A New Labour Relations Regime for the Royal Canadian Mounted Police

Launch of Consultations with Regular Members on Proposed Labour Relations Framework

“As you are aware, on January 16, 2015, the Supreme Court of Canada found that parts of the current RCMP labour relations regime are unconstitutional. As a result, the Government of Canada will introduce legislation to create a new labour relations framework. This framework will address key issues cited by the Supreme Court, including choice of independent representation by members. Equally important, it will recognize the distinct needs and characteristics of Canada’s national police force.

Regular members are invited to provide input on the development of the new labour relations framework. You can help shape the legislation and contribute to the success of the new labour relations framework.

The Government will undertake consultations with regular members through both an online confidential and anonymous survey and regional town hall meetings. The consultations will be led by Mr. Alain Jolicoeur. The survey will be launched this afternoon, with the town hall meetings to take place shortly thereafter. I sincerely hope you will take advantage of this opportunity to be heard, as the framework will have an important impact on your future and the future of the RCMP.

To help you prepare, the RCMP is updating the Member Labour Relations Development site. This information will also help you familiarize yourself with common labour relations concepts and terms that you will hear more about in the coming months.

Great care has been taken to ensure that these consultations are carried out in a way that enables you to express yourselves freely so that your voice can truly be heard.

At this time I would also like to reiterate my appreciation for the essential work you do to keep Canadians safe. During my two years as the Minister of Public Safety, you have continually impressed me with your dedication, professionalism and bravery.

Sincerely,

Survey

In consultation with the RCMP Survey Centre, a questionnaire was developed intended to gather information from the members on their views and preferences for a new labour relations structure, including their views on how major bargaining disputes should be resolved, the most important features of a system of labour relations, and their preferences for representation structures that would best serve their needs. A copy of this survey is included in Annex 1.

The survey was administered to all regular members. The RCMP Survey Centre sent email invitations to 17,366 active members with a personalized email link to the survey, as well as 1,140 letters to members on leave with a personalized link and information on how to access the survey. The RCMP Survey Centre also compiled the responses and provided us with data at the end of the survey period. The Survey Centre managed the questionnaire invitations and responses via FluidSurvey, an online hosting company.

The email invitations were sent out on July 23, 2015 with collection closing on August 24, 2015, however the survey was not closed and link disabled until September 4, 2015, which is the day the data were compiled. Therefore, the survey was available to members from July 23, 2015 until September 4, 2015.

The survey response rate to the email invitations was approximately 53% (9,163 respondents). Only 15 surveys were completed from the paper mail out. Due to technical and time constraints, the 15 survey responses from the mail out group are not included in the compiled survey results by Division.

Town Halls

In order to gain first hand insights from the members across all divisions, we visited numerous detachments throughout this consultation period, and met face to face with the members. The sites were strategically selected across Canada and thirteen sessions were held between August 10, 2015 and August 25, 2015. The full schedule is included in Annex 5. The team that travelled across the country to deliver these sessions included Alain Jolicoeur, independent facilitator and main presenter, Dennis Duggan, TBS representative, and for technical support, Stephanie Boyles, Manager Pay Research, Kelly ten Holder and Rania Abi-Ghanem.

On July 31, 2015, in the weekly “Week in Review” broadcast that goes out to all members force-wide, the information about the town hall meetings was made available to all members. Subsequently, each Division sent out internal communications to its members reminding them of the town halls scheduled for their region.

These sessions provided regular members with an opportunity to share their thoughts on their preferred labour relations framework and delivered information critical to helping the members make informed decisions on the future state of labour relations in the RCMP. The presentation given to members is included in Annex 7.

In an effort to reach as many members as possible, each session was conducted in a town hall format and included numerous video conferencing sites and as many as 2,000 phone lines available for members to join via telephone conference. The RCMP National Operations Centre (NOC) set up the video conferencing sites and coordinated the telephone conferencing with operators from Shared Services Canada and Bell Canada. The scope of these town halls were unprecedented from a technical perspective. Each session included a live presentation and discussions with an audience ranging from a few participants to approximately 100 regular members, while accommodating participant discussions via numerous videoconference links and teleconference lines.

Ms. Boyles liaised with contacts from the town hall sites to ensure the technical equipment and staff were available and ready as well as the conference rooms or gymnasiums were reserved. She communicated with NOC at each of the sessions to ensure the video conferencing links were properly established with each Region.

Ms. ten Holder liaised with operators from NOC and Shared Services Canada/Bell Canada and moderated the teleconferencing portion of the sessions, including ensuring an open communications line at all times with Shared Services and Bell to immediately resolve any arising technical issues and coordinate the queue of members waiting on the phone lines to ask questions or make comments.

Email

On July 30, 2015, an email address (RCMP-LRTownhalls-AssembleesRT-GRC@rcmp-grc.gc.ca) was set up dedicated to receiving inquiries from members about the town halls or for providing their views into the labour relations consultation process. Between July 30, 2015 and September 2, 2015, approximately 50 inquiries were sent via this email address. Each one was dealt with on a case-by-case basis by either providing answers to the technical questions such as locations and times of town halls, or forwarding the inquiry to the appropriate party to respond – either Mr. Jolicoeur, Mr. Duggan (TBS), or internally to the Labour Relations Initiative team.

1. Do labour relations matter to you personally?

These results show that, to the vast majority of members, labour relations is very important. Seventy-seven percent (77%) answered “a lot” or “of great importance”. This is higher than you would normally find in large public organizations. There is a level of frustration with the RCMP members’ terms and conditions of employment, revealed later in the report, which explains some of these numbers.

2. How involved/aware would you say you have been in RCMP labour relations in the past few years?

Some 28% answered “a lot” or more and 65% answered “somewhat” or more. Again, this is a high proportion of member awareness of these issues.

3. Which of the following answers best reflects your preference for a representative organization?

Sixty-five percent (65%) of the respondents would like a bargaining agent that represents only RCMP members. Another 26% would support an organization that also represents other police forces. Only 5% would consider an organization that also represents other parts of the public service.

4. Which of the following answers best reflects your preference for a grouping of members that is appropriate for collective bargaining?

Sixty-two percent (62%) of the respondents prefer one national unit while 34% prefer a number of regional units. Here, it is important to note that “C” and “E” Divisions are similar to each other and differ from the rest of the country. Fifty-four percent (54%) of “C” Division respondents demonstrated a preference for one national unit and 42% of them preferred a number of regional units, while 53% of “E” division respondents preferred one national unit and 43% of them preferred a number of units. It seems, these two Divisions are more comfortable than the others with a regional unit that would focus on their specificity but still favour a national unit albeit to a lesser extent.

5. Is it important to you that your representative organization have as its principal mandate the representation of RCMP members only?

The results for this question are fairly consistent across Divisions. Eighty-three percent (83%) of the respondents answered “a lot” or “very important”. It is also what was heard during the town hall discussions.

6. Do you think there might be “conflicts of loyalties” if RCMP members were represented by labour organizations that also represent non-police workforces?

Seventy-six percent (76%) of the respondents agreed or strongly agreed that there might be conflicts of loyalties if their labour organization also represented non-police workforces.

7. How important is it to you that the grouping of RCMP members that is appropriate for collective bargaining is a single, national unit?

Two thirds (66%) of the respondents answered “a lot” or “very important”. The discussions revealed that members perceive two main reasons for having a single, national bargaining unit. First, one national bargaining unit would speak with one voice and have a lot more bargaining power to deal with management and the employer. Second, it would also avoid the breaking out of terms and conditions of employment into different packages for different groups.

8. Should binding arbitration be the means by which bargaining impasses are resolved if there is no right to strike? (Binding arbitration uses an independent labour relations expert or panel to determine the outcome of a dispute).

Eighty percent (80%) of the respondents agreed or strongly agreed that binding arbitration would be the best solution in case of an impasse. They indicated in discussions a strong desire to “free themselves from the control of the employer”. That theme was covered many times in answers to open-ended question 14.

9. Is it important, given the specific circumstances of the RCMP as a police organization, that there be specific new labour relations legislation that is focused exclusively on RCMP members? (As opposed to the PSLRA amended to reflect the unique role of the RCMP as a police organization).

Eighty-two percent (82%) of the respondents answered “a lot” or “very important”. The farther away from the public service the better it appears to them.

10. How important is it to you that there be a tribunal other than the Public Service Labour Relations and Employment Board to administer the labour relations legislation applicable to RCMP members in the future? (The Public Service Labour Relations and Employment Board is the independent, neutral, quasi-judicial tribunal responsible for the administration of the PSLRA).

Sixty-nine percent (69%) of the respondents answered “a lot” or “very important”, however, National Headquarters and Depot Divisions show significantly higher numbers. They may have followed some of the unfavorable decisions made by the Public Service Labour Relations and Employment Board.

11. How much or how little does each of the following elements of a labour relations system matter to you?

The possible answers for this question were “Not at all”; “A bit”; “Somewhat”; “A lot”; and “Very much” for each of the listed labour relations elements. The numbers below indicate the proportion of respondents that selected “a lot” and “very much” for each element. The details can be found in Annex 3.

• Cooperative Relations with Management: 40% and 21%
• Independence from Management: 27% and 43%
• Finding Best Solutions to Problems together with Management: 43% and 24%
• Ability to be Adversarial with Management: 33% and 31%
• Knowing how to make Complaints: 38% and 34%
• Being listened to by Management: 32% and 62%
• Promoting the identity and reputation of the RCMP: 31% and 42%
• Informing RCMP members of employment and workplace issues: 39% and 49%
• Avoiding conflict amongst RCMP members: 34% and 37%

The element that the respondents consider the most important is “Being listened to by management”. They also go out of their way in question 14 to express this sentiment in various ways. There appears to be strong frustrations related to that.

12. Of the list above, which are your two MOST IMPORTANT services?

“Independence from management” and “Being listened to by management” were the most frequently selected from the list.

13. Looking at the list above, which are your two MOST IMPORTANT services?

The clear winner is “Wages and benefits”. Two other elements were selected more often than the rest. They are “Working conditions” and “Protecting against unfair or arbitrary treatment”.

The latter is a theme that was use by many respondents in their answer to question 14 and speaks to their perspective on management and leadership in general.

14. Is there anything else you feel it is important to communicate about the future of RCMP regular member labour relations?

Over 50% of the members have answered the survey questionnaire, which reflects a high response rate and thus a high interest in the issue. The vast majority of respondents have elected to use the open-ended question to offer their perspective on the issue of labour relations and on RCMP management in general. The information collected from these 8500 members amounts to 600 dense pages of comments. This collection of comments offers a perspective on the RCMP from the rank and file of the Force. The picture illustrated includes the expression of strong feelings and frustrations.

More than 8000 comments ranging from a few words to a few paragraphs represent a rich mine of information that unfortunately is very difficult to resume. To give a flavour of the different perspectives, I collected, for the reader, in Annex 4, less than 0.5% of these comments. I cannot claim that it is a perfect sample, far from that, but it covers some of the most frequent comments. Annex 4 should be thoroughly consulted to get a better appreciation of this section of the report.

There will likely be, under one legislation or another, a formal process (a vote on an explicit question) for the members to decide on the matter of representation and selection of bargaining agent. The present consultation was not intended to obtain the members views on that question. Nevertheless, a very large number of respondents decided to use question 14 to address it specifically. The intensity of the comments was equal on both sides. Unionization represents either something very bad to some respondents or something essential to others. For approximately 70% of those who explicitly covered it, unionization could not come soon enough and management and Government are only trying to roadblock it. For approximately 30% of the respondents who explicitly covered it, a union/association would be a major blow to the RCMP.

The respondents said that both legislation and representation should be specific for the RCMP. There appears to be a strong fear of being linked to other areas of the public service.

Many comments provided by members were outside the scope of the consultation. They range from complete distrust of the leadership at many levels, shameful lack of resources on the ground, unfair promotion process, inability to deal with low performers and improper governance, to name a few. The wording of the majority of comments suggests a serious morale challenge. There is obviously a major disconnect between the rank and file and senior management if these comments are representative of the view of the majority. The size of the sample being more than 50% of the whole entity, the odds are that these comments are indeed representative.

Section A: Background to this Survey

The Supreme Court of Canada recently issued a judgement that:

• Confirmed your right to “meaningfully associate in the pursuit of collective workplace goals” through collective bargaining;
• Struck down the imposition of the Staff Relations Representative Program (SRRP); and,
• Removed the exclusion of RCMP members from the Public Service Labour Relations Act (PSLRA).

The Supreme Court gave the Government until January 17, 2016 to enact a labour relations model appropriate to the RCMP; otherwise, the PSLRA will apply to RCMP members.

Your views matter. It is important that Government know whether you would prefer to have your own RCMP Labour Relations Statute or whether you would prefer to be covered by the PSLRA as amended to reflect the unique role of the RCMP as a police organization. We also need your views on how major bargaining disputes should be solved; the most important features of a system of labour relations; and, your preferences for structures that you believe best represent your needs.

This survey has 16 questions, most of which can be answered quite quickly.

Section B: Individual Member’s Labour Relations Involvement

1. Do labour relations matter to you personally?
   • Not important
   • A bit
   • Somewhat
   • A lot
   • Of great importance
2. How involved/aware would you say you have been in RCMP labour relations in the past few years?
   • Not involved
   • A bit
   • Somewhat
   • A lot
   • Highly involved

Section C: Issues that Need Your Opinion – Structures

There are a lot of possibilities for the future of labour relations within the RCMP. It is important that we know your opinion on these issues.

3. Which of the following answers best reflects your preference for a representative organization?
   • RCMP members-only labour organization
   • RCMP members and other members of the federal public service in the labour organization
   • RCMP members and police officers of other forces
   • Don’t know
4. Which of the following answers best reflects your preference for a grouping of members that is appropriate for collective bargaining?
   • A single, national grouping that is consistent with the RCMP’s unique situation as a national police organization
   • A number of different RCMP groupings, perhaps divided by province or region
   • Don’t know
5. Is it important to you that your representative organization have as its principal mandate the representation of RCMP members only?
   • Not important
   • A bit
   • Somewhat
   • A lot
   • Very important
   • Don’t know
6. Do you think there might be “conflicts of loyalties” if RCMP members were represented by labour organizations that also represent non-police workforces?
   • Strongly disagree
   • Disagree
   • Neither agree nor disagree
   • Agree
   • Strongly agree
   • Don’t know
7. How important is it to you that the grouping of RCMP members that is appropriate for collective bargaining is a single, national unit?
   • Not important
   • A bit
   • Somewhat
   • A lot
   • Very important
   • Don’t know

Section D: Issues that Need Your Opinion – Dispute Resolution

It is generally considered that the provision of police services is so fundamentally integral to ensuring the safety and security of the public that no interruption of that service can be tolerated. In all other jurisdictions in Canada, the right to strike for police officers is restricted or eliminated, with binding arbitration provided as the dispute resolution method.

8. Should binding arbitration be the means by which bargaining impasses are resolved if there is no right to strike? (Binding arbitration uses an independent labour relations expert or panel to determine the outcome of a dispute).
   • Strongly disagree
   • Disagree
   • Neither agree nor disagree
   • Agree
   • Strongly agree
   • Don’t know

Section E: Issues that Need Your Opinion – Statutory Framework

Here, you might need a bit of background so you can think about options. There are two alternatives: (1) to be covered by the Public Service Labour Relations Act, as amended to reflect the unique role of the RCMP as a police organization, or (2) to create a new RCMP-member specific labour relations act.

The Public Service Labour Relations Act (PSLRA) governs labour relations and collective bargaining in the federal public service which includes the core public administration. It also applies to separate agencies including the Canadian Security Intelligence Service, the Canada Revenue Agency, and the Communications Security Establishment of Canada, the core public administration includes the RCMP, for whom the Treasury Board of Canada is the employer.

In some other jurisdictions, separate statutes apply to labour relations and collective bargaining for certain specific public service sectors such as teachers and police officers. There are also sector-specific acts for construction.

9. Is it important, given the specific circumstances of the RCMP as a police organization, that there be specific new labour relations legislation that is focused exclusively on RCMP members? (As opposed to the PSLRA amended to reflect the unique role of the RCMP as a police organization).
   • Not important
   • A bit
   • Somewhat
   • A lot
   • Very important
   • Don’t know

An essential feature of labour relations is the creation of an independent, neutral, quasi-judicial tribunal responsible for the administration of the labour relations act. The tribunal determines which employee organization can be recognized as appropriate to bargain for certain groups of employees, it also determines whether there is sufficient support for unionization by way of a secret ballot vote. It ensures that rules are followed in bargaining, adjudication of grievances, and other key features of labour relations systems.

10. How important is it to you that there be a tribunal other than the Public Service Labour Relations and Employment Board to administer the labour relations legislation applicable to RCMP members in the future? (The Public Service Labour Relations and Employment Board is the independent, neutral, quasi-judicial tribunal responsible for the administration of the PSLRA).
    • Not important
    • A bit
    • Somewhat
    • A lot
    • Very important
    • Don’t know

Section F: Priorities for internal HR services

This is a time of change for the RCMP’s labour relations system. It is important that Government know how to prioritize the services within labour relations that matter most during this transitional phase as we move towards January 17, 2016, the date set by the Supreme Court for the Government to respond to the Supreme Court’s decision.

Your input will help determine which services and support mechanisms receive the greatest attention both in the transitional phase, and as new labour relations system evolves.

11. How much or how little does each of the following elements of a labour relations system matter to you? (Not at all, A bit, Somewhat, A lot, Very much)
    • Cooperative Relations with Management
    • Independence from Management
    • Finding Best Solutions to Problems together with Management
    • Ability to be Adversarial with Management
    • Knowing how to make Complaints
    • Being listened to by Management
    • Promoting the identity and reputation of the RCMP
    • Informing RCMP members of employment and workplace issues
    • Avoiding conflict amongst RCMP members
12. Of the list above, which are your two MOST IMPORTANT services?

    First:

    • Cooperative Relations with Management
    • Independence from Management
    • Finding Best Solutions to Problems together with Management
    • Ability to be Adversarial with Management
    • Knowing how to make Complaints
    • Being listened to by Management
    • Promoting the identity and reputation of the RCMP
    • Informing RCMP members of employment and workplace issues
    • Avoiding conflict amongst RCMP members
    • Other please specify

    Second:

    • Cooperative Relations with Management
    • Independence from Management
    • Finding Best Solutions to Problems together with Management
    • Ability to be Adversarial with Management
    • Knowing how to make Complaints
    • Being listened to by Management
    • Promoting the identity and reputation of the RCMP
    • Informing RCMP members of employment and workplace issues
    • Avoiding conflict amongst RCMP members
    • Other please specify

    Employer human resources units provide information on the following labour relations matters:

    • Wages and benefits
    • Job security
    • Protecting against unfair or arbitrary treatment
    • Job training
    • Opportunities for advancement
    • Privacy protections
    • Pursuing grievances or appeals
    • Working conditions
    • Mediating conflict in the RCMP using informal means
    • Representing RCMP members in formal appeals
    • Assistance with public complaints against RCMP members
    • Serious incidents/statutory investigations
    • Establishing essential job requirements
    • Harassment and Discrimination issues
    • Duty to Accommodate solutions, Returns to Work, and Disability Issues
    • Safe and healthy workplace
    • Legal indemnification
    • Conduct issues
    • Discharge/demotion
    • Addressing sources of worker discontent in the workplace
    • Helping members feel they belong and are valued
    • Finding ways to improve performance in the workplace
    • Helping select investigators/mediators if there are issues that need outsiders’ involvement
    • Other
13. Looking at the list above, which are your two MOST IMPORTANT services?

    First:

    • Wages and benefits
    • Job security
    • Protecting against unfair or arbitrary treatment
    • Job training
    • Opportunities for advancement
    • Privacy protections
    • Pursuing grievances or appeals
    • Working conditions
    • Mediating conflict in the RCMP using informal means
    • Representing RCMP members in formal appeals
    • Assistance with public complaints against RCMP members
    • Serious incidents/statutory investigations
    • Establishing essential job requirements
    • Harassment and Discrimination issues
    • Duty to Accommodate solutions, Returns to Work, and Disability Issues
    • Safe and healthy workplace
    • Legal indemnification
    • Conduct issues
    • Discharge/demotion
    • Addressing sources of worker discontent in the workplace
    • Helping members feel they belong and are valued
    • Finding ways to improve performance in the workplace
    • Helping select investigators/mediators if there are issues that need outsiders’ involvement
    • Other please specify

    Second:

    • Wages and benefits
    • Job security
    • Protecting against unfair or arbitrary treatment
    • Job training
    • Opportunities for advancement
    • Privacy protections
    • Pursuing grievances or appeals
    • Working conditions
    • Mediating conflict in the RCMP using informal means
    • Representing RCMP members in formal appeals
    • Assistance with public complaints against RCMP members
    • Serious incidents/statutory investigations
    • Establishing essential job requirements
    • Harassment and Discrimination issues
    • Duty to Accommodate solutions, Returns to Work, and Disability Issues
    • Safe and healthy workplace
    • Legal indemnification
    • Conduct issues
    • Discharge/demotion
    • Addressing sources of worker discontent in the workplace
    • Helping members feel they belong and are valued
    • Finding ways to improve performance in the workplace
    • Helping select investigators/mediators if there are issues that need outsiders’ involvement
    • Other please specify
14. Is there anything else you feel it is important to communicate about the future of RCMP regular member labour relations?

Section G: Brief Information about You

Remember, this survey is confidential and anonymous. We need to know only two questions here for the purpose of analysis whether there are important patterns that will matter in the future.

15. In which Division are you currently working?
    • B Division
    • C Division
    • D Division
    • E Division
    • F Division
    • G Division
    • H Division
    • J Division
    • K Division
    • L Division
    • M Division
    • National Division
    • National Headquarters
    • O Division
    • T (Depot) Division
    • V Division
16. Which best describes your position?
    • Commissioned Officer
    • Non-commissioned Officer
    • Other

Thank you very much for taking the time to offer your thoughts. It is greatly appreciated.

14. Is there anything else you feel it is important to communicate about the future of RCMP regular member labour relations?

Below is a selection of the most frequent comments out of approximately 600 pages of responses to question 14. The selection is based on judgment while rejecting political and politically incorrect statements.

• The best you could do is propose a survey…
• Executives have no credibility with membership.
• We lack leaders.
• We should not have to pay a union.
• The current situation is a disgrace. The Commissioner should report to Parliament.
• La syndicalisation permettra d’éviter les transferts non-désirés.
• The SRR program has not worked.
• Unions seem to protect a few that do not want to work and still get paid.
• We need a way to get rid of the deadweight we have.
• Independence from management is essential.
• Independent employer status should be obtained.
• Do not want a union.
• Oppressive managers should be held accountable.
• The Force is a mess.
• Binding arbitration to be free from TB decisions.
• The RCMP is handicapped by TB.
• Get rid of promotions for people in SRR program.
• J’ai choisi le GRC parce que nous n’avons pas de syndicat.
• We need a union and a better promotion process.
• Dangerously under staffed.
• We are not public servants.
• Being independent from the government.
• Should not have to pay union dues.
• With an association, the members involved with the DZIEKANSKY death would not have been charged with perjury.
• Would prefer our own RCMP LR legislation and not PSLRA.
• The RCMP should no longer be bullied by Treasury Board.
• Representatives need to be independent from management.
• We need an ombudsman.
• Lack of proper discipline against members who do not work.
• The div rep program too close to management.
• I do not want an adversarial labor relation program.
• I would agree with an enhanced SRR program with binding arbitration to settle the issues.
• I am not paying union dues for a bunch of ex members who were on sick leave.
• Independence from Federal government.
• Joining a labor board that represent non police officers would be a dis service to members.
• We need to have the ability to challenge management and TB.
• SRR is a joke.
• I am happy with the current system.
  • am NOT a supporter of union mentality.
• We need a union similar to other police forces in Canada.
• Many members feel that as a result of the decision by the -Supreme Court of Canada, our senior management dropped us like a sack of potatoes.
• It is absolutely critical that we as a unique organization with such a vital role in Canada and abroad not turn into a dysfunctional unionized environment where poor performer and trouble makers are protected thereby tarnishing the reputation and good work done by the majority.
• This is the first time in my career that I would tell someone looking to join a Police Force to join a Municipal Force.
• We require an independent union.
• The membership is overworked, understaffed and underpaid.
• It is imperative that the RCMP be separate from the Public service unions.
• Groups seeking to represent members should have access to GroupWise.
• I WANT THE SRR PROGRAM.
• I personally feel the SRR program with some modifications -would be a good form of labor relations.
• The SCC was extremely critical of the SRRP. The program should be immediately disbanded.
• We need representation that prevents management from treating members as second class citizens…
• Members will not be militant if you DO something.
• Avoir un système de promotions indépendant des superviseurs en place.
• Absolutely NO union!!!!!!
• I am very concerned that groups such as the Mounted Police Association will gain traction and power through member apathy.
• Our management seems unable or unwilling to represent membership.
• Lack of resources and members overworked.
• We need to have a real voice at the table.
• I never thought I would say this myself but we NEED a union.
• I have tolerated the corruption, mismanagement and downright INCOMPETENCE of this outfit enough.
• Quality of force housing in the north.
• RCMP should have independent labor union.
• If the RCMP unionizes I plan to quit.
• We need an independent union, separate from management, the ability to strike or work to rule.
• Liked the system the way it was.
• The RCMP needs to stop protecting the members who are a disgrace to the organization.
• Un syndicat pourra créer un équilibre des pouvoirs.
• I don’t want to pay union dues.
• I feel that management has lost touch with the reality of front line policing.
• Separate employer status is needed.
• I had no problem with the current system.
• I am concerned about the impact on operations of an increased union mentality.
• This organization is insanely top heavy.
• Extreme shortage of front line members.
• Union YES!!!!!
• The membership is in need of representation independent from management.
• Il faut arrêter d’abuser des membres.
• There is a need for an RCMP solution to be found here.
• I do NOT want a union I DO want binding arbitration.
• I am opposed to a union style labour relation arrangement.
• We cannot be seen as a puppet to government.
• We need distance from government.
• I don’t want to pay union fees. That is the most important.
• Prefer to keep the SRR in place.
• The last thing I want is a union.
• Yes, union representation should be for non-commissioned ranks only.
• I am tired of the way things are and welcome a change of any kind.
• The lack of union is a thing I enjoyed about the RCMP”
• My experience with the SRR program is that they are tall on giving advice but short on taking actions.
• The new labor regime must not be imposed on members but rather should be selected by members.
• The representing group needs to have power going into negotiations.
• The RCMP is a disrespectful workplace full of bullying and mistreatment of its employees.
• I am satisfied with the current level of service provided by the SRR.
• We need to be heard and have a role to play in what benefits we get instead of being told what we are getting.
• We need a more efficient way of handling those who use the system to avoid work.
• We need to stop encouraging poor and negligent members.
• The new labor relations should be extremely aggressive.
• The Commissioner should be reporting to a separate police board.
• The biggest issue is the lack of personnel.
• I would like an RCMP police association.
• Duty to accommodate is abused by members.
• There is a huge disparity between RCMP and other police forces.
• Stop making excuses and let’s get it done.
• There is a belief by some members that a union is the “be all”.
• The RCMP needs to distance itself from the Office of the Prime Minister.
• We are proud police officers who work hard at making a difference in this dangerous profession.
• The force continues to do more with less. I would consider the RCMP to be the most watered down and weakest police force in the country.
• I wish to have a labour relations regime that is working in cooperation with management.
• We should be able to fire members that are not productive.
• We simply need a bargaining team that is independent from management.
• It already appears to be very difficult to get poor performers fired. Something like a union would protect these slugs even more.
• Would I like to see and SRR program over a UNION-YES. -Would I like to see it continue in its current format NO”.
• I HAVE BEEN TREATED INTOLERABLY AND I HAVE NO RECOURSE.
• Members of the RCMP used to be proud.
• Management has never been helpful and never will be.
• A union would destroy the RCMP.
• Members cannot get straight answers as to what are the minimum manpower.
• The current system is set up as a dictatorship.
• We will never forget that management did not support us when our wage increase was revoked by Treasury Board.
• I would like to see regional collective bargaining.
• Any formal arbitration process would be an improvement over the ludicrous and draconian system we are exploited under.
• I believe it is impossible for anyone of us to communicate an educated opinion regarding our future when the RCMP is blocking our ability to seek out information that is outside the wall of the RCMP.
• When it come to pay and benefits, it needs to be bargained and arbitrated independently.
• I am currently happy with the SRR program and see its merits.
  • I am COMPLETELY OPPOSED to a union.
• I am not a pro union person by any stretch however I no longer trust neither the executive management not the Government to be looking out for my well being.
• We are experiencing a human resource and logistical crisis brought about by insufficient funding and reactionary policy making.
• I believe MPPAC is best positioned to represent my interests.
• I will seek an early retirement should a union come to fruition.
• The present officer promotion process has no transparency what so ever and is built on the old boys club.
• We must be represented by a fully independent body.
• The questions in this survey further confirm the Federal Government just doesn’t get it.
• Get on with it!!!!
• RCMP members are not public servants. Anything to do with the Public Service including inclusion in the PSLRA will be detrimental to the membership.
• Consultation is great but let’s focus on execution.
• I feel strongly that the RCMP employees need their own independent representation.
• There has been a miscarriage of process. No information has been allowed to flow.
• Avoir la possibilité de gérer et d’administrer notre propre fond de pension.
• I want a police association just like every other police force in the country.
• Members in different areas of the country need different wages.
• Unions protect the weak and those who don’t want to work.
• I support the need for a union and would pay whatever is necessary to have someone help stop the current way of life in the RCMP.
• There should be more town hall meetings, more discussions.
• An independent union for the RCMP is crucial for morale in the force.
• It is important that members be provided with the results of this survey.
• The consultation process is eight months after the SCC decision, leaving only four months for a report and legislation tabled. Not enough time.
• The results of this survey/town hall should be made available to all the membership.

Town Halls – Main themes