We now have a clearer picture of the scope and impact of the $132.2 million in cuts announced in the latest federal budget. For five months, we pressed for details beyond vague outlines and reduction targets. Some clarity has finally arrived, and the message is unmistakable: these cuts are deep, and their consequences for our work and our safety will unfold over time.
Principal facts
Below are key facts members should know before reviewing the specific measures tied to these cuts:
• CSC is required to reduce expenditures by approximately $132.2 million by 2028–2029.
• Management intends to phase in these reductions over several years.
• Workforce Adjustment (WFA) processes may be used where positions are eliminated or restructured.
• Receiving a “may be affected” letter does not mean you have been declared surplus.
• These planned changes were held under cabinet confidence, and no consultation with the union occurred prior to this announcement.
Key Employer Proposals Impacting Correctional Officers
Grierson Institution (Edmonton)
CSC plans to convert Grierson Institution from a men’s minimum-security facility to a women’s minimum-security institution. Approximately 15 CX-02 positions may be affected. New Primary Worker roles would be created with a 70–80% women staffing target.
UCCO-SACC-CSN is closely reviewing the gender impacts, fairness, and redeployment options for affected members. At this time, it remains unclear how this initiative generates any real cost savings.
Detector Dog Handler (DDH) Program
CSC proposes transitioning the DDH program to a regional, intelligence-driven model, eliminating permanent institutional assignments. This change would increase travel requirements and alter reporting procedures, with implementation targeted for April 2027.
During discussions, CSC indicated that routine searches conducted by dog handlers would be discontinued under the new system. This represents a shift in security operations driven primarily by budgetary considerations. National Headquarters would prioritize performance indicators when evaluating correctional practices, rather than focusing on violence prevention or contraband interdiction.
Deployment Standards Cuts
CSC has proposed:
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Reducing weekday mobile patrols
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Eliminating all Integrity Program positions (throw-over posts)
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Discontinuing SIU escort teams
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Modifying several multifunctional posts starting October 2026
These changes raise serious concerns regarding institutional safety, emergency
Correctional Officer Role Alignment
CSC is reviewing whether certain tasks require Correctional Officers, which could lead to responsibilities being reassigned outside the CX classification. Approximately 39 positions may be affected.
UCCO-SACC-CSN firmly opposes any erosion of the professional scope of the Correctional Officer role.
Union Business Memorandum of Agreement (MOA)
CSC proposes ending fixed paid leave days for full-time elected union officials effective April 1, 2026. These days are reimbursed to the union and are used for participation in employer meetings mandated under the Collective Agreement and Global Agreement.
This proposal constitutes a direct attack on union representation capacity and labour relations.
Training Changes
CSC intends to reduce in-person training and expand virtual instruction by modifying National Training Standards. UCCO-SACC-CSN maintains that training must prioritize officer safety and operational readiness and will not support models that compromise these fundamentals.
Clustering and Co-Located Institutions
The expansion of the one-workforce model would increase forced mobility, reduce job stability, and terminate local MOUs once implemented. CSC is targeting 2027 for clustered sites and 2028 for so-called co-located sites—institutions on the same premises regardless of security level.
The union views this as a major work–life balance issue with serious mental health implications for members.
These proposals represent some of the most significant changes to Correctional Officer staffing, deployment, and support in recent years. UCCO-SACC-CSN remains unified and vigilant. We will oppose any measures that compromise member safety or institutional security and will continue to defend the integrity of CX work against reduction or reclassification.
We remain fully committed to enforcing our rights under both the Collective Agreement and the Global Agreement. As of next week, the union’s national executive will endeavour to obtain further clarification from the employer as to its intentions and will begin formulating the union’s responses to these latest employer maneuvers.
In solidarity,
UCCO-SACC-CSN