Tbs Collective Agreement Pa Group

The three-year interim agreement applies to nearly 84,000 federal employees represented and unpresented in the Program and Administrative Services (PA) group. The provisional agreement would provide for overall economic and group increases of 6.64 percent over three years, ending in July 2021, with the smallest increase last year, in line with the current economic environment. New provisions on nursing leave, extended parental leave and up to 10 days of domestic violence leave are also included in the provisional agreement. The employer shall also reimburse the worker for all interest or other administrative losses or burdens arising from improper wage calculations or deductions or from a breach of a remuneration obligation set out in this collective agreement. In this context, and in line with the recently concluded/signed agreements, an extension of the definition of family, as proposed here, would be appropriate for the PA group as part of an overall comparison. The employer proposes to clarify the non-specific and ambiguous wording of the collective agreement. The employer`s proposal is in line with current practice. The staff of the PA group already benefit from additional leave to take stock of the lengthening of working hours and their fluctuations throughout the year. The Parties agree to the establishment of a Joint Joint Committee, which will meet within ninety (90) days of the signing of this Collective Agreement, to review and agree on the terms of reference for the study. A four-year agreement would allow the parties to implement more broadly the changes negotiated during this round. I would also provide a better opportunity to stabilize the wage system before the implementation of the next collective agreement.

This sub-group includes positions for which one or more of the following tasks are given priority: the employer argues that these proposals would entail an increased burden from the point of view of wage management. There are significant challenges related to the Phoenix pay system and proposals that would complicate the pay slip system, such as. B the transition to one-day action and the continuation of cumulative action times are neither desirable nor justified. In addition, the current provisions are consistent with most other collective agreements. In addition, classification and occupational category conversions cannot be expected to result in upward changes in classification levels or salaries. Assuming that each employee faces a loss of $4,000 a year is neither realistic nor justified. The union proposes that the new collective agreement expire on June 20, 2021. The negotiator did not provide any detailed justification for this proposal. There is no evidence of the need for this allowance and its value for money.. . .

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