The employer wishes to note that the negotiator did not provide a clear and consistent justification for the inclusion of a training obligation in a certificate of remuneration, in accordance with Annex A-1. Pay slips are included in the collective agreement to support and clarify the application of the corresponding pay scales. For similar periods, the Canadian government negotiated with 34 groups in the federal public service economic wage increases of 1.75% per year, plus targeted wage measures of about 1% over the life of the agreement. Any agreement reached during the current cycle with the 11 negotiators for the 17 CPA bargaining units provides for a period of four years. The same applies to separate agencies. The employer considers that it would be appropriate to include the same duration for the TC group. This is the appropriate term for this agreement at this stage, given the known factors. The collective agreement already provides for the obligation to consult the PSAC before switching from mastiffs to shiftworkers and to demonstrate that such a modification is necessary for the needs of the public and/or for efficient operation. The three-year interim agreement applies to nearly 10,000 federal employees represented and unpresented in the Technical Services (TC) group. The provisional agreement would provide for overall economic and group increases of 6.64 percent over three years, ending in July 2021, with the smallest increase last year, in line with the current economic environment. New provisions on nursing leave, extended parental leave and up to 10 days of domestic violence leave are also included in the provisional agreement.
Given the high number of outstanding proposals submitted by the bargaining agent, the employer is asking the PSAC to target a limited number of proposals that take into account the current collective bargaining framework and the latest results of negotiations with other bargaining agents in the federal public service. The large number of proposals makes it difficult for the parties to identify key priorities and focus their work on them; A more limited number of proposals should significantly improve the likelihood of an agreement. The employer respectfully proposes that the Commission give instructions in this regard and order the parties to return with a reduced number of proposals prior to the publication of the Commission`s report. Developing new standards for job evaluation is a complex process that requires broad consultation with stakeholders, including the bargaining agent and contractors in the department, to ensure that the resulting tools are technically flawless and operational. . . .