On September 28, the RCMP Regional Vice Presidents and National President, David Neufeld, had the opportunity to meet with the RCMP Senior Deputy Commissioner, Bryan Larkin in the USJE Board Room at 233 Gilmour Street, in Ottawa. The Regional Vice Presidents highlighted a number of issues for the Deputy Commissioner’s consideration. Mr. Larkin expressed his sincere appreciation for the opportunity for a robust dialogue.
Implementation of Return to Office Mandates
RVPs highlighted that – with the increasing focus on Return to the Office (RTO) mandates- there appears to be significant confusion between the purpose of RTO and the employer’s obligation to support Duty to Accommodate measures for Public Service Employees. Senior Deputy Commissioner Larkin acknowledged that, while the RCMP is very serious about implementing the RTO mandates, there has been the risk that Duty to Accommodate (DTA) arrangements have been repealed based on a misreading of the employer’s obligations and as being somehow related to RTO.
The Commissioner noted that there have been some changes internally to the RCMP on how DTA accommodations are reviewed and ultimately approved. The Commissioner thanked the RVPs for noting areas for significant improvement when it comes to DTA and committed to continuing to engage with the RCMP and the USJE’s labour relations teams on ensuring that appropriate DTA measures are retained.
Mental Health Challenges of USJE Members
RCMP Public Service Employees work in some of the most difficult policing environments, including the Integrated Child Exploitation and Major Cases units, as well as many other facets of the criminal justice system, including investigative processes and documentation. While RCMP Regular Members have access to unlimited and continuous mental health supports, Public Service Employees have to resort to a regular Sun Life generic benefit program available to all Public Service employees.
Regrettably, this benefits plan is in no way equipped to meaningfully respond to the mental health challenges incurred by many of USJE’s members, particularly given the traumatic materials and incidents to which they are exposed, directly or indirectly. As a consequence, vicarious trauma is all too frequently experienced among many RCMP Public Service Employees who are left to identify and secure their own supports, often at their own expense after Sun Life benefits are exhausted. In some cases, USJE members are not equipped to identify and pursue those supports on their own time and/or cannot make the personal financial commitment. Consequently, they are left to suffer in silence.
The Senior Deputy Commissioner acknowledged that there is a benefits disparity and that the RCMP is willing to look at other models where RCMP Public Service Employees could have improved access to mental health supports better tailored for their line of work. Integrating some of these mechanisms into upcoming collective bargaining outcomes and/or explicitly stating in Letters of Offer that regular Mental Health checkups/ evaluations are part and parcel of working in a RCMP environment are some of the options that could be considered.
The RCMP recognizes that kindness, respect and care should be the dominant ethos within the organization, and that no one should leave the RCMP broken and having not had the benefit of appropriate supports.
USJE reminded the Senior Deputy Commissioner that in 2021, through the Collective bargaining process (Appendix G), there was a joint investigation undertaken to study the phenomenon of vicarious trauma for Public Service Employees. An elaborate set of recommendations was agreed upon, and many of these recommendations remain outstanding. It was identified that these recommendations should be revisited.
USJE RVPs also noted the urgency of its campaign to make amendments to the federal Government Employees Compensation Act (GECA) to better facilitate presumptive injury coverage and access to Workers’ Compensation for Public Safety Personnel (inclusive of most of USJE members).
Investigations within the RCMP
Some Regional Vice Presidents highlighted the need to improve the RCMP’s Investigative processes when there appears to have been internal breaches involving USJE members. Recognizing the validity and need for investigative processes, USJE is hopeful that more specificity can be provided at the front end of the process to properly equip members who will need to respond. Administrative investigations can be time consuming, overwhelming and intimidating for operational staff. The Deputy Commissioner highlighted the value of accelerating educational campaigns on the proper use of databases, relevant protocols, and the outcomes should there be breaches.
Detachment Services Assistant Work Descriptions
USJE recognizes the value of developing an accurate work description for Detachment Services Assistants (DSAs) but USJE believes that it is imperative that there is an opportunity for DSAs to provide their input directly as they are the subject matter experts. The job of any one DSA is so varied and eclectic, it is difficult to fully capture all of their tasks and responsibilities in one generic job description. DSAs are uniquely positioned to provide crucial perspectives on the job (how the work has evolved) and should be involved in the consultation process. USJE is strongly requesting that the RCMP engage frontline DSAs in the development of the DSA work description and remains committed to being engaged throughout the process.
Use of Indigenous Languages
Many DSAs who identify as Indigenous are being requested to provide invaluable and needed interpretation services on behalf of Detachments in northern and remote communities. However, these interpretation services have not been formally recognized, few (if any) DSAs have been professionally trained in interpretation services, and this can create vulnerability for the DSA if the RCMP contests the accuracy or subjectivity of their interpretation. Further, these interpretative services take a toll on the capacity of DSAs to fulfill their other core duties.
USJE is requesting that the informal interpretative services being provided by DSAs either be formalized and fully recognized or removed from DSA duties with a commitment to ensuring the consistent utilization of professional interpreters.
Health and Safety Considerations
USJE recognizes the value of productive and respectful health and safety efforts within the RCMP. The recent contributions of the National Interim Chief Human Resources Officer have been significant, and USJE reiterated the ongoing value of strong leadership and a positive approach to working with bargaining units. USJE believes that ensuring consistent and valuable USJE representation at regional and national health and safety tables is critical and will make for a stronger RCMP in the future.
USJE wishes to thank Senior Deputy Commissioner Larkin for taking the time to meet with the RCMP RVPs and National President Neufeld at the USJE National Office. It is hoped that this meeting will lead to some positive changes for USJE members in the future.