Difference Of Position Paper With Agreed Terms

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I. Comparison of Position Paper with Agreed Terms
● Clause 1: Remuneration/wages: In our position paper, we strived for a wage increase equivalent to 10% above the current market rate, specifically for skilled trades/technicians (who represent 15% of our union). We were unwilling to accept wages below the market average for these workers, and more broadly we would not accept any pay decreases for the entire sum of our workers. During the bargaining process, we found it was difficult to separate the 15% of workers who were skilled trades/technicians; whilst using percentages based on average market wages to negotiate because we lacked sufficient information. Instead, we broadened the group of skilled trade/technicians to include all of job class C (as defined in appendix A). We settled on a temporary wage freeze for workers in job classes A and B. For job class C we agreed on a 5.5% wage increase over the length of the agreement (1% in 2016; 2% in 2017; 1.5% in 2018; 1% in 2019). The allocation of this 5.5% increase was based on both the private sector wage increases in CSJ and the provincial CPI (outlined in appendix D).
● Clause 2: Benefits: In regards to our benefits clause, our initial target point from the position paper was to accumulate the same benefits as APE, while our resistance point was a deductible that would be no higher than 7%. Based on the agreed terms, we the union and the management party agreed on a benefits plan that closely resembles APE’s. This
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