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What other improvements are included in this tentative agreement?

The 5-day "cap" on managerial authority to grant management leave has now been removed.  There is now no limit on the ability of managers to grant management leave and Deputy Head approval is no longer required. As well, the parties have agreed to jointly develop guidelines for managers on the issuance of management leave as well as the use of flexible workweeks, two key issues for the AJC.  

Call-Back Duty, which was previously part of a MOA, is now protected and incorporated in the Collective Agreement. The amount of compensation has not changed.

What about the joint pay study?

The Employer and the Association have agreed to have a contractor to undertake a joint pay study.  

The joint pay study will compare compensation of the LP Group with several other federal government workers (internal comparability) selected jointly by the Employer and the Association.  The AJC agreed to have the contractor undertake an internal comparability exercise because the FPSLRA requires an arbitrator to consider internal comparability in coming to a decision.

What happens if there are further market adjustments agreed to or awarded?

The results of the study will determine whether additional market adjustments are appropriate and for what segments of the LP population.  For example, the study may result in the parties agreeing to, or an arbitrator awarding, the LP1s a 0% market adjustment, LP2s a 5% market adjustment, and LP3 to LP5s a 2% market adjustment.  Since Toronto rates of pay are being evaluated separately from Non-Toronto rates, it is also possible that the study supports market adjustments for Toronto but not the rest of the country, or vice versa.  In this example, the 0%, 5% and 2% adjustments respectively

What about sick leave and short-term disability?

There are no changes to the current sick leave provisions or to sick leave banks. The AJC has agreed to join a discussion table led by the Public Service Alliance of Canada with respect to considering an Employee Wellness Support Plan.  The table is to complete its mandate by December 31, 2021.  If consensus is reached, the expectation is that changes to sick leave may be made on consent in future rounds of bargaining.