The Lansdowne Road Agreement reaffirms previous commitments made in the Croke Park and Haddington Road Agreements to employ, where appropriate, direct labour. However, under that agreement, all cost comparisons for assessing the provision of services between the direct provision of work and the ITA exclude `the total cost of labour`. Productivity measures The PSSA states that the productivity measures set out in the 2013 Lansdowne Road Agreement can continue to apply and be updated to reflect different renewal policies mentioned in the text. It also requires that performance management systems be put in place in certain parts of the public service where they do not yet exist. And it engages the parties to discuss more open recruitment “where appropriate to meet organizational needs.” As part of the agreement, unions could choose to submit bids to the Public Services Payment Commission (PSPC) on hiring and retention issues identified in their 2017 initial report, which preceded the discussions that led to the PSSA. Fórsa presented for his notes mentioned in the report. By the time the agreement expires, more than 90% of civil servants and civil servants will earn as much or more than they did when wage cuts were introduced in 2010 and (for the best incomes) in 2013. Almost a quarter (low wages) have been completely removed from the so-called “pension levy”, introduced in 2009. The rest will be reduced, the rest being converted into a “supplementary pension contribution”. The agreement also obliges management to cooperate with trade union partnerships so as not to prevent the use of temporary agency workers. And it contains safeguards for the use of internships, clinical placements, work experience, and workplace activation measures, which stipulate that there must be an “agreement on protocols” regarding these programs. Working time Although there is no general REDUCTION in working time under the PSSA, the agreement allowed employees to return permanently to the hours before Haddington Road on the basis of a proportional wage adjustment.
Staff were able to opt for this agreement at the beginning of the agreement (January-April 2018) and can do so for a period after its expiry (January-April 2021). The agreement also contains a provision to transform annual leave into flexible working hours. In accordance with clause 6.1 of the Lansdowne Road Agreement, the implementation group referred to in this section shall decide in the event of a dispute arising from the outsourcing of existing services and the correction of anomalies resulting from the agreement. While both of these provisions fell far short of the overtime restoration introduced for some officials and public servants under the 2013 Haddington Road agreement, they give options to employees for whom time is more important than money. They were the best thing to do while negotiating. A progressive agreement The PSSA is structured in such a way that the under-income earns relatively more than the best incomes and, by 2020, 73% of civil servants and civil servants will earn more than 7%. . .