Negotiator: UNIFOR Collective Agreement Expiry Date: June 30, 2022 Dispute Resolution Mechanism: Arbitration The sector also manages the collective bargaining mandate process, develops bargaining strategies, and provides interpretations and advice on collective bargaining and collective agreements to the human resources departments of the departments and agencies of the core public administration. The Compensation and Labour Relations (RPC) sector of the Treasury Board of Canada Secretariat is responsible for all collective bargaining within the core public administration, which includes all departments and agencies listed in Schedule I and Schedule IV of the Financial Management Act. On behalf of the employer, the Treasury Board of Canada, CLR renews twenty-seven (27) collective agreements by negotiating with fifteen (15) parties to collective bargaining. This agreement, which was ratified by members at the end of June 2021, runs from 1 April 2020 to 31 April 2020. March 2023. It includes salary increases of 2% per year and improvements in working conditions that facilitate the attraction and retention of staff. In addition, in the third year of the agreement (April 2022), a new wage structure will be introduced, which will launch an important process of wage catch-up for the lowest-paid workers. Negotiator: Conseil fédéral des métiers et du travail des chantiers navals (Esquimalt) (West) (FGDTLC(W)) Expiry date of the collective agreement: January 30, 2023 Dispute resolution mechanism: Arbitrage CupE yesterday signed a new collective agreement covering nearly 26,000 of its members of the Quebec health and social services network. The three-year contract will come into effect on October 24, 2021. Visit the HEABC website to view the collective agreements. Group benefits – Out of contract – Management/Regular – Valid from 1 January 2015Business services – Out of contract – Temporary – Valid from 1. January 2015.
. . . “We have already focused our attention on the upcoming negotiations. The government will need to find several other fundamental and sustainable solutions to really get the grid back on track. To do this, it must work patiently with us and listen to the needs of workers. She will have to resist the temptation to distribute resources with spectacular, improvised and expensive announcements,” said Karine Cabana, CUPE union representative and SCPA coordinator. Terms and Conditions for Employees Without a Contract – Effective January 1, 2015 Code of Conduct. . .
. In the following documents, you will find a brief overview of your benefits under your collective agreement. The information on this website refers to public sector employees for whom The Treasury Board is the employer. . Summary of Group Benefits at a Glance 2010 – Overview of Community Group Benefits 2015 – Overview of Occasional Community Group Benefits 2014-2019 – Overview of Institutional Group Benefits 2012-2019 – Overview of Group Benefits for Health Professionals 2010 – Nurses. . For more information on collective bargaining in the core public administration, see Frequently Asked Questions – Collective Bargaining in basic public administration and definitions. Regular employees are entitled to benefits paid by the employer after meeting the eligibility requirements. Unionized employees can consult their collective agreement for more information. Over the next few days, CUPE locals in the network will inform members retroactive to April 1, 2020 of the terms and conditions for paying salaries.
“We put the finishing touches on groundbreaking negotiations that led to major changes in the network. The Quebec government began to understand that, given the impact of the pandemic, it had no choice but to take extensive corrective measures to address the effects of years of cuts and mergers. Thanks to the mobilization of our members, our hard work, our innovative solutions and the support of the FTQ, we have been able to make considerable profits, the best of the last twenty years. However, this is just the beginning. The network is still in very poor condition, and many other corrective measures must be taken to create good working conditions and increase the attractiveness of all positions in the network,” said Maxime Ste-Marie, President of the Provincial Council of Social Affairs (CPAS-CUPE). .
