While both of these provisions fell far short of the overtime restoration introduced for some officials and public servants under the 2013 Haddington Road agreement, they give options to employees for whom time is more important than money. They were the best thing to do while negotiating. As part of the agreement, unions could choose to submit bids to the Public Services Payment Commission (PSPC) on hiring and retention issues identified in their 2017 initial report, which preceded the discussions that led to the PSSA. Fórsa presented for his notes mentioned in the report. Trade union actions As with all previous public service agreements, a labour dispute is excluded in situations where the employer complies with the agreement. The agreement provides for a binding procedure to deal with problems that arise without resorting to trade union action. These restrictions do not apply to matters not covered by the Agreement. Disclaimer This document is a summary of the main elements of the Public Service Stability Agreement (PSSA). The agreement itself is more comprehensive and contains, on certain issues, more details than what is said here. For more information, readers are advised to refer to the final text of the full agreement. A progressive agreement The PSSA is structured in such a way that the under-income earns relatively more than the best incomes and, by 2020, 73% of civil servants and civil servants will earn more than 7%.
During the term of the agreement: productivity measures The PSSA states that the productivity measures set out in the 2013 Lansdowne Road agreement can continue to apply and be updated to reflect different renewal policies mentioned in the text. It also requires that performance management systems be put in place in certain parts of the public service where they do not yet exist. And it engages the parties to discuss more open recruitment “where appropriate to meet organizational needs.” By the time the agreement expires, more than 90% of civil servants and civil servants will earn as much or more than they did when wage cuts were introduced in 2010 and (for the best incomes) in 2013. Almost a quarter (low wages) have been completely removed from the so-called “pension levy”, introduced in 2009. The rest will be reduced, the rest being converted into a “supplementary pension contribution”. The agreement builds on the important reform of the civil service under the 2010-2014 Public Services Agreement and sets out a number of other measures needed to support the development of a more integrated, efficient and efficient public service. Working time Although there is no general REDUCTION in working time under the PSSA, the agreement allowed employees to return permanently to the hours before Haddington Road on the basis of a proportional wage adjustment. Staff were able to opt for this agreement at the beginning of the agreement (January-April 2018) and can do so for a period after its expiry (January-April 2021). The agreement also contains a provision to transform annual leave into flexible working hours. New entrants The term “newcomer” refers to individuals who started working in the public service and public service (and related organizations for compensation purposes) after 2011, when the government imposed poor quality salary scales for new staff without agreement. . .