During the last round of collective bargaining (2014-2018), the bargaining delegate was informed during the negotiations that the ITRP would be repealed effective on the date of the signing of the new SV Treaty and that the employer wanted to negotiate the method of calculating the ITD in lieu of the ITRP. The employer also proposes to modify the SD calculation method described in Schedules B, C and E to comply with the agreement between the two parties within the MOS to exclude the SD from the base rate and to update the rates used in each example with those of the 2017 payroll networks. Based on the above information, the adoption of the employer`s proposal would ensure consistency with other collective agreements submitted to the CSSDA and provide for an update of the older language. In all agreements reached to date, average annual growth is 2.0% per year over four years before the composite effect is calculated. It takes into account economic increases of 2%, 2%, 1.5% and 1.5%, as well as increases of 1% targeted over the duration of the agreements. The employer`s intention in removing the ITRP was not to eliminate ITDs, but to sever the link with classification. In the last collective bargaining, the employer wanted to negotiate a new method of calculation that would come into effect with the signing of the last SV contract (June 14, 2017). However, the parties could not agree on this issue. The parties also agree to meet within one hundred and eighty days (180) from the date of the signing of this agreement. There is no evidence of the need for this allocation and its value for money. In addition, these provisions do not exist in other CPA collective agreements or separate agencies.
The employer`s proposal also includes the agreement on the implementation of the collective agreement negotiated with all CPA groups and agencies. The employer argues that approval of such an amendment would have a significant financial impact – more than $15 million for the SV group – and would exceed the provisions of other CPA collective agreements without justification. The employer is proposing a four-year contract to allow for greater stability and predictability. This would reflect the duration of the last intermediate tariff between the parties, which covered the period between August 2014 and August 2018. In 2017, the parties entered into a 2014 collective agreement that expires one year later (august 2018). This did not give the parties enough time to know the changes that were negotiated prior to the announcement of the negotiations, notified by psac for the current round of negotiations. 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. This issue is still about to be resolved in another forum, and if the parties fail to reach an agreement, the FPSLREB is the appropriate forum for a third-party solution. Under the SV collective agreement, the following three groups receive the SD: the 34 agreements concluded within the CPA and separate agencies contain a number of common items, including fundamental economic increases and other monetary and non-monetary elements. Other groups, such as the FS group, which is represented by PAFSO, received different targeted measures to meet their specific needs, but the total value of these specific improvements was about 1% during the four years of their agreements. In addition, the comparisons contain a number of improvements at the government level that increase the total value of changes to collective agreements.