The ratification kit, which explains in detail the changes to the proposed collective agreement, is being finalized, translated and published. Following the recent ratification of new agreements by the PA, SV, TC and EB Treasury Board groups, the following steps are being taken: Get the details of the agreement: Sign up for an information meeting The Ministry of Finance`s negotiating teams met this week in Ottawa with a new determination to reach a collective agreement. From: psacunion.ca/psac-members-ratify-new-agreements-treasury-board four PSAC principles are included in the MOA: sick leave provisions will be included in the collective agreement, wage allowances, protection of health insurance banks and will not be managed by a third party. Any extended absenteeism regime must have at least these four principles. The agreement was reached after two years of negotiations with the CFIA. The new contract and the resulting salary increases are retroactive to January 2012. With these agreements, PSAC has made some major progress: Manitoba Time – May 27, 20:00: prairies.psac.com/vote-on-cfia-tentative-agreement-what-you-need-to-know PSAC has reached an interim agreement that provides for wage increases, no concessions, improved working conditions and a revolutionary increase in the contribution rate posted for nearly 10,000 members of the Operational Services (SV) group under the Treasury Board. PSAC`s interim agreements with the Treasury Board for tc, SV, PA and EB trading units will only take effect if ratified by a member vote. PSAC and The Treasury Board have reached an interim agreement for the Technical Services Group (TC), which has more than 11,000 employees in the federal public service. The agreement contains important advances on “common issues” such as sick leave and staff adjustment, the details of which were drawn up last December by the Common Issues Committee. The TC negotiating team was also able to make significant improvements in monetary compensation, increase existing quotas and create new allowances for certain groups of members. The team does not trust CBSA management and therefore sees the need to strengthen protection in its collective agreement. The team reaffirmed its position of seeking additional safeguards in the context of discipline and anti-discrimination language.

They also aim to improve health and safety protection, on-duty injuries and speed up the complaint process.