We, the PAHO employees, represented by AMAPCEO, receive 1% increases twice a year between 2019 and 2021-2. And as a signing bonus, you get a 1.5% increase across the board. If you are in a red circle, after a four-year pay break and no payment for benefit options, you will receive two lump sum payments (unless you retire as I do before April 2, 2019). I receive a lump sum payment of $850 to $900 after taxes, and a «thank you very much – you are not important to us, and we do not look after you older employees. If you have any questions, talk to a local employment manager who can guide you through the collective agreement or contact our office directly to speak to one of our professional advisors. This salary increase was negotiated in 2008/2009 with the other provisions of the current agreement. Members were briefed on this during briefings and voting on the ratification of the treaty. The Transition Exit Initiative (TEI) is a provision of AMAPCEO`s OPS collective agreement and, as such, there are no substantial changes to our members. (Read the TEI Fact Sheet: What is the Transition Exit Initiative or TEI?). The process is still the same for members and the dates in the memo (January 1 to February 28, 2019) apply only to people in management/exclusion positions who have only temporary access. Here are some facts to counter the hype and what looks like a «political spin» in Queens Park by the government and conservatives: Choose your bargaining unit below to see your collective agreement and a series of useful guides and fact sheets on your rights and claims.
These are the basic facts. Some of them were revealed this week to the employment agency because the province had failed to disclose the information to AMAPCEO. While the stated objective of the memo is to streamline the size of PAOs and avoid involuntary job losses, the loss of good public service jobs, whether voluntarily released or abandoned, is nevertheless a loss to Ontario`s economy. Since PAHO is the least expensive jurisdiction in the country on a per capita basis, public officials are even more stretched in their efforts to provide the vital services that this action is supposed to protect. Your collective agreement is a legally binding contract that ensures that your employer consults with you by working together to find solutions to the issues that influence the terms of your employment. It protects your wages, your working conditions, job security and much more. Your collective agreement means that your workplace is governed with transparency and fairness. Providing quality public services in times of good performance and bad times is what OPSEU members do.
For 100 years, we have also come together to negotiate hard for fairness for front-line staff and for our communities – for decent wages and services, for injury protection, for pay equity, for pensions, for human rights. Recent media coverage of a dispute between the province and the Ontario Administrative and Professional Crown Employees Association (AMAPCEO) and the debate on this issue among PPMs contain some explanations worth clarifying. For 2012, there is an additional general salary increase of one per cent. With the solidarity of workers and our allies, we will continue to fight against reactionary political forces and work on the type of Ontario we can all be proud of. The employer insisted that this 1% – the last stage of the 2009-2012 wage increases – should remain confidential beyond our negotiation and ratification procedures. OPSEU has approved this scheme. There will always be politicians who want to make us the scapegoat. It`s cheap and easy. He scores points with some voters. You can see it from Wisconsin to Ottawa through Queens Park.