1. Public Service Stability Agreement 2018 - 2020
An extension of the LRA (including side letters) save where varied by this agreement.

2. Main terms Duration : 1st January 2018 to 31st December 2020
More than 90% of public servants will have gross pay ahead of where they were prior to the pay cuts in Rest to be finalised in 2021/22.
Almost a quarter will have exited FEMPI pension levy.
73% of public servants gain more than 7% by 2020.
1st January 2018: 1% pay restoration
1st October 2018: 1% pay restoration
1st January 2019: Pension levy threshold up from €28,750 to €32,000 (worth €325pa) and 1% pay increase for those earning less than €30,000
1st September 2019: 1.75% pay restoration
1st January 2020: Pension levy threshold increased to €34,500 (worth €250pa) and 0.5% pay increase for those earning less than €32,000
1st October 2020: 2% pay restoration

3. Salary Range %
Remaining PRD
0-25,000
7.40% €0
,000
7.00%
€520
7.20%
€1,050
7.10%
€1,579
€2,108
6.90%
€2,642
6.80%
€3,198
6.70%
€3,754
€4,310
6.60%
€4,866
€5,421
6.50%
€5,977
€6,533
€7,089
6.40%
€8,756
6.30%
€11,536
6.20%
€14,871
€18,484

4. Single Scheme
Salary Range %
Remaining PRD 7% €0
25,000-30,000
30,000-35,000
35,000-40,000 8%
€173
40,000-45,000
€350
45,000-50,000 9%
€526
50,000-55,000
€702
55,000-60,000
10%
€880

5. Pensions background
UK imposed career average for future service/ higher contributions and later retirement.
Pay Commission recommended that the best way to protect benefits would be to increase contributions.
Public servants paying €1.2 billion per annum. (€500m and €720m levy )
Current pension spend is €3.3 billion per annum projected to rise to €5 billion in the next 10 years.
We were seeking to reduce the total pension contribution.

6. Additional Superannuation Contribution
Some of the pension levy converted into a permanent Additional Superannuation Contribution (ASC).
It will be removed from non-pensionable remuneration from 1 January 2019.

7. Additional Superannuation Contribution
3 rates;
Fast accrual groups – current pension levy threshold (€28,750).
Standard pre 2013 members – new threshold of €34,500 for all members of PSEU employed before 2013.
Single scheme (post 2013 members) will pay one third of the standard scheme.

8. Jan-20
Band
Additional Contribution
Percentage ASC
up to €34500 0%
35000 50
0.14%
38000
350
0.92%
39000
450
1.15%
40000
550
1.38%
41000
650
1.59%
42000
750
1.79%
44000
950
2.16%
45000
1050
2.33%
46000
1150
2.50%
47000
1250
2.66%
48000
1350
2.81%
49000
1450
2.96%
50000
1550
3.10%
55000
2050
3.73%
60000
2550
4.25%

9. Pensions in Payment
Policy on public service pensions in payment for the duration of this Agreement :
For those who retired or will retire post end-February 2012 on reduced salaries, will receive pension increases in line with pay increases received by their peers currently in employment.
As alignment is achieved between pre and post end-February 2012 pensioners, which will happen progressively for salary pay ranges up to €70,000 in 2020, pay increases will continue to benefit pensions in payment for the duration of this Agreement.
The Government, in acknowledgement of the increase in pension contributions, has committed not to extend the application of the CPI link to pre-existing public service pension schemes for the duration of this Agreement.

10. Mandatory Retirement Age
DPER is reviewing issues arising from the current and planned age of entitlement to the Contributory State Pension. This review is expected to be completed shortly.
In the context of this review, the parties have noted the strong views expressed by the staff side that the issues raised for employees caused by the prevailing maximum mandatory retirement ages in the public service need to be addressed as soon as possible. Future policy in this area will be considered by Government. In this regard, the staff side will be consulted in relation to any proposals proposed by Government.

11. Working Hours No change - firm view of Government.
However, two options January - April 2018 and 2021 to revert permanently to the pre-HRA hours with pay reduced commensurately, depending on service delivery and business needs.
Also, pilot flexi-time arrangements to enable annual leave in excess of legal minimum to be used on the flexi-clock to allow staff to reduce their working hours to address work-life balance issues with full regard to service delivery and business needs.

12. EO Leave
Executive Officer Arbitration on annual leave. (One day after 12 years, a second after 14) from 1st January 2018.

13. Recruitment and Retention
Public Service Pay Commission recommended commissioning a more comprehensive examination of underlying difficulties where difficulties are clearly evident.
Unions/employers in the agreement make submissions to the Commission on this matter.
Will take into account full range of causal factors and generate options for resolving the issues.
Commission will complete this exercise by end-2018.
Commission will advise the relevant parties on the outcome of its assessment, which will then be the subject of discussion between the relevant parties. It is accepted by the parties that the output from this exercise will not give rise to any cross-sectoral relativity claims.
Implementation of any proposals that may arise on foot of the Commission’s report will fall to be considered by the parties.

14. Work-life balance
The parties agree that access to work-life balance arrangements, including flexible working and other arrangements, should be available to the greatest extent possible across the public service subject to service and business needs and local implementation.
The parties further agree that disputes over the local and sectoral implementation of work-life balance policies should be processed through the normal dispute resolution processes.
Management in each sector will also establish mechanisms to monitor progress in relation to gender balance in career progression.

15. New Entrants
The Parties acknowledge the issues of concern in relation to the increased length of the salary scale in certain instances in respect of post January entrants.
It is agreed that an examination of the remaining salary scale issues in respect of post January 2011 recruits at entry grades covered by parties to this Agreement will be undertaken within 12 months of the commencement of this Agreement. On conclusion of this work, the parties will discuss and agree how the matter can be addressed and implemented in a manner that does not give rise to implications for the fiscal envelope of this Agreement and that has regard for the medium term fiscal framework. Any outcome will be restricted to parties adhering to this Agreement.

16. Outstanding Adjudications
While recognising that the main priority of this Agreement is the phased unwinding of the FEMPI legislation, the parties commit to entering into a process to conclude by end-September 2018 which will involve engagement in relation to an appropriate, time-bound process for addressing any outstanding adjudications, having due regard to the question of their continued validity and cost implications.

17. Outsourcing
Existing LRA provisions will be retained. Outsourcing decisions may not be based on lower labour costs of the private provider.
Original management proposals had been to remove this restriction.

18. Dispute resolution/Oversight
Uses the LRA model.

19. Review of Agreement
The Parties affirm that public service pay and pensions and any related issues shall not be revisited over the lifetime of this Agreement.
In cases where the assumptions underlying this Agreement (particularly as regards adverse, material changes in economic circumstances) need to be revisited, the parties commit to prior engagement.
Unions issued a letter to DPER re revisiting if economy materially improves.