Economic Increases. The tentative agreement contains significant improvements to monetary compensation for members. This includes economic increases and wage adjustments for all members, and allowances paid to specific occupations, including Fishery Officers, Enforcement and Wildlife Officers, Labour Affairs Officers, and TIs at Measurement Canada. Further details are provided below. The total compensation for all TC group members amounts to a minimum increase of five- and-a-half percent over the four years of the collective agreement, plus a $650 signing bonus for TC members who are not in receipt of a salary adjustment (see details below) and who are employed in the TC bargaining unit at the time of signing of the new agreement. • Effective June 21, 2014: 1.25% • Effective June 21, 2015: 1.25% • Effective June 21, 2016: salary adjustment of 0.5% applicable to all rates of pay • Effective June 21, 2016: 1.25% • Effective June 21, 2017: 1.25% • $650 Signing bonus Sick Leave • The sick leave provisions (Article 39) of our collective agreement will remain unchanged. • The parties have negotiated a memorandum of agreement to establish a task force to develop recommendations on measures to improve employee wellness and reintegration into the workplace of employees who have been on sick leave. • Any future enhancements to the sick leave regime would need to be negotiated and agreed to by both parties. PSAC’s four principles are included in the MOA: sick leave provisions will be contained in the collective agreement, will provide for wage replacement, will protect and grandparent sick leave banks, and will not be administered by a third-party provider. Any enhanced sick leave regime shall contain, at minimum, these four principles. Workforce Adjustment Appendix • What we achieved represents the most significant improvements in workforce adjustment since it was first signed as an appendix into PSAC collective agreements in 1998. • Changes will reduce involuntary layoffs by allowing volunteers to come forward to leave the public service during times of workforce adjustment. • Employees will now have up to fifteen months to find an alternation match. • More union involvement, ensuring employees have the right to union representation during the process. • Limits to contracting out. • Improvements to the monetary provisions, including the education allowance, the counselling allowance, and the transition support measure. The following is a detailed summary of the tentative agreement rea...
Economic Increases. The tentative agreement contains significant improvements to monetary compensation for members. This includes general wage increases and allowances paid to specific occupations, including Fishery Officers, Environment and Wildlife Enforcement Officers, Labour Affairs Officers, Search and Rescue Coordinators, Hovercraft Crew, Inspectors at Measurement Canada and the Canadian Grain Commission, and certain shore-based positions at the Canadian Coast Guard. Further details are provided below. The total compensation for all TC group members amounts to a minimum increase of 6.35% over the three years of the collective agreement. • Effective June 21, 2018: 2.8% • Effective June 21, 2019: 2.2% • Effective June 21, 2020: 1.35% All members employed in the TC bargaining unit at the time of signing of the new agreement will receive a one-time payment of $500 in recognition of the extended collective agreement implementation deadline. Anyone whose new conditions have not been implemented within that timeframe will receive an additional $50 for every subsequent 90-day delay. APPENDIX FF – EG COMPARABILITY AT THE CANADIAN FOOD INSPECTION AGENCY Although we were not able to achieve parity with EGs at CFIA, we have secured a commitment that we can file for arbitration to resolve this issue outside of regular bargaining. We can do so as early as June 2021. We feel that we have very strong arguments to make the case to achieve parity for EG members. If the employer does not agree to address parity at that time, we can put this issue alone in front of an arbitrator before negotiations in the next round are concluded. RETROACTIVITY FOR NEW ALLOWANCES Employees who meet the eligibility criteria for new or amended allowances on the date of signature of the collective agreement are eligible for a one-time lump sum payment to be issued within 180 days of signature of the collective agreement as follows: • Employees newly eligible for the Appendix AA, DD and EE allowances: $1,767. • Employees newly eligible for the Appendix BB allowance: $1,250. • Employees already eligible for the current $3,154 Appendix CC allowance on date of signature of the collective agreement: $1,100. • Employees newly eligible for the Appendix CC allowance: $2,677. • GT-06 and GT-07 employees already eligible for the current allowance under Appendix W: $1,080 (GT-06) or $1,056 (GT-07). • Employees newly eligible for the allowance under Appendix W: the relevant monthly amount multiplied by six (6). APPENDIX ...
Economic Increases. The tentative agreement contains significant improvements to monetary compensation for members. The PSAC-UTE bargaining team successfully secured fair wage increases and wage adjustment averaging at 2.07% per year. Total economic increases with full retroactivity: 2016 0000 0000 0000 0000 1.75% 2.25% 2.80% 2.20% 1.35% Economic increase breakdown PSAC-UTE members will receive the following wage increases: 2016 0000 0000 0000 0000 1.25% 1.25% 2.80% 2.20% 1.35% In addition to those wage increases, the following wage adjustments were also obtained: 2016 2017 0.50% 1.00% Lump sum payments • A one-time lump sum payment of $400 to each employee in the bargaining unit on the date of signing of the collective agreement • A one-time payment of $500 in recognition of the extended collective agreement implementation deadline and an additional $50 for every subsequent 90-day delay DETAILED SUMMARY OF THE TENTATIVE AGREEMENT REACHED ON JULY 25, 2020
Economic Increases. The tentative agreement contains significant improvements to monetary compensation for members. This includes general wage increases and allowances paid to specific occupations, including Fishery Officers, Environment and Wildlife Enforcement Officers, members working at Fleet Maintenance Facilities and at 202 Work Shop Depot, Labour Affairs Officers, Search and Rescue Coordinators, Hovercraft Crew, Inspectors at Measurement Canada and the Canadian Grain Commission, and certain shore-based positions at the Canadian Coast Guard. Further details are provided below. The total compensation for all TC group members amounts to a minimum increase of 6.35% over the three years of the collective agreement. • Effective June 21, 2018: 2.8% • Effective June 21, 2019: 2.2% • Effective June 21, 2020: 1.35% All members employed in the TC bargaining unit at the time of signing of the new agreement will receive a one-time payment of $500 in recognition of the extended collective agreement implementation deadline. Anyone whose new conditions have not been implemented within that timeframe will receive an additional $50 for every subsequent 90-day delay.
Economic Increases. The tentative agreement contains significant improvements to monetary compensation for members. The total compensation for all Parks Canada group members amounts to a minimum increase of 6.35% over the three years of the collective agreement. • Effective August 5, 2018: 2.8% • Effective August 5, 2019: 2.2% • Effective August 5, 2020: 1.35%
Economic Increases. The tentative agreement contains significant improvements to monetary compensation for members. This includes general wage increases and allowances for Compensation Advisors, Parole Officer and Parole Officer Supervisors and Managers as well as Fishery Officers. The total compensation increase for all PA group members’ amounts to: • Effective June 21, 2018: 2.8% • Effective June 21, 2019: 2.2% • Effective June 21, 2020: 1.35% Fishery Officer Allowance • A new annual allowance of $3,534 to incumbents of Programme Administration (PM) Group positions at the PM-05 to PM-06 levels for the performance of their duties as Fishery Officers. • In the event that a different amount be negotiated for employees in the General Technical (GT) Group working as Fishery Officers before the signature of the PA Collective Agreement, the parties hereto agree that the Programme Administration (PM-05 and PM-06) Group Working as Fishery Officers allowance amount would be adjusted accordingly. • Parole officer and parole officer supervisors/managers allowance • A new $2,000 Allowance to incumbents of Welfare Programmes (WP) Group positions at the WP-04 level working as a Parole Officer and WP-05 level working as a Parole Officer Supervisor or Parole Officer Manager at Correctional Services Canada (CSC).
Economic Increases. Wage scales: April 3, 2022: 2% increase April 2, 2023: 2.5% increase April 7, 2024: 2.5% increase Contract Writers and Producers at: These increases will also apply to Contract Writers and Producers to the minimum salaries in each year of the Agreement pursuant to Supplement C, SL 10 and 13; Supplement D, SL 13; Supplement I, SL 7; Supplement K, SL 8; and Supplement L, SL 17. Temporary employee override: April 3, 2022: 2.25% increase to twenty-two and three-fourths percent (122.75%) April 2, 2023: 0.5% increase to twenty-three and one-quarter percent (123.25%) April 7, 2024: 0.5% increase to twenty-three and three-fourths percent (123.75%) Acting Editor Fee: Effective upon ratification the fee will increase from $3.70 to $4.25. Additionally, Newswriters who have been upgraded to Acting Editor for at least one hundred twenty- five (125) full days during the preceding calendar year shall receive the sum of $34.00 per day. Also effective upon ratification, the Parties agreed that the Acting Editor fee shall only be paid on days actually worked, not on vacation days, comp days, or paid sick days.
Economic Increases. Subject to Article G1.04, employees will receive an economic increase of 2.6% on June 20, 2007, 2.75% on June 20, 2008, 2.9% on June 20, 2009 and 2.9% on June 20, 2010. **
Economic Increases. PAY NOTES Subject to Article employees will receive an economic increase of two point seventy five percent (2.75%) on June two point five percent (2.5%) on June and two point five percent (2.5%) on June Increases On the employee’s anniversary date, employees shall be entitled to receive an incremental increase of three and one half percent or such percentage increase as would bring the employee’s salary to the maximum of salary range, whichever is the lesser. A part-time employee shall be eligible to receive an incremental increase when the employee has worked a total of the normal annual hours of a full-time employee, provided that the maximum rate for the employee’s level is not exceeded. The pay increment date shall be the first working day following completion of the hours specified in this clause. If an employee’s salary would be less than from the maximum of the salary scale after applying the above increment, the employee’s salary will be adjusted to the maximum of the salary scale.
Economic Increases. The above range as well as the employee's salary within these range, will be increased as follows: October Level MIN. MAX. October Level MIN. MAX. October Level October Level MIN. APPENDIX COMMITTEE FOR CURATORIAL PROMOTION Preamble The Committee for Curatorial Promotion of the National Gallery of Canada will consider promotions from Associate Curator at level to Curator at level and Assistant Curator at level to Associate Curator at level. This standard provides for the recognition of outstanding performance by individuals who, in the judgement of the committee, merit promotion on the basis of the quality and importance of their research and curatorial contributions, even though their duties do not correspond to all factor requirements stated in the standard, such as the requirement for the direction of the work of other professionals. This Committee will be made up of the Deputy Director and Chief Curator, the Deputy Director, Administration and the Curator responsible for the area in which the candidate works and either a Curator an another area of the Gallery or an outside expert in the candidate's field of research when no Curator at the National Gallery has this specific expertise. The decision of the Committee shall be that of the majority of the voting members. This committee will meet on a basis with consideration of the candidates' submissions normally being scheduled during September of every third year. The first evaluation under this process will in September Procedures for Submission When a candidate, at either level or or supervisor has determined that the candidate's research and curatorial contribution merits consideration for promotion through this Committee, the following procedures should be followed:
