The purpose of this memorandum is to bring into force the agreement between the employer and the Public Utilities Alliance of Canada regarding employees of the Technical Services Unit. The circle diagram represents the typical set of compensation for employees in the TC bargaining unit. The wage share reflects a weighted average of the maximum wages for each group and level in the bargaining unit. The Canadian government is committed to negotiating in good faith and has a history of negotiations that are productive and respectful of their dedicated collaborators. Its approach to collective bargaining is to negotiate appropriate agreements for public service employees, bargaining agents and Canadian taxpayers. The employer proposes a comparison for the TC group, which contains improvements similar to those negotiated in the rest of the federal public service. The employer recommends that the Commission make recommendations based on the recently established model. In addition, the CE Group`s salaries are competitive with the market, based on the salary study carried out by Korn Ferry in 2019. Consequently, the employer sees no justification for increasing the aid to Community workers covered by this Annex. The employer argues that the existing provisions of the collective agreement give managers the flexibility they needed to compensate senior managers for the time provided. If a staff member works more than his or her scheduled hours (whether or not he or she has taken a meal break), he or she is compensated accordingly.
Rarely, if at all, would an officer not be able to have a meal during operations, so it seems pointless to create more administration to tackle a situation already covered. The TC Bargaining Team unanimously recommends the adoption of this agreement. More information will be made available to TC members in the near future. The Government remains committed to reaching collective agreements with all outstanding bargaining units for this round of bargaining, including those represented by the CASP. After further negotiation sessions in the winter and spring of 2019, the PSAC filed with the Board of Directors on May 7, 2019 a request to reactivate its application to create an EIP to assist the parties in reaching an agreement. 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 around 1% over the life of the agreement. In its approach to collective bargaining and collective agreement renewal, the employer`s objective is to ensure fair compensation for workers while respecting its overall fiscal responsibility and obligations to government and Canadian priorities. 68.01 The duration of this agreement is from the date of its signature until 21 June 2018 2021. During this round of negotiations, PSAC and TBS officials participated in 6 bargaining meetings for the TC group between May 2018 and May 2019. The parties also participated in three negotiation meetings at a separate bargaining table to negotiate, between June 2018 and December 2018, proposals that are common in the four bargaining units represented by the PSAC (PA, SV, TC, EB). The government must prudently manage all compensation costs on behalf of taxpayers and the increase in pension and benefit costs must be taken into account as part of wage negotiations in order to mitigate the overall increase in compensation.
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