Haddington Road Agreement Allowances

Disclaimer This document is a summary of the key elements of the Public Service Stability Agreement (ASSA). The agreement itself is more comprehensive and contains more details on some issues than is reflected here. Readers are advised to refer to the final text of the full agreement for more information. Guidelines for the operation of sections 2.4 and 2.5 of HRA workers at the bottom of their scale, with salaries of between 35,000 and 65,000 euros (including premiums) – December 2013 Although these lower balances (10% less at each point on each scale) were removed at the insistence of the unions under the 2013 Haddington Road Agreement, “New entrants” continued to have a longer pay scale than their long-term colleagues, with two lower wage points at the beginning of each scale. Some grades have also seen the elimination of certain allowances for newcomers. 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. 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). Last updated: September 2019 Click here for the full text of the agreement.

The agreement also requires management to work with unions to minimize the use of temporary workers. And it includes guarantees on the use of internships, clinical internships, work experience and work activation measures, which state that there must be an “agreement on protocols” regarding these programmes. 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.” CIRCULAR DOH 3/2014 on the implementation of Article 2.31 of the HRA – Revised salary scales and allowances for persons enrolled in certain direct entry classes; Clarification on the use of meeting rates – March 2014 Until the expiry date of the agreement, more than 90% of civil servants will earn as much, or more than when the introduction of wage cuts in 2010 and (for the best incomes) in 2013. Nearly a quarter (low wages) have been completely removed from the “retirement tax” introduced in 2009. The rest will make cuts in these payments, the rest being turned into “additional contributions.” A Progressive Agreement The ASP is structured so that low- and middle-income earners receive relatively more than higher-income earners, and it will see 73% of public servants and civil servants by 2020. During the duration of the agreement: trade union measures As with all previous agreements on the civil service, trade union actions are excluded in situations where the employer complies with the agreement.

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