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POLITICAL SITUATION.

POLITICAL SITUATION. CHANGING OF THE GUARD IN QUEBEC Election of Coalition Avenir Québec (CAQ): since its founding, the party has not hidden its goal of reducing the size of government. A few of the CAQ’s worrisome objectives: Abolishing school boards

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POLITICAL SITUATION.

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  1. POLITICAL SITUATION. • CHANGING OF THE GUARD IN QUEBEC • Election of Coalition Avenir Québec (CAQ): since its founding, the party has not hidden its goal of reducing the size of government. • A few of the CAQ’s worrisome objectives: • Abolishing school boards • Further connecting private companies with CEGEPs to meet the needs of the labour market • Promoting outsourcing and the private sector’s role in healthcare • Reducing the number of public sector employees by 1% (5,000 positions out of 500,000) •  • The CAQ’s first time in power. Difficult to predict how François Legault’s government will treat its workers, the employees of the state. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  2. WORKPLACE SITUATION. NETWORKS IN CRISIS Since 2003 • Several rounds of budget cuts to public services • Centralizing reforms in health and social services • Significant waves of job cuts (10,000+ between 2014 and 2017) Impact on our networks On the rise… • Work overload • Psychological distress, work stoppages due to illness and burnout • Job insecurity Dwindling… • Appreciation of personnel • Family-work-school balance • Job satisfaction • Professional autonomy S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  3. WORKPLACE SITUATION. • SEVERE PERSONNEL SHORTAGES • Emerging labour availability issues in several sectors and regions of Quebec • Regarding the public sector, the labour shortage affects many job titles and exacerbates attraction-retention challenges caused mainly by: • Deteriorating working conditions • Wages, which are often lower than in other economic sectors • Personnel shortages result in serious negative repercussions for workers, including: • Increased workload • Disrupted schedules • Mandatory overtime • Loss of expertise S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  4. ECONOMIC SITUATION. • STATE FINANCES • Largest budget surplus ever: more than $7 billion before the transfer to the Generations Fund • Surplus accumulated largely on the backs of public sector workers and beneficiaries through cuts and austerity measures • Difficult for the Treasury Board president to invoke the government’s inability to pay as justification for derisive offers to public sector employees  • Quebec clearly has the means to invest in its public services S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  5. 1. WAGES. • INSUFFICIENT AND UNCOMPETITIVE WAGES • Wage increases obtained in the public sector have been obviously insufficient for decades. • The public sector is no longer an attractive option, as there has been little progress made in workers’ wages in its various networks. This is particularly worrisome in the context of a labour shortage. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  6. 1. WAGES. • FIRST AND FOREMOST: PROTECTING WAGES FROM INFLATION • Generally, over the last 40 years, public sector wage increases have not kept up with the rate of inflation. • Throughout the various agreements, public sector workers have seen their purchasing power decrease. Overall, they have become poorer. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  7. 1. WAGES. • A BOOST FOR ALL: A FIXED SUM IN THE FIRST YEAR • All jobs deserve a wage increase superior to the rate of inflation. In addition to this increase, a particular attention must be given to the lowest earners. • More than 125,000 workers in the public sector, nearly a third of its employees, still earn less than $25/hr. • The salaries of the lowest paid jobs in the public sector are insufficient to meet the needs of employees who have dependent children, for example. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  8. 1. WAGES. • INCREASES FOR IMPROVING THE ATTRACTION AND RETENTION OF PERSONNEL • Over the last 33 years, the public sector has obtained annual increases lower than that of the private sector on 29 occasions. • Wage increases outside the public sector are projected to be around 2.5%. • According to the Institut de la statistique du Québec, public sector employees earn 6.6% less in overall compensation when compared to the rest of Quebec workers. Wages in the public sector need to catch up to attract new arrivals to the job market. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  9. 1. WAGES. Proposal to be voted on • It is understood that fixed amount premiums will be increased according to the same parameters as wages, making the necessary adaptations. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  10. 1. WAGES. • OTHER MEASURES • Beyond wage increases, other measures could have a positive impact on effective wages. For example, starting salaries for certain jobs, which are sometimes quite low, could be improved. Other possible adjustments include modifying the number of pay grades or the interval between those grades in the public sector’s various pay scales. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  11. 1. WAGES. Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  12. 2. WORKING CONDITIONS. • CONCRETE SOLUTIONS FOR IMPROVING WORKING CONDITIONS • The current context of labour scarcity and shortages, as well as heavier workloads, has resulted in a serious problem attracting and retaining personnel in the public sector—not to mention its impact on worker health and safety. • Cutting back on the number of secure positions while attempting to maintain the same quality of service inevitably leads to an increased workload for those who work in the public sector.   • These issues and their impacts can be mitigated by significantly improving working conditions. In the framework of the next round of negotiations, our general orientation demands that the focus be as much on working conditions as on wages.  • Major investments are urgently needed in health and social services, in education, and in government agencies. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  13. 2. WORKING CONDITIONS. Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  14. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • WHAT IS THE RREGOP? • The Régime de retraite des employés du gouvernement et des organismes publics (RREGOP) is a defined benefit plan, meaning the amount of the annuity is known in advance and is based on eligible salary and years of service. • A cost-sharing pension plan, split 50-50 between the employer and the employee. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  15. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • ECONOMIC AND FINANCIAL SITUATION • Compared to the last round of bargaining, the economic and financial situation has improved for pension plans (the Act regarding the municipal sector; the 2008 financial crisis; federal Conservative reforms, etc.). • Funded at about 107%, the plan can fully deliver on its commitments, which indicates it has returned to financial health. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  16. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • WORKING COMMITTEE • During the last round of bargaining, the parties agreed to a working committee with the mandate of examining RREGOP provisions and financing while taking certain issues into account, including: • the plan’s growing maturity; • increasing life expectancies; • developments in financial markets. • The committee’s work is ongoing. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  17. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • WHAT IS A RETIREMENT PLAN’S MATURITY? • RREGOP has a relatively high level of maturity • 2 active participants for each inactive participant • According to Retraite Québec, RREGOP maturity will quickly accelerate • In 2030 (with job turnover): 1.2 active participants for each inactive participant • Maturity will increase until 2040 • Significant impact on RREGOP contributions S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  18. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • INCREASE IN AVERAGE AGE • The cost of a defined benefit contribution plan is higher if the average age of active participants is higher • According to Retraite Québec, the average age of participants in the RREGOP will increase from 42.5 to 43.5 in 2030 (with job turnover) • This will require an increase in contributions to the RREGOP S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  19. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  20. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • IMPROVING RETIREMENT CONDITIONS • EXTENDING THE DURATION OF PROGRESSIVE RETIREMENT FROM 5 TO 7 YEARS •  The RREGOP permits a reduction in working time before retirement under certain conditions, including: • the employee must reach an agreement with the employer; • the employee must be regular part-time or full-time; • the duration must be between 12 and 60 months; • the employee must work a minimum of 40% of a full-time load; • the employee must be eligible for immediate retirement at the end of the agreement (with or without actuarial penalty) • Working conditions can be more restrictive than those prescribed in the RREGOP’s legal framework. • No impact on the annuity, as contributions paid to the RREGOP during the agreement are calculated based on the salary the employee would have received if they had not benefitted from it. • Considering labour shortages and increased workloads, it would be beneficial if workers could participate in the program for up to 7 years before their retirement. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  21. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • IMPROVING RETIREMENT CONDITIONS • ESTABLISHING A MECHANISM TO ADJUST PENSIONS FOR RETIREMENT AT AGE 65 • Most supplemental pension plans (SPP) offer an adjustment mechanism for those who continue to work after age 65 (a postponed pension). • As of age 65: • Stop contributing to the plan and accumulating years of service, thus increasing the amount of the annuity • Pension increase of approximately 6-7% per year between age 65 and the time of retirement, as a consequence of a shorter payout period S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  22. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). • IMPROVING RETIREMENT CONDITIONS • INCREASING THE MAXIMUM AGE OF PARTICIPATION IN THE RREGOP TO 71 • According to current provisions, a person who holds a job covered under the RREGOP must stop contributing to the plan as of December 30th of their 69th year. • This implies that the pension will no longer increase based on service or salary. • This person is unable to request pension payments, as they must resign from all positions which fall under the plan to receive benefits. • Some people continue to work after age 69 out of necessity, not by choice. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  23. 3. RÉGIME DE RETRAITE DES EMPLOYÉS DU GOUVERNEMENT ET DES ORGANISMES PUBLICS (RREGOP). Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  24. 3. RÉGIME DE RETRAITE DES EMPLOYÉS DU GOUVERNEMENT ET DES ORGANISMES PUBLICS (RREGOP). • FOSSIL FUEL DIVESTMENT AND A RESPONSIBLE INVESTMENT POLICY • The Caisse de dépôt et placement du Québec (CDPQ) invests a significant portion of the RREGOP’s assets in fossil fuels. • These investments are incompatible with the Paris Agreement and with climate science. There is a strong devaluation risk as the energy transition accelerates. • In line with the commitment of the CSN’s confederal council, we would like the CDPQ to proceed with a gradual, organized, and consistent divestment from fossil fuels within a five-year period. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  25. 3. RETIREMENT PLAN OF GOVERNMENT AND PUBLIC EMPLOYEES (RREGOP). Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  26. 4. GROUP INSURANCE. • UNEQUAL AND EXPENSIVE INSURANCE PLANS • The cost of group insurance represents an increasing financial burden on public sector workers. • The employer’s contribution varies depending on the federation, the wage rate, and the number of hours worked. This contribution is reduced by half for those who work less than 70% of a full-time equivalent. The employee must then pay the balance of the employer’s contribution as well as their own contribution. • The employer’s share in health insurance plans is plainly inadequate for public sector workers and is nonexistent for college teachers. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  27. 4. GROUP INSURANCE. • GUIDING PRINCIPLES • Better cost sharing of group insurance between employees and the employer is necessary, especially for health insurance.   • Solutions to reduce the cost of prescription drugs should also be considered. For example, reviewing the mechanisms for setting patented and prescription drug prices or extending the agreement on pharmacists’ professional fees to all prescriptions. • The CSN has been sponsoring a campaign for the creation of a universal public prescription drug insurance plan. This is a demand we have strongly insisted on for years; the aim is to guarantee equal access to prescription drugs and the same level of coverage for all. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  28. 4. GROUP INSURANCE. Proposals to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  29. 5. PARENTAL RIGHTS PLAN. • PROTECTING THE RIGHTS OF NEW PARENTS • The goal of parental rights provisions is to allow employees to be absent during their children’s arrival without negatively impacting their employment situation, and to ensure their financial security.   • The parental rights plan includes benefits for maternity leave, special leave for pregnancy and breastfeeding, paternity leave, adoption leave, as well as leaves without pay. •  It is important to note the difference between family-work-school balance measures on the one hand—generally negotiated at sectoral tables and at the local level and varying from one workplace to the next—and the parental rights plan negotiated in province-wide collective agreements on the other. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  30. 5. PARENTAL RIGHTS PLAN. Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  31. 6.REGIONAL DISPARITIES. • ACCOUNTING FOR REMOTENESS AND ISOLATION • The regional disparities plan includes benefits aimed at ensuring working conditions which account for the remoteness of certain communities and the isolation of employees who work in them. • For example: • an annual remoteness and isolation allowance • the reimbursement of costs related to outings for employees recruited from more than 50 km from the community in which they work • a retention allowance for employees working in the communities of Sept-Îles, Port-Cartier, Gallix, and Rivière-Pentecôte • other financial compensation related to moving expenses, food transportation, rent, or a death • During the last round of bargaining, the parties agreed to a working committee to explore solutions to the fiscal penalty incurred by employees due to the taxable nature of the employer’s compensation for outings. This committee’s work is ongoing and a report is expected in fall 2019. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  32. 6.REGIONAL DISPARITIES. Proposals to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  33. 7. ONGOING WORK. • JOINT ROUNDTABLE COMMITTEES • During the last round of bargaining in 2015, several working committees were established to assess certain situations and to find solutions to specific difficulties. These committees touch on: • lawyers and legal secretaries in the health and social services sector • psychologists in the health and social services sector, as well as in the school boards • skilled workers • aeronauticsinstructors at the École nationale d’aéronautique (ÉNA) and licensedaircraft maintenance technicians at the Centre québécois de formation en aéronautique (CQFA) • the implementation of salary relativity on April 2, 2019; the RREGOP; fiscal penalties related to outings; and the complementary indemnity paid during maternity leave. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  34. 7. ONGOING WORK. • JOINT ROUNDTABLE COMMITTEES • Several committees will only table their reports in fall 2019, after consultations on central table demands have taken place. It’s at this moment that the union will be able to submit recommendations leading to potential bargaining demands. • In addition, government agencies participating in public sector negotiations are also carrying out work for which we must account and which could generate demands. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  35. 7. ONGOING WORK. Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  36. 8. HARMONIZATION. • TOGETHER, WITH A COMMON SET OF DEMANDS • Central table demands are recommended by each of the CSN’s public sector federations. Each general assembly may generate new demands or request modifications to the demands submitted for consultation. • The question of harmonization is important because the CSN’s public sector federations believe in the broadest possible alliance to increase their leverage and to counter the government’s strategy of division. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  37. 8. HARMONIZATION. Proposal to be voted on S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

  38. S'UNIR. AGIR. GAGNER. Consultation sur les demandes de table centrale

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