The employer proposes to repeat the same or equivalent improvements for members of the bargaining unit sv that would provide for a fair and reasonable collective agreement. The evidence presented in this submission does not indicate or support that the SV Group receives more than the model set out in the 34 agreements reached during this round of negotiations. There is no evidence of the need for this allowance and its value for money. In addition, such provisions are not provided for in other CPA collective agreements or separate agencies. To comply with Schedule L of the collective agreement, the PSAC and the employer conducted a joint salary study for the SC group. This primary research study was completed by Mercer Canada in March 2019 and has been reviewed by both the union and the employer. The salary study consisted of four different SC jobs and the results showed that the SC positions studied showed all comparable wages to the market (Table 17). On 10 April 2018, the parties signed a MOS that dealt with the calculation of the ITD and SD in order to remedy political maladministration that had not yet ended at the time of collective bargaining in the last round (2014-2018). The ITD is presented in the SV collective agreement as a grid with alpha values and digits from A1 to E3. The DTI is presented as a percentage of the worker principle; percentages range from 4% to 20%. During the last collective bargaining (2014-2018), the negotiator was informed during the negotiations that the ITRP would be repealed with effect from the date of signature of the new SV contract and that the employer wished to negotiate the methodology for calculating itTRs to replace itrPs.

The employer argues that approval of such an amendment would have a significant financial impact – more than $15 million for the SV group – and would exceed the provisions of other CPA collective agreements without justification. The new collective agreements for the PA, TC and EB groups cover the period 2018-2021, while the new PSAC-UTE collective agreement covers the period 2016-2021. All agreements provide for fair wages, no concessions and improved working conditions. The Specific Duty Allowance replaces the former Factor Allowance (PFA) and the Opender Supervision Allowance (OSA). The Parties agree that only incumbents of positions considered to be entitled to the conclusion of this collective agreement and/or who obtain an AFP will receive all CSC staff in contact with inmates or offenders receiving the Correctional Service Specific Duty Allowance (CSSDA), subject to the criteria set out below. In this context, and in line with the recently concluded/signed agreements, an extension of the definition of family, as proposed here, would be appropriate for the SV group as part of an overall comparison. . . .