In the spring of 2019, the government developed a new method of calculating retroactive payments to facilitate their implementation. The government has also negotiated broader implementation times, fair compensation for staff, recognizing longer deadlines and accountability measures. All of these measures are outlined in the agreement contained in the 34 federal public service agreements. The employer argues that the bargaining agent`s proposal to increase the quantum is costly, almost $18 million per year only for the PA group or 0.28% of the pa compensation base, and the employer opposes such an increase. The proposal would also have a significant impact on the department`s operations. Notwithstanding the previous paragraph, departments may, with the Agreement of the Alliance, change the dates for submitting leave applications. If the bid dates are changed, the employer must respond to the request for leave 15 days after these filing dates; The collective agreement already provides for concrete deadlines and procedures for two periods of peak leave (summer and winter) that go beyond the provisions of other collective agreements. As a result, the employer is not prepared to forward this proposal from the agent to the negotiations and considers that this proposal from the agent is not appropriate to be included in the collective agreement. The 34 agreements recently negotiated for the CPA and individual agencies contain the language proposed by the employer. If a worker does not meet his obligation to appeal, as requested by his enterprise contract, a calculation has been added to ensure that the reimbursement is proportional to the compensation received by the worker during his absence. 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. Summary of the negotiated amendments to the interim agreement are available here: (www.pipsc.ca/groups/av/av-ratification) The employer invites the Commission to accept the employer`s counter-proposal in the “Employers` Movement” section above, which reproduces the agreement reached with 17 other bargaining units in order to stop all outstanding proposals, in accordance with Article 40 and as part of a comprehensive settlement, in its report. Between May 2018 and May 2019, the Public Utilities Alliance of Canada (PSAC) and the Treasury Board negotiated the renewal of the “Administrative Programs and Services” (PA) collective agreement, which expires on June 20, 2018.

unless otherwise stated in this agreement, the father, the mother (or, otherwise, the stepfather, stepmother or adoptive parent), brother, sister, brother-in-law, sister-in-law, spouse (including the worker`s son-in-law), child (including a spouse`s child), child-child, adoptive child or worker`s municipality, grandson, stepfather, stepfather, step-son, brother-in-law, brother-in-law, brother-in-law, stepfather, salaried grandparent and permanent resident parent. By its proposal in paragraph 14.14, the employer intends to clarify the maximum amount of leave with remuneration from bargaining partners, which would be subject to the cost recovery mechanism put in place during the last round of negotiations. 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.