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%. 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 the other agreements concluded within the CPA and sa. The provisions of this collective agreement are implemented by the contracting parties within one hundred and fifty (150) days from the date of signing. To date, 34 collective agreements have been concluded in the federal public service. All agreements include basic economic increases of 2.0%, 2.0%, 1.5% and 1.5% over four years, as well as targeted wage measures of approximately 1% over the life of the agreement. PSAC expects the Phoenix Treasury Board to pay general damages (i.e. the $2,500 package) within the 180-day transposition period mentioned above for the collective agreement. In addition, information on how current and former members who have suffered heavy losses from the Phoenix payroll system can claim additional compensation will be provided by the Treasury Board in the coming months. We will continue to urge the government to implement these regulations effectively. Members of the Education and Library Science (EB), Operations Services (SV) and PSAC-UTE (Canada Revenue Agency) groups have also recently ratified their interim agreements. PSAC is working with the Treasury Board to finalize the text and schedules of the new agreements and expects the new contracts to be signed in the coming weeks.
A four-year agreement would allow the parties to more fully implement the changes negotiated during this round. I would also provide a better opportunity to stabilize the compensation system before the next collective agreement is implemented. The technical committee will develop all necessary agreements and documents to support the review of a welfare plan in the next round of collective bargaining. This work is expected to be completed by December 1, 2021. In a series of regular meetings, the technical committee makes interim recommendations to the steering committee for consideration of the following issues: Among the 34 agreements recently negotiated for the CPA and individual agencies, there is the language proposed by the employer. During the 2014 round of negotiations, the parties agreed to abolish the Penological Allowance (PFA) and the Open SupervisionIng Allowance (OSA) and created the Correctional Specific Duty Allowance (CSSDA). According to the employer, the introduction of a public safety allowance would result in an overlap in allowances with the CSSDA and would amount to a return to previous payments of AFP and OSA negotiated in the last round of collective agreements. In addition, the eligibility criteria for the proposed public safety allowance are not clearly defined; In its current form, it could be a payment to each employee in the public safety portfolio, regardless of the particular circumstances faced by the employee. Bargaining Partners: Federal Government Dockyard Trades and Labour Council (Esquimalt) (West) (FGDTLC (W)) Agreement expiry date: January 30, 2023 Dispute Resolution Mechanism: Based on the above information, the adoption of the employer`s proposal will ensure consistency with other collective agreements submitted to the CSSDA and provide for an update of the old language. The unemployment rate is expected to remain stable in 2019 and 2020 at 5.7% (Table 4).
In addition, since June 2018, the economy has created nearly 445,000 jobs. It is the employer`s position that there is no need or justification to erase the language and provide full compensation in progress for work-related injuries, illnesses or illnesses.