will be submitted to NRC and bargaining dates will be scheduled.

Performance Bonus: While the Performance Bonus Program was in effect, the RCEA challenged NRC’s refusal to publish the names of bonus recipients. That challenge was heard in the Federal Court of Canada, Trial Division. The Court recently ruled that NRC was not within the law to refuse to provide the RCEA with the names of recipients. The RCEA will now receive that list of names from NRC. Here is the web site that cites the Performance bonus court decision: http://decisions.fct-cf.gc.ca/fct/2003/2003fc1116.html.

September 2003:

No news to report at this time.

August 2003:

No news to report at this time.

July 2003:

No news to report at this time.

June 2003:

Notice to bargain has been served.

March 2003:

No news to report at this time.

January 2003:

No news to report at this time.