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. Once the result is achieved in accordance with the agreement, the result will be shared with all services that operate call centres so that they are aware of best practices that can be adapted to the different types of call centres in the system. 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. The purpose of this Memorandum of Understanding is to implement the child custody agreement between the Employers` Union and the Public Utilities Union of Canada. Following the work of the National Joint Committee for Child Care, the parties agreed to establish a joint Union Management Committee for Child Care. The Joint Committee for Child Care will be established to continue the work of the National Joint Child Care Committee and will receive the Committee`s recommendations, in addition to other measures identified by additional studies and analyses and approved by the parties. In its approach to collective bargaining and renewal of collective agreements, the employer`s objective is to ensure fair compensation for workers while respecting its overall budgetary responsibility and commitments to the priorities of government and Canadians. The purpose of this memorandum is to implement the agreement between the employer and the Public Utilities Alliance of Canada regarding the personnel of the Program and Administration Services, Operational Services, Technical Services, Border Services and Education and Library Science. In the last round of negotiations, the employer`s proposal was included in other collective agreements, such as. B as the Financial Management Groups (FI), Audit, Commerce and Purchasing (AV), Health Services (SH) and Electronic (EL). Any agreement reached during the current round with 11 negotiators for 17 bargaining units within the APA provides for a four-year period. The same goes for separate agencies.
The employer believes that it would be appropriate to include the same duration for the PA group. That is the appropriate term for this agreement at this stage, given the known factors. The employer argues that it is inappropriate or that the parties negotiate such provisions and incorporate them into the collective agreement, as this would significantly limit the employer`s ability to use probation officers, which is an administrative prerogative under P. 7 of the federal Public Sector Labour Relations Act. In addition, parts of the proposal (p. B WP.05) would require the employer to pass on responsibilities to certain workers, which is also inconsistent with question 7. In June 2018, as part of the current round of negotiations, the negotiation delegate proposed to remove this MoA (reproduced above) from PSAC`s collective agreements. The employer also reimburses the worker for all interest or other penalties or administrative losses or expenses resulting from a calculation or deduction of improper wages or a breach of the compensation obligation under this collective agreement. In paragraph 65.02, the negotiation delegate seeks a new language to define fixed wage plans (twice a month). The employer argues that the General Terms of Sale Directive has payment deadlines.
Section A.3, Part 3: Wage Management, states that the employer has the right, pursuant to Article 35.02 of the agreement, to determine the reasons given by the worker to support a leave application. The worker has a duty to provide a good reason for the absence of illness.