Table 8 also clearly shows that the vast majority of external separations are due to retirement beyond the restriction period and that voluntary separations outside retirement are very low (0.7% of the PA group). The employer has the right, under clause 35.02 of the agreement, to determine the reasons given by the employee to support a request for leave. It is up to the worker to indicate a valid reason for absence due to illness. The evidence required may vary depending on the circumstances and does not necessarily involve the issuance of a medical certificate from a physician. This means that the information provided by the employee can be all the evidence that he has been unable to work during this period, including a medical certificate from a doctor. With regard to the definition of permanent employment, the employer considers that the proposed move could lead the parties to an agreement on this specific issue. Given the ongoing challenges faced by the Phoenix pay system and the particular difficulties encountered in making retroactive payments, TBS participated in a Public Services and Procurement Canada (PSPC) working group to develop a new methodology for the efficient and efficient processing of payments due to employees during periods of retroactive employment. In the last round of bargaining, the employer`s proposal was included in other collective agreements, such as. B financial management (FI), audit, trade and purchasing (AV), health (SH) and electronic (EL) groups. 4.1.3 If a possibility of retraining has been identified, the Deputy Head of the home department or organization shall authorize a retraining of up to two (2) years. Candidates for retraining may be applied when a staff member is considered for appointment or engagement in an appropriate job offer below the excess position for a position in an equivalent group and level or in one (1) group and level. For the workers concerned, retraining applies to positions that would be considered an appropriate job offer if the worker had been in a surplus situation. As shown in the table below, the PSAC`s monetary proposals are significant and represent a total current cost of approximately $1.82 billion, or 28.92% of the PA Group`s salary base in 2018.
Footnote 1 Prior to the application of the economic increase, a wage adjustment at all stages to bring the PA groups (RC, AD and ST) into agreement with comparators external to the Canada Revenue Agency. The results of the Labour Force Survey show the hourly rates of PAs compared to those of the private sector. As the chart below shows, the lowest-paid PA employee earns more than half of private sector employees. In addition, the median wage of PA workers exceeds the 77th percentile of the private sector. While the private sector is not a direct comparison for the PA group, the government must consider federal public service salaries versus the salaries of the many Canadians whose government services taxes are paid by income and/or other taxes. As shown in Figure 2 on the next page, which contains a detailed breakdown of the total compensation of a typical PA employee, PA staff benefit from a significant compensation package: given the high number of outstanding proposals submitted by the bargaining agent, the employer is asking PSAC to target a limited number of proposals addressing the current collective bargaining landscape and recent bargaining. 1988, 1994, 1988, 1985, 1988, 1988, 1988, 1988, 1.
