Member Support Centre

Collective Agreements are documents negotiated between ACFO-ACAF and employers that set the terms and conditions of employment and establish things like rates of pay, hours of work and duration and availability of leave.

Our Labour Relations Advisors can help members interpret their Agreement and determine how it applies in each particular situation.

Do you need some help?

• Contact a Labour Relations Advisor. We can help you figure out if the Collective Agreement applies to your situation or help you understand what a particular section actually means. Not sure what the process of contacting labour relations is like and are hesitating to reach out? Learn more about the process of working with ACFO-ACAF Labour Relations here.
• There are no dumb questions. Your Collective Agreement is an incredibly important document that helps establish your rights as an employee. It’s important to understand what it says. Feel free to contact us with any questions you may have, no matter how simple they may seem.
• It’s not just about the Collective Agreement. We can also help interpret and apply policies and legislation. If it applies to your work, we’ll do our best to help you understand it.

The goal of informal conflict resolution is to solve problems without having to resort to formal grievance and complaint processes.

In our experience, informal processes are:

• Shorter than formal grievances and complaints
• Non-adversarial in nature
• More likely to lead to good long-term relationships between the conflicted parties

Our Labour Relations Advisors will try to resolve conflicts informally wherever possible. Informal conflict resolution refers to a number of processes, from the well-defined Informal Conflict Management Systems (ICMS) in various departments to a simple phone call to a manager.

Do you have a conflict to deal with?

• Contact a Labour Relations Advisor. We will listen to your side of the story and help you determine which informal mechanism is best. Sometimes a phone call or face-to-face meeting can solve the problem. Other times we’ll need to take advantage of your department’s ICMS or arrange a mediation session. Not sure what the process of contacting labour relations is like and are hesitating to reach out? Learn more about the process of working with ACFO-ACAF Labour Relations here.
• Any type of conflict may apply. While more formal processes may be limited to breaches of the Collective Agreement, informal conflict resolution can apply to any number of issues, including interpersonal relationships and personality conflicts.
• Keep track of the details. In any conflict situation, it’s important to document the events. Copy relevant emails, take notes of relevant phone calls and establish a timeline of events. We can help you with this, but the more information you collect up front, the more quickly we can solve the problem.

A grievance is a formal conflict resolution process. Many are related to provisions in the Collective Agreement, but ACFO-ACAF members can also file a grievance over other issues as well. Generally speaking, a grievance can be filed over any breach of the terms and conditions of employment.

Think you might have something to grieve?

• Contact a Labour Relations Advisor. Our Advisors will determine if a formal grievance is required or if your issue could be better dealt with informally. We will also help you understand your options and what is required before we proceed with filing the grievance. Not sure what the process of contacting labour relations is like and are hesitating to reach out? Learn more about the process of working with ACFO-ACAF Labour Relations here.
• Keep track of the details. When filing a grievance, it is very important to document the events. Copy relevant emails, take notes of relevant phone calls and establish a timeline. We can help you with this but the more you collect up front, the more quickly we can move forward.
• Don’t wait. There are strict deadlines for filing grievances. The amount of work that needs to be done before filing varies depending on the nature of the grievance so it is very important to contact us as soon as you believe you may have something to grieve.
• Don’t try to go it alone. Some grievances must be approved by ACFO-ACAF before they are filed. Even in cases where you don’t need formal ACFO-ACAF approval, we can help you prepare your grievance to ensure it is received and dealt with appropriately.

Staffing complaints by public service employees are submitted before the Federal Public Sector Labour Relations and Employment Board (FPSLREB). The FPSLREB is an independent administrative board responsible for receiving, assisting with resolving, hearing and deciding complaints related to internal appointments, lay-offs, revocation of internal appointments, and appointments made or proposed as a result of the implementation of corrective action.

The FPSLREB has the authority to intervene in the following types of staffing complaints:

• Layoff. For public servants who believe their Deputy Head abused their authority in selecting him or her for layoff.
• Revocation of Appointment. For public servants who believe the revocation of their appointment was unreasonable.
• Internal Appointments. For public servants who believe there was an abuse of authority related to an appointment or that their right to be assessed under the official language of their choice was denied.
• Failure to Implement Corrective Action. For public servants who believe that the Deputy Head abused their authority in failing to implement any corrective action imposed by the FPSLREB.

For Financial Officers at NAV CANADA, the Collective Agreement lays out the process for filing such a complaint.

Do you have concerns about a staffing process?

• Contact a Labour Relations Advisor. Our Advisors are well-trained in these matters and can help you evaluate the merits of your complaint. We can also help you evaluate your options should a formal staffing complaint not be the best course of action. Not sure what the process of contacting labour relations is like and are hesitating to reach out? Learn more about the process of working with ACFO-ACAF Labour Relations here.
• Keep track of the details. When filing a complaint, it is very important to document the events. Copy relevant emails, take notes of relevant phone calls and voice mails and establish a timeline of events. We can help you with this but the more you collect up front, the more smoothly things will run as the process unfolds.
• Don’t wait. There are strict deadlines for filing complaints. The amount of work that needs to be done before filing varies depending on the nature of the complaint so it is very important to contact us as soon as you believe you have a complaint.

Public servants have a right to work in an environment free of discrimination and harassment. The definitions of each can be found in the Treasury Board Directive on the Prevention and Resolution of Workplace Harassment and Violence and the Canadian Human Rights Act.

For Financial Officers at NAV CANADA, the Collective Agreement lays out the process for filing such a complaint.

Do you believe you have been a victim of harassment or discrimination?

• Contact a Labour Relations Advisor. Our Advisors can help you determine if your complaint falls within the definitions mentioned above. Importantly, we can also help you explore other options if it doesn’t. Not sure what the process of contacting labour relations is like and are hesitating to reach out? Learn more about the process of working with ACFO-ACAF Labour Relations here.
• Keep track of the details. When filing a formal complaint, it is very important to document the events. Copy relevant emails, take notes of relevant phone calls and voice mails and establish a timeline of events. We can help you with this but the more you collect up front, the more quickly we can move forward.
• Don’t wait. There are strict deadlines for filing these complaints. The amount of work that needs to be done before filing varies so it is very important to contact us as soon as you believe you have been harassed or discriminated against.