Treasury Board’s PA group tentative agreement
- How do I know if I’m covered by the PA agreement?
The PA Group (Program and Administration Services) is made up of any PSAC dues paying member whose job title is included in the following categories:
- Office Equipment (OE)
- Secretarial, Stenographic and Typing (ST)
- Programme Administration (PM)
- Welfare Programs (WP)
- Communications (CM)
- Data Processing (DA)
- Clerical and Regulatory (CR)
- Administrative Services (AS)
- Information Services (IS)
- Where can I find out what we’ve negotiated in the new collective agreement?
The full text of the tentative settlement will be posted on our PA bargaining page shortly. For the moment, you can learn about many of the improvements PSAC negotiated in our most recent webpost, and if you participate in a ratification webinar, you’ll also receive a ratification kit with all the proposed changes to the collective agreement.
We’ll publish the ratification kit on our website as well.
- Why did we negotiate a three-year contract instead of a four-year deal like other unions?
A three-year agreement will allow PSAC, as the largest bargaining agent, to set the pace of negotiations for the public service in the next round of bargaining.
- How much of a delay can we expect before our new collective agreement is implemented?
Treasury Board has 180 days from the date of signing the new collective agreement to:
- raise the pay according to the new rates
- provide retro pay for the time elapsed since the expiry of the old contracts and
- pay $500 as a penalty for extended implementation timelines
If the employer fails to provide retro pay within the 180 day deadline they will face additional financial penalties. Upon that failure, employees will be awarded $50 on day 181 and again every 90 days. This is in addition to the $500 listed above.
- I am currently on maternity leave or about to go on leave. Will I be able to take advantage of the improvements to maternity and parental leave right away?
The changes to maternity and parental leaves will take effect on the date of the signing of the collective agreement.
Once the agreement is signed, parents will be eligible for:
- An extension to maternity leave reassignment from 52 to 78 weeks, giving parents more flexibility to change positions in the federal public service when they return to work
- An expanded supplementary allowance for every week an employee is on extended or shared parental leave
- Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service
But keep in mind that once you start receiving parental leave benefits, you cannot change the duration of your leave.
- Will retroactive pay be taxable?
Yes, retroactive pay is subject to taxes.
- Did the bargaining team reach an agreement to align the salaries of PM-05s and AS-05s with EC-05s?
During every round of negotiations, the bargaining team needs to drop some proposals in order to achieve a fair collective agreement.
Unfortunately, the bargaining team wasn’t able to negotiate salary adjustments for PM-05s and AS-05s. This proposal can be brought to next round of bargaining beginning in 2021.
- How will PSAC members vote on this tenative agreement?
PA members will soon be invited to participate in online ratification votes. Details about the votes will be shared as soon as possible by email and will be posted on our PA bargaining page
To ensure that you receive all updates and can participate in the ratification process, please ensure that you have either updated your contact information on PSAC’s member portal, or that you create an account if you have not done so already.
- What are common issues and how are they negotiated?
Alongside negotiations for the PA group, PSAC bargaining teams for the TC, EB and SV groups also joined the PA group to reach a settlement for Treasury Board issues common to all groups.
- What did PSAC negotiate at the common issues table?
You’ll be able to see a full list of improvements in the ratification kit we’ll prepare before the ratification vote, but until it is posted on the Treasury Board bargaining page, here is a summary of what we negotiated:
- 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
- 10 days of paid domestic violence leave
- Better language on return to work following a maternity or parental leave, giving more flexibility to parents who wish to change positions within the federal public service.
- Improvements to parental leave pay
- Updated language to match the new legislation including a new extended leave option and the sharing of parental leave
- Expanded supplementary allowance for every week an employee is on extended or shared parental leave
- Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service.
- New memorandum of understanding to explore the issues related to childcare in the public service
- Updated and improved language to match the new legislation on compassionate care and caregiving leave
- Better language to allow the use of employer facilities for union activities
- New memorandum of understanding to protect certain working conditions of civilian members of the RCMP
- New memorandum of understanding on mental health in the workplace to support the work of the Centre for Expertise on Mental Health
- In the event of workforce adjustment, the education allowance has increased to $17,000
- Deletion of Memorandum of Understanding on Supporting Employee Wellness. As a result, sick leave will remain untouched.