Haddington Road Agreement Dates

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. Last updated: September 2019 Click here for the full text of the agreement. The agreement builds on the considerable level of reform in the public service under the 2010-14 Public Service Agreement and contains a number of other measures needed to support the provision of a more integrated, efficient and effective public service. 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. 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). 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. 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: until the expiry of the agreement, more than 90% of civil servants will earn as much, or more than when wage cuts were introduced in 2010 and (for the most at income) 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.” 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.

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. Newcomers The term “new entrants” refers to people who started working in the public service after 2011 (and organizations related to it for wage purposes) when the government imposed, without agreement, lower pay scales for new employees. 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 in parts of the public service in the

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