The employer already grants 11 statutory holidays to its employees. This provision of the PA collective agreement is similar to all other CPA collective agreements, including those recently concluded. The 11 days in total are competitive with provinces, territories, municipalities and private sector agreements. In addition, in certain circumstances, additional time will be required for the implementation of the collective agreement. This would include workers whose cases require manual intervention to complete the implementation of the new provisions of the collective agreement. Under the protocol, these employees will receive an additional payment of $50 per 90-day delay beyond the initial 180-day implementation period, up to a maximum of $450. If, due to the requirements of the company and with the mutual agreement of the Alliance, the working hours of workers on a rotating or irregular basis or on a non-rotating basis, If the employer asks workers to work on time after 6 p.m. and/or before 7 a.m., workers are expected to work for up to fifty-six (56) calendar days: In addition, TR group employees who work as translators have access to an additional salary, as stated below: the employer`s proposal is a reasonable compromise. The proposed provision ensures that a printed copy of the collective agreement is made available to workers upon request when electronic access is not available.
The employer agrees with the creation of a joint national child care committee (committee). The committee is composed of four (4) PSACs and four (4) employer representatives, with the committee required to determine additional resources. The costs associated with the committee`s work are borne by the parties involved. In addition, the 34 agreements contain the same Memorandum of Understanding on the implementation of collective agreements. The agreement defines the new method of calculating retroactive payments and provides for longer time frames for the implementation of the agreements. The agreement also includes appropriate liability measures and compensation for staff, given the extended delays. More than a third of people who participate in informal work do so because of weak economic conditions, and more than half of them would spend their hours working for hours in formal employment without a pay increase. Collective Agreement Not Implemented by Legislation Before The Collective Agreement currently provides for compassionate care leave without pay as long as the worker receives EI compassionate care benefits. The employer argues that the workers did not suffer a loss, even though wage lines had been negotiated, that workers are not yet classified in these categories and that they were not admitted into these categories until after the completion of the remaining retraining work. The employer is proposing a four-year contract to allow for greater stability and predictability. This would be tantamount to repeating the duration of the last collective between the parties, which included the period from June 2014 to June 2018.
In 2017, the parties entered into a 2014 collective agreement that expires a year later, in June 2018. This did not give the parties enough time to know the changes negotiated before the start. The employer does not agree with the agent`s proposal to negotiate to include this agreement in the collective agreement, which would effectively make it an ongoing right. The employer is open to further discussions with PSAC to reach an agreement on damages to Phoenix, recognizing that PSAC employees are entitled to compensation for damages caused by the Phoenix payroll system. However, the employer respectfully argues that the damages associated with the Phoenix should not influence the deliberations of this committee.