For example, the Ontario government introduced legislation imposing a maximum of 1% on annual compensation increases under collective agreements for a period of 3 years. The Province of Alberta has implemented wage moderation regimes that limit base salary increases for executives from April 1, 2018 to December 31, 2019. Alberta`s finance minister also announced that Alberta will also target 2% to 5% wage withdrawals in arbitration with the vast majority of public sector employees. Manitoba introduced a sustainability law that went into effect in March 2017, limiting wage increases to 0% for the first two years, 0.75% in the third year and 1% in the fourth year. Finally, for four years, the Government of Newfoundland and Labrador introduced wage freezes from 2016-17 to 2019-20 and the Government of Nova Scotia imposed annual wage increases of 0.75% by law from 2015-16 to 2018-19. The employer proposes to simplify the calculation of overtime for TC group workers in order to adapt it to most collective agreements. The introduction of the proposed language would ensure that overtime would be paid for uninterrupted overtime and would facilitate the calculation of entitlement to overtime and the payment of such overtime. In the spring of 2019, the government developed a new methodology for calculating retroactive payments to facilitate their implementation. The government also negotiated extended implementation timelines, appropriate staff compensation, recognizing the extended timelines and accountability measures. All of these measures are set out in the Memorandum of Understanding, which is contained in the 34 federal public service agreements.
Delete Annex I and convert all workers covered by it into full-time workers, in accordance with the main part of the collective agreement. Therefore, any language of a collective agreement suggesting that an allowance is part of the salary and is eligible for the pension is insignificant and has no legal significance for the fixation within the meaning of the PSSA. TBS has successfully concluded collective agreements for 17 CPA groups with 11 negotiators. These 17 collective agreements apply to workers represented by some of the largest bargaining agents, including THE CSPI, CAPE and ACFO. The current language of the collective agreement is intended to allow workers to request, during their career, other versions and/or revisions of their job description/description. The ITD is presented in the SV collective agreement as a grid with alpha values and digits from A1 to E3. The DTI is presented as a percentage of the worker principle; percentages range from 4% to 20%. The PSAC also submitted 55 specific amendments to the SV Group. These proposals deal with 22 articles of collective agreements and 6 (6) annexes, as well as new articles and memoranda and/or allowances. The employer argues that the current provision that a worker files a claim for compensation in cash or leave and submits it to the employer for approval is appropriate and consistent with other collective agreements. This allows the employer to take into account the requirements of the company and the organization. According to the employer, there is no justification for the proposed amendment.
Taking into account the above information, the adoption of the employer`s proposal will ensure consistency with other collective agreements under the CSSDA and provides for an update of the old language. The employer shares the negotiator`s objective of ensuring that collective agreements apply to all workers, regardless of gender. In this context, the employer also proposes to amend the language of clause 3.03 in order to provide more clarity and is part of the work on gender equality with regard to the provisions of collective agreements. . . .
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