The employer considers that it would be premature, at this stage, to introduce the rates of pay of the new standards into the collective agreement. The work required by departments and agencies is not complete and cannot provide information on the establishment of these scales. In addition, negotiating winning lines at that time, before the conversion date is known and the allocation of positions to the new standard is better understood, would amount to including empty shells in the collective agreement, since no one would receive these rates for a significant period of time. The negotiator did not provide any detailed justification for this proposal. There is no evidence of the need for this allowance and its value for money. In addition, such provisions are not provided for in other CPA collective agreements or separate agencies. The employer`s position is that there is no need or justification to erase the language and pay full ongoing compensation for work-related injuries, illnesses or illnesses. Current practice and existing policies clearly offer far greater benefits than other employers in the public and private sectors. The current language is identical to what is contained in all CPA collective agreements and is consistent with the employer`s guidelines that apply to all workers. The employer proposes to clarify the non-specific and ambiguous wording of the collective agreement.
The employer`s proposal is in line with current practice. The Canadian government is committed to negotiating in good faith and has a history of negotiations that are productive and respectful of their dedicated collaborators. Their approach to collective bargaining is to negotiate appropriate agreements for public service employees, negotiators and Canadian taxpayers. Therefore, the employer requests that the Memorandum of Understanding be removed from the collective agreement and not be part of the recommendations of the EHIP. In addition, in some circumstances, it will take additional time to implement the collective agreement. In concrete terms, this would concern workers whose file requires manual interventions to complete the implementation of the new collective agreements. As part of the Statement of Intent, these employees will receive an additional payment of $50 for each 90-day delay beyond the initial 180-day implementation period up to a maximum of US$450. .