Yes, we are open to negotiating the inclusion of a pay progression scale within the Annexes of the agreement that will show the length of time it will take move from the bottom to top end of chart under normal circumstances. This will ensure clarity and fairness in the advancement of members within their pay levels.

The subject of altering the A/B seniority list was previously brought to interest-based arbitration during a past round of collective bargaining. The corporation successfully argued for the maintenance of the A/B list. Moving forward, our approach will involve considering alternative perspectives. With the assistance of the membership, we may focus on areas of importance to them i.e. bidding for vacations, positions, or overtime.

We currently have a Joint PMP committee, and we are examining the PMP process with the aim of reaching an agreement on beneficial changes for all involved. Any proposal must be submitted during bargaining.

The team is currently conducting a comparative analysis of all compensatory benefits. This analysis will help guide our strategic approach to negotiating a comprehensive compensation package. The negotiation team received numerous ideas to improve benefit packages which will be reviewed for consideration in our analysis.

Yes, the bargaining team will be advocating for parity or better, especially concerning benefits that were lost in previous years, such as the seventh week vacation, pre-retirement leaves, and pension. We have informed the corporation that we will delay signing until we assess their stance on benefits with other bargaining groups that are currently at the table with them, aiming to reclaim what we’ve lost.