The leave provisions under section 14 are left to the discretion of the employer on the basis of professional requirements. Under Option 1, the combined maternity, maternity and parenthood, parenthood and paternity allowances, which must be paid under this collective agreement, may not exceed fifty-seven (52) (57) weeks for each combined maternity, as well as parental, family and paternity leave without pay. EMPLOYEEs in the PA group already receive additional time off to detect longer working hours and fluctuations during the year. The employer argues that the current provision by which a worker makes an application and submits it for the employer`s agreement is appropriate and consistent with other collective agreements. This allows the employer to take into account the requirements of the company and the organization. According to the employer, there is no justification for the proposed amendment. The bargaining representative also requested that the number of paid leave for family tasks be increased from 37 decimal hours (37.5), similar to other CPA collective agreements, to 56 hours and a quarter (56.25), which significantly increases the amount of current leave. The employer`s proposal for electronic access to the collective agreement is consistent with the government`s policies and obligations to the environment and the greening of its economy and is cost-effective. 3.
A worker is not entitled to leave in connection with an act of domestic violence if the worker is prosecuted for an offence related to that act or if it is likely, given the circumstances, that the worker committed that act. First, the employer argues that, while a medical certificate may normally be sufficient to support an application for paid sick leave, it must not guarantee and guarantee an automatic right to leave. 44.03 Subject to item 44.02, the employer grants the worker leave worthy of pay in the following circumstances: under a compensation package, the current leave rights of the PA are clearly comparable to that found in the vast majority of the CPA`s collective agreements. Over the past 16 years, the media and the means to consume them have evolved. The development and accessibility of social media, the increasing globalization, the availability of 24-hour information networks, the demand for and the expectation of immediate reactions have changed the communications landscape. However, the collective agreement has not evolved to cope with this change and, as a result, the public service has not been able to fully adapt. The employer is prepared to accept this proposal with the negotiator, pending the adoption of the employer`s proposed changes to the established model of parental leave and benefits (Article 40), which is discussed elsewhere in this mandate. This Memorandum of Understanding applies to workers who are classified as REL, CR and ST and who are located in the operational services of Parliament (parliamentary committees, parliamentary debates, parliamentary documents and parliamentary interpretation services) and who have the same working conditions as members of the negotiation unit Translation who can benefit from parliamentary leave. The employer considers that the language proposed on 35.09 would be too contrary to the employer`s assessment in the sense of point 35.02 (a) to consider that the worker was ill or injured and that he should be paid in the event of compensation. Within the working group, TBS and PSPC considered different options for retroactive payment processing and implementation of the monetary components of collective agreements as a whole.
The public service agreement contained in the 34 agreements mentioned above is the best way to implement collective agreements. It outlines not only a new method that allows workers to pay retroactive amounts as close as possible to what would have been achieved if Phoenix could process retroactive amounts in the traditional way, but also within a reasonable time for most workers.