During the current round of negotiations, six separate agencies entered into 17 collective agreements with four negotiators representing 17,000 employees. Table 2 presents the different agencies and units of collective agreements with new collective agreements, their union membership and their population. Once the result is achieved in accordance with the agreement, the result will be shared with all services that operate call centres so that they are aware of best practices that can be adapted to the different types of call centres in the system. This proposal is intended to reflect the fact that the Conditions of Employment Directive replaced the employment system effective April 1, 2014. The current language is common throughout the CPA collective agreement. The parties have different proposals for the duration of the revised agreement. The employer proposes a four-year period, while the PSAC argues for a three-year contract. The negotiation delegate proposes to amend the overtime provisions of the agreement as follows: the negotiation delegate proposes to add mandatory staff training days to initial and regular recruitment every two years. This article was first included in the PA Group collective agreement during the last round of negotiations, signed in June 2017. The existing language already provides for two days of training per year on all issues related to work in a call centre, including skills management. The negotiator did not provide sufficient justification for the need to increase training needs.

The employer is open to further discussions with PSAC to reach an agreement on damages to Phoenix, recognizing that PSAC employees are entitled to compensation for damages caused by the Phoenix payroll system. However, the employer respectfully argues that the damages associated with the Phoenix should not influence the deliberations of this committee. This issue is still about to be resolved in another forum, and if the parties fail to reach an agreement, the FPSLREB is the appropriate forum for a third-party solution. To date, 34 collective agreements have been concluded in the federal public service. All agreements include basic economic increases of 2.0%, 2.0%, 1.5% and 1.5% over four years, as well as targeted wage measures of approximately 1% over the life of the agreement. The purpose of this memorandum is to implement an agreement between the employer and the Public Utilities Alliance of Canada (Union) to establish a system for collecting vacation expenses in union businesses. As a result, the employer is not prepared to forward this proposal from the agent to the negotiations and considers that this proposal from the agent is not appropriate to be included in the collective agreement. On August 25, 2017, a Memorandum of Understanding was signed between the Treasury Board secretariat and the Public Service Alliance of Canada on incentives to hire and retain compensation advisors. Under the agreement, compensation advisors eligible for compensation retention assistance under Schedule J of the Collective Programming and Management Services Agreement (PA) may receive temporary incentives until June 1, 2018. The proposal also provides for a linguistic clarification of wage protection, which would continue to apply as long as the worker receives the appropriate recruitment notice, as well as details of the circumstances leading to the end of wage protection, which are in accordance with Schedule I (in red) of the collective agreement.