When Does Haddington Road Agreement End
Issues such as additional unpaid hours of work for staff, originally introduced as part of the 2013 Haddington Road agreement and which unions wanted to address, will be discussed in a review due to begin in March. A fund of 150 million euros will be created to deal with the issues raised by this revision. As with all previous public service agreements, work is excluded in situations where the employer complies with the agreement. The agreement provides for a binding procedure to resolve problems that arise without any decision on trade union actions. These restrictions do not apply to matters that are not covered by the agreement. Although these lower scales (which were worth 10% less at each point on each scale) were removed at the request of the unions under the 2013 Haddington Road agreement, “new entrants” continued to have longer pay scales than their longer colleagues, with two wage points lower at the beginning of each scale. Some grades have also seen the elimination of certain allowances for newcomers. Unions said they had made solid progress on the three priorities set by the Public Service Committee of the Irish Trade Union Congress (Ictu) at the start of the discussions – a mechanism for resolving outstanding issues in the Haddington Road agreement; A separate way to solve sectoral problems and a realistic and acceptable approach to compensation. Recruitment and Conservation Issues As part of the agreement, trade unions could choose to submit a contribution to the Pay Commission (PSPC) on the recruitment and conservation problems identified in their initial 2017 report, which preceded the discussions that led to the PSSA. The Commission cited in the report voted in favour of its notes. One of the features of the proposed agreement is the introduction of sectoral collective agreements.
A sectoral trading fund, with an initial amount of 1% of the basic salary for a suspensive pension during the duration of the agreement, will be used to deal with warrants, recommendations, bonuses and outstanding debts in different parts of the public service. The sector fund could also be used to increase staff compensation in certain areas. While these two provisions are well behind the reinstatement of overtime introduced for some civil servants under the 2013 Haddington Road agreement, they offer options for employees for whom time is more important than money. They were the best thing that could be achieved through negotiation. Outsourcing, personnel and related issues Despite management`s attempts to significantly dilute them, the PSSA maintains all outsourcing protections acquired by unions in negotiations that resulted in previous agreements at Croke Park (2010) and Haddington Road (2013). Productivity Measures The PSSA states that the productivity policies set out in the 2013 Lansdowne Road Agreement can continue to apply and be updated to reflect different renewal policies mentioned in the text. In addition, there is a need to introduce performance management systems into parts of the public service where they are not yet available. And it requires parties to discuss more open recruitment “if this is likely to meet organizational needs.” Working Hours Although there is no general reduction in working time under the PSSA, the agreement has given officers the possibility of a permanent return to pre-Haddington Road hours on the basis of a proportional wage adjustment. Staff members were able to opt for this agreement at the beginning of the agreement (January-April 2018) and can do so for a period after the end of the agreement (January-April 2021). The agreement also contains a provision allowing the conversion of annual leave into flexible hours. Last updated: September 2019 Click here for the full text of the agreement.
Measures put in place in 2013 as part of the Haddington Road Agreement will be reviewed. Stock Photo: Getty Unions said the proposed agreement, which will take place