As noted in the 2019 Wage Study by Korn Ferry, an independent personaL company with significant expertise in comparative wage studies, wages paid to employees in all TC Group subgroups in 2017 are competitive with 2018 salaries paid for comparable jobs in the external market. In fact, many subgroups benefit from wages that are much higher – up to 21.6% – than for similar jobs in the broader Canadian economy. By negotiating in good faith, the Canadian government has concluded 34 agreements during this round of negotiations, involving more than 65,000 federal public service employees. These include 17 agreements with 11 bargaining agents representing CPA workers and 17 agreements with four bargaining agents representing workers working in separate agencies, such as the Canada Revenue Agency (CRA), the National Research Council (NRC) and the National Film Board (NFB). TBS successfully entered into collective agreements for 17 CPA groups with 11 negotiators. These 17 collective agreements involve workers represented by some of the major bargaining partners, including PIPSC, CAPE and ACFO. The employer argues that there is no justification for extending the scope of this section. There are other types of leave that are already available to workers under the agreement that deals with what the PSAC proposes. The proposal of the bargaining representative is not included in any CPA collective agreement.
This section compares TC rates of pay to those offered in the foreign market. The stated objective of the Canadian government is to provide compensation that is not at the forefront of compensation for similar work in relevant external labour markets. TBS re-examines labour market trends at the national level and uses third-party human resources experts to conduct primary and secondary research at the occupational group level. National trends guide compensation decisions. As can be seen in Chart 2, which provides a detailed breakdown of the overall compensation of a typical TC employee, TC Employees benefit from a considerable set of remunerations: at the beginning of this round of negotiations, the government made it clear to all negotiators that retroactivity and implementation of agreements were key issues. , given the continuing challenges of the Phoenix wage system and the implementation of agreements reached in the previous round of negotiations. This would help the employer meet its obligation in the collective agreement by relieving pressure on the compensation system and compensation advisors. It should be noted that the proposed language is currently included in the PA group collective agreement, represented by the PSAC. The parties have different proposals for the duration of the revised agreement. The employer proposes a four-year period, while the PSAC argues for a three-year contract.
The employer is open to further discussions with PSAC to reach an agreement on damages to Phoenix, recognizing that PSAC employees are entitled to compensation for damages caused by the Phoenix payroll system. However, the employer respectfully argues that the damages associated with the Phoenix should not influence the deliberations of this committee. This issue is still about to be resolved in another forum, and if the parties fail to reach an agreement, the FPSLREB is the appropriate forum for a third-party solution.