AHCPS first union to conclude a vote on the public sector wage agreement Working time Although there is no general reduction in working time under the PSSA, the agreement gave employees the opportunity to permanently return to the hours before Haddington Road on the basis of a pro rata wage adjustment. Employees 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 includes a provision that allows for a shift from annual leave to flexible hours. Work-life balance The ESSA requires management to ensure that work-life balance arrangements (including flexible working) are available as much as possible in the public and public sectors. Disputes relating to the local and sectoral implementation of work-life balance agreements may be dealt with through normal dispute resolution procedures. And it states that the management of each sector must monitor progress in achieving gender balance in career development. As part of these measures, „newcomers” skip two points – the fourth and eighth – on each salary scale. Fórsa welcomed this result as it guarantees a fair result for „new entrants”, regardless of their operating time. In addition, as of January 2019, the „supplementary pension contribution” will no longer be payable for non-pensionable items of the public service and public service, including non-pensionable overtime payments. 83. MP Pearse Doherty asked the Minister of Public Expenditure and Reform for outstanding allocations for the Public Service Stability Agreement and other public compensation agreements for each of the years 2020 to 2024 by vote, department and agency. [38117/19] Start of promotion remuneration The PSSA recognises the barriers to mobility in the public and public sectors and is committed to reviewing the current rules on the start of salary for transfers and promotions. Outsourcing, agency staff and related matters Despite management`s attempts to dilute them considerably, the LSSP maintains all the outsourcing protections that unions obtained during the negotiations that led to the previous agreements between Croke Park (2010) and Haddington Road (2013).
It came into force in January 2018 after being accepted by a majority of public sector unions, including the three unions that later merged to form Fórsa. It continues until December 31, 2020. A progressive agreement The PSSA is structured in such a way that low- and middle-income earns relatively more than high-income earners, and by 2020, 73% of civil servants and civil servants will earn more than 7%. During the term of the agreement: Some unions have ruled out a new public service agreement unless the issue of hours is resolved, but management – particularly in the health sector – has warned that overtime is now integrated into the system and that services and lists will be affected without them. Civil servants and civil servants will increase their salaries by 1.75% from this month. The increase will also go to employees of non-commercial semi-public enterprises and Section 38 organizations, including large volunteer hospitals. Although these substand standard tariffs (which are worth 10% less at each point on each scale) were abolished at the request of unions under the 2013 Haddington Road agreement, „new entrants” continued to have longer pay scales than their longer-term counterparts, with two pay points lower at the beginning of each scale. In some classes, some allowances for newcomers have also been abolished. Under the agreement, unions may choose to submit submissions to the Public Service Compensation Commission (PSPC) on hiring and retention issues identified in their original 2017 report that preceded the discussions that led to the PSSA.