SP Bargaining Update #13: You have a signed new collective agreement!
It started as a marathon, it ended up an ultramarathon with a new finish line; the signature of your new collective agreement before the writ drops. A lot of work has been done by our negotiators and union leaders with Treasury Board in the recent weeks.
Hence, the Applied Science and Patent Examination Group (SP) Bargaining Team is proud to inform you that our President Debi Daviau, along with our negotiators Suzelle Brosseau and David Griffin, and your bargaining team signed your new collective agreement on August 30.
The information in the timeline below sets out important dates relating to implementation of the new Collective Agreement.
COLLECTIVE AGREEMENT IMPLEMENTATION TIMELINE
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August 30, 2019 |
Collective Agreement signed |
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Summaries of the negotiated changes in the Tentative Agreement can be: https://www.pipsc.ca/groups/sp/sp-ratification-2019 |
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The following provisions take effect upon signature: |
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PIPSC is currently engaged in discussions with Treasury Board to determine the implementation timelines for improvements to the Maternity and Parental Leave Without Pay and Parental Allowance provisions. We hope to have more news concerning this in the coming weeks. |
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Within 180 days from the date of signature, the parties will establish a joint committee comprised of equal representation with regards to the salary progression for the Actuarial Science (AC) group. |
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February 26, 2020 |
Collective Agreement Implementation Deadline
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As of February 26, 2020, (180 days after signing), the following provisions must have been be implemented, or 560 days in cases where manual processing is required. See below for further information: |
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By this time, SPs should also have received the $400 lump-sum payment made in exchange for the extended implementation timeline. |
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If implementation is delayed beyond the February 26, 2020, 180 day deadline, affected members will receive further payments of $50 effective the 181st day and every 90 days thereafter to a maximum of $450. This particularly applies where compensation increases and retroactive payments require manual processing by compensation advisors. |
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Manual intervention may be required for employees on an extended period of leave without pay (such as maternity/parental leave), salary protected employees and those with transactions such as leave with income averaging, pre-retirement transition leave and employees paid below minimum, above maximum or in between steps. Manual intervention may also be required for specific accounts with complex salary history. |
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October 1, 2020 |
Implementation of Economic Increase
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Implementation of Economic Increase
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December 2021 |
Appendix “M” with respect to Gender Inclusive Language |
Please contact any of our PIPSC union representatives if you have questions or would like more information concerning the collective agreement.
We would like to take this opportunity to thank you for your support all along the bargaining round, leading us to reach this deal for you.
Better Together!
Your SP Bargaining Team