Additional details on the employer's offer at the TR tableDecember 16, 2016
Instead of declaring a deadlock at the TR table at the close of a bargaining session late in the afternoon of December 14, CAPE’s bargaining team agreed to ask TR group members to vote on Treasury Board’s latest offer.
The offer is for a four-year agreement providing monetary increases similar to those agreed to by the government with other public service unions, as well as wage scale adjustments. It also includes a memorandum of agreement to support employee wellness that would preserve the existing sick leave system for the moment.
“Our bargaining team felt that the employer could have sweetened its offer to recognize the exceptional work of our members, particularly in light of the ongoing difficulties facing the Translation Bureau,” CAPE President Emmanuelle Tremblay said. “But since Treasury Board negotiators were steadfast in their refusal to accept the ultimate improvements requested by CAPE,” she added, “we felt it would be wise to put the offer to our members and let them decide democratically where things should go from here.”
Wage increases and pay scale adjustments
The agreement calls for a wage increase of 1.25% per year retroactive to April 19, 2014, with the last annual increase to be applied on April 19, 2017.
In addition, all TR group pay scales will be adjusted by 0.75% retroactive to April 19, 2016. This adjustment will be applied before the 1.25% wage increase on that same day. In addition, another scale adjustment of 0.50% will be applied on April 19, 2017, also in advance of the 1.25% wage increase to be implemented on that date.
The memorandum of agreement calls for CAPE and Treasury Board to negotiate the creation of an employee wellness support program that will ensure that employees do not suffer a loss of income due to illness or disability. Under the terms of the agreement, the existing sick leave system will remain in place until the new program is approved by CAPE’s bargaining team. The new program will then form part of the collective agreement. This memorandum of agreement is similar in all respects to what was negotiated recently at the Professional Institute of the Public Service of Canada’s bargaining tables.
Parliamentary leave system maintained
Some types of leave, such as bereavement leave to look after immediate family and leave for family-related responsibilities, have been improved.
The parliamentary leave and interpretation leave system will also be preserved under this agreement, even though the employer considered it a priority to restrict access to such leave. However, CAPE did agree to discuss the issues bothering the employer. Similarly, our priorities regarding the hours of work for interpreters (length of the working day for remote interpretation) will be discussed further between rounds.
CAPE will be organizing information sessions in early 2017 to explain the details of the agreement to its approximately 750 TR members, who will then be asked to vote on whether to ratify the agreement. Members of the bargaining team will be available to answer members’ questions before the first information sessions.