The employer argues that the integrity of the federal public service remains a priority for the government and that, when it comes to anti-theft laws to denounce them, improvement through the review and review of the PSDPA, unlike the creation of another framework in the collective agreement, is the appropriate mechanism to ensure that it does what it wants to do: provide adequate protection for informants. The current provision is also found in other collective agreements, including FB, PA, SV, EB and SH. For more information on the new regulations, see: psacunion.ca/HarassmentViolenceRoadmap In addition, the comparisons contain a number of government improvements that increase the total value of tariff changes. 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. Source: International Human Rights Day: Combating the Effects of COVID-19 on Marginalized Communities | The Public Service Alliance of Canada (psacunion.ca) Colonies also include targeted improvements worth approximately 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. These include the Economic and Social Services (EC) group and the Translation Group (TR), both represented by the Canadian Association of Professional Workers (CAPE), the Financial Management Group (FI), represented by the Association of Canadian Financial Commissioners (ACFO), and the Applied Science and Patent Examination (SP), Engineering and Land Survey (NR), represented by the Professional Institute of the Public Service of Canada (PIPSC). For some other groups, including the Audit, Trade and Purchasing (AV), Research (RE) and Health Services (SH) groups, represented by PIPSC, and the External Action Service (FS) group, represented by the Professional Federation of External Action Officials (PAFSO), the parties agreed to allocate the 1% differently depending on the particular circumstances of each group; However, the total value of these targeted adjustments should not exceed 1%. PSAC is working with the Canadian Food Inspection Agency and Parks Canada to finalize the text and salary schedules for the new agreements – which were ratified in November – and expects the two new contracts to be signed shortly.
The employer argues that the existing provisions of the collective agreement give executives the flexibility they need to compensate public servants for their time. If an officer works more than his scheduled hours (whether he has taken a break or not), he would be compensated accordingly. Rarely, if ever, an officer would not be able to break during operations for a meal, so it seems pointless to create more administration to address a situation that is already covered. 68.01 The duration of this collective agreement is fixed from the signing date until June 21, 2018, 2021. A four-year agreement would allow the parties to more fully implement the changes negotiated during this round. It would also be a better opportunity to stabilize the compensation system before the next collective agreement is implemented. The Great Lakes Fisheries Commission (CFRG) coordinates the control of sea lamb in the Great Lakes. The work will be conducted jointly by the U.S. Wildlife and Nature Service and the DFO. DFO and GLFC enter into five-year program delivery contracts. The employer also argues that Article 66 of the agreement (assessments) has already been submitted to the proposal of the bargaining delegate.
In practical terms, paragraph 66.01 indicates that the calculation of the bargaining agent`s request for a $100-a-month lump sum payment from January 2020 is indicated at a rate of $50 per year each year, until the structure of the business is reviewed; as such, this article is not included in the table above.