In addition, the comparisons contain a number of improvements at the government level that increase the total value of changes to collective agreements. These include the introduction of new violence and home care leave provisions, the improvement of maternity and parental leave allowances, and the extension to the definition of the family, which broadens the scope of certain leave provisions. The employer proposes to repeat the same improvements or equivalent improvements for members of the TC bargaining unit, which would provide for a fair and reasonable collective agreement. The evidence presented in this letter does not indicate that the TC Group receives more than the model established in the 34 agreements reached during this round of negotiations. There is also no justification for the removal of the maximum compensation limits for out-of-power travel or for travel beyond North America. Although the number of people employed in this group is relatively small, this would set a precedent and would certainly accelerate the introduction of this benefit into other collective agreements. In light of the measures already in the Department of Finance Classification Directive and in the collective agreement, the employer argues that the requirements proposed by the negotiator have been met. The employer considers the TC agreement to be a successful agreement that does not require substantial changes. As such, the employer presents a reduced set of proposals with modest economic increases and changes to leave provisions, which are consistent with what was agreed with 34 other groups in the current round of negotiations. The employer also believes that its monetary/economic offer is competitive over four years with the market and is in line with economic indicators. It also reiterates other agreements within the CPA and separate agencies.
The employer argues that the current provision by which a worker files a cash or vacation leave claim and files it for employer approval is appropriate and consistent with other collective agreements. This allows the employer to take into account the requirements of the company and the organization. According to the employer, there is no justification for the proposed amendment. The current provision is also found in other collective agreements, including FB, PA, SV, EB and SH. When THE PSAC negotiates collective agreements with “separate employers,” these contracts are also taken into account. The Government remains committed to entering into collective agreements with all outstanding bargaining units for this round of negotiations, including those represented by the PSAC. Collective agreements will not be updated until they formally enter into force, after both parties have “signed” the document in question. PA Group On July 9, PSAC`s AP negotiating team reached an interim agreement with the Treasury Board of Directors. The negotiating team unanimously recommends ratification of the new agreement.
The ratification kit, which contains the full text of the preliminary agreement, is now available for download. Members will soon be invited to participate in an online ratification process. […] 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.