Comparisons also include targeted improvements worth about 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 the first year and 0.2% in the second year. These include the Economics and Social Services (EC) group, represented by the Canadian Professional Workers Association (CAPE), the Financial Management Group (FI), represented by the Association of Canadian Financial Officers (ACFO), and the Architecture, Engineering and Land Survey (NR), represented by the Professional Service Institute of Canada (PIPSC). For some other groups, including the Audit, Trade and Purchasing (AV) groups, the health services (HS) represented by PIPSC and the External Services Group (FS), represented by the Professional Association 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%. The employer argues that the agent`s proposal should not be the subject of collective bargaining and that the Commission should not be treated in its report in accordance with Sections 113 and 177 of the Federal Industrial Relations and Employment Act (FPSLRA) (Figure #15). Secondary research such as this is a common practice in determining compensation in the marketplace and has often been used by the employer in collective bargaining, arbitration and conciliation. Recently, secondary research was implemented as part of a collective wage study with the Electronics (EL) Group (International Brotherhood of Electrical Workers (IBEW) and resulted in an agreement in this round of negotiations. Through sound and good faith negotiations, the Canadian government has concluded 34 agreements during this round of negotiations, which include more than 65,000 employees of the federal public service. These include comparisons with 15 different negotiators representing 17 bargaining units within the CPA and 17 groups of workers in separate agencies. During the current round of negotiations (2018-2022), the employer`s proposal to perform tasks for a minimum of 10 days in order to qualify for compensation was included in other collective agreements such as Financial Management (FI), Audit, Commerce and Purchasing (AV), Health Services (SH) and Electronic (EL), represented by three different bargaining partners. 1.04 When a worker is subject to this agreement, the worker`s leave credits are recalculated under the leave credit formula that applies to the employee`s modified work program. The PSAC also submitted 55 specific amendments to the SV table, in 22 articles and 6 annexes.
These changes include increases in vacation provisions, new certificates and other monetary and non-monetary items that are not currently included in the SV Treaty and/or other CPA collective agreements. 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. In order to align the agreement signed by the parties in April 2018 on MOS, the employer proposes to remove itD and SD from the definition of compensation of the GL group (Annex B) and to add a definition of remuneration for the GS (Annex C) and HS (Annex E) groups, indicating that the salary is defined as the base salary in Schedule A of each corresponding schedule.