TR COLLECTIVE BARGAINING
TENTATIVE AGREEMENT - COLLECTIVE AGREEMENT AND PAY EQUITY
January 8, 2004
Last December 18, 2003, Treasury Board and CAPE concluded an agreement in principle aimed at renewing the TR collective agreement. This agreement was conditional upon its express approval by the new Ministers of the Treasury Board and upon the resolution of concurrent discussions regarding a settlement of the pay equity complaint for the Translation Group.
The next day, Luc Pomerleau, CAPE TR Vice-president, signed a Memorandum of Understanding specifying the terms of settlement for the pay equity complaint, following talks with Treasury Board representatives on December 19th. “We are pleased that the employer demonstrated the openness necessary to bring closure to salary issues of importance to the TR community,” said M. Pomerleau, “in particular our pay equity complaint, which has waited a long time for a resolution.”
CAPE will be sending TR members ratification ballots shortly and a document outlining the changes made to the collective agreement, as well as a description and details of the pay equity settlement. Details of the two settlements will also be posted on the CAPE website. In the meantime, the Canadian Human Rights Commission will be reviewing, for approval, the pay equity settlement.
Treasury Board and CAPE agreed that both the collective agreement and pay equity settlements must be approved jointly by the parties. If one of the two settlements is rejected, both the collective agreement and the pay equity settlement will be deemed to have been rejected.
Information meetings for members of the TR group regarding this agreement will be held in Ottawa and other cities, the locations and times to be announced on the CAPE Website. CAPE TR members will also be invited to attend by regular mail.
Your bargaining team is pleased to be able to announce this joint settlement for these two negotiations. Highlights of the settlements: a two-year contract, ending 18 April 2005, various improvements to leave provisions and other working conditions, with yearly pay increases of 2.5%, the first one retroactive to 19 April 2003 and the second one coming into effect on 19 April 2004; the pay equity settlement provides for a series of yearly pensionable lump-sum payments from 1990 to 2003, totalling $17,745 for a TR who worked full-time during the whole period, plus a salary increase for all TRs, amounting to $3,845, which constitutes the final pay equity adjustment retroactive to 19 April 2003 and subject to the 2.5% increase mentioned earlier.
After this analysis and measurement of the resulting pay gap, parties negotiated the following lump-sum payments, which correspond to successive fiscal years, reflecting variations in this gap due to changes in demographics in the various groups involved. These payments will be made to TRs who were employees during the years in question and be reduced proportionally for any period of absence on leave without pay or of part-time work, if any.
1990-91: $301
1991-92: $744
1992-93: $319
1993-94: $688
1994-95: $705
1995-96: $684
1996-97: $560
1997-98: $445
1998-99: $596
1999-00: $1,829
2000-01: $2,973
2001-02: $3,864
2002-03: $4,035
The lump-sum payment for 2002-03 runs to April 18, 2003.
“These results demonstrate that even in the context of the current political uncertainty and anxiety in the federal public service, the process of collective bargaining can still produce positive results when all parties involved demonstrate the necessary will and good faith”, said CAPE TR Vice President Luc Pomerleau, who led the two negotiations.
For additional information in this regard, please contact Luc Pomerleau, CAPE TR Vice President, at (613) 236-9181, (613) 230-4747 or 1-800-265-9181. He can also be reached at lpomerleau@acep-cape.ca
TENTATIVE AGREEMENT - COLLECTIVE AGREEMENT AND PAY EQUITY
January 8, 2004
Last December 18, 2003, Treasury Board and CAPE concluded an agreement in principle aimed at renewing the TR collective agreement. This agreement was conditional upon its express approval by the new Ministers of the Treasury Board and upon the resolution of concurrent discussions regarding a settlement of the pay equity complaint for the Translation Group.
The next day, Luc Pomerleau, CAPE TR Vice-president, signed a Memorandum of Understanding specifying the terms of settlement for the pay equity complaint, following talks with Treasury Board representatives on December 19th. “We are pleased that the employer demonstrated the openness necessary to bring closure to salary issues of importance to the TR community,” said M. Pomerleau, “in particular our pay equity complaint, which has waited a long time for a resolution.”
CAPE will be sending TR members ratification ballots shortly and a document outlining the changes made to the collective agreement, as well as a description and details of the pay equity settlement. Details of the two settlements will also be posted on the CAPE website. In the meantime, the Canadian Human Rights Commission will be reviewing, for approval, the pay equity settlement.
Treasury Board and CAPE agreed that both the collective agreement and pay equity settlements must be approved jointly by the parties. If one of the two settlements is rejected, both the collective agreement and the pay equity settlement will be deemed to have been rejected.
Information meetings for members of the TR group regarding this agreement will be held in Ottawa and other cities, the locations and times to be announced on the CAPE Website. CAPE TR members will also be invited to attend by regular mail.
Your bargaining team is pleased to be able to announce this joint settlement for these two negotiations. Highlights of the settlements: a two-year contract, ending 18 April 2005, various improvements to leave provisions and other working conditions, with yearly pay increases of 2.5%, the first one retroactive to 19 April 2003 and the second one coming into effect on 19 April 2004; the pay equity settlement provides for a series of yearly pensionable lump-sum payments from 1990 to 2003, totalling $17,745 for a TR who worked full-time during the whole period, plus a salary increase for all TRs, amounting to $3,845, which constitutes the final pay equity adjustment retroactive to 19 April 2003 and subject to the 2.5% increase mentioned earlier.
After this analysis and measurement of the resulting pay gap, parties negotiated the following lump-sum payments, which correspond to successive fiscal years, reflecting variations in this gap due to changes in demographics in the various groups involved. These payments will be made to TRs who were employees during the years in question and be reduced proportionally for any period of absence on leave without pay or of part-time work, if any.
1990-91: $301
1991-92: $744
1992-93: $319
1993-94: $688
1994-95: $705
1995-96: $684
1996-97: $560
1997-98: $445
1998-99: $596
1999-00: $1,829
2000-01: $2,973
2001-02: $3,864
2002-03: $4,035
The lump-sum payment for 2002-03 runs to April 18, 2003.
“These results demonstrate that even in the context of the current political uncertainty and anxiety in the federal public service, the process of collective bargaining can still produce positive results when all parties involved demonstrate the necessary will and good faith”, said CAPE TR Vice President Luc Pomerleau, who led the two negotiations.
For additional information in this regard, please contact Luc Pomerleau, CAPE TR Vice President, at (613) 236-9181, (613) 230-4747 or 1-800-265-9181. He can also be reached at lpomerleau@acep-cape.ca