Haddington Road Agreement Pay Increments

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”. 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%. On the duration of the agreement: 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. 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. Last updated: September 2019 Click here for the full text of the agreement.

Although these low-quality fares (which are worth 10% less at each scale) were removed at the insistence of unions as part of the 2013 Haddington Road agreement, “new entrants” still had longer pay scales than their counterparts for longer, with two lower pay points at the beginning of each scale. In some ranks, some allowances have also been abolished for newcomers. 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. 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. Outsourcing, agency staff and related issues Despite management`s attempts to dilute them heavily, PSSA maintains all the subcontracting measures acquired by the unions in the negotiations that resulted in the previous Croke Park (2010) and Haddington Road (2013) agreements. The agreement also obliges management to cooperate with trade union partnerships so as not to prevent the use of temporary agency workers. And it contains safeguards for the use of internships, clinical placements, work experience, and workplace activation measures, which stipulate that there must be an “agreement on protocols” regarding these programs. 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. F√≥rsa presented for his notes mentioned in the report.

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