We thank our observer, Michelle Lombardo, for spending the week with the National Executive. Her valuable experience was welcomed at the table, and we appreciated her contribution to the week’s discussions.
At the National Labour Management Committee, UCCO-SACC-CSN challenged CSC on many fronts. However, key issues discussed were post reductions, CSC’s intention to provide snorting and smoking kits for illicit drug use, and the Global Agreement negotiations. Our message was clear: staffing decisions must reflect institutional realities, and member safety must remain central. CSC is failing in its rehabilitative mandate by encouraging illicit drug use. We also made it unequivocally clear that our 20-year Global Agreement with CSC will not simply be discarded. These hard-earned working conditions are worth defending, and our membership is prepared to stand together and fight to protect them.
CER cuts and post reductions
The union once again denounced security post reductions under the government’s Comprehensive Expenditure Review (CER) and challenged the CSC on their implementation on October 1st. We informed the Commissioner of two separate complaints of violations of the Canada Labour Code, Part 2, filed at the National Health and Safety Policy Committee following its failure to properly consult and assess risk associated with the loss of security posts. We raised CSC’s inaccurate tracking of staffed posts and overtime, along with local alternatives that wardens said they lacked discretion to consider. The Commissioner indicated that local situations requiring additional or different resources could be identified, and that Operations Management would follow up with the union regarding the possibility of local discretion.
Regarding the selection process affecting DDH and CX-03 positions, UCCO-SACC-CSN advocated for a CX seniority-based approach and firmly rejected CSC’s proposed so-called merit-based selection process. As for CSC, it stated that it has not finalized its decision as to exactly what so-called merit process it intends to use.
From our perspective, selecting positions based on subjective merit rather than CX seniority could result in the loss of valuable operational expertise. Experienced dog handlers and Staff Training Officers have developed specialized skills and institutional knowledge over years of service, and CSC’s proposed approach fails to recognize that reality.
Drugs, contraband, and member safety
Your union representatives reported increasing drugs, contraband and violence in our workplaces. We challenged CSC-provided drug-snorting kits and questioned the evidence supporting CSC’s new measures. Once again, the union raised the issue regarding the lack of consultation when making this decision affecting the safety of our membership. It was highlighted to the Commissioner that measures legitimizing drug use inside institutions directly contradict the mission of the Correctional Service.
CSC reported on substance-use treatment services and the possible expansion of addiction withdrawal symptom management services. These updates did not resolve the union’s requests for evidence supporting CSC’s decision, or the safety concerns raised.
Global Agreement
The union stressed that the Global Agreement has been negotiated for 20 years and forms part of the structure governing everyday workplace situations. We sought an explicit commitment to negotiate it. The Commissioner instead referred us to discussions with Treasury Board in the context of Collective Agreement negotiations, followed by a return to remaining Global Agreement issues after bargaining. It is clear to the union members of the Bargaining Committee that many items in our Global Agreement may not be entertained by the Treasury Board and we will therefore have many issues that will remain unresolved. We reminded the Commissioner that we will not accept using different CSC policy instruments as the solution to maintain these working conditions, as these could be unilaterally modified by the CSC at any time. The Global Agreement is important to the membership of UCCO-SACC-CSN, and we will fight to maintain it.
Mental health and workplace wellness
Meaningful support following violence and difficult workplace incidents was discussed. The meeting also addressed the effect of moving members on IODL who are on shift work to a 250-day post. It was highlighted that members returning to work often owe hours because of the CSC-imposed schedule change. The Commissioner committed to follow up on this issue as it is an added stress that our members feel when injured in the workplace.
Uniform supply
After highlighting serious concerns about the ability for our members to order basic uniform items during the previous Labour Management Meeting, we informed the Commissioner that the union had received no feedback on the CSC action plan. Technical services provided an update on their weekly meetings with the supplier, identifying high-volume orders they have made and addressing issues from members returning clothing that do not fit properly. The union was also informed that Correctional Training Program needs were a focus, while delays remain for some sizes. Updates every two weeks were proposed with our Uniform Committee members. A uniform committee meeting was scheduled for the following week.
Summary of bilateral discussions with CSC
Body-Worn Camera Pilot
CSC provided an update on its proposed body-worn camera pilot project at Donnacona institution, identifying mid-January 2027 as the anticipated timeline to implement. CSC indicated that it could use the RCMP contract, with cameras rented and maintained by the supplier. Questions concerning privacy, contract details and operational procedures remain under discussion, while obtaining licenses and arranging a demonstration were identified by CSC as its next steps. UCCO-SACC-CSN pressed for a clear implementation timeline, and to be included in the development of the framework surrounding this initiative.
Proposed CD 843 High-Watch Pilot
CSC outlined a proposed pilot at the Regional Psychiatric Centre that would shift high/modified watch, from correctional officers or primary workers conducting the observation, to non-CX health staff, including WP-3 mental health officers. The proposal forms part of the CD 843 review and discussions about alternative staffing for high/modified watch and Pinel restraint. UCCO-SACC-CSN opposed the proposal, as it is a cost-saving measure raising serious concerns about inmate volatility and potentially introducing additional delays in response. CSC indicated that expansion beyond a Treatment Centre would require a policy change. This remains an employer proposal, not an agreed change.
Inmate accountability
The union raised uneven regional attention to inmate accountability and pressed CSC on whether it had approached the Minister’s office about changes to the Corrections and Conditional Release Act. CSC said legislative analysis was underway but did not identify a settled package of changes or confirm an approach to the Minister. Consistent attention to this file across regions remains a union concern.
Miscellaneous
We also addressed the following issues: ion scanners, Artificial Intelligence, a radio project at Millhaven which falls short of the need, grievances, schedules, employer deflection of accountability when it commits errors in the collection of union dues, work descriptions, recruitment issues the employer is having, and how other Public Safety departments are competing in that arena.
Solidarity and accountability
Members deserve staffing decisions grounded in institutional realities, practical support after workplace incidents and clear answers on changes affecting their work. UCCO-SACC-CSN’s position remains firm: member safety, meaningful negotiation and employer accountability must guide these discussions. We stand united in those demands. Promised follow-up must lead to answers and action.
