The current 15 components of the PSAC handle appeals and complaints involving their members within the relevant department/agency/employer, up to the failure to take into account complaints against a collective agreement at the decision level. Component functions may be delegated from time to time to the PSAC center by providing support or service to each component. When the PSAC negotiates collective agreements with “separate employers”, these contracts will also be taken into account. RCMP CMs` “Deeming” was originally scheduled for April 2018, but was delayed due to persistent issues with Phoenix`s salary system. In December 2017, the Public Utilities Alliance of Canada filed applications under Section 58 of the Federal Public Sector Labour Relations Act to introduce RCMP CMS into psac bargaining units and provide them with the protection of their respective collective agreements. The Treasury Board approved the principle of the application on January 15 and brought rcMP CMs closer to integrating into psac bargaining units and maintaining the benefits of union representation. When there is a deposit, the CMs become employees of the public service. The majority is included in the board`s existing bargaining units, with the exception of THE MAOs and PO-TCOs that have not been paid. Approximately 500 CM will be paid to each of the Board of Directors bargaining units and the Administrative Services (AP) and Technical Services (TC) Program. PSAC/USJE supports its members not only through the representation of complaints, but also through consultations on work management at local, regional and national levels. . . .