Wage Agreements 2019

Payments of employer overcompensation are now paid to workers who receive compensation for workers who are totally or partially unable to work. These benefits apply from the first full pay period after December 1, 2019. The CSA Public Sector Agreement 2019 (GA8) was registered on 4 November 2019 with the Western Australian Industrial Relations Commission (WAIRC). The agreement will enter into force on November 4, 2019 and expire on June 12, 2021. Unions affiliated with the Association of General and Special Workers of Iceland (SGS) have signed a new collective agreement with SA, the employers` organisation, which will come into force if union members give their consent in a vote. The contract applies from April 1, 2019 to November 1, 2022, i.e. for 3 years and 8 months. All wage increases, i.e. amounts, are in ISK, and the wages of low-income workers will increase proportionately compared to those with higher wages. The agreement is based on the purchasing power of wages that increase over the lifespan; interest rates fall significantly and remain low; and the government keeps its promises. These conditions will be assessed in September 2020 and September 2021. The evaluation committee will consist of 3 union representatives and 3 employer representatives. The agreement can be repealed if it fails. A wage increase at ISK was negotiated as planned at the beginning of the negotiations.

In addition, wage increases are partly related to changes in economic growth and are based on an annual revision of wage rates taking into account wage developments in the regular labour market. In addition, the working week is shortened, which was one of the main objectives of virtual reality in the negotiations, and flexibility has been strengthened. One of the main objectives of the agreement is to encourage lower interest rates, which will increase the purchasing power of households. The duration of the agreement applies from April 1, 2019 to November 1, 2022. For other items in the collective agreement, there will be an increase of 2.5% on these dates, for example. B for bonuses, unless negotiated otherwise. If wage increases in the general labour market are higher in percentage than wage increases in this collective agreement, the wage adjustment guarantee increases those wages to compensate for the difference. New parents can benefit from an additional two weeks of paid leave to support the care of a new child. For workers on maternity or adoption leave, this period increases from 14 weeks to 16 weeks. Partners may also have access to an increase in paid leave from 1 week to 3 weeks after the birth of a new child.

These changes will come into effect from the first full reference period from December 1, 2019.