The CBSA Border Services Officer (BSO) group is represented by the Customs and Immigration Union (CIU), a component of the Public Service Alliance of Canada (PSAC). The terms of your employment — pay, leave, classifications, working conditions, and dispute resolution — are governed by a collective agreement negotiated between PSAC and the Treasury Board. This page summarizes what the collective agreement covers, what’s unique to CBSA officers, and why it matters to your daily work.
Who Is Covered by the CIU Collective Agreement
The Customs and Immigration Union (CIU–PSAC) represents CBSA officers in the FB classification — the group that includes Border Services Officers, Superintendents, and some related roles. FB is the bargaining unit designation under the Treasury Board’s classification system for border services work.
Membership in the union is automatic for eligible employees, but you may opt out of union membership (and dues) under certain conditions while remaining covered by the collective agreement’s provisions. Even non-members benefit from the agreement — wages, benefits, and working conditions apply to the entire bargaining unit regardless of union membership status.
What the Collective Agreement Covers
The CIU–Treasury Board agreement covers the core terms of employment:
- Pay scales — Annual salary ranges for each FB level, including seniority-based progression
- Pay administration — Acting pay, overtime, callback, stand-by, and shift premiums
- Hours of work — Standard hours, shift scheduling, and overtime allocation rules
- Leave provisions — Vacation, sick leave, family-related leave, and special leave types
- Classifications — Job descriptions and classification grievances
- Grievance and arbitration process — How disputes are resolved
- Job security — Layoff and workforce adjustment provisions
- Health and safety — Committee representation and hazard provisions
CBSA-Specific Provisions
Several parts of the CIU agreement are unique to border services work and differ from generic public service agreements:
24/7 operations. CBSA operates continuously at major ports of entry. The agreement includes provisions for shift work, rotating schedules, and the shift premiums that compensate officers working evenings, nights, and weekends. Officers at smaller ports with limited hours may have different scheduling arrangements.
Armed status and training. The agreement addresses training and certification requirements related to use of force, firearms, and officer safety. Training time is paid work, and certification maintenance is governed by both CBSA operational policy and the collective agreement.
Uniforms and equipment. Uniforms are provided to officers at no cost. The agreement covers replacement, maintenance allowances, and provisions for equipment damaged in the line of duty.
Postings and relocation. Officers may be required to relocate as part of their career path. The agreement addresses relocation allowances, posting processes, and the rights of officers facing mandatory moves.
How Pay Works Under the Agreement
FB salaries follow a step progression — each FB level has multiple steps, and officers advance through steps annually based on satisfactory service. The key components:
- Base salary — Your annual salary at your FB level and step
- Shift premium — Additional pay for evenings, nights, weekends, and holidays
- Overtime — 1.5x for hours beyond standard, double time in some circumstances
- Callback and stand-by — Minimum pay for being called back in, and pay for being on standby
- Acting pay — Higher pay when performing higher-level duties (see Acting Assignments)
- Bilingual bonus — Annual allowance for officers in bilingual positions (see Bilingual Bonus)
Pay increases come through two channels: annual increments (step progression) and negotiated wage adjustments (collective bargaining). When the agreement expires, pay is typically retroactively adjusted once a new agreement is signed.
Leave Entitlements
CIU members earn leave under the agreement’s leave provisions, which include:
- Vacation leave — Earned at rates that increase with years of service (see Vacation Leave)
- Sick leave credits — Earned monthly, accumulated without limit (see Sick Leave)
- Family-related leave — Paid leave for family care and bereavement
- Personal needs leave — Limited paid days for personal matters
- Maternity and parental leave — Supplementary allowance that tops up EI benefits (see Parental Leave)
- Other leave with pay — For jury duty, elections, and other specific situations
Leave administration is governed by the agreement’s rules on accumulation, carryover, and scheduling. Some leave types require management approval based on operational requirements.
The Grievance Process
If you believe management has violated the collective agreement, the grievance process is your recourse. The steps typically include:
- Informal resolution — Often the fastest fix. Many issues are resolved through discussion with your supervisor or union representative.
- Formal grievance — A written grievance filed at the appropriate level (typically first-level management, then escalating if not resolved).
- Adjudication/arbitration — If the grievance is not resolved internally, it may proceed to a third-party adjudicator under the Federal Public Sector Labour Relations and Employment Board (FPSLREB).
Strict time limits apply — grievances must usually be filed within a certain number of working days of the event. Union representatives (shop stewards) help prepare and present grievances.
How Collective Bargaining Works
CIU–PSAC negotiates with the Treasury Board (which represents CBSA as employer) on behalf of all FB members. The cycle:
- Pre-bargaining — CIU surveys members on priorities and prepares proposals.
- Negotiation — Bargaining teams from both sides meet to negotiate a new agreement.
- Tentative agreement — If reached, the proposed agreement goes to a membership ratification vote.
- Ratification — If members vote to accept, the agreement is signed and implemented (often with retroactive pay if negotiations took longer than the prior agreement’s expiry).
- If no agreement — Conciliation, mediation, and in rare cases work stoppage (strike or lockout) may follow.
Essential services agreements cover some CBSA operations, limiting the extent of work stoppages during labour disputes.
Frequently Asked Questions
Do I have to join the union to be covered by the collective agreement?
No. The agreement covers all employees in the FB bargaining unit regardless of union membership. Membership affects dues payment and participation rights, not coverage.
How often is the collective agreement renegotiated?
Agreements typically expire every 3–4 years. Negotiations for a new agreement can begin before expiry, but often run past the expiry date, with retroactive adjustments applied once a new agreement is signed.
Where can I find the current CIU collective agreement?
The official text is available at the Treasury Board collective agreements page under the FB (Border Services) group. The CIU members’ portal also hosts the agreement and related bulletins.
What if I have a workplace issue that might be a grievance?
Talk to your local union representative (shop steward) as soon as possible. Time limits for filing grievances are strict — waiting too long can forfeit your right to grieve.
