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Collective Agreement Wp04

The employer proposes to clarify the non-specific and ambiguous formulations of the collective agreement. The employer`s proposal is consistent with current practice. Section 14.14 is a new provision that was negotiated in the last round and is supplemented by Schedule K of the collective agreement, which provides more detail on the implementation of the cost recovery bargaining agent leave. An excerpt from the schedule is reproduced below: the employer believes that it would be premature to include in the collective agreement the rates of pay for the new standards. The work required by departments and agencies is not complete and cannot provide information on the establishment of these scales. In addition, negotiating wage lines on that date, before the switching date is known and a better understanding of the allocation of positions to the new standard, would be tantamount to including empty shells in the collective agreement, since no one would get those rates for a significant period of time. The employer argues that the agent`s proposal does not reflect the current bargaining model in the federal public service. In this regard, and in accordance with the recently concluded/signed CPA agreements, the employer believes that it would be appropriate for the Commission to recommend aligning the meal allowance to $12 ($12.00) in order to comply with other CPA groups. The employer considers that there is no evidence of the granting of wage increases for the PA group above the cumulative increases obtained by employees of the CPA 17 group and the 17 different agency groups through a four-year contract. There is no reason to support the significantly higher economic increases envisaged by PSAC, in addition to market adjustments of between 10% and 20%.

Since spring 2018, the Treasury Board of Canada Secretariat (TBS) has been negotiating, on behalf of the Treasury Board, the employer of the CPA, with more than 10 negotiators to renew collective agreements representing more than 175,000 employees. Footnote 3, footnote 4 For example, the Ontario government has introduced legislation imposing a 1% cap on annual pay increases under collective agreements over a three-year period. The Province of Alberta has put in place wage restraint provisions limiting the increase in executive base salary from April 1, 2018 to December 31, 2019. Alberta`s Minister of Finance also announced that Alberta will also seek two to five per cent back-ups in arbitration with the vast majority of public sector employees. Manitoba introduced a Sustainability Act, which came into force in March 2017 and limits wage increases to 0% for the first two years, 0.75% in the third year and 1% in the fourth year. Finally, the Government of Newfoundland and Labrador introduced four years of wage stoppages from 2016-17 to 2019-20, and the Nova Scotia government imposed annual wage increases of 0.75% between 2015 and 2018/19. Comparisons also include targeted improvements worth about 1% over the life of the agreements. For most of the 34 groups, these improvements are in the form of two-year wage adjustments: 0.8% in 1 year and 0.2% in 2. These include the Economics and Social Services (EC) group, represented by the Canadian Professional Workers Association (CAPE), the Financial Management Group (FI), represented by the Association of Canadian Financial Officers (ACFO), and the Architecture, Engineering and Land Survey (NR), represented by the Professional Service Institute of Canada (PIPSC).

For some other groups, including the Audit, Trade and Purchasing (AV) groups, the health services (HS) represented by PIPSC and the External Services Group (FS), represented by the Professional Federation of External Action Officials (PAFSO), the parties agreed to allocate the 1% differently depending on the specific circumstances of each group; However, the total value of these targeted adjustments should not exceed 1%.