- when a change in a shift schedule is required and the employee agrees it is to the employee’s benefit to change the shift schedule, the employee shall be compensated at the straight-time rate for work performed in the first (1st) shift changed;
and - when an employee requests and the Employer agrees to change the employee’s shift schedule, the employee shall be paid at the straight-time rate for work performed on the first (1st) shift of the revised shift schedule.
7.13 Where a new shift schedule has to be introduced by the Employer or an existing shift schedule has to be modified, the Employer, in advance, except in cases of emergency, will consult with the Institute on the timing of such shifts.
7.14 For the purpose of this agreement, when an employee’s shift does not commence and end on the same day, such shift shall be deemed for all purposes to have been entirely worked:
- on the day it commenced where half (1/2) or more of the hours worked fall on that day;
or - on the day it terminates where more than half (1/2) of the hours worked fall on that day.
7.15 A meal period shall be scheduled as close to the mid-point of the shift as possible. In the event that an employee is required by the Employer to work through the meal period, such employee will be paid for the meal period at the applicable rate.
7.16 Where the Employer is considering the introduction of shift work in a work unit, except in cases of emergency, the Employer will inform the Institute at least two (2) months in advance of the introduction of the shift work arrangement.
7.17 General
Employees will submit monthly attendance registers; only hours of overtime and absences need be specified.
7.18 Shift principle
- When a full-time employee is required to attend one of the following proceedings outside a period which extends before or beyond three (3) hours their scheduled hours of work on a day during which they would be eligible for a shift premium, the employee may request that their hours of work on that day be scheduled between 6 am and 6 pm; such request will be granted provided there is no increase in cost to the Employer. In no case will the employee be expected to report for work or lose regular pay without receiving at least twelve (12) hours of rest between the time their attendance was no longer required at the proceeding and the beginning of their next scheduled work period.
- Federal Public Sector Labour Relations and Employment Board proceedings
Clauses 29.01 and 29.02. - Contract negotiation and preparatory contract negotiation meetings
Clauses 29.05 and 29.06. - Personnel selection process
Clause 17.14. - Training courses, which the employee is required to attend by the Employer.
**Article 8: shift and weekend premiums
8.01 Shift premium
An employee on shift work shall receive a shift premium of two dollars and twenty-five cents ($2.25) per hour for all hours (including overtime hours) worked between 16:00 and 08:00 hours. The shift premium will not be paid for hours worked between 08:00 and 16:00 hours.
8.02 Weekend premium
- Employees shall receive an additional premium of two dollars and twenty-five cents ($2.25) per hour for work on a Saturday and/or Sunday for hours worked as stipulated in paragraph 8.02(b) below.
- Weekend premium shall be payable in respect of all regularly scheduled hours at straight-time hourly rates worked on Saturday and/or Sunday.
**Article 9: overtime
9.01 An employee at level IT-01, 02, 03 and 04 who is required to work overtime shall be compensated as follows:
- on a normal workday at the rate of time and one half (1 1/2) for the first seven decimal five (7.5) overtime hours worked and double (2) time thereafter;
- on days of rest at the rate of time and one half (1 1/2) for the first seven decimal five (7.5) overtime hours worked and double (2) time thereafter, except that when an employee is required by the Employer to work on two (2) or more consecutive and contiguous days of rest, the employee shall be compensated on the basis of double (2) time for all hours worked on the second (2nd) and each subsequent day of rest;
- on a designated paid holiday, at the rate of time and one half (1 1/2) for the first seven decimal five (7.5) hours worked and double (2) time thereafter;
or - when an employee works on a holiday, which is not their scheduled day of work, contiguous to a day of rest on which they also worked, they shall be compensated on the basis of double (2) time for each hour worked;
- where an employee is required to work a continuous period of overtime during which they become entitled to be paid at the double (2) time rate, the employee will continue to be paid at that rate until the conclusion of the overtime period;
- No employee will be required to work more than twenty-four (24) continuous hours. An employee who works sixteen (16) or more continuous hours shall receive a rest of at least twelve (12) hours before reporting back to work.
9.02 Meal allowance
- An employee who works three (3) or more hours of overtime before or immediately following their normal hours of work shall be reimbursed their expenses for one (1) meal in the amount of twelve dollars ($12.00) except where free meals are provided. Reasonable time with pay, to be determined by the Employer, shall be allowed the employee in order that they may take a meal break either at or adjacent to their place of work.
- When an employee works overtime continuously extending beyond the period provided in (a) above, the employee shall be reimbursed for one (1) additional meal in the amount of twelve dollars ($12.00) for each additional four (4) hour period of overtime worked thereafter, except where free meals are provided. Reasonable time with pay, to be determined by the Employer, shall be allowed the employee in order that they may take a meal break either at or adjacent to their place of work.
- This clause shall not apply:
- to an employee who is in travel status that entitles them to claim expenses for lodging and/or meals;
or - to an employee who has obtained authorization to work at the employee’s residence or at another place to which the Employer agrees.
9.03 Reporting pay
When an employee is required to report for work on a day of rest or a designated paid holiday, they shall be paid the greater of:
- compensation at the applicable overtime rate,
or - compensation equivalent to four (4) hours’ pay at their hourly rate of pay, except that the minimum of four (4) hours’ pay shall apply only to the first (1st) time an employee is required to report for work during a period of eight (8) hours, starting with the employee’s first (1st) reporting.
General
9.04 Employees shall record starting and finishing times of overtime work in a form determined by the Employer.
9.05 All calculations for overtime shall be based on each completed period of fifteen (15) minutes.
9.06 Except in cases of emergency, call-back, or mutual agreement, the Employer shall, wherever possible, give at least twelve (12) hours’ notice of any requirement for overtime.
9.07 The Employer will endeavour to make payments for overtime in the month following the month in which the credits were granted.
9.08
- Upon application by the employee and at the discretion of the Employer, compensation earned under this article may be taken in the form of compensatory leave at the applicable premium rate. The Employer reserves the right to direct an employee to take accumulated leave provided the Employer first makes every reasonable effort to grant such leave in such amounts and at such times as the employee may request.
- All compensatory leave, earned under this article and/or Article 10 (call-back), Article 11 (standby), Article 13 (travelling time), in excess of thirty-seven decimal five (37.5) hours outstanding at the end of the fiscal year, and unused by September 30 of the next fiscal year, shall be paid on September 30 at the employee’s hourly rate of pay on March 31. An employee may elect to carry over into the next fiscal year up to a maximum of thirty-seven decimal five (37.5) hours of unused compensatory leave.
9.09 When, in a situation involving overtime, an employee is required to report to work before public transportation services have commenced, or to remain at work or to return to work after normal transportation services have been suspended, the use of a taxi or the payment of a kilometric rate, as appropriate, shall be authorized from the employee’s residence to the workplace and/or return if necessary. Additional out-of-pocket parking expenses deemed appropriate by the Employer will also be authorized.
9.10 Equitable distribution of overtime
Subject to the operational requirements of the service, the Employer shall make every reasonable effort to allocate overtime work on an equitable basis among readily available qualified employees.
Article 10: call-back
10.01 When an employee, after having completed their normal hours of work, has left their place of work and prior to reporting for their next regular scheduled work period, is called back to work for a period of non-contiguous overtime, they shall be entitled to the greater of:
- compensation equivalent to three (3) hours’ pay at the applicable rate for overtime;
- compensation at the applicable rate for their overtime worked.
10.02 Compensation earned under this article may be taken in the form of compensatory leave subject to clause 9.08 of Article 9 (overtime).
10.03 When an employee is called back to work under the conditions described in clause 10.01 and is required to use transportation services other than normal public transportation services, they shall be reimbursed for reasonable expenses incurred as follows:
- the kilometric rate normally paid by the Employer where the employee travels by means of the employee’s own automobile;
or - out-of-pocket expense for other means of commercial transportation.
Time spent by the employee called back to work or returning to their residence shall not constitute time worked.
Article 11: standby
11.01 When the Employer requires an employee to be readily available on standby during off-duty hours, the employee shall be compensated at the rate of one half (1/2) hour for each four (4) hour period or portion thereof for which the employee has been designated as being on standby duty.
11.02 An employee shall be designated by letter or by list for standby duty and shall be available during their period of standby at a known telephone number and be readily able to return for duty as quickly as possible if called. In designating employees for standby duty, the Employer will endeavour to provide for the equitable distribution of standby duties.
11.03 No standby duty payment shall be granted if an employee is unable to report for duty when required.
11.04 An employee on standby duty who is required to report for work shall be paid, in addition to the standby pay, in accordance with clause 10.01.
11.05 When an employee on standby duty is called back for work under the conditions described in clause 11.04 and is required to use transportation services other than normal public transportation services, they shall be compensated in accordance with clause 10.03 of this agreement.
11.06 The Employer agrees that in the areas and in the circumstances where electronic paging devices are both practicable and efficient, they will be provided without cost to those employees on standby duty.
11.07 Compensation earned under this article may be taken in the form of compensatory leave subject to clause 9.08 of Article 9 (overtime).
**Article 12: designated paid holidays
12.01 Subject to clause 12.02, the following days shall be designated paid holidays for employees:
- New Year’s Day,
- Good Friday,
- Easter Monday,
- the day fixed by proclamation of the Governor in Council for celebration of the Sovereign’s birthday,
- Canada Day,
- Labour Day,
- National Day for Truth and Reconciliation,
- the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,
- Remembrance Day,
- Christmas Day,
- Boxing Day,
- one additional day in each year that, in the opinion of the Employer, is recognized to be a provincial or civic holiday in the area in which the employee is employed; or in any area where, in the opinion of the Employer, no such day is recognized as a provincial or civic holiday, the first (1st) Monday in August,
and - one additional day when proclaimed by an act of Parliament as a national holiday.
For greater certainty, employees who do not work on a designated paid holiday are entitled to seven decimal five (7.5) hours’ pay at the straight-time rate.
12.02 An employee absent without pay on both their full working day immediately preceding and their full working day immediately following a designated paid holiday is not entitled to pay for the holiday, except in the case of an employee who is granted leave without pay under the provisions of Article 29 (leave for staff relations matters).
12.03 Designated paid holiday falling on a day of rest
When a day designated as a paid holiday under clause 12.01 coincides with an employee’s day of rest, the holiday shall be moved to the employee’s first (1st) normal working day following their day of rest.
12.04 When a day designated as a paid holiday for an employee is moved to another day under the provisions of clause 12.03:
- work performed by an employee on the day from which the holiday was moved shall be considered as work performed on a day of rest;
and - work performed by an employee on the day to which the holiday was moved, shall be considered as work performed on a holiday.
12.05 Designated paid holiday coinciding with a day of paid leave
Where a day that is a designated paid holiday for an employee coincides with a day of leave with pay or is moved as a result of the application of clause 12.03, that day shall count as a holiday and not count as a day of leave.
Article 13: travelling time
13.01 For the purposes of this agreement, travelling time is compensated for only in the circumstances and to the extent provided for in this article.
13.02 When an employee is required to travel outside their headquarters area on government business, as these expressions are defined by the Employer, the time of departure and the means of such travel shall be determined by the Employer and the employee will be compensated for travel time in accordance with clauses 13.03 and 13.04. Travelling time shall include time necessarily spent at each stopover en route provided that such stopover does not include an overnight stay.
13.03 For the purposes of clauses 13.02 and 13.04, the travelling time for which an employee shall be compensated is as follows:
- For travel by public transportation, the time between the scheduled time of departure and the time of arrival at a destination, including the normal travel time to the point of departure, as determined by the Employer.
- For travel by private means of transportation, the normal time as determined by the Employer to proceed from the employee’s place of residence or workplace, as applicable, direct to the employee’s destination and, upon their return, direct back to the employee’s residence or workplace.
- In the event that an alternate time of departure and/or means of travel is requested by the employee, the Employer may authorize such alternate arrangements in which case compensation for travelling time shall not exceed that which would have been payable under the Employer’s original determination.
13.04 If an employee is required to travel as set forth in clauses 13.02 and 13.03:
- On a normal working day on which they travel but do not work, the employee shall receive their regular pay for the day.
- On a normal working day on which they travel and work, the employee shall be paid:
- their regular pay for the day for a combined period of travel and work not exceeding seven decimal five (7.5) hours;
and - at the applicable overtime rate for additional travel time in excess of a seven decimal five (7.5) hour period of work and travel, with a maximum payment for such additional travel time not to exceed fifteen (15) hours pay at the straight-time rate.
13.05 Compensation shall not be paid for travelling time to courses, training sessions, conferences and seminars to which an employee is sent for the purpose of career development, unless they are required to attend by the Employer.
13.06 This article does not apply to an employee required to perform work in any type of transport in which they are travelling. In such circumstances, the employee shall receive the greater of:
- on a normal working day, their regular pay for the day;
or - pay for actual hours worked in accordance with Article 9 of this agreement.
13.07 Compensation earned under this article may be taken in the form of compensatory leave subject to clause 9.08 of Article 9 (overtime).
13.08 Travel leave status
- An employee who is required to travel outside their headquarters area on government business, as these expressions are defined by the Employer, and are away from their permanent residence for forty (40) nights during a fiscal year shall be granted seven decimal five (7.5) hours off with pay. The employee shall be credited with an additional seven decimal five (7.5) hours off for each additional twenty (20) nights that the employee is away from their permanent residence to a maximum of eighty (80) additional nights.
- The maximum number of hours off earned under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year and shall accumulate as compensatory leave with pay.
- This leave with pay is deemed to be compensatory leave and is subject to paragraphs 9.08(a) and (b).
- The provisions of this clause do not apply when the employee travels to attend courses, training sessions, professional conferences and seminars unless the employee is required to attend by the Employer.
**Article 14: leave, general
14.01
- When an employee becomes subject to this agreement, their earned daily leave credits shall be converted into hours. When an employee ceases to be subject to this agreement, their earned hourly leave credits shall be reconverted into days, with one day being equal to seven decimal five (7.5) hours.
- When leave is granted, it will be granted on an hourly basis and the number of hours debited for each day of leave shall be equal to the number of hours of work scheduled for the employee for the day in question.
- Notwithstanding the above, in clause 17.02 (bereavement leave with pay), a “day” will mean a calendar day.
14.02 When the employment of an employee who has been granted more vacation or sick leave with pay than they have earned is terminated by death, the employee is considered to have earned the amount of leave with pay granted to them.
14.03 When the employment of an employee who has been granted more vacation or sick leave with pay than they have earned is terminated by layoff, the employee is considered to have earned the amount of leave with pay granted to them.
14.04 An employee on leave is entitled, once in each fiscal year, to be informed, upon request, of the balance of their leave.
14.05 The employee shall retain the amount of leave with pay credited to the employee by the Employer at the time when this agreement is signed, or at the time when the employee becomes subject to this agreement.
14.06 Notwithstanding anything contained in Article 15 (vacation leave), Article 16 (sick leave), and Article 17 (other leave with or without pay), an employee shall not be granted vacation leave, sick leave, or other types of leave with pay while they are on leave without pay or under suspension.
14.07 An employee shall not earn or be granted leave credits under this agreement in any month nor in any fiscal year for which leave has already been credited or granted to them under the terms of any other collective agreement or under other rules or regulations applicable to organizations within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act.
**Article 15: vacation leave
15.01 The vacation year shall be from April 1 to March 31, inclusive.
15.02 Accumulation of vacation leave credits
An employee shall earn vacation leave credits at the rate described in (a) below for each calendar month during which they receive pay for at least seventy-five (75) hours.
Conversion examples
- 15 days: 112.5 hours
- 20 days: 150 hours
- 25 days: 187.5 hours
- 30 days: 225 hours
- 35 days: 262.5 hours
- **
- nine decimal three seven five (9.375) hours at their straight-time hourly rate until the month in which their seventh (7th) anniversary of service occurs;
- twelve decimal five (12.5) hours at their straight-time hourly rate for each month commencing with the month in which their seventh (7th) anniversary of service occurs;
- thirteen decimal seven five (13.75) hours at their straight-time hourly rate for each month commencing with the month in which their sixteenth (16th) anniversary of service occurs;
- fourteen decimal three seven five (14.375) hours at their straight-time hourly rate for each month commencing with the month in which their seventeenth (17th) anniversary of service occurs;
- fifteen decimal six two five (15.625) hours at their straight-time hourly rate commencing with the month in which their eighteenth (18th) anniversary of service occurs;
- sixteen decimal eight seven five (16.875) hours at their straight-time hourly rate commencing with the month in which their twenty-seventh (27th) anniversary of service occurs;
- eighteen decimal seven five (18.75) hours at their straight-time hourly rate commencing with the month in which their twenty-eighth (28th) anniversary of service occurs.
Notwithstanding (a) above, effective the date of signing, the following shall apply to employees who transferred from one of the six separate agencies listed below, who transferred to Shared Services Canada upon Order in Council dated November 15, 2011.
Accrued vacation leave for employees from separate agencies who transferred to Shared Services Canada upon Order in Council, dated November 15, 2011
- Canada Revenue Agency
- National Research Council of Canada
- Parks Canada Agency
- Canadian Nuclear Safety Commission
- Financial Transaction and Reports Analysis Centre of Canada
- Canadian Food Inspection Agency
The Employer agrees to accept the unused, earned vacation leave credits (balance) of an employee accrued prior to the signature of this collective agreement.
The Employer agrees to maintain the employees’ vacation leave credit accrual entitlement in effect prior to their transfer on November 15, 2011, namely the accrual entitlement in effect on November 14, 2011, for purposes of determining vacation leave entitlements. The employee will maintain their vacation leave entitlement until the next anniversary of service threshold provided that the vacation leave credit accrual schedule contained in this collective agreement is equal to or greater than the employee’s corresponding leave entitlement.
Effective the date of signing of the new collective agreement, employees become subject to all other provisions outlined in Article 15 (vacation leave).
15.03 For the purpose of clauses 15.02 and 15.18 only, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave.
- For the purpose of clause 15.03 only, effective April 1, 2012, on a go-forward basis, any former service in the Canadian Forces for a continuous period of six (6) months or more, either as a member of the Regular Force or of the Reserve Force while on Class B or C service, shall be included in the calculation of vacation leave credits.
15.04 Entitlement to vacation leave with pay
An employee is entitled to vacation leave with pay to the extent of their earned credits, but an employee who has completed six (6) months of continuous employment may receive an advance of credits equivalent to the anticipated credits for the current vacation year.
15.05 Provision for vacation leave
- Employees are expected to take all their vacation leave during the vacation year in which it is earned.
- The Employer reserves the right to schedule an employee’s vacation leave but shall make every reasonable effort:
- to provide an employee’s vacation leave in an amount and at such time as the employee may request;
- not to recall an employee to duty after the employee has proceeded on vacation leave.
15.06 The Employer shall give the employee as much notice as is practicable that a request for vacation leave has or has not been approved, denied, altered or cancelled. In the case of denial, alteration or cancellation, the Employer shall give the written reason(s) thereof, upon written request from the employee.
Carry-over and/or liquidation of vacation leave
15.07 Where in any vacation year, an employee has not been granted all of the vacation leave credited to them, the unused portion of their vacation leave shall be carried over into the following vacation year up to a maximum of two hundred sixty-two decimal five (262.5) hours of credits. All vacation leave credits in excess of two hundred sixty-two decimal five (262.5) hours will automatically be paid at the employee’s hourly rate of pay as calculated from the classification prescribed in their certificate of appointment of their substantive position on the last day of the vacation year.
15.08 During any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred twelve decimal five (112.5) hours may be paid at the employee’s rate of pay as calculated from the classification prescribed in their certificate of appointment of their substantive position on March 31, of the previous vacation year.
15.09 Recall from vacation leave
Where, during any period of vacation or compensatory leave, an employee is recalled to duty, they shall be reimbursed for reasonable expenses, as normally defined by the Employer, that the employee incurs:
- in proceeding to the employee’s place of duty;
and - in returning to the place from which the employee was recalled if they immediately resume vacation upon completing the assignment for which they were recalled after submitting such accounts as are normally required by the Employer.
15.10 The employee shall not be considered as being on vacation or compensatory leave during any period in respect of which they are entitled under clause 15.09 to be reimbursed for reasonable expenses incurred by them.
15.11 Cancellation or alteration of vacation leave
When the Employer cancels or alters a period of vacation, or compensatory leave which it has previously approved in writing, the Employer shall reimburse the employee for the non-returnable portion of vacation contracts and reservations made by the employee in respect of that period, subject to the presentation of such documentation as the Employer may require. The employee must make every reasonable attempt to mitigate any losses incurred and will provide proof of such action, when available, to the Employer.
15.12 Leave when employment terminates
When an employee dies or otherwise ceases to be employed, their estate shall be paid an amount equal to the product obtained by multiplying the number of hours of earned but unused vacation leave with pay to their credit by the hourly rate of pay as calculated from the classification prescribed in their certificate of appointment on the date of the termination of their employment.
15.13 Abandonment
Notwithstanding clause 15.12, an employee whose employment is terminated by reason of a declaration that they abandoned their position is entitled to receive the payment referred to in clause 15.12 if they request it within six (6) months following the date upon which their employment is terminated.
15.14 Where in respect of any period of vacation leave with pay, an employee:
- is granted bereavement leave;
or - is granted leave with pay because of illness in the immediate family;
or - is granted sick leave;
the period of vacation leave with pay, so displaced, shall either be added to the vacation period, if requested by the employee and approved by the Employer, or reinstated for use at a later date.
15.15 Vacation leave credits for severance pay
Where the employee requests, the Employer shall grant the employee their unused vacation leave credits prior to termination of employment if this will enable the employee, for purposes of severance pay, to complete the first (1st) year of continuous employment in the case of layoff.
15.16 Appointment to a separate agency
Notwithstanding clause 15.12, an employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act may choose not to be paid for unused vacation leave credits, provided that the appointing organization will accept such credits.
15.17 Appointment from a separate agency
The Employer agrees to accept the unused vacation leave credits up to a maximum of two hundred sixty-two decimal five (262.5) hours of an employee who resigns from an organization listed in Schedule V of the Financial Administration Act in order to take a position with the Employer if the transferring employee is eligible and has chosen to have these credits transferred.
15.18
Employees shall be credited a one-time entitlement of thirty-seven decimal five (37.5) hours of vacation leave with pay on the first (1st) day of the month following the employee’s second (2nd) anniversary of service, as defined in clause 15.03. For clarity, employees shall be credited the leave described in 15.18 only once in their total period of employment in the public service.
Article 16: sick leave
16.01 Credits
- An employee shall earn sick leave credits at the rate of nine decimal three seven five (9.375) hours for each calendar month for which the employee receives pay for at least seventy-five (75) hours.
- A shift worker shall earn additional sick leave credits at the rate of one decimal two five (1.25) hours for each calendar month during which they work shifts and they receive pay for at least seventy-five (75) hours. Such credits shall not be carried over in the next fiscal year and are available only if the employee has already used one hundred twelve decimal five (112.5) hours of sick leave credits during the current fiscal year.
16.02 Granting of sick leave
An employee shall be granted sick leave with pay when they are unable to perform their duties because of illness or injury provided that:
- they satisfy the Employer of their condition in such a manner and at such a time as may be determined by the Employer;
and - they have the necessary sick leave credits.
16.03 Unless the employee is otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury they were unable to perform their duties shall, when delivered to the Employer, be considered as meeting the requirements of paragraph 16.02(a).
16.04 An employee shall not be granted sick leave with pay during any period in which they are on leave of absence without pay, or under suspension.
16.05 When an employee is granted sick leave with pay and injury-on-duty leave is subsequently approved for the same period, it shall be considered for the purpose of the record of sick leave credits that the employee was not granted sick leave with pay.
16.06 Advance of credits
Where an employee has insufficient or no credits to cover the granting of sick leave with pay under the provisions of clause 16.02, sick leave with pay may, at the discretion of the Employer, be granted to an employee for a period of up to one hundred eighty-seven decimal five (187.5) hours, subject to the deduction of such advanced leave from any sick leave credits subsequently earned.
16.07 The Employer may for good and sufficient reason advance sick leave credits to an employee when a previous advance has not been fully reimbursed.
16.08
- Sick leave credits earned but unused by an employee during a previous period of employment in the public service shall be restored to an employee whose employment was terminated by reason of layoff and who is reappointed in the public service within two (2) years from the date of layoff.
- Sick leave credits earned but unused by an employee during a previous period of employment in the public service shall be restored to an employee whose employment was terminated due to the end of a specified period of employment, and who is reappointed in the core public administration within one (1) year from the end of the specified period of employment.
16.09 The Employer agrees that an employee recommended for release from employment pursuant to section 12(1)(e) of the Financial Administration Act for incapacity by reason of ill health shall not be released at a date earlier than the date at which the employee will have utilized the employee’s accumulated sick leave credits.
**Article 17: other leave with or without pay
17.01 In respect to applications for leave made pursuant to this article, the employee may be required to provide satisfactory validation of the circumstances necessitating such requests.
17.02 Bereavement leave with pay
For the purpose of this clause, immediate family is defined as parents (or, alternatively, stepparents or foster parents), siblings, stepsiblings, spouse (including common-law partner residing with the employee), children (including children of common-law partner) stepchildren, foster children or wards of the employee, grandparents, grandchildren, parents-in-law, children-in-law, a relative permanently residing in the employee’s household or with whom the employee permanently resides, or, subject to paragraph 17.02(e) below, a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.
- When a member of the employee’s immediate family dies, an employee shall be entitled to a single bereavement period of seven (7) consecutive calendar days. Such bereavement period, as determined by the employee, must include the day of the memorial commemorating the deceased or must be taken within two (2) days following the death. During such period, the employee shall be paid for those days which are not regularly scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days’ leave with pay for the purpose of travel related to the death.
- An employee is entitled to up to one (1) day’s bereavement leave with pay for the purpose related to the death of their aunts and uncles, siblings-in-law, and grandparents of spouse.
- An employee is entitled to three (3) consecutive working days of bereavement leave with pay in the event of a stillbirth experienced by them or their spouse or common-law partner or where they would have been a parent of the child born as a result of the pregnancy. For greater certainty, stillbirth is defined as an unborn child on or after twenty (20) weeks of pregnancy. The leave may be taken during the period that begins on the day on which the stillbirth occurs and ends no later than twelve (12) weeks after the latest of the days on which any funeral, burial or memorial service in respect of the stillbirth occurs.
- It is recognized by the parties that the circumstances that call for leave in respect of bereavement are based on individual circumstances. On request, the deputy head of a department may, after considering the particular circumstances involved, grant leave with pay for a period greater and/or in a manner different than that provided for in clauses 17.02(a), (b) and (c).
- If, during a period of sick leave, vacation leave or compensatory leave, an employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under this clause, the employee shall be granted bereavement leave with pay and their paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.
- An employee shall be entitled to bereavement leave with pay for a person who stands in the place of a relative for the employee whether or not there is a degree of consanguinity between such person and the employee only once in their career in the federal public administration.
17.03 Pregnancy/maternity leave without pay
- An employee who becomes pregnant shall, upon request, be granted pregnancy/maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy.
- Notwithstanding paragraph (a):
- where the employee has not yet proceeded on pregnancy/maternity leave without pay and their newborn child is hospitalized,
or - where the employee has proceeded on pregnancy/maternity leave without pay and then returns to work for all or part of the period during which their newborn child is hospitalized,
the period of pregnancy/maternity leave without pay defined in paragraph (a) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on pregnancy/maternity leave, to a maximum of eighteen (18) weeks.
- use earned vacation and compensatory leave credits up to and beyond the date that their pregnancy terminates;
- use their sick leave credits up to and beyond the date that their pregnancy terminates, subject to the provisions set out in Article 16 (sick leave). For purposes of this subparagraph, the terms “illness” or “injury” used in Article 16 (sick leave) shall include medical disability related to pregnancy.
17.04 Pregnancy/maternity allowance
- An employee who has been granted pregnancy/maternity leave without pay shall be paid a pregnancy/maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that the employee:
- has completed six (6) months of continuous employment before the commencement of their pregnancy/maternity leave without pay,
- provides the Employer with proof that they have applied for and are in receipt of maternity benefits under Employment Insurance or the Québec Parental Insurance Plan in respect of insurable employment with the Employer,
and - has signed an agreement with the Employer stating that:
- the employee will return to work within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, on the expiry date of their pregnancy/maternity leave without pay unless the return-to-work date is modified by the approval of another form of leave;
- following their return to work, as described in section (A), the employee will work for a period equal to the period they were in receipt of pregnancy/maternity allowance;
- should the employee fail to return to work in accordance with section (A), or should the employee return to work but fail to work for the total period specified in section (B), for reasons other than death, layoff, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, the employee will be indebted to the Employer for an amount determined as follows: however, an employee whose specified period of employment expired and who is rehired within the federal public administration as described in section (A) within a period of ninety (90) days or less is not indebted for the amount if the employee’s new period of employment is sufficient to meet the obligations specified in section (B).
- For the purpose of sections (a)(iii)(B) and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).
- Pregnancy/maternity allowance payments made in accordance with the SUB Plan will consist of the following:
- where an employee is subject to a waiting period before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for the waiting period, less any other monies earned during this period,
- for each week that the employee receives a maternity benefit under Employment Insurance or the Québec Parental Insurance Plan, they are eligible to receive the difference between ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) and the maternity benefit, less any other monies earned during this period which may result in a decrease in their maternity benefit to which they would have been eligible if no extra monies had been earned during this period,
and - where an employee has received the full fifteen (15) weeks of maternity benefit under Employment Insurance and thereafter remains on pregnancy/maternity leave without pay, they are eligible to receive a further pregnancy/maternity allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay, less any other monies earned during this period.
- At the employee’s request, the payment referred to in subparagraph 17.04(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance or Québec Parental Insurance Plan maternity benefits.
- The pregnancy/maternity allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that they may be required to repay pursuant to the Employment Insurance Act or the Act Respecting Parental Insurance in Quebec.
- The weekly rate of pay referred to in paragraph (c) shall be:
- for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of pregnancy/maternity leave without pay,
- for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of pregnancy/maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.
- The weekly rate of pay referred to in paragraph (f) shall be the rate and the recruitment (and retention “terminable allowance” if applicable) to which the employee is entitled for their substantive level to which they are appointed.
- Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of pregnancy/maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate (and the recruitment and retention “terminable allowance” if applicable) they were being paid on that day.
- Where an employee becomes eligible for a pay increment or pay revision that would increase the pregnancy/maternity allowance, the allowance shall be adjusted accordingly.
- Pregnancy/maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.
17.05 Special pregnancy/maternity allowance for totally disabled employees
- An employee who:
- fails to satisfy the eligibility requirement specified in subparagraph 17.04(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits;
and - has satisfied all of the other eligibility criteria specified in subparagraph 17.04(a), other than those specified in sections (A) and (B) of subparagraph 17.04(a)(iii);
shall be paid, in respect of each week of pregnancy/maternity allowance not received for the reason described in subparagraph 17.05(a)(i), the difference between ninety-three per cent (93%) of the employee’s weekly rate of pay (and recruitment and retention “terminable allowance” if applicable) and the gross amount of their weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.
17.06 Parental leave without pay
- Where an employee has or will have the actual care and custody of a newborn child (including the newborn child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for either:
- a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option),
or - a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option),
beginning on the day on which the child is born or the day on which the child comes into the employee’s care.
- a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option),
or - a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option),
beginning on the day on which the child comes into the employee’s care.
- where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay,
or - where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which their child is hospitalized,
the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care.
- defer the commencement of parental leave without pay at the request of the employee;
- grant the employee parental leave without pay with less than four (4) weeks’ notice;
- require an employee to submit a birth certificate or proof of adoption of the child.
17.07 Parental allowance
Under the Employment Insurance (EI) benefits plan, parental allowance is payable under two options, either:
- Option 1: standard parental benefits, 17.07, paragraphs (c) to (k),
or - Option 2: extended parental benefits, 17.07, paragraphs (l) to (t).
Once an employee elects the standard or extended parental benefits and the weekly benefit top up allowance is set, the decision is irrevocable and shall not be changed should the employee return to work at an earlier date than that originally scheduled.
Under the Québec Parental Insurance Plan (QPIP), parental allowance is payable only under Option 1: standard parental benefits.
Parental allowance administration
- An employee who has been granted parental leave without pay shall be paid a parental allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraphs (c) to (i) or (l) to (r), providing the employee:
- has completed six (6) months of continuous employment before the commencement of parental leave without pay,
- provides the Employer with proof that the employee has applied for and is in receipt of parental, paternity or adoption benefits under the Employment Insurance Plan or the Québec Parental Insurance Plan in respect of insurable employment with the Employer,
and - has signed an agreement with the Employer stating that:
- the employee will return to work within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, on the expiry date of their parental leave without pay, unless the return-to-work date is modified by the approval of another form of leave;
- following their return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the standard parental allowance, in addition to the period of time referred to in section 17.04(a)(iii)(B), if applicable. Where the employee has elected the extended parental allowance, following their return to work, as described in section (A), the employee will work for a period equal to sixty per cent (60%) of the period the employee was in receipt of the extended parental allowance in addition to the period of time referred to in section 17.04(a)(iii)(B), if applicable.
- should the employee fail to return to work in accordance with section (A) or should they return to work but fail to work the total period specified in section (B), for reasons other than death, layoff, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, the employee will be indebted to the Employer for an amount determined as follows: however, an employee whose specified period of employment expired and who is rehired within the federal public administration as described in section (A) within a period of ninety (90) days or less is not indebted for the amount if the employee’s new period of employment is sufficient to meet the obligations specified in section (B).
- For the purpose of sections (a)(iii)(B) and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).
Option 1: standard parental allowance
- Parental allowance payments made in accordance with the SUB Plan will consist of the following:
- where an employee on parental leave without pay as described in 17.06(a)(i) and (b)(i) has elected to receive Standard Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, ninety-three per cent (93%) of the employee’s weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for the waiting period, less any other monies earned during this period;
- for each week the employee receives parental, adoption or paternity benefits under the Employment Insurance or the Québec Parental Insurance Plan, they are eligible to receive the difference between ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) and the parental, adoption or paternity benefits, less any other monies earned during this period which may result in a decrease in their parental, adoption or paternity benefits to which they would have been eligible if no extra monies had been earned during this period;
- where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of parental benefit or has divided the full thirty-two (32) weeks of parental benefits with another employee in receipt of the full five (5) weeks’ paternity under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period;
- where an employee has divided the full thirty-seven (37) weeks of adoption benefits with another employee under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period;
- where an employee has received the full thirty-five (35) weeks of parental benefit under Employment Insurance Plan and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable), less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child;
- where an employee has divided the full forty (40) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable), less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) and 17.07(c)(v) for the same child.
- for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of pregnancy/maternity or parental leave without pay;
- for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of pregnancy/maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.
Option 2: extended parental allowance
- Parental allowance payments made in accordance with the SUB Plan will consist of the following:
- where an employee on parental leave without pay as described in 17.06(a)(ii) and (b)(ii) has elected to receive extended Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, fifty-five decimal eight per cent (55.8%) of the employee’s weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for the waiting period, less any other monies earned during this period;
- for each week the employee receives parental benefits under the Employment Insurance, they are eligible to receive the difference between fifty-five decimal eight per cent (55.8%) of their weekly rate (and the recruitment and retention “terminable allowance” if applicable) and the parental benefits, less any other monies earned during this period which may result in a decrease in their parental benefits to which they would have been eligible if no extra monies had been earned during this period;
- where an employee has received the full sixty-one (61) weeks of parental benefits under the Employment Insurance and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable), less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child;
- where an employee has divided the full sixty-nine (69) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable), less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child;
- for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of parental leave without pay;
- for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.
17.08 Special parental allowance for totally disabled employees
- An employee who:
- fails to satisfy the eligibility requirement specified in subparagraph 17.07(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits;
and - has satisfied all of the other eligibility criteria specified in subparagraph 17.07(a), other than those specified in sections (A) and (B) of subparagraph 17.07(a)(iii);
shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph 17.08(a)(i), the difference between ninety-three per cent (93%) of the employee’s rate of pay (and the recruitment and retention “terminable allowance” if applicable) and the gross amount of their weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.
17.09 Leave without pay for the care of immediate family
Subject to operational requirements, an employee shall be granted leave without pay for the care of immediate family in accordance with the following conditions:
- For the purpose of this clause, immediate family is defined as spouse (or common-law partner resident with the employee), children (including stepchildren, foster children, wards of the employee or children of spouse or common-law partner), parents (including stepparents or foster parents), siblings, stepsiblings, grandchildren, grandparents of the employee, parents-in-law, children-in-law, any relative permanently residing in the employee’s household or with whom the employee permanently resides, or a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.
- Subject to paragraph (a), up to five (5) years’ leave without pay during an employee’s total period of employment in the public service may be granted for the personal long-term care of the employee’s family. Leave granted under this paragraph shall be for a minimum period of three (3) weeks.
- An employee shall notify the Employer in writing as far in advance as possible but not less than four (4) weeks in advance of the commencement date of such leave, unless, because of urgent or unforeseeable circumstances, such notice cannot be given.
- Leave granted under this clause for a period of more than three (3) months shall be deducted from the calculation of continuous employment for the purposes of calculating severance pay and from the calculation of service for the purposes of calculating vacation leave.
- Time spent on such leave shall not be counted for pay increment purposes.
17.10 Leave without pay for personal needs
Leave without pay will be granted for personal needs, in the following manner:
- subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs;
- subject to operational requirements, leave without pay of more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs;
- an employee is entitled to leave without pay for personal needs twice under each of (a) and (b) of this clause during their total period of employment in the public service. The second period of leave under each subclause can be granted provided that the employee has remained in the public service for a period of ten (10) years subsequent to the expiration of the first period of leave under the relevant paragraph;
- leave without pay granted under this clause may not be used in combination with pregnancy/maternity or parental leave without the consent of the Employer;
- leave granted under (a) of this clause shall be counted for the calculation of continuous employment for the purpose of calculating severance pay and service for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes;
- leave without pay granted under (b) of this clause shall be deducted from the calculation of continuous employment for the purpose of calculating severance pay and service for the purpose of calculating vacation leave for the employee involved. Time spent on such leave shall not be counted for pay increment purposes.
17.11 Leave without pay for relocation of spouse
- At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse or common-law partner is permanently relocated and up to five (5) years to an employee whose spouse or common-law partner is temporarily relocated.
- Leave without pay granted under this clause shall be deducted from the calculation of continuous employment for the purpose of calculating severance pay and service for the purpose of calculating vacation leave for the employee involved except where the period of such leave is less than three (3) months. Time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.
17.12 Leave with pay for family-related responsibilities
- For the purpose of this clause, family is defined as spouse (or common-law partner resident with the employee); children (including foster children, stepchildren or children of spouse or common-law partner and wards of the employee); grandchildren; parents (including stepparents or foster parents), parents-in-law; siblings, stepsiblings, grandparents of the employee; any relative permanently residing in the employee’s household or with whom the employee permanently resides, any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee, or a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.
- The total leave with pay which may be granted under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.
- Subject to paragraph 17.12(b), the Employer shall grant leave with pay under the following circumstances:
- an employee is expected to make every reasonable effort to schedule medical or dental appointments for family members to minimize or preclude the employee’s absence from work; however, when alternative arrangements are not possible an employee shall be granted leave for a medical or dental appointment when the family member is incapable of attending the appointment by themselves, or for appointments with appropriate authorities in schools or adoption agencies; an employee requesting leave under this provision must notify their supervisor of the appointment as far in advance as possible;
- leave with pay to provide for the immediate and temporary care of a sick or elderly member of the employee’s family and to provide an employee with time to make alternative care arrangements where the illness is of a longer duration;
- leave with pay for needs directly related to the birth or to the adoption of the employee’s child;
- to attend school functions, if the supervisor was notified of the functions as far in advance as possible;
- to provide for the employee’s child in the case of an unforeseeable closure of the school or daycare facility;
- to visit a family member who, due to an incurable terminal illness, is nearing the end of their life;
- fifteen (15) hours out of the thirty-seven decimal five (37.5) hours stipulated in paragraph 17.12(b) above may be used to attend an appointment with a legal or paralegal representative for non-employment-related matters or with a financial or other professional representative, if the supervisor was notified of the appointment as far in advance as possible.
17.13 Court leave with pay
Leave with pay shall be given to every employee, other than an employee already on leave without pay, on education leave, or under suspension who is required:
- to be available for jury selection;
- to serve on a jury;
or - by subpoena or summons to attend as a witness in any proceeding held:
- in or under the authority of a court of justice;
- before a court, judge, justice, magistrate or coroner;
- before the Senate or House of Commons of Canada or a committee of the Senate or House of Commons otherwise than in the performance of the duties of the employee’s position;
- before a legislative council, legislative assembly or house of assembly, or any committee thereof that is authorized by law to compel the attendance of witnesses before it;
or - before an arbitrator or umpire or a person or body of persons authorized by law to make an inquiry and to compel the attendance of witnesses before it.
17.14 Personnel selection leave with pay
Where an employee participates in a personnel selection process, including the appeal process where applicable, for a position in the public service, as defined in the Federal Public Sector Labour Relations Act, the employee is entitled to leave with pay for the period during which the employee’s presence is required for purposes of the selection process, and for such further period as the Employer considers reasonable for the employee to travel to and from the place where their presence is so required. This clause applies equally in respect of personnel selection processes related to deployment.
17.15 Injury-on-duty leave with pay
An employee shall be granted injury-on-duty leave with pay for such reasonable period as may be determined by the Employer where it is determined by a provincial workers’ compensation board that the employee is unable to perform their duties because of:
- personal injury accidentally received in the performance of their duties and not caused by the employee’s wilful misconduct;
- sickness resulting from the nature of their employment;
or - exposure to hazardous conditions in the course of their employment;
if the employee agrees to pay to the Receiver General for Canada any amount received by the employee for loss of wages in settlement of any claim the employee may have in respect of such injury, sickness or exposure.
17.16 Leave with or without pay for other reasons
At its discretion, the Employer may grant leave with or without pay for purposes other than those specified in this agreement.
17.17 Personal leave
Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, fifteen (15) hours of leave with pay for reasons of a personal nature. This leave can be taken in periods of seven decimal five (7.5) hours or three decimal seven five (3.75) hours each.
The leave will be scheduled at times convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as the employee may request.
17.18 Caregiving leave
- An employee who provides the Employer with proof that the employee is in receipt of or awaiting Employment Insurance (EI) compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults may be granted leave without pay while in receipt of or awaiting these benefits.
- The leave without pay described in 17.18(a) shall not exceed twenty-six (26) weeks for compassionate care benefits, thirty-five (35) weeks for family caregiver benefits for children and fifteen (15) weeks for family caregiver benefits for adults, in addition to any applicable waiting period.
- When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for Employment Insurance (EI) compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults has been accepted.
- When an employee is notified that their request for Employment Insurance (EI) compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults has been denied, clause 17.18(a) above ceases to apply.
- Leave granted under this clause shall count for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.
17.19 Domestic violence leave
For the purposes of this article, domestic violence is considered to be any form of abuse or neglect that an employee or an employee’s child experiences from a family member or someone with whom the employee has or had an intimate relationship.
- The parties recognize that employees may be subject to domestic violence in their personal life that could affect their attendance at work.
- Upon request, an employee who is subject to domestic violence or who is the parent of a dependent child who is subject to domestic violence shall be granted domestic violence leave in order to enable the employee, in respect of such violence:
- to seek care and/or support for themselves or their dependent child in respect of a physical or psychological injury or disability;
- to obtain services from an organization which provides services for individuals who are subject to domestic violence;
- to obtain professional counselling;
- to relocate temporarily or permanently;
or - to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.
- Unless otherwise informed by the Employer, a statement signed by the employee stating that they meet the conditions of this article shall, when delivered to the Employer, be considered as meeting the requirements of this article.
- Notwithstanding clauses 17.19(b) to 17.19(c), an employee is not entitled to domestic violence leave if the employee is charged with an offence related to that act or if it is probable, considering the circumstances, that the employee committed that act.
17.20 Leave for traditional Indigenous practices
- Subject to operational requirements as determined by the Employer, fifteen (15) hours of leave with pay and twenty-two decimal five (22.5) hours of leave without pay per fiscal year shall be granted to an employee who self-declares as an Indigenous person and who requests leave to engage in traditional Indigenous practices, including land-based activities such as hunting, fishing, and harvesting. For the purposes of this article, an Indigenous person means First Nations, Inuit or Métis.
- Unless otherwise informed by the Employer, a statement signed by the employee stating that they meet the conditions of this article shall, when delivered to the Employer, be considered as meeting the requirements of this article.
- An employee who intends to request leave under this article must give notice to the Employer as far in advance as possible before the requested period of leave.
- As an alternative to leave without pay as per paragraph 17.20(a), at the request of the employee and at the discretion of the Employer, time off with pay, up to a total amount of twenty-two decimal five (22.5) hours, may be granted to the employee in order to fulfill their traditional Indigenous practices. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Employer. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Employer.
- Leave or time off with pay under this article may be taken in one or more periods. Each period of leave shall not be less than seven decimal five (7.5) hours.
**Article 18: career development
18.01 General
The parties recognize that in order to maintain and enhance professional expertise, employees, from time to time, need to have an opportunity to attend or participate in career development activities described in this article.
18.02 Education leave
- An employee may be granted education leave without pay for varying periods up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for additional or special studies in some field of education in which special preparation is needed to enable the employee to fill their present role more adequately, or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.
- An employee on education leave without pay under this article may receive an allowance in lieu of salary of up to one hundred per cent (100%) of the employee’s annual rate of pay, depending on the degree to which the education leave is deemed, by the Employer, to be relevant to organizational requirements. Where the employee receives a grant, bursary or scholarship, the education leave allowance may be reduced. In such cases, the amount of the reduction shall not exceed the amount of the grant, bursary or scholarship.
- Allowances already being received by the employee may, at the discretion of the Employer, be continued during the period of the education leave. The employee shall be notified when the leave is approved whether such allowances are to be continued in whole or in part.
- As a condition to the granting of education leave, an employee shall, if required, give a written undertaking prior to the commencement of the leave to return to the service of the Employer for a period of not less than the period of the leave granted. If the employee, except with the permission of the Employer:
- fails to complete the course;
- does not resume employment with the Employer on completion of the course;
or - ceases to be employed, except by reason of death or layoff, before termination of the period the employee has undertaken to serve after completion of the course;
the employee shall repay the Employer all allowances paid to the employee under this clause during the education leave or such lesser sum as shall be determined by the Employer.
18.03 Attendance at conferences, conventions and courses
- Career development refers to an activity which is, in the opinion of the Employer, likely to be of assistance to the employee in furthering career development and to the organization in achieving its goals. The following activities shall be deemed to be part of career development:
- a course given by the Employer;
- a course offered by a recognized academic institution;
- a seminar, convention or study session in a specialized field directly related to the employee’s work.
- In the case of denial of a request to attend a conference, the Employer shall give the written reason therefor, upon written request from the employee.
- An employee who attends a conference or convention at the request of the Employer to represent the interests of the Employer shall be deemed to be on duty and, as required, in travel status. The Employer shall pay the registration fees of the convention or conference the employee is required to attend.
- An employee invited to participate in a conference or convention in an official capacity, such as to present a formal address or to give a course related to their field of employment, may be granted leave with pay for this purpose and may, in addition, be reimbursed for their payment of convention or conference registration fees and reasonable travel expenses.
- An employee shall not be entitled to any compensation under Article 9 (overtime) and Article 13 (travelling time), in respect of hours they are in attendance at or travelling to or from a conference or convention under the provisions of this clause, except as provided by paragraph 18.03(f).
18.04 Professional development
- The parties to this agreement share a desire to improve professional standards by giving employees the opportunity, on occasion, to:
- participate in training, workshops, short courses or similar out-service programs to keep up to date with knowledge and skills in their respective fields;
- conduct research or perform work related to their normal research programs in institutions or locations other than those of the Employer;
- carry out research in the employee’s field of specialization not specifically related to their assigned work projects when, in the opinion of the Employer, such research is needed to enable the employee to fill their present role more adequately;
- participate in language workshops, courses or immersion programs to improve and/or attain their language competencies;
and - participate in the Joint Learning Program. The Joint Learning Program (JLP) is a partnership between the Public Service Alliance of Canada (PSAC) and the Treasury Board Secretariat.
18.05
- The Employer shall establish selection criteria for granting leave under clauses 18.02, 18.03 and 18.04. Upon request, a copy of these criteria will be provided to an employee and/or the Institute representative.
- The parties to this collective agreement acknowledge the mutual benefits to be derived from consultation on career development. To this effect, the issue of career development will be a standing item for discussion at all levels, where regular Joint Consultation meetings occur (as per Article 35 (joint consultation)).
18.06 Examination leave with pay
Leave with pay may be granted to an employee for the purpose of writing an examination that will require the employee’s absence during their normal hours of work. Such leave will be granted only where in the opinion of the Employer the course of study is directly related to the employee’s duties or will improve their qualifications.
Article 19: severance pay
19.01 Under the following circumstances and subject to clause 19.02, an employee shall receive severance benefits calculated on the basis of their weekly rate of pay:
- Layoff
- On the first (1st) layoff after June 20, 1969, for the first (1st) complete year of continuous employment, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years of continuous employment, or four (4) weeks’ pay for employees with twenty (20) or more years of continuous employment, plus one (1) week’s pay for each additional complete year of continuous employment, and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365).
- On second (2nd) or subsequent layoff after June 20, 1969, one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), less any period in respect of which the employee was granted severance pay under subclause 19.01(a)(i) above.
- When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity, pursuant to section 12(1)(e) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment to a maximum of twenty-eight (28) weeks.
- When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reason of termination for cause for reasons of incompetence, pursuant to the provisions of section 12(1)(d) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.
19.02 The period of continuous employment used in the calculation of severance benefits payable to an employee under this article shall be reduced by any period of continuous employment in respect of which the employee was already granted severance pay, retiring leave or a gratuity payment in lieu of retiring leave. Under no circumstances shall the maximum severance pay provided under this article be pyramided.
For greater certainty, payments in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) made pursuant to 19.05 to 19.08 under Appendix H or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of 19.02.
19.03 The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for the classification and level prescribed in their certificate of appointment on the date of the termination of their employment.
19.04 Appointment to a separate agency
An employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act shall be paid any outstanding payment in lieu of severance, if applicable under Appendix H.
19.05 For employees who were subject to the payment in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) and who opted to defer their payment, the former provisions outlining the payment in lieu are found at Appendix H.
Article 20: reclassification and statement of duties
20.01 If, during the term of this agreement, a new classification standard is established and implemented by the Employer, the Employer shall, before applying rates of pay to the new levels resulting from the application of the standard, negotiate with the Institute the rates of pay and the rules affecting the pay of employees on their movement to the new levels.
20.02 Upon written request, an employee shall be entitled to a complete and current statement of duties and responsibilities of their position including the position’s classification level and point rating allotted by factor and an organization chart depicting the position’s place in the organization.
Article 21: labour disputes
21.01 If employees are prevented from performing their duties because of a strike or lockout on the premises of another employer, the employees shall report the matter to the Employer and the Employer will make reasonable efforts to ensure, so long as work is available, that such employees are appropriately employed elsewhere and that they shall receive the regular pay and benefits to which they would normally be entitled.
Article 22: safety and health
22.01 The Employer shall continue to make all reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Institute and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury.
22.02 The Employer shall continue to provide, where economically and administratively feasible, working accommodation and facilities to meet the special requirements of information technology services and the Employer agrees to consult with the Institute for the purpose of considering expeditiously the Institute’s suggestions on the subject.
Article 23: technological change
23.01 The parties have agreed that in cases where, as a result of technological change, the services of an employee are no longer required beyond a specified date because of lack of work or the discontinuance of a function, the Workforce Adjustment Agreement in Appendix “E” concluded by the parties will apply. In all other cases, the following clauses will apply.
23.02 In this article, “technological change” means the introduction by the Employer of:
- equipment or material of a substantially different nature than that previously utilized;
- a major change in the Employer’s operation directly related to the introduction of that equipment or material;
- a new technological system, software or hardware of a substantially different nature than that previously utilized;
or - a technological change to a system, software or hardware of a substantially different nature than that previously utilized
which will result in significant changes in the employment status or working conditions requiring new/augmented skills or knowledge of the employees in order to accomplish stated objectives.
23.03 Both parties recognize the potential advantages of technological change and will, therefore, encourage and promote technological change in the Employer’s operations. Where technological change is to be implemented, the Employer will seek ways and means of minimizing adverse effects on employees which might result from such changes.
23.04 The Employer agrees to provide as much advance notice as is practicable but, except in cases of emergency, not less than one hundred and twenty (120) days’ written notice to the Institute of the introduction or implementation of technological change.
23.05 The written notice provided for in clause 23.04 will provide the following information:
- the nature and degree of change;
- the anticipated date or dates on which the Employer plans to effect change;
and - the location or locations involved.
23.06 As soon as reasonably practicable after notice is given under clause 23.04, the Employer shall consult meaningfully with the Institute concerning the effects of the technological change referred to in clause 23.04 on each group of employees. Such consultation will include, but not necessarily be limited to, the following:
- the approximate number, class and location of employees likely to be affected by the change;
- the effect the change may be expected to have on working conditions or terms and conditions of employment on employees;
and - the recognized advantage of expert advice of the employees working directly in their respective fields, and reasonable effort will be made to solicit that expert opinion and/or further advice and recommendations on technology.
23.07 When, as a result of technological change, the Employer determines that an employee requires new skills or knowledge in order to perform the regular/revised duties of the employee’s substantive position, after consultation with the employee the Employer, save for exceptional circumstances, shall provide the necessary training and/or knowledge transfer during the employee’s working hours and at no cost to the employee.
Part 3: labour relations matters
**Article 24: recognition
24.01 The Employer recognizes the Institute as the exclusive bargaining agent for all employees described in the certificate issued by the Federal Public Sector Labour Relations and Employment Board on April 1, 2019, covering employees of the Employer in the Information Technology Group, formerly known as the Computer Systems Group.
24.02 The Employer recognizes that it is a proper function and a right of the Institute to bargain with a view to arriving at a collective agreement and the Employer and the Institute agree to bargain in good faith, in accordance with the provisions of the Federal Public Sector Labour Relations Act.
Article 25: Union dues
25.01 Subject to the provisions of this article, the Employer will, as a condition of employment, deduct an amount equal to the monthly membership dues from the pay of all employees in the bargaining unit.
Where no dues deductions are made from an employee’s salary in respect of any given month as a result of the employee not earning any pay in that month or not earning sufficient pay to permit dues deductions to be made, the Employer shall not be required to make deductions from that employee’s subsequent salary in respect of the month referred to above.
25.02 The Institute shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee defined in clause 25.01.
25.03 For the purpose of applying clause 25.01, deductions from pay for each employee in respect of each month will start with the first (1st) full month of employment to the extent that earnings are available.
25.04 An employee who satisfies the Institute as to the bona fides of their claim and declares in an affidavit that they are a member of a religious organization whose doctrine prevents them as a matter of conscience from making financial contributions to an employee organization and that they will make contributions to a charitable organization registered pursuant to the Income Tax Act, equal to dues, shall not be subject to this article, provided that the affidavit submitted by the employee is countersigned by an official representative of the religious organization involved. The Institute will inform the Employer accordingly.
25.05 No employee organization, as defined in section 2 of the Federal Public Sector Labour Relations Act, other than the Institute, shall be permitted to have membership dues and/or other moneys deducted by the Employer from the pay of employees in the bargaining unit.
25.06 The amounts deducted in accordance with clause 25.01 shall be remitted to the Institute within a reasonable period of time after deductions are made and shall be accompanied by particulars identifying each employee and the deductions made on their behalf.
25.07 The Institute agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application of this article, except for any claim or liability arising out of an error committed by the Employer, in which case the liability shall be limited to the amount of the error.
Article 26: use of Employer facilities
26.01 Access by an Institute representative
An accredited representative of the Institute may be permitted access to the Employer’s premises on stated Institute business and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer.
26.02 Bulletin boards
Reasonable space on bulletin boards, including electronic bulletin boards where available, will be made available to the Institute for the posting of official notices in convenient locations determined by the Employer and the Institute. Notices or other material shall require the prior approval of the Employer, except notices relating to the business affairs of the Institute, including the names of the Institute representatives, and social and recreational events. The Employer shall have the right to refuse the posting of any information that it considers adverse to its interests or to the interests of any of its representatives. Such approval shall not be unreasonably withheld.
26.03 Institute literature
The Employer shall continue its present practice of making available to the Institute specific locations on its premises for the placement of reasonable quantities of literature of the Institute.
**Article 27: information
27.01 The Employer agrees to provide the Institute, on a quarterly basis, with a list of all employees in the bargaining unit. The list referred to herein shall include the name, employing department, geographical location and classification of the employee and shall be provided within one month following the termination of each quarter. As soon as practicable, the Employer agrees to add to the above list the date of appointment for new employees.
27.02 The Employer agrees to supply each employee with a copy of the collective agreement and any amendments thereto. For the purposes of satisfying the Employer’s obligations under this clause, employees may be given electronic access to this agreement provided that the Employer advises each employee that the agreement is available electronically and how it can be accessed. Where electronic access to the collective agreement is unavailable or impractical, an employee will be supplied with a printed copy of the agreement upon request.
27.03 The Employer agrees to distribute to each new employee an information package prepared and supplied by the Institute. Such information package shall require the prior approval of the Employer. The Employer shall have the right to refuse to distribute any information that it considers adverse to its interests or to the interests of any of its representatives.
Article 28: stewards
28.01 The Employer acknowledges the exclusive right of the Institute to appoint stewards from among the members of the bargaining unit for which the Institute is the certified bargaining agent.
28.02 The Employer and the Institute shall, by mutual agreement, determine the area of jurisdiction of each steward, having regard to the plan of organization and the distribution of employees.
28.03 The Institute shall inform the Employer promptly and in writing of the names of its stewards, their jurisdiction, and of any subsequent changes.
28.04 A steward shall obtain the permission of their immediate supervisor before leaving their work to investigate with fellow employees complaints of an urgent nature, to meet with local management for the purpose of dealing with such complaints or problems, and to attend meetings called by management. Such permission shall not be unreasonably withheld. After the steward resumes their duties, they shall so notify their supervisor as soon as practicable.
28.05 The Institute shall have the opportunity to have an employee representative introduced to new employees as part of the Employer’s formal orientation programs, where they exist.
Article 29: leave for labour relations matters
29.01 Federal Public Sector Labour Relations and Employment Board hearings
- Complaints made to the Federal Public Sector Labour Relations and Employment Board pursuant to section 190(1) of the Federal Public Sector Labour Relations Act Where operational requirements permit, in cases of complaints made to the Federal Public Sector Labour Relations and Employment Board pursuant to section 190(1) of the FPSLRA alleging a breach of sections 157, 186(1)(a), 186(1)(b), 186(2)(a)(i), 186(2)(b), 187, 188(a) or 189(1) of the FPSLRA, the Employer will grant leave with pay:
- to an employee who makes a complaint on their own behalf before the Federal Public Sector Labour Relations and Employment Board;
and - to an employee who acts on behalf of an employee making a complaint, or who acts on behalf of the Institute making a complaint.
- to an employee who represents the Institute in an application for certification or in an intervention;
and - to an employee who makes personal representations with respect to a certification.
- to an employee called as a witness by the Federal Public Sector Labour Relations and Employment Board;
and - where operational requirements permit, to an employee called as a witness by an employee or the Institute.
29.02 Arbitration Board hearings, Public Interest Commission hearings and alternate dispute resolution process
- Where operational requirements permit, the Employer will grant leave with pay to an employee representing the Institute before an Arbitration Board, Public Interest Commission or an alternate dispute resolution process.
- Employee called as a witness The Employer will grant leave with pay to an employee called as a witness by an Arbitration Board, Public Interest Commission or an Alternate Dispute Resolution Process and, where operational requirements permit, leave with pay to an employee called as a witness by the Institute.
29.03 Adjudication
- Employee who is a party Where operational requirements permit, the Employer will grant leave with pay to an employee who is a party.
- Employee who acts as representative Where operational requirements permit, the Employer will grant leave with pay to the representative of an employee who is a party.
- Employee called as a witness Where operational requirements permit, the Employer will grant leave with pay to a witness called by an employee who is a party.
29.04 Meetings during the grievance process
- Employee presenting grievance Where operational requirements permit, the Employer will grant to an employee:
- where the Employer originates a meeting with the employee who has presented the grievance, leave with pay when the meeting is held in the headquarters area of such employee and on duty status when the meeting is held outside the headquarters area of such employee;
and - where an employee who has presented a grievance seeks to meet with the Employer, leave with pay to the employee when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee.
29.05 Contract negotiations meetings
The Employer will grant leave without pay to an employee for the purpose of attending contract negotiations meetings on behalf of the Institute.
29.06 Preparatory contract negotiations meetings
Where operational requirements permit, the Employer will grant leave without pay to an employee to attend preparatory contract negotiations meetings.
29.07 Meetings between the Institute and management
Where operational requirements permit, the Employer will grant leave with pay to an employee who is meeting with management on behalf of the Institute.
29.08 Institute official meetings and conventions
Where operational requirements permit, the Employer will grant leave without pay to a reasonable number of employees to attend meetings and conventions provided in the constitution and by-laws of the Institute.
29.09 Representatives’ training courses
Where operational requirements permit, the Employer will grant leave without pay to employees who exercise the authority of a representative on behalf of the Institute to undertake training related to the duties of a representative.
29.10 Determination of leave status
Where the status of leave requested cannot be determined until the Federal Public Sector Labour Relations and Employment Board or an adjudicator has given a decision, leave without pay will be granted pending final determination of the appropriate leave status.
Article 30: contracting out
30.01 The Employer shall make a reasonable effort to use existing employees or hire new indeterminate or term employees as needed before contracting out work described in the Bargaining Certificate and the Group Definition. However, to meet operational requirements, public service managers may choose to contract professional services in certain circumstances instead of making an appointment pursuant to the Public Service Employment Act.
30.02 The Employer will continue past practice in giving all reasonable consideration to continued employment in the public service of employees who would otherwise become redundant because work is contracted out.
30.03 When work is contracted out due to technological change, the provisions of Article 23 shall apply upon the implementation of the new technology.
30.04 Communication
Through Labour Management Consultation Committees, or through another forum as agreed upon by both parties, departmental and Professional Institute of the Public Service of Canada (PIPSC) representatives shall meet to discuss and exchange on issues associated with contracting out, such as but not limited to, the influence on working conditions, complexity of tasks, information on contractors in the workplace, future resource and service requirements, skills inventories, knowledge transfer, position vacancies, workload, and Managed Services.
30.05 Workforce adjustment
Employees potentially affected by an anticipated workforce adjustment shall be retained in preference to the continuation of a contractor provided the employee is capable of performing the necessary work.
Article 31: illegal strikes
31.01 The Federal Public Sector Labour Relations Act provides penalties for engaging in illegal strikes. Both parties agree that disciplinary action may also be taken, which will include penalties up to and including termination of employment, for participation in an illegal strike as defined in the Federal Public Sector Labour Relations Act.
Article 32: interpretation of agreement
32.01 The parties agree that, in the event of a dispute arising out of the interpretation of a clause or article in this agreement, it is desirable that the parties should meet within a reasonable time and seek to resolve the problem. This article does not prevent an employee from availing themselves of the grievance procedure provided in this agreement.
Article 33: grievance procedure
33.01 In cases of alleged misinterpretation or misapplication arising out of agreements concluded by the National Joint Council of the Public Service on items which may be included in a collective agreement and which the parties to this agreement have endorsed, the grievance procedure will be in accordance with section 15 of the NJC by-laws.
33.02 Individual grievances
Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act, an employee may present an individual grievance to the Employer if the employee feels aggrieved:
- by the interpretation or application, in respect of the employee, of
- a provision of a statute or regulation, or of a direction or other instrument made or issued by the Employer, that deals with terms and conditions of employment;
or - a provision of the collective agreement or an arbitral award;
or
33.03 Group grievances
Subject to and as provided in section 215 of the Federal Public Sector Labour Relations Act, the Institute may present a group grievance to the Employer on behalf of employees in the bargaining unit who feel aggrieved by the interpretation or application, common in respect of those employees, of a provision of the collective agreement or an arbitral award.
- In order to present a group grievance, the Institute must first obtain the written consent of each of the employees concerned.
- A group grievance must relate to employees in a single portion of the federal public administration.
33.04 Policy grievances
Subject to and as provided in section 220 of the Federal Public Sector Labour Relations Act, the Institute or the Employer may present a policy grievance in respect of the interpretation or application of the collective agreement or an arbitral award.
A policy grievance may be presented by the Institute only at the final step of the grievance procedure, to an authorized representative of the Employer. The Employer shall inform the Institute of the name, title and address of this representative.
The grievance procedure for a policy grievance by the Employer shall also be composed of a single step, with the grievance presented to an authorized representative of the Institute. The Institute shall inform the Employer of the name, title and address of this representative.
33.05
- For the purposes of this article, a grievor is an employee or, in the case of a group or policy grievance, a steward, Institute staff person or other authorized representative appointed by the Institute.
- No person shall seek by intimidation, by threat of dismissal or by any other kind of threat to cause a grievor to abandon a grievance or refrain from exercising the right to present a grievance, as provided in this collective agreement.
- The parties recognize the value of informal discussion between employees and their supervisors and between the Institute and the Employer to the end that problems might be resolved without recourse to a formal grievance. When notice is given that an employee or the Institute, within the time limits prescribed in clause 33.12, wishes to take advantage of this clause, it is agreed that the period between the initial discussion and the final response shall not count as elapsed time for the purpose of grievance time limits.
33.06 A grievor wishing to present a grievance at any prescribed step in the grievance procedure shall transmit this grievance to the employee’s immediate supervisor or local officer-in-charge, who shall forthwith:
- forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate step,
and - provide the grievor with a receipt stating the date on which the grievance was received.
33.07 A grievance shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the form supplied by the Employer.
33.08 Subject to and as provided for in the Federal Public Sector Labour Relations Act, a grievor who feels treated unjustly or aggrieved by an action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance in the manner prescribed in clause 33.06, except that:
- where there is another administrative procedure provided by or under any act of Parliament to deal with the grievor’s specific complaint such procedure must be followed,
and - where the grievance relates to the interpretation or application of this collective agreement or an arbitral award, an employee is not entitled to present the grievance unless the employee has the approval of and is represented by the Institute.
33.09 There shall be a maximum of three (3) steps in the grievance procedure. These levels shall be as follows:
- step 1: first level of management;
- step 2: intermediate level;
- final step: chief executive or an authorized representative.
33.10 The Employer shall designate a representative at each step in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated together with the name or title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented.
This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Institute.
33.11 An employee who so desires may be assisted and/or represented by the Institute when presenting a grievance at any step. The Institute shall have the right to consult with the Employer with respect to a grievance at each or any step of the grievance procedure.
33.12 A grievor may present a grievance to the first step of the procedure in the manner prescribed in clause 33.06, not later than the twenty-fifth (25th) day after the date on which the grievor is notified or on which the grievor first becomes aware of the action or circumstances giving rise to the grievance. The Employer may present a policy grievance in the manner prescribed in clause 33.04 not later than the twenty-fifth (25th) day after the date on which the Employer is notified orally or in writing or on which the Employer first becomes aware of the action or circumstances giving rise to the policy grievance.
33.13 A grievor may present a grievance at each succeeding step in the grievance procedure beyond the first step either:
- where the decision or settlement is not satisfactory to the grievor, within ten (10) days after that decision or settlement has been conveyed in writing to the grievor by the Employer,
or - where the Employer has not conveyed a decision to the grievor within the time prescribed in clause 33.14, within fifteen (15) days after presentation by the grievor of the grievance at the previous step.
33.14 The Employer shall normally reply to a grievance at any step of the grievance procedure, except the final step, within ten (10) days after the grievance is presented, and within twenty (20) days where the grievance is presented at the final step except in the case of a policy grievance, to which the Employer shall normally respond within thirty (30) days. The Institute shall normally reply to a policy grievance presented by the Employer within thirty (30) days.
33.15 Where an employee has been represented by the Institute in the presentation of the employee’s grievance, the Employer will provide the appropriate representative of the Institute with a copy of the Employer’s decision at each step of the grievance procedure at the same time that the Employer’s decision is conveyed to the employee.
33.16 Where a grievance has been presented up to and including the final step in the grievance process, and the grievance is not one that may be referred to adjudication, the decision on the grievance taken at the final step in the grievance process is final and binding and no further action may be taken under the Federal Public Sector Labour Relations Act.
33.17 In determining the time within which any action is to be taken as prescribed in this procedure, Saturdays, Sundays and designated paid holidays shall be excluded.
33.18 Where the provisions of clause 33.06 cannot be complied with and it is necessary to present a grievance by mail, the grievance shall be deemed to have been presented on the day on which it is postmarked and it shall be deemed to have been received by the Employer on the day it is delivered to the appropriate office of the department or agency concerned. Similarly, the Employer shall be deemed to have delivered a reply at any step on the date on which the letter containing the reply is postmarked, but the time limit within which the grievor may present the grievance at the next higher step shall be calculated from the date on which the Employer’s reply was delivered to the address shown on the grievance form.
33.19 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the grievor and, where appropriate the Institute representative, except as provided in clause 33.21.
33.20 Where it appears that the nature of the grievance is such that a decision cannot be given below a particular step of authority, any or all the steps except the final step may be eliminated by agreement of the Employer and the grievor, and, where applicable, the Institute.
33.21 Where the Employer demotes or terminates an employee pursuant to paragraph 12(1)(c), (d) or (e) of the Financial Administration Act, the grievance procedure set forth in this agreement shall apply except that:
- the grievance may be presented at the final step only,
and - the twenty (20) day time limit within which the Employer is to reply at the final step may be extended to a maximum of forty (40) days by mutual agreement of the Employer and the appropriate representative of the Institute.
33.22 A grievor may by written notice to the immediate supervisor or officer-in-charge abandon a grievance.
33.23 Any grievor who fails to present a grievance to the next higher step within the prescribed time limits shall be deemed to have abandoned the grievance unless, due to circumstances beyond the grievor’s control, the grievor was unable to comply with the prescribed time limits.
33.24 Where a grievance has been presented up to and including the final step in the grievance procedure with respect to:
- the interpretation or application of a provision of this collective agreement or related arbitral award,
or - termination of employment or demotion pursuant to paragraph 12(1)(c), (d) or (e) of the Financial Administration Act,
or - disciplinary action resulting in suspension or financial penalty,
and the grievance has not been resolved, it may be referred to adjudication in accordance with the provisions of the Federal Public Sector Labour Relations Act and Regulations.
33.25 Where a grievance that may be presented by an employee to adjudication is a grievance relating to the interpretation or application in respect of the employee of a provision of this agreement or an arbitral award, the employee is not entitled to refer the grievance to adjudication unless the Institute signifies in prescribed manner:
- its approval of the reference of the grievance to adjudication,
and - its willingness to represent the employee in the adjudication proceedings.
33.26 Expedited adjudication
The parties agree that any adjudicable grievance may be referred to the following expedited adjudication process:
The Professional Institute of the Public Service of Canada and the Treasury Board Secretariat agree to establish a process of expedited adjudication, which may be reviewed at any time by the parties and the Federal Public Sector Labour Relations and Employment Board (FPSLREB). The framework is set out below.
- At the request of either party, a grievance that has been referred to adjudication may be dealt with through expedited adjudication with the consent of both parties.
- Future cases may be identified for this process by either party, subject to the consent of the parties.
- When the parties agree that a particular grievance will proceed through expedited adjudication, the Institute will submit to the FPSLREB the consent form signed by the grievor or the bargaining agent.
- The parties may proceed with or without an agreed statement of facts. When the parties arrive at an agreed statement of facts, it will be submitted to the FPSLREB or to the adjudicator at least forty-eight (48) hours prior to the start of the hearing.
- No witnesses will testify.
- The adjudicator will be appointed by the FPSLREB from among any of the members of the chairperson group, or any of its members who have had at least two (2) years’ experience as a member of the Board.
- Each expedited adjudication session will take place in Ottawa unless the parties and the FPSLREB agree otherwise. The cases will be scheduled jointly by the parties and the FPSLREB and will appear on the FPSLREB hearing schedule.
- The adjudicator will make an oral determination at the hearing which will be recorded and initialled by the representatives of the parties. This will be confirmed in a written determination to be issued by the adjudicator within five (5) days of the hearing. The parties may, at the request of the adjudicator, vary the above conditions in a particular case.
- The adjudicator’s determination will be final and binding on all the parties but will not constitute a precedent. The parties agree not to refer the determination to the Federal Court.
Article 34: National Joint Council agreements
34.01 Agreements concluded by the National Joint Council (NJC) of the Public Service on items which may be included in a collective agreement, and which the parties to this agreement have endorsed after December 6, 1978, and as amended from time to time, will form part of this collective agreement, subject to the Federal Public Sector Labour Relations Act (FPSLRA) and any legislation by Parliament that has been or may be, as the case may be, established pursuant to any act specified in section 113(b) of the FPSLRA.
34.02 The NJC items which may be included in a collective agreement are those items which parties to the NJC agreements have designated as such or upon which the Chairperson of the Federal Public Sector Labour Relations and Employment Board has made a ruling pursuant to (c) of the NJC Memorandum of Understanding which became effective December 6, 1978, as amended from time to time.
34.03 All directives, policies or regulations, which the Institute has opted to take part in consultation, as amended from time to time by the National Joint Council recommendations and which the Treasury Board has approved, form part of this agreement, which may include any new directives, policies or regulations added during the term of this collective agreement.
34.04 Grievances in regard to the NJC directives, policies or regulations shall be filed in accordance with clause 33.01 of this collective agreement.
Article 35: joint consultation
35.01 The parties acknowledge the mutual benefits to be derived from joint consultation and will consult on matters of common interest.
35.02 The subjects that may be determined as appropriate for joint consultation will be by mutual agreement of the parties with the exception of career development, which will be a standing item for discussion at all levels of the Joint Consultation meetings. Consultation may be at the local, regional or national level as determined by the parties.
35.03 Wherever possible, the Employer shall consult with representatives of the Institute at the appropriate level about contemplated changes in conditions of employment or working conditions not governed by this agreement.
35.04 Joint consultation committee meetings
The consultation committees shall be composed of mutually agreeable numbers of employees and Employer representatives who shall meet at mutually satisfactory times. Committee meetings shall normally be held on the Employer’s premises during working hours.
35.05 Employees forming the continuing membership of the Consultation Committees shall be protected against any loss of normal pay by reason of attendance at such meetings with management, including reasonable travel time where applicable.
35.06 Joint consultation committees are prohibited from agreeing to items which would alter any provision of this collective agreement.
Article 36: standards of discipline
36.01 Where written departmental Standards of Discipline are developed or amended, the Employer agrees to supply sufficient information on the Standards of Discipline to each employee and to the Institute.
36.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter.
36.03 Where an employee is required to attend a meeting on disciplinary matters, the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive in writing a minimum of two (2) working days’ notice of such meeting.
36.04 At any administrative inquiry, hearing or investigation conducted by the Employer, where the actions of an employee may have had a bearing on the events or circumstances leading thereto, and the employee is required to appear at the administrative inquiry, hearing or investigation being conducted, the employee may be accompanied by a representative of the Institute. Where practicable, the employee shall receive a minimum of two (2) days’ notice of such administrative inquiry, hearing or investigation being conducted as well as its purpose. The unavailability of the representative will not delay the inquiry, hearing or investigation more than forty-eight (48) hours from the time of notification to the employee.
36.05 When an employee is suspended from duty or terminated for disciplinary reason, in accordance with paragraph 12(1)(c) of the Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination.
36.06 The Employer agrees not to introduce as evidence in a hearing related to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing.
36.07 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period. This period will automatically be extended by the length of any single period of leave without pay in excess of six (6) months.
Part 4: other terms and conditions
**Article 37: part-time employees
Definition
37.01 Part-time employee means a person whose normal scheduled hours of work are less than thirty-seven decimal five (37.5) hours per week, but not less than those prescribed in the Federal Public Sector Labour Relations Act.
General
37.02 Part-time employees shall be entitled to the benefits provided under this agreement in the same proportion as their normal scheduled weekly hours of work compared with the normal weekly hours of work of full-time employees unless otherwise specified in this agreement.
37.03 The days of rest provisions of this collective agreement apply only in a week when a part-time employee has worked five (5) days and a minimum of thirty-seven decimal five (37.5) hours in a week at the hourly rate of pay.
37.04 Leave will only be provided:
- during those periods in which employees are scheduled to perform their duties;
or - where it may displace other leave as prescribed by this agreement.
Designated holidays
37.05 A part-time employee shall not be paid for the designated holidays but shall instead be paid a premium of four decimal six per cent (4.6%) for all straight-time hours worked during the period of part-time employment.
- Should an additional day be proclaimed by an act of Parliament as a national holiday, as per paragraph 12.01(m), this premium will increase by zero decimal thirty-eight (0.38) percentage points.
- The effective date of the percentage point increase will be within one hundred and eighty (180) days after the additional day is proclaimed by an act of Parliament as a national holiday, but not before the day on which the holiday is first observed.
37.06 When a part-time employee is required to work on a day which is prescribed as a designated paid holiday for a full-time employee in clause 12.01 of this agreement, the employee shall be paid time and one half (1 1/2) the hourly rate of pay for all hours worked.
37.07 Overtime means:
- in the case of a part-time employee, authorized work in excess of seven decimal five (7.5) hours per day or thirty-seven decimal five (37.5) hours per week but does not include time worked on a holiday;
- in the case of a part-time employee whose normal scheduled hours of work are in excess of seven decimal five (7.5) hours per day in accordance with clause 37.13 of this article, authorized work in excess of those normal scheduled daily hours or an average of thirty-seven decimal five (37.5) hours per week.
37.08 Subject to clause 9.05 of Article 9 (overtime), a part-time employee who is required to work overtime shall be paid at time and one half for all overtime hours, except where an employee works more than seven decimal five (7.5) overtime hours in any workday the employee shall be paid at double (2) time after the first seven decimal five (7.5) overtime hours until the conclusion of the overtime requirement.
Vacation leave
37.09 A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice (2) the number of hours in the employee’s normal workweek, at the rate for years of employment established in clause 15.02, pro-rated and calculated as follows:
- when the entitlement is nine decimal three seven five (9.375) hours a month, .250 multiplied by the number of hours in the employee’s workweek per month;
- when the entitlement is twelve decimal five (12.5) hours a month, .333 multiplied by the number of hours in the employee’s workweek per month;
- when the entitlement is thirteen decimal seven five (13.75) hours a month, .367 multiplied by the number of hours in the employee’s workweek per month;
- when the entitlement is fourteen decimal three seven five (14.375) hours a month, .383 multiplied by the number of hours in the employee’s workweek per month;
- when the entitlement is fifteen decimal six two five (15.625) hours a month, .417 multiplied by the number of hours in the employee’s workweek per month;
- when the entitlement is sixteen decimal eight seven five (16.875) hours a month, .450 multiplied by the number of hours in the employee’s workweek per month;
- when the entitlement is eighteen decimal seven five (18.75) hours a month, .5 multiplied by the number of hours in the employee’s workweek per month;
Sick leave
37.10 A part-time employee shall earn sick leave credits at the rate of one quarter (1/4) of the number of hours in an employee’s normal workweek for each calendar month in which the employee has received pay for at least two (2) times the number of hours in the employee’s normal workweek.
Vacation and sick leave administration
37.11
- For the purposes of administration of clauses 37.09 and 37.10, where an employee does not work the same number of hours each week, the normal workweek shall be the weekly average calculated on a monthly basis.
- An employee whose employment in any month is a combination of both full-time and part-time employment shall not earn vacation or sick leave credits in excess of the entitlement of a full-time employee.
Severance pay
37.12 Notwithstanding the provisions of Article 19 (severance pay), where the period of continuous employment in respect of which severance benefit is to be paid consists of both full- and part-time employment or varying levels of part-time employment, the benefit shall be calculated as follows: the period of continuous employment eligible for severance pay shall be established and the part-time portions shall be consolidated to equivalent full-time. The equivalent full-time period in years shall be multiplied by the full-time weekly pay rate for the appropriate group and level to produce the severance pay benefit.
Variable hours of work
37.13 Upon request of an employee and with the concurrence of the Employer, a part-time employee may complete their scheduled weekly hours of work in a manner that permits such an employee to work in excess of seven decimal five (7.5) hours in any one day provided that over a period of twenty-eight (28) calendar days the part-time employee works an average of their scheduled weekly hours of work. As part of this clause, attendance reporting shall be mutually agreed between the employee and the Employer.
37.14 For an employee who completes required hours of work pursuant to 37.13, the definition of “daily rate of pay” paragraph 2.01(d) of Article 2 shall not apply.
Bereavement leave
37.15 Notwithstanding clause 37.02, in clause 17.02 (bereavement leave with pay), a “day” will mean a calendar day.
Article 38: employee performance review and employee files
38.01 For the purpose of this article:
- a formal assessment and/or appraisal of an employee’s performance means any written assessment and/or appraisal by any supervisor of how well the employee has performed their assigned tasks during a specified period in the past;
- formal assessments and/or appraisals of employee performance shall be recorded on a form prescribed by the Employer for this purpose.
38.02
- When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. An employee’s signature on their assessment form shall be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form. A copy of the employee’s assessment form shall be provided to them at the time the assessment is signed by the employee.
- The Employer’s representative(s) who assess an employee’s performance must have observed or been aware of the employee’s performance for at least one half (1/2) of the period for which the employee’s performance is evaluated.
- An employee has the right to make written comments to be attached to the performance review form.
38.03 When an employee disagrees with the assessment and/or appraisal of their work the employee shall have the right to present written counter-arguments to the manager(s) or committee(s) responsible for the assessment and/or appraisal decision.
38.04 Upon written request of an employee, the personnel file(s) of that employee shall be made available for the employee’s examination in the presence of an authorized representative of the Employer.
38.05 When a report pertaining to an employee’s performance or conduct is placed on that employee’s personnel file, the employee concerned shall be given:
- a copy of the report placed on their file;
- an opportunity to sign the report in question to indicate that its contents have been read;
and - an opportunity to submit such written representations as the employee may deem appropriate concerning the report and to have such written representations attached to the report.
Article 39: employment references
39.01 On application by an employee, the Employer shall provide personal references to the prospective employer of such employee, indicating length of service, principal duties and responsibilities and performance of such duties.
**Article 40: Correctional Service Specific Duty Allowance
40.01 The Correctional Service Specific Duty Allowance (CSSDA) shall be payable to incumbents of specific positions in the bargaining unit within the Correctional Service of Canada (CSC). The CSSDA provides additional compensation to an incumbent of a position who performs certain duties or responsibilities specific to CSC (that is, custody of inmates, excluding those duties that may be performed by employees occupying CX positions) within penitentiaries as defined in the Corrections and Conditional Release Act, and/or CSC Commissioner Directives.
40.02 The value of the CSSDA shall be two thousand one hundred and forty dollars ($2,140) annually and paid on a biweekly basis in any pay period for which the employee is expected to perform said duties of the specific position in a month.
40.03 When the incumbent of a position to which the CSSDA applies is temporarily assigned or acting in a position to which no CSSDA applies, the employee shall continue to receive the CSSDA applicable to their substantive position. However, if the employee’s basic monthly pay entitlement in the position to which the employee is temporarily acting or assigned, plus the CSSDA, if applicable, is less than their monthly pay entitlement plus the CSSDA in their substantive position, the employee shall receive the CSSDA applicable to their substantive position.
40.04 An employee will be entitled to receive the CSSDA, in accordance with 40.01:
- during any period of paid leave up to a maximum of sixty (60) consecutive calendar days;
or - during the full period of paid leave where an employee is granted injury on duty leave with pay because of an injury resulting from an act of violence from one or more inmates.
40.05 The CSSDA shall not form part of an employee’s salary except for the purposes of the following benefit plans:
- Public Service Superannuation Act
- Public Service Disability Insurance Plan
- Canada Pension Plan
- Québec Pension Plan
- Employment Insurance Act
- Government Employees Compensation Act
- Flying Accidents Compensation Regulations
Article 41: publications and authorship
41.01 The Employer agrees to continue the past practice of ensuring that employees have ready access to all publications considered necessary to their work by the Employer.
41.02 The Employer agrees that original articles, professional and technical papers prepared by an employee, within the scope of the employee’s employment, will be retained on appropriate departmental files for the normal life of such files. The Employer will not unreasonably withhold permission for the publication of original articles or professional and technical papers in professional media. At the Employer’s discretion, recognition of authorship will be given where practicable in departmental publications.
41.03 When an employee acts as a sole or joint author or editor of an original publication, the employee’s authorship or editorship shall normally be shown on the title page of such publication.
41.04
- The Employer may suggest revisions to material and may withhold approval to publish an employee’s publication.
- When approval for publication is withheld, the author(s) shall be so informed.
- Where the Employer wishes to make changes in material submitted for publication with which the author does not agree, the employee shall not be credited publicly if they so request.
Article 42: sexual harassment
42.01 The Institute and the Employer recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the workplace.
42.02
- Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.
- If, by reason of paragraph 42.02(a), a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.
42.03 Upon request by the complainant(s) and/or respondent(s) an official copy of the investigation report shall be provided to them by the Employer subject to the Access to Information Act and Privacy Act.
**Article 43: no discrimination
43.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practised with respect to an employee by reason of age, race, creed, colour, national or ethnic origin, religious affiliation, sex, sexual orientation, gender identity or expression, family status, marital status, genetic characteristics, mental or physical disability, membership or activity in the Institute or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.
Article 44: pregnancy/maternity-related reassignment or leave
44.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24th) week following the birth, request the Employer to modify the employee’s job functions or reassign them to another job if, by reason of the pregnancy or nursing, continuing any of their current functions may pose a risk to their health or that of the fetus or child.
44.02 An employee’s request under clause 44.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Employer may obtain an independent medical opinion.
44.03 An employee who has made a request under clause 44.01 is entitled to continue in their current job while the Employer examines their request, but, if the risk posed by continuing any of their job functions so requires, is the employee is entitled to be immediately assigned alternative duties until such time as the Employer:
- modifies the employee’s job functions or reassigns them,
or - informs the employee in writing that it is not reasonably practicable to modify their job functions or reassign them.
44.04 Where reasonably practicable, the Employer shall modify the employee’s job functions or reassign them.
44.05 Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four (24) weeks after the birth.
44.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks’ notice in writing to the Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.
**Article 45: medical appointments for pregnant employees
45.01 Up to three decimal seven five (3.75) hours of reasonable time off with pay will be granted to pregnant employees for the purpose of attending each routine medical appointment.
45.02 Where a series of continuing appointments are necessary for the treatment of a particular condition relating to the pregnancy, absences shall be charged to sick leave.
**Article 46: religious observance
46.01 The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill their religious obligations.
46.02 Employees may, in accordance with the provisions of this agreement, request annual leave, compensatory leave, personal leave, leave without pay for other reasons or a shift exchange (in the case of a shift worker) in order to fulfill their religious obligations.
46.03 Notwithstanding clause 46.02, at the request of the employee and at the discretion of the Employer, time off with pay may be granted to the employee in order to fulfill their religious obligations. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Employer. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Employer.
46.04 An employee who intends to request leave or time off under this article must give notice to the Employer as far in advance as possible but no later than four (4) weeks before the requested period of absence.
Part 5: pay and duration
Article 47: pay administration
47.01 Except as provided herein, the terms and conditions governing the application of pay to employees are not affected by this agreement.
47.02 An employee is entitled to be paid for services rendered at:
- the pay specified in Appendix “A” for the classification of the position to which the employee is appointed, if the classification coincides with that prescribed;
or - the pay specified in Appendix “A” for the classification prescribed in the employee’s certificate of appointment if that classification and the classification of the position to which they are appointed do not coincide.
47.03
- The rates of pay set forth in Appendix “A” shall become effective on the dates specified.
- Where the rates of pay set forth in Appendix “A” have an effective date prior to the date of signing of this agreement, the following shall apply:
- “retroactive period” for the purpose of subparagraphs (ii) to (v) means the period from the effective date of the revision up to and including the day before the collective agreement is signed or when an arbitral award is rendered therefor;
- a retroactive upward revision in rates of pay shall apply to employees, former employees or in the case of death, the estates of former employees who were employees in the bargaining unit during the retroactive period;
- for initial appointments made during the retroactive period, the rate of pay selected in the revised rates of pay is the rate which is shown immediately below the rate of pay being received prior to the revision;
- for promotions, demotions, deployments, transfers or acting situations effective during the retroactive period, the rate of pay shall be recalculated, in accordance with the Directive on Terms and Conditions of Employment, using the revised rates of pay. If the recalculated rate of pay is less than the rate of pay the employee was previously receiving, the revised rate of pay shall be the rate which is nearest to but not less than the rate of pay being received prior to the revision. However, where the recalculated rate is at a lower step in the range, the new rate shall be the rate of pay shown immediately below the rate of pay being received prior to the revision;
- no payment or no notification shall be made pursuant to paragraph 47.03(b) for one dollar ($1.00) or less.
47.04 Where a salary increment and a salary revision are effected on the same date, the salary increment shall be applied first and the resulting rate shall be revised in accordance with the salary revision.
47.05 When an employee is required by the Employer to perform the duties of a higher classification or grade level on an acting basis for a period of at least three (3) consecutive working days, they shall be paid acting pay calculated from the date on which they commenced to act as if they had been appointed to the higher classification level for the period in which they act. When a day designated as a paid holiday occurs during the qualifying period, the holiday shall be considered as a day worked for purposes of the qualifying period.
47.06
- Each pay increment period for all employees of levels IT-01 to IT-05 inclusive shall be twelve (12) months.
- The pay increment date for an employee appointed on or after December 2, 1997, to a position in the bargaining unit on promotion, demotion, or appointment from outside the public service shall be the anniversary date of such appointment.
- For employees appointed prior to December 2, 1997, their anniversary date will be the date on which the employee received their last pay increment.
47.07 With reference to Appendix “A,” an employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the scale of rates at the rate shown immediately below their former rate.
47.08 This article is subject to the Memorandum of Understanding signed by the Employer and the Professional Institute of the Public Service of Canada dated July 21, 1982, in respect of red-circled employees.
Article 48: agreement reopener
48.01 This agreement may be amended by mutual consent. If either party wishes to amend or vary this agreement, it shall give to the other party notice of any amendment proposed and the parties shall meet and discuss such proposal not later than one (1) calendar month after receipt of such notice.
**Article 49: duration
49.01 The duration of this collective agreement shall be from the date it is signed to December 21, 2025.
49.02 Unless otherwise expressly stipulated, the provisions of this agreement shall become effective on the date it is signed.
49.03 The provisions of this collective agreement shall be implemented by the parties within a period of one hundred and twenty (120) days from the date of signing.
Signed at Ottawa, this 22th day of the month of December, 2023 .
- Marie-Chantal Girard
- Janet Legge
- Nathalie Rodrigue
- Audrey Brousseau
- Stéphane Caron
- Rachel Cyr
- Andrew Davies
- Myriam Dessureault
- Andrew Forberg
- Lauren Hunter
- Anne L’Ecuyer
- Robert Pizzuto
- Marie-Josée Poirier-LeBlanc
- Karen Power
- Jaspal Sandhu
- Jennifer Carr
- Jean-Paul Leduc
- Robert Séguin
- Rob Scott
- Stan Buday
- Matthew Vanner
- Denis Caissy
- Gurbinder Dhillon
- Lucille Shears
- Michael Vincent
- Pierre A. Touchette
- Tony Goddard
- Yvonne Snaddon
- Steven Frechette
**Appendix “A”
IT: Information Technology Group annual rates of pay (in dollars)
Table legend
- $) Effective December 22, 2020
- A) Effective December 22, 2021
- W1) Effective December 22, 2021 – Pay Line Adjustment
- W2) Effective December 22, 2021 – Pay Line Adjustment
- B) Effective December 22, 2022
- X) Effective December 22, 2022 – Wage Adjustment
- C) Effective December 22, 2023
- Y) Effective December 22, 2023 – Pay Line Adjustment
- D) Effective December 22, 2024
- Z) Effective December 22, 2024 – Wage Adjustment
IT-01: annual rates of pay (in dollars)
Effective date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 $) December 22, 2020 60,696 62,940 65,180 67,408 69,634 71,861 74,086 78,216 A) December 22, 2021 61,606 63,884 66,158 68,419 70,679 72,939 75,197 79,389 W1) December 22, 2021 – Pay Line Adjustment 62,530 64,842 67,150 69,445 71,739 74,033 76,325 80,580 B) December 22, 2022 64,719 67,111 69,500 71,876 74,250 76,624 78,996 83,400 X) December 22, 2022 – Wage Adjustment 65,528 67,950 70,369 72,774 75,178 77,582 79,983 84,443 C) December 22, 2023 67,494 69,989 72,480 74,957 77,433 79,909 82,382 86,976 Y) December 22, 2023 – Pay Line Adjustment 67,831 70,339 72,842 75,332 77,820 80,309 82,794 87,411 D) December 22, 2024 69,188 71,746 74,299 76,839 79,376 81,915 84,450 89,159 Z) December 22, 2024 – Wage Adjustment 69,361 71,925 74,485 77,031 79,574 82,120 84,661 89,382 IT-02: annual rates of pay (in dollars)
Effective date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 $) December 22, 2020 75,129 77,535 79,937 82,340 84,745 87,147 89,551 91,953 A) December 22, 2021 76,256 78,698 81,136 83,575 86,016 88,454 90,894 93,332 W1) December 22, 2021 – Pay Line Adjustment 77,400 79,878 82,353 84,829 87,306 89,781 92,257 94,732 B) December 22, 2022 80,109 82,674 85,235 87,798 90,362 92,923 95,486 98,048 X) December 22, 2022 – Wage Adjustment 81,110 83,707 86,300 88,895 91,492 94,085 96,680 99,274 C) December 22, 2023 83,543 86,218 88,889 91,562 94,237 96,908 99,580 102,252 Y) December 22, 2023 – Pay Line Adjustment 83,961 86,649 89,333 92,020 94,708 97,393 100,078 102,763 D) December 22, 2024 85,640 88,382 91,120 93,860 96,602 99,341 102,080 104,818 Z) December 22, 2024 – Wage Adjustment 85,854 88,603 91,348 94,095 96,844 99,589 102,335 105,080 IT-03: annual rates of pay (in dollars)
Effective date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 $) December 22, 2020 88,683 91,737 94,792 97,848 100,901 103,951 107,005 110,182 A) December 22, 2021 90,013 93,113 96,214 99,316 102,415 105,510 108,610 111,835 W1) December 22, 2021 – Pay Line Adjustment 91,363 94,510 97,657 100,806 103,951 107,093 110,239 113,513 B) December 22, 2022 94,561 97,818 101,075 104,334 107,589 110,841 114,097 117,486 X) December 22, 2022 – Wage Adjustment 95,743 99,041 102,338 105,638 108,934 112,227 115,523 118,955 C) December 22, 2023 98,615 102,012 105,408 108,807 112,202 115,594 118,989 122,524 Y) December 22, 2023 – Pay Line Adjustment 99,108 102,522 105,935 109,351 112,763 116,172 119,584 123,137 D) December 22, 2024 101,090 104,572 108,054 111,538 115,018 118,495 121,976 125,600 Z) December 22, 2024 – Wage Adjustment 101,343 104,833 108,324 111,817 115,306 118,791 122,281 125,914 IT-04: annual rates of pay (in dollars)
Effective date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 $) December 22, 2020 101,541 105,042 108,542 112,044 115,545 119,045 122,545 126,390 A) December 22, 2021 103,064 106,618 110,170 113,725 117,278 120,831 124,383 128,286 W1) December 22, 2021 – Pay Line Adjustment 104,610 108,217 111,823 115,431 119,037 122,643 126,249 130,210 B) December 22, 2022 108,271 112,005 115,737 119,471 123,203 126,936 130,668 134,767 X) December 22, 2022 – Wage Adjustment 109,624 113,405 117,184 120,964 124,743 128,523 132,301 136,452 C) December 22, 2023 112,913 116,807 120,700 124,593 128,485 132,379 136,270 140,546 Y) December 22, 2023 – Pay Line Adjustment 113,478 117,391 121,304 125,216 129,127 133,041 136,951 141,249 D) December 22, 2024 115,748 119,739 123,730 127,720 131,710 135,702 139,690 144,074 Z) December 22, 2024 – Wage Adjustment 116,037 120,038 124,039 128,039 132,039 136,041 140,039 144,434 IT-05: annual rates of pay (in dollars)
Effective date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 $) December 22, 2020 115,754 120,070 124,383 128,699 133,016 137,333 141,648 145,964 150,842 A) December 22, 2021 117,490 121,871 126,249 130,629 135,011 139,393 143,773 148,153 153,105 W2) December 22, 2021 – Pay Line Adjustment 120,427 124,918 129,405 133,895 138,386 142,878 147,367 151,857 156,933 B) December 22, 2022 124,642 129,290 133,934 138,581 143,230 147,879 152,525 157,172 162,426 X) December 22, 2022 – Wage Adjustment 126,200 130,906 135,608 140,313 145,020 149,727 154,432 159,137 164,456 C) December 22, 2023 129,986 134,833 139,676 144,522 149,371 154,219 159,065 163,911 169,390 Y) December 22, 2023 – Pay Line Adjustment 130,636 135,507 140,374 145,245 150,118 154,990 159,860 164,731 170,237 D) December 22, 2024 133,249 138,217 143,181 148,150 153,120 158,090 163,057 168,026 173,642 Z) December 22, 2024 – Wage Adjustment 133,582 138,563 143,539 148,520 153,503 158,485 163,465 168,446 174,076 Pay notes for IT-01, IT-02, IT-03 and IT-04:
Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix L, as a lump sum payment. In particular:
- Year 1 (2021) increases (that is, “A” and “W1”): paid as a retroactive lump sum payment equal to a 1.50% economic increase plus a 1.50% pay line adjustment for a compounded total increase of 3.022% of December 22, 2020, rates.
- Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump sum payment equal to the year 1 increases plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 7.961% of December 22, 2020, rates.
- Year 3 (2023) increase (that is, "C" and “Y”): paid as a retroactive lump sum payment equal to the year 1 and 2 increases plus a 3.00% economic increase and a 0.50% pay line adjustment, for a compounded total increase of 11.756% of December 22, 2020, rates.
Pay notes for IT-05:
Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix L, as a lump sum payment. In particular:
- Year 1 (2021) increases (that is, “A” and “W2”): paid as a retroactive lump sum payment equal to a 1.50% economic increase plus a 2.50% pay line adjustment for a compounded total increase of 4.037% of December 22, 2020, rates.
- Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump sum payment equal to the year 1 increases plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 9.025% of December 22, 2020, rates.
- Year 3 (2023) increase (that is, "C" and “Y”): paid as a retroactive lump sum payment equal to the year 1 and 2 increases plus a 3.00% economic increase and a 0.50% pay line adjustment, for a compounded total increase of 12.857% of December 22, 2020, rates.
**Appendix “B”
IT: Information Technology Group weekly, daily and hourly rates of pay
- $) Effective December 22, 2021
IT-01: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1198.44 1242.76 1286.99 1330.98 1374.94 1418.91 1462.84 1544.39 Daily 239.69 248.55 257.40 266.20 274.99 283.78 292.57 308.88 Hourly 31.96 33.14 34.32 35.49 36.67 37.84 39.01 41.18 IT-02: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1483.44 1530.93 1578.37 1625.82 1673.30 1720.73 1768.19 1815.62 Daily 296.69 306.19 315.67 325.16 334.66 344.15 353.64 363.12 Hourly 39.56 40.82 42.09 43.36 44.62 45.89 47.15 48.42 IT-03: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1751.05 1811.37 1871.68 1932.04 1992.31 2052.53 2112.83 2175.58 Daily 350.21 362.27 374.34 386.41 398.46 410.51 422.57 435.12 Hourly 46.69 48.30 49.91 51.52 53.13 54.73 56.34 58.02 IT-04: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 2004.94 2074.08 2143.19 2212.34 2281.45 2350.56 2419.68 2495.59 Daily 400.99 414.82 428.64 442.47 456.29 470.11 483.94 499.12 Hourly 53.47 55.31 57.15 59.00 60.84 62.68 64.52 66.55 IT-05: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Weekly 2308.09 2394.17 2480.16 2566.22 2652.29 2738.39 2824.42 2910.48 3007.76 Daily 461.62 478.83 496.03 513.24 530.46 547.68 564.88 582.10 601.55 Hourly 61.55 63.84 66.14 68.43 70.73 73.02 75.32 77.61 80.21 IT: Information Technology Group weekly, daily and hourly rates of pay
- $) Effective December 22, 2022
IT-01: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1255.90 1302.32 1348.69 1394.78 1440.85 1486.93 1532.95 1618.43 Daily 251.18 260.46 269.74 278.96 288.17 297.39 306.59 323.69 Hourly 33.49 34.73 35.97 37.19 38.42 39.65 40.88 43.16 IT-02: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1554.55 1604.32 1654.02 1703.75 1753.53 1803.22 1852.96 1902.68 Daily 310.91 320.86 330.80 340.75 350.71 360.64 370.59 380.54 Hourly 41.45 42.78 44.11 45.43 46.76 48.09 49.41 50.74 IT-03: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1835.00 1898.21 1961.40 2024.65 2087.82 2150.93 2214.10 2279.88 Daily 367.00 379.64 392.28 404.93 417.56 430.19 442.82 455.98 Hourly 48.93 50.62 52.30 53.99 55.68 57.36 59.04 60.80 IT-04: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 2101.04 2173.51 2245.94 2318.38 2390.81 2463.26 2535.67 2615.23 Daily 420.21 434.70 449.19 463.68 478.16 492.65 507.13 523.05 Hourly 56.03 57.96 59.89 61.82 63.75 65.69 67.62 69.74 IT-05: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Weekly 2418.74 2508.93 2599.05 2689.22 2779.44 2869.65 2959.83 3050.00 3151.95 Daily 483.75 501.79 519.81 537.84 555.89 573.93 591.97 610.00 630.39 Hourly 64.50 66.90 69.31 71.71 74.12 76.52 78.93 81.33 84.05 IT: Information Technology Group weekly, daily and hourly rates of pay
- $) Effective December 22, 2023
IT-01: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1300.04 1348.11 1396.08 1443.81 1491.49 1539.19 1586.82 1675.31 Daily 260.01 269.62 279.22 288.76 298.30 307.84 317.36 335.06 Hourly 34.67 35.95 37.23 38.50 39.77 41.05 42.32 44.67 IT-02: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1609.19 1660.71 1712.15 1763.65 1815.16 1866.62 1918.08 1969.55 Daily 321.84 332.14 342.43 352.73 363.03 373.32 383.62 393.91 Hourly 42.91 44.29 45.66 47.03 48.40 49.78 51.15 52.52 IT-03: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1899.49 1964.93 2030.34 2095.81 2161.20 2226.54 2291.93 2360.03 Daily 379.90 392.99 406.07 419.16 432.24 445.31 458.39 472.01 Hourly 50.65 52.40 54.14 55.89 57.63 59.37 61.12 62.93 IT-04: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 2174.91 2249.90 2324.90 2399.88 2474.84 2549.85 2624.79 2707.16 Daily 434.98 449.98 464.98 479.98 494.97 509.97 524.96 541.43 Hourly 58.00 60.00 62.00 64.00 66.00 68.00 69.99 72.19 IT-05: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Weekly 2503.76 2597.11 2690.39 2783.75 2877.15 2970.52 3063.86 3157.22 3262.75 Daily 500.75 519.42 538.08 556.75 575.43 594.10 612.77 631.44 652.55 Hourly 66.77 69.26 71.74 74.23 76.72 79.21 81.70 84.19 87.01 IT: Information Technology Group weekly, daily and hourly rates of pay
- $) Effective December 22, 2024
IT-01: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1329.37 1378.51 1427.57 1476.37 1525.11 1573.90 1622.60 1713.09 Daily 265.87 275.70 285.51 295.27 305.02 314.78 324.52 342.62 Hourly 35.45 36.76 38.07 39.37 40.67 41.97 43.27 45.68 IT-02: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1645.47 1698.16 1750.77 1803.42 1856.10 1908.71 1961.34 2013.95 Daily 329.09 339.63 350.15 360.68 371.22 381.74 392.27 402.79 Hourly 43.88 45.28 46.69 48.09 49.50 50.90 52.30 53.71 IT-03: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 1942.33 2009.22 2076.13 2143.07 2209.94 2276.74 2343.63 2413.26 Daily 388.47 401.84 415.23 428.61 441.99 455.35 468.73 482.65 Hourly 51.80 53.58 55.36 57.15 58.93 60.71 62.50 64.35 IT-04: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Weekly 2223.95 2300.64 2377.32 2453.98 2530.65 2607.35 2683.97 2768.21 Daily 444.79 460.13 475.46 490.80 506.13 521.47 536.79 553.64 Hourly 59.31 61.35 63.40 65.44 67.48 69.53 71.57 73.82 IT-05: weekly, daily and hourly rates of pay (in dollars)
Pay frequency Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Weekly 2560.22 2655.68 2751.05 2846.52 2942.02 3037.51 3132.95 3228.42 3336.32 Daily 512.04 531.14 550.21 569.30 588.40 607.50 626.59 645.68 667.26 Hourly 68.27 70.82 73.36 75.91 78.45 81.00 83.55 86.09 88.97 Pay notes
Pay adjustment administration
- The pay increment period for full- and part-time employees paid in these scales of rates is twelve (12) months.
- An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (W), (B), (X), (C), (Y), (D) or (Z) scale of rates at the rate shown immediately below the employee’s former rate.
Appendix “C”
Special provisions
D-1.01 An employee required to report aboard ship sailing from home port outside their normally scheduled working hours and who are not required to work aboard on reporting will be paid a premium of one (1) hour’s pay at the straight-time rate.
Marine disaster
D-2.01 Where an employee is assigned to duty aboard a ship and suffers loss of clothing or personal effects (those which can reasonably be expected to accompany the employee aboard ship) because of a marine disaster or shipwreck, they shall be reimbursed for the value of those articles up to a maximum of one thousand dollars ($1,000).
D-2.02
- An employee shall submit to the Employer a full inventory of the employee’s personal effects and shall be responsible for maintaining it in a current state.
- An employee or their estate making a claim under this article shall submit to the Employer reasonable proof of such loss, and shall submit a signed affidavit listing the individual items and values claimed.
- These provisions shall be effective on the date of signing of the collective agreement.
Appendix “D”
Memorandum of Understanding: Red Circling
General
- This memorandum of understanding sets out conditions of employment respecting pay upon reclassification for all employees whose bargaining agent is the Professional Institute of the Public Service of Canada.
- This memorandum of understanding shall remain in effect until amended or cancelled by mutual consent of the parties.
- This memorandum of understanding supersedes the Directive on Terms and Conditions of Employment where the directive is inconsistent with the memorandum of understanding.
- Where the provisions of any collective agreement differ from those set out in the memorandum of understanding, the conditions set out in the memorandum of understanding shall prevail.
- This memorandum of understanding will form part of all collective agreements to which the Professional Institute of the Public Service of Canada and Treasury Board are parties, with effect from December 13, 1981.
Part I
Part I of this memorandum of understanding shall apply to the incumbents of positions which will be reclassified to a group and/or level having a lower attainable maximum rate of pay after the date this memorandum of understanding becomes effective.
Note: The term “attainable maximum rate of pay” means the rate attainable for fully satisfactory performance in the case of levels covered by a performance pay plan or the maximum salary rate in the case of all other groups and levels.
- Prior to a position being reclassified to a group and/or level having a lower attainable maximum rate of pay, the incumbent shall be notified in writing.
- Downward reclassification notwithstanding, an encumbered position shall be deemed to have retained for all purposes the former group and level. In respect to the pay of the incumbent, this may be cited as Salary Protection Status and subject to section 3(b) below shall apply until the position is vacated or the attainable maximum of the reclassified level, as revised from time to time, becomes greater than that applicable, as revised from time to time, to the former classification level. Determination of the attainable maxima rates of pay shall be in accordance with the Directive on Terms and Conditions of Employment.
- The Employer will make a reasonable effort to transfer the incumbent to a position having a level equivalent to that of the former group and/or level of the position.
- In the event that an incumbent declines an offer of transfer to a position as in (a) above in the same geographic area, without good and sufficient reason, that incumbent shall be immediately paid at the rate of pay for the reclassified position.
Part II
Part II of this memorandum of understanding shall apply to incumbents of positions who are in holding rates of pay on the date this memorandum of understanding becomes effective.
- An employee whose position has been downgraded prior to the implementation of this memorandum and is being paid at a holding rate of pay on the effective date of an economic increase and continues to be paid at that rate on the date immediately prior to the effective date of a further economic increase, shall receive a lump-sum payment equal to 100 per cent of the economic increase for the employee’s former group and level (or where a performance pay plan applied to the incumbent, the adjustment to the attainable maximum rate of pay) calculated on the employee’s annual rate of pay.
- An employee who is paid at a holding rate on the effective date of an economic increase, but who is removed from that holding rate prior to the effective date of a further economic increase by an amount less than the employee would have received by the application of paragraph 1 of Part II, shall receive a lump-sum payment equal to the difference between the amount equal to the difference between the amount calculated by the application of paragraph 1 of Part II and any increase in pay resulting from the employee’s removal from the holding rate.
Signed at Ottawa, this 21st day of the month of July, 1982.
**Appendix “E”
Workforce adjustment
Table of contents
- General
- **Application
- Collective agreement
- Objectives
- **Definitions
- Authorities
- Monitoring
- **References
- **Enquiries
- **1.1 Departments
- 1.2 The Treasury Board Secretariat
- 1.3 The Public Service Commission
- 1.4 Employees
- **2.1 Department
- **3.1 General
- 4.1 General
- **4.2 Surplus employees
- **4.3 Laid-off persons
- 5.1 Lower-level position
- **6.1 General
- 6.2 Voluntary programs
- **6.3 Alternation
- **6.4 Options
- 6.5 Retention payment
- Preamble
- 7.1 Definitions
- **7.2 General
- 7.3 Responsibilities
- 7.4 Notice of alternative delivery initiatives
- 7.5 Job offers from new employers
- **7.6 Application of other provisions of the appendix
- 7.7 Lump-sum payments and salary top-up allowances
- 7.8 Reimbursement
- 7.9 Vacation leave credits and severance pay
General
Application
This appendix applies to all indeterminate employees.
Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.
Collective agreement
With the exception of those provisions for which the Public Service Commission (PSC) is responsible, this appendix is part of this collective agreement.
Objectives
It is the policy of the Treasury Board to maximize employment opportunities for indeterminate employees affected by workforce adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.
To this end, every indeterminate employee whose services will no longer be required because of a workforce adjustment situation and for whom the deputy head knows or can predict employment availability will receive a guarantee of a reasonable job offer within the core public administration. Those employees for whom the deputy head cannot provide the guarantee will have access to transitional employment arrangements (as per Part VI and VII).
Definitions
accelerated layoff (mise en disponibilité accélérée) Occurs when a surplus employee makes a request to the deputy head, in writing, to be laid off at an earlier date than that originally scheduled, and the deputy head concurs. Layoff entitlements begin on the actual date of layoff. affected employee (personne salariée touchée) Is an indeterminate employee who has been informed in writing that their services may no longer be required because of a workforce adjustment situation. alternation (échange de postes)
Occurs when an opting employee (not a surplus employee) or a surplus employee having chosen option 6.4.1(a) who wishes to remain in the core public administration exchanges positions with a non-affected employee (the alternate) willing to leave the core public administration with a Transition Support Measure (TSM) or with an education allowance.
alternative delivery initiative (diversification des modes de prestation des services) Is the transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration. appointing department or organization (ministère ou organisation d’accueil) Is a department or organization or agency which has agreed to appoint or consider for appointment (either immediately or after retraining) a surplus or a laid-off person. core public administration (administration publique centrale) Means that part in or under any department or organization, or other portion of the core public administration specified in Schedules I and IV to the Financial Administration Act (FAA) for which the PSC has the sole authority to appoint. deputy head (administratrice générale ou administrateur général) Has the same meaning as in the definition of deputy head set out in section 2 of the Public Service Employment Act (PSEA), and also means their official designate. education allowance (indemnité d’étude)
Is one of the options provided to an indeterminate employee affected by workforce adjustment for whom the deputy head cannot guarantee a reasonable job offer. The Education Allowance is a lump-sum payment, equal to the TSM (see Annex B), plus a reimbursement of tuition from a recognized learning institution, and of book and relevant equipment costs, up to a maximum of seventeen thousand dollars ($17,000).
guarantee of a reasonable job offer (garantie d’une offre d’emploi raisonnable) Is a guarantee of an offer of indeterminate employment within the core public administration provided by the deputy head to an indeterminate employee who is affected by workforce adjustment. Deputy heads will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict employment availability in the core public administration. Surplus employees in receipt of this guarantee will not have access to the options available in Part VI of this appendix. home department or organization (ministère ou organisation d’attache) Is a department or organization or agency declaring an individual employee surplus. laid-off person (personne mise en disponibilité) Is a person who has been laid off pursuant to subsection 64(1) of the PSEA, who still retains a reappointment priority under subsection 41(4) and section 64 of the PSEA. layoff notice (avis de mise en disponibilité) Is a written notice of layoff to be given to a surplus employee at least one (1) month before the scheduled layoff date. This period is included in the surplus period. layoff priority (priorité de mise en disponibilité)
A person who has been laid off is entitled to a priority, in accordance with subsection 41(4) of the PSEA with respect to any position to which the PSC is satisfied that the person meets the essential qualifications; the period of entitlement to this priority is as set out in the Public Service Employment Regulations (PSER).
opting employee (personne salariée optante) Is an indeterminate employee whose services will no longer be required because of a workforce adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has one hundred and twenty (120) days to consider the options of Part 6.4 of this appendix.
organization (organisation) Any board, agency, commission, or other body, specified in Schedules I and IV of the FAA, that is not a department. pay (rémunération) Has the same meaning as rate of pay in the employee’s collective agreement. Priority Information Management System (système de gestion de l’information sur les priorités) Is a system designed by the PSC to facilitate appointments of individuals entitled to statutory and regulatory priorities. reasonable job offer (offre d’emploi raisonnable)
Is an offer of indeterminate employment within the core public administration, normally at an equivalent level but could include lower levels. Surplus employees must be both trainable and mobile. Where practicable, the search for a reasonable job offer will be conducted as follows: 1) within the employee’s headquarters as defined in the Travel Directive; 2) within forty kilometres (40 km) of the employee’s place of work or of the employee’s residence whichever will ensure continued employment; and 3) beyond forty kilometres (40 km). In Alternative Delivery situations, a reasonable offer is one that meets the criteria set out in type 1 and 2 of Part VII of this appendix. A reasonable job offer is also an offer from a FAA Schedule V Employer, providing that:
- The appointment is at a rate of pay and an attainable salary maximum not less than the employee’s current salary and attainable maximum that would be in effect on the date of offer.
- It is a seamless transfer of all employee benefits including a recognition of years of service for the definition of continuous employment and accrual of benefits, including the transfer of sick leave credits, severance pay and accumulated vacation leave credits.
Is an appointment priority accorded pursuant to paragraph 10(1) of the Public Service Employment Regulations, to certain individuals salary-protected under this appendix for the purpose of assisting such persons to re-attain an appointment level equivalent to that from which they were declared surplus.
relocation (réinstallation) Is the authorized geographic move of a surplus employee or laid-off person from one place of duty to another place of duty, beyond what, according to local custom, is a normal commuting distance. relocation of a work unit (réinstallation d’une unité de travail) Is the authorized move of a work unit of any size to a place of duty beyond what, according to local custom, is normal commuting distance from the former work location and from the employee’s current residence. retraining (recyclage) Is on-the-job training or other training intended to enable affected employees, surplus employees and laid-off persons to qualify for known or anticipated vacancies within the core public administration. surplus employee (personne salariée excédentaire) Is an indeterminate employee who has been formally declared surplus, in writing, by their deputy head. surplus priority (priorité de personne salariée excédentaire) Is an entitlement for a priority in appointment accorded in accordance with section 5 of the PSER and pursuant to section 40 of the PSEA; this entitlement is provided to surplus employees to be appointed in priority to another position in the core public administration for which they meet the essential requirements. surplus status (statut de personne salariée excédentaire) An indeterminate employee is in surplus status from the date they are declared surplus until the date of layoff, until they are indeterminately appointed to another position, until their surplus status is rescinded, or until the person resigns. Transition Support Measure (mesure de soutien à la transition) Is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer. The TSM is a lump-sum payment based on the employee’s years of service in the public service, as per Annex B. twelve (12) month surplus priority period in which to secure a reasonable job offer (priorité de personne salariée excédentaire d’une durée de douze (12) mois pour trouver ‘une offre d’emploi raisonnable) Is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer.
work unit (unité de travail) Is an identifiable group of employees that offers a particular service or program as defined by operational requirements determined by the department or organization. workforce adjustment (réaménagement des effectifs) Is a situation that occurs when a deputy head decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, a relocation of a work unit in which the employee does not wish to relocate or an alternative delivery initiative.
Authorities
The PSC has endorsed those portions of this appendix for which it has responsibility.
Monitoring
Departments or organizations shall retain central information on all cases occurring under this appendix, including the reasons for the action; the number, occupational groups and levels of employees concerned; the dates of notice given; the number of employees placed without retraining; the number of employees retrained (including number of salary months used in such training); the levels of positions to which employees are appointed and the cost of any salary protection; and the number, types, and amounts of lump sums paid to employees.
This information will be used by the Treasury Board Secretariat (TBS) to carry out its periodic audits.
References
The primary references for the subject of workforce adjustment are as follows:
- Financial Administration Act
- Values and Ethics Code for the Public Sector
- Public Service Employment Act
- Public Service Employment Regulations
- Federal Public Sector Labour Relations Act
- Public Service Superannuation Act
- Directive on Terms and Conditions of Employment
- NJC Relocation Directive
- Travel Directive
Enquiries
Enquiries about this appendix should be referred to PIPSC, or the responsible officers in departmental or organizational headquarters.
Responsible officers in departmental or organizational headquarters may, in turn, direct questions on the application of this appendix to the Senior Director, Union Engagement and National Joint Council Support, Employee Relations and Total Compensation Sector, TBS.
Enquiries by employees pertaining to entitlements to a priority in appointment or to their status in relation to the priority appointment process should be directed to their departmental or organizational human resource advisors or to the priority advisor of the PSC responsible for their case.
Part I: roles and responsibilities
1.1 Departments or organizations
1.1.1 Since indeterminate employees who are affected by workforce adjustment situations are not themselves responsible for such situations, it is the responsibility of departments or organizations to ensure that they are treated equitably and, given every reasonable opportunity to continue their careers as public service employees.
1.1.2 Departments or organizations shall carry out effective human resource planning to minimize the impact of workforce adjustment situations on indeterminate employees, on the department or organization, and on the public service.
1.1.3 Departments and organizations shall:
- establish joint workforce adjustment committees, where appropriate, to advise and consult on the workforce adjustment situations within the department or organization,
and - notify PIPSC of the responsible officers who will administer this appendix.
Terms of reference of such committee shall include a process for addressing alternation requests from other departments and/or organizations.
1.1.4 Departments or organizations shall, as the home department or organization, cooperate with the PSC and appointing departments or organizations in joint efforts to redeploy departmental or organizational surplus employees and laid-off persons.
1.1.5 Departments or organizations shall establish systems to facilitate redeployment or retraining of the department’s or organization’s affected employees, surplus employees, and laid-off persons.
1.1.6 When a deputy head determines that the services of an employee are no longer required beyond a specified date due to lack of work or discontinuance of a function, the deputy head shall advise the employee, in writing, that their services will no longer be required. A copy of this letter shall be sent forthwith to the President of PIPSC.
Such a communication shall also indicate if the employee:
- is being provided a guarantee of a reasonable job offer from the deputy head and that the employee will be in surplus status from that date on,
or - is an opting employee and has access to the options of section 6.4 of this appendix because the employee is not in receipt of a guarantee of a reasonable job offer from the deputy head.
Where applicable, the communication should also provide the information relative to the employee’s possible layoff date.
1.1.7 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those employees subject to workforce adjustment for whom they know or can predict employment availability in the core public administration.
1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide one hundred and twenty (120) days to consider the three (3) options outlined in Part VI of this appendix to all opting employees before a decision is required of them. If the employee fails to select an option, the employee will be deemed to have selected option 6.4.1(a), twelve (12) month surplus priority period in which to secure a reasonable job offer.
1.1.9 The deputy head shall make a determination to either provide a guarantee of a reasonable job offer or access to the options set out in 6.4 of this appendix, upon request of any indeterminate affected employee who can demonstrate that their duties have already ceased to exist.
1.1.10 Departments or organizations shall send written notice to the PSC of the employee’s surplus status, and shall send to the PSC such details, forms, resumés, and other material as the PSC may from time to time prescribe as necessary for it to discharge its function.
1.1.11 The home department or organization shall provide the PSC with a written statement that it would be prepared to appoint the surplus employee to a suitable position in the department or organization commensurate with the employee’s qualifications, if such a position were available.
1.1.12 Departments or organizations shall advise the President of PIPSC and consult with PIPSC representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process. When the affected employees are identified, the departments or organizations will forward the name, work location, phone number, email address and mailing address of affected employees as per the departmental or organizational employee database of those employees to the President of PIPSC.
1.1.13 Departments or organizations shall provide that employee with the official notification that the employee has become subject to a workforce adjustment and shall remind the employee that the Appendix on Workforce Adjustment of this collective agreement applies.
1.1.14 Deputy heads shall apply this appendix so as to keep actual involuntary layoffs to a minimum, and layoffs shall normally only occur where an individual has refused a reasonable job offer, or is not mobile, or cannot be retrained within two (2) years, or is laid off at the employee’s own request.
1.1.15 Departments or organizations are responsible to counsel and advise their affected employees on their opportunities of finding continuing employment in the public service and shall, to the extent possible, help market surplus employees and laid-off persons to other departments or organizations unless the individuals have advised the department or organization in writing that they are not available for appointment.
1.1.16 Appointment of surplus employees to alternative positions, whether with or without retraining, shall normally be at a level equivalent to that previously held by the employee, but this does not preclude appointment to a lower level. Departments or organizations shall avoid appointment to a lower level except where all other avenues have been exhausted.
1.1.17 Home departments or organizations shall appoint as many of their own surplus employees or laid-off persons as possible, or identify alternative positions (both actual and anticipated) for which individuals can be retrained.
1.1.18 Home departments or organizations shall relocate surplus employees and laid-off persons, if necessary.
1.1.19 Relocation of surplus employees or laid-off persons shall be undertaken when the individuals indicate that they are willing to relocate and relocation will enable their redeployment or reappointment, providing that
- there are no available priority persons, or priority persons with a higher priority, qualified and interested in the position being filled;
or - no available local surplus employees or laid-off persons who are interested and who could qualify with retraining.
1.1.20 The cost of travelling to interviews for possible appointments and of relocation to the new location shall be borne by the employee’s home department or organization. Such cost shall be consistent with the Travel Directive and NJC Relocation Directive.
1.1.21 For the purposes of the NJC Relocation Directive, surplus employees and laid-off persons who relocate under this appendix shall be deemed to be employees on employer-requested relocations. The general rule on minimum distances for relocation applies.
1.1.22 For the purposes of the Travel Directive, laid-off persons travelling to interviews for possible reappointment to core public administration are deemed to be a “traveller” as defined in the Travel Directive.
1.1.23 For the surplus and/or layoff priority periods, home departments or organizations shall pay the salary, salary protection and/or termination costs as well as other authorized costs such as tuition, travel, relocation, and retraining as provided for in the various collective agreements and directives. The appointing department or organization may agree to absorb all or part of these costs.
1.1.24 Where a surplus employee is appointed by another department or organization to a term position, the home department or organization is responsible for the costs above for one (1) year from the date of such appointment, unless the home and appointing departments or organizations agree to a longer period, after which the appointing department or organization becomes the new home department or organization consistent with PSC authorities.
1.1.25 Departments or organizations shall protect the indeterminate status and surplus priority of a surplus indeterminate employee appointed to a term position under this appendix.
1.1.26 Departments or organizations shall inform the PSC in a timely fashion, and in a method directed by the PSC, of the results of all referrals made to them under this appendix. In addition, departments or organizations shall provide feedback to surplus employees and laid-off persons when they are not offered a position for which they were referred.
1.1.27 Departments or organizations shall review the use of private temporary agency personnel, contractors, consultants, and their use of contracted out services, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, departments or organizations shall not engage or re-engage such temporary agency personnel, contractors, consultants, contracted out services, nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.
1.1.28 Nothing in the foregoing shall restrict the Employer’s right to engage or appoint persons to meet short-term, non-recurring requirements. Surplus employees and laid-off persons shall be given priority even for these short-term work opportunities.
1.1.29 Departments or organizations may lay off an employee at a date earlier than originally scheduled when the surplus employee requests them to do so in writing.
1.1.30 Departments or organizations, acting as appointing departments or organizations, shall cooperate with the PSC and other departments or organizations in accepting, to the extent possible, affected employees, surplus employees and laid-off persons, from other departments or organizations for appointment or retraining.
1.1.31 Departments or organizations shall provide surplus employees with a layoff notice at least one (1) month before the proposed layoff date, if appointment efforts have been unsuccessful. Such notice shall be sent to the President of PIPSC.
1.1.32 When a surplus employee refuses a reasonable job offer, they shall be subject to layoff one (1) month after the refusal, however, not before six (6) months after the surplus declaration date. The provisions of 1.3.3 shall continue to apply.
1.1.33 Departments or organizations are to presume that each employee wishes to be redeployed unless the employee indicates the contrary in writing.
1.1.34 Departments or organizations shall inform and counsel affected and surplus employees as early and as completely as possible and shall, in addition, assign a counsellor to each opting and surplus employee and laid-off person to work with them throughout the process. Such counselling is to include explanations and assistance concerning:
- the workforce adjustment situation and its effect on that individual;
- the Workforce Adjustment Appendix;
- the PSC’s Priority Information Management System and how it works from the individual’s perspective;
- preparation of a curriculum vitae or resumé;
- the individual’s rights and obligations;
- the individual’s current situation (for example, pay, benefits such as severance pay and superannuation, classification, language rights, years of service);
- alternatives that might be available to the individual (the alternation process, appointment, relocation, retraining, lower-level employment, term employment, retirement including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, education allowance, payment in lieu of unfulfilled surplus period, resignation, accelerated layoff);
- the likelihood that the individual will be successfully appointed;
- the meaning of a “guarantee of reasonable job offer”, a “twelve (12) month surplus priority period in which to secure a reasonable job offer”, a “TSM”, an “education allowance”;
- the options for individuals not in receipt of a guarantee of a reasonable job offer, the one hundred and twenty (120) day consideration period that includes access to the alternation process;
- advise individuals to seek out proposed alternations and submit requests for approval as soon as possible after being informed they will not be receiving a guarantee of a reasonable job offer;
- the Human Resources Centres and their services (including a recommendation that the employee register with the nearest office as soon as possible);
- preparation for interviews with prospective employers;
- repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;
- advising the individual that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity;
- advising individuals of the right to be represented by the Institute in the application of this appendix;
and
- the Employee Assistance Program.
1.1.35 Home departments or organizations shall ensure that, when it is required to facilitate appointment, a retraining plan is prepared and agreed to in writing by themselves, the employee and the appointing department or organization.
1.1.36 Severance pay and other benefits flowing from other clauses in this collective agreement are separate from, and in addition to, those in this appendix.
1.1.37 Any surplus employee who resigns under this appendix shall be deemed, for the purposes of severance pay and retroactive remuneration, to be involuntarily laid off on the day as of which the deputy head accepts in writing the employee’s resignation.
1.1.38 The department or organization will review the status of each affected employee annually, or earlier, from the date of initial notification of affected status and determine whether the employee will remain on affected status or not.
1.1.39 The department or organization will notify the affected employee, in writing, within five (5) working days of the decision pursuant to subsection 1.1.38.
1.2 The Treasury Board Secretariat (TBS)
1.2.1 It is the responsibility of the TBS to:
- investigate and seek to resolve situations referred by the PSC or other parties,
and - consider departmental or organizational requests for retraining resources,
and - ensure that departments or organizations are provided to the extent possible with information on occupations for which there are skill shortages.
1.3 The Public Service Commission (PSC)
1.3.1 Within the context of workforce adjustment, and the PSC governing legislation, it is the responsibility of the PSC to:
- ensure that priority entitlements are respected;
- ensure that a means exists for priority persons to be assessed against vacant positions and appointed if found qualified against the essential qualifications of the position;
and - ensure that priority persons are provided with information on their priority entitlements.
1.3.2 The PSC is further willing, in accordance with the Privacy Act, to:
- provide the TBS with information related to the administration of priority entitlements which may reflect on departments’ or organizations’ level of compliance with this appendix;
and - provide information to the Institute on the numbers and status of their members in the Priority Information Management System, as well as information on the overall system.
1.3.3 The PSC’s roles and responsibilities flow from its governing legislation, not the collective agreement. As such, any changes made to these roles/responsibilities must be agreed upon by the PSC. For greater detail on the PSC’s role in administering surplus and layoff priority entitlements, refer to Annex C of this appendix.
1.4 Employees
1.4.1 Employees have the right to be represented by PIPSC in the application of this appendix.
1.4.2 Employees who are directly affected by workforce adjustment situations and who receive a guarantee of a reasonable job offer, or who opt, or are deemed to have opted, for option 6.4.1(a) of Part VI of this appendix are responsible for:
- actively seeking alternative employment in cooperation with their departments or organizations and the PSC, unless they have advised the department or organization and the PSC, in writing, that they are not available for appointment;
- seeking information about their entitlements and obligations;
- providing timely information to the home department or organization and to the PSC to assist them in their appointment activities (including curriculum vitae or resumés);
- ensuring that they can be easily contacted by the PSC and appointing departments or organizations, and attending appointments related to referrals;
- seriously considering job opportunities presented to them (referrals within the home department or organization, referrals from the PSC, and job offers made by departments or organizations), including retraining and relocation possibilities, specified period appointments and lower-level appointments.
1.4.3 Opting employees are responsible for:
- considering the options of Part VI of this appendix;
- communicating their choice of options, in writing, to their manager no later than one hundred and twenty (120) days after being declared opting;
and - submitting an alternation request to management before the close of the one hundred and twenty (120) day period, if arranging an alternation with an unaffected employee.
Part II: official notification
2.1 Department or organization
2.1.1 As already mentioned in section 1.1.12, departments or organizations shall advise and consult with the Institute representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process and will make available to the Institute and to the President of PIPSC the name, work location, phone number, email address and mailing address of affected employees as per the departmental or organizational employee database of those employees.
2.1.2 In any workforce adjustment situation which is likely to involve six (6) or more indeterminate employees covered by this appendix, the department or organization concerned shall notify the Treasury Board Secretariat, in writing and in confidence, at the earliest possible date and under no circumstances less than four (4) working days before the situation is announced.
2.1.3 Prior to notifying any potentially affected employee, departments or organizations shall also notify the President of the Institute that has members involved. Such notification is to be in writing, in confidence and at the earliest possible date and under no circumstances less than two (2) working days before any employee is notified of the workforce adjustment situation. This information is to include the identity and location of the work unit(s) involved; the expected date of the announcement; the anticipated timing of the situation; and the numbers of employees, by group and level, who will be affected.
Part III: relocation of a work unit
3.1 General
3.1.1 In cases where a work unit is to be relocated, department(s) or organization(s) shall provide all employees whose positions are to be relocated with written notice of the opportunity to choose whether they wish to move with the position or be treated as if they were subject to a workforce adjustment situation.
3.1.2 Following written notification, employees must indicate, within a period of six (6) months, their intention to move. If the employee’s intention is not to move with the relocated position, the deputy head, after having considered relevant factors, can either provide the employee with a guarantee of a reasonable job offer or access to the options set out in section 6.4 of this appendix.
3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.18 to 1.1.22.
3.1.4 Although departments or organizations will endeavour to respect employee location preferences, in consultation with the TBS, the deputy head may consider offering the relocated position to employees in receipt of a guarantee of a reasonable job offer, after having spent as much time as operations permit looking for a reasonable job offer in the employee’s location preference area.
3.1.5 Employees who are not in receipt of a guarantee of a reasonable job offer shall become opting employees and have access to the options set out in Part VI of this appendix.
Part IV: retraining
4.1 General
4.1.1 To facilitate the redeployment of affected employees, surplus employees, and laid-off persons, departments or organizations shall make every reasonable effort to retrain such persons for:
- existing vacancies,
or - anticipated vacancies identified by management.
4.1.2 It is the responsibility of the employee, the home department or organization and the appointing department or organization to identify retraining opportunities pursuant to subsection 4.1.1.
4.1.3 Subject to the provisions of 4.1.2, the deputy head of the home department or organization shall approve up to two (2) years of retraining.
4.2 Surplus employees
4.2.1 A surplus employee is eligible for retraining providing:
- retraining is needed to facilitate the appointment of the individual to a specific vacant position or will enable the individual to qualify for anticipated vacancies in occupations or locations where there is a shortage of qualified candidates;
and - there are no other available priority persons who qualify for a specific vacant position as referenced in (a) above.
4.2.2 The home department or organization is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the employee and the delegated officers of the home and appointing departments or organizations. The home department or organization is responsible for informing the employee in a timely fashion if a retraining proposal submitted by the employee is not approved. Upon request of the employee, feedback regarding the decision will be provided in writing.
4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee. Departments or organizations will provide the employee with feedback in writing on the progress of the retraining plan on a regular basis.
4.2.4 While on retraining, a surplus employee continues to be employed by the home department or organization and is entitled to be paid in accordance with the employee’s current appointment, unless the appointing department or organization is willing to appoint the employee indeterminately, conditional on successful completion of retraining, in which case the retraining plan shall be included in the letter of offer.
4.2.5 When a retraining plan has been approved and the surplus employee continues to be employed by the home department or organization, the proposed layoff date shall be extended to the end of the retraining period, subject to 4.2.3.
4.2.6 An employee unsuccessful in retraining may be laid off at the end of the surplus period, provided that the Employer has been unsuccessful in making the employee a reasonable job offer.
4.2.7 In addition to all other rights and benefits granted pursuant to this section, a surplus employee who is guaranteed a reasonable job offer, is also guaranteed, subject to the surplus employee’s willingness to relocate, training to prepare the surplus employee for appointment to a position pursuant to section 4.1.1, such training to continue for one (1) year or until the date of appointment to another position, whichever comes first. Appointment to this position is subject to successful completion of the training.
4.3 Laid-off persons
4.3.1 A laid-off person shall be eligible for retraining providing:
- retraining is needed to facilitate the appointment of the individual to a specific vacant position;
- the individual meets the minimum requirements set out in the relevant Selection Standard for appointment to the group concerned;
- there are no other available persons with a priority who qualify for the position;
and
- the appointing department or organization cannot justify a decision not to retrain the individual.
4.3.2 When an individual is offered an appointment conditional on successful completion of retraining, a retraining plan shall be included in the letter of offer. If the individual accepts the conditional offer, they will be appointed on an indeterminate basis to the full level of the position after having successfully completed training and being assessed as qualified for the position. When an individual accepts an appointment to a position with a lower maximum rate of pay than the position from which they were laid off, the employee will be salary protected in accordance with Part V.
Part V: salary protection
5.1 Lower-level position
5.1.1 Surplus employees and laid-off persons appointed to a lower-level position under this appendix shall have their salary and pay equity equalization payments, if any, protected in accordance with the salary protection provisions of this collective agreement, or, in the absence of such provisions, the appropriate provisions of the Directive on Terms and Conditions of Employment.
5.1.2 Employees whose salary is protected pursuant to section 5.1.1 will continue to benefit from salary protection until such time as they are appointed or deployed into a position with a maximum rate of pay that is equal to or higher than the maximum rate of pay of the position from which they were declared surplus or laid off.
Part VI: options for employees
6.1 General
6.1.1 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those affected employees for whom they know or can predict employment availability. A deputy head who cannot provide such a guarantee shall provide reasons in writing, if requested by the employee. Affected employees in receipt of this guarantee would not have access to the choice of options below.
6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have one hundred and twenty (120) days to consider the three (3) options below before a decision is required of them, and
The employee may also participate in the alternation process in accordance with section 6.3 of this appendix within the one hundred and twenty (120) day window before a decision is required of them in 6.1.3.
6.1.3 The opting employee must choose, in writing, one of the three options of section 6.4 of this appendix within the one hundred and twenty (120) day window. The employee cannot change options once having made a written choice. The department shall send a copy of the employee’s choice to the President of PIPSC.
6.1.4 If the employee fails to select an option, the employee will be deemed to have selected option (a), twelve (12) month surplus priority period in which to secure a reasonable job offer at the end of the one hundred and twenty (120) day window.
6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the one hundred and twenty (120) day opting period and prior to the written acceptance of the TSM or the education allowance option, the employee is ineligible for the TSM or the education allowance.
6.1.6 A copy of any letter issued by the departments or organizations under this part or notice of layoff pursuant to the PSEA shall be sent forthwith to the President of PIPSC.
6.2 Voluntary departure program
The Voluntary Departure Program supports employees in leaving the public service when placed in affected status prior to entering a Selection of Employees for Retention or Layoff (SERLO) process, and does not apply if the deputy head can provide a guarantee of a reasonable job offer (GRJO) to affected employees in the work unit.
6.2.1 Departments and organizations shall establish internal voluntary departure programs for all workforce adjustment situations in which the workforce will be reduced and that involves five (5) or more affected employees working at the same group and level within the same work unit and where the deputy head cannot provide a guarantee of a reasonable job offer.
6.2.2 When such voluntary programs are established, employees who volunteer and who are selected for workforce adjustment will be made opting employees.
6.2.3 When the number of volunteers is larger than the required number of positions to be eliminated, volunteers will be selected based on seniority (total years of service in the public service, whether continuous or discontinuous).
6.3 Alternation
6.3.1 All departments or organizations must participate in the alternation process.
6.3.2 An alternation occurs when an opting employee or a surplus employee having chosen option 6.4.1(a) who wishes to remain in the core public administration exchanges positions with a non-affected employee (the alternate) willing to leave the core public administration under the terms of Part VI of this appendix.
6.3.3
- Only opting and surplus employees who are surplus as a result of having chosen option 6.4.1(a) may alternate into an indeterminate position that remains in the core public administration.
- If an alternation is proposed for a surplus employee, as opposed to an opting employee, the TSM that is available to the alternate under 6.4.1(b) or 6.4.1(c)(i) shall be reduced by one week for each completed week between the beginning of the employee’s surplus priority period and the date the alternation is proposed.
6.3.4 An indeterminate employee wishing to leave the core public administration may express an interest in alternating with an opting employee or a surplus employee who is surplus as a result of having chosen option 6.4.1(a). Management will decide, however, whether a proposed alternation will result in retaining the skills required to meet the ongoing needs of the position and the core public administration.
6.3.5 An alternation must permanently eliminate a function or a position.
6.3.6 The opting employee or surplus employee having chosen option 6.4.1(a) moving into the unaffected position must be, to the degree determined by the Employer, able to meet the requirements of the position, including language requirements. The alternate moving into the opting position must meet the requirements of the position, except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five (5) days of the alternation.
6.3.7 An alternation should normally occur between employees at the same group and level. When the two (2) positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. They are considered equivalent when the maximum rate of pay for the higher-paid position is no more than six per cent (6%) higher than the maximum rate of pay for the lower paid position.
6.3.8 An alternation must occur on a given date, that is, two (2) employees directly exchange positions on the same day. There is no provision in alternation for a “domino” effect or for “future considerations.”
For clarity, the alternation of positions shall take place on a given date after approval but may take place after the opting one hundred and twenty (120) day period, such as when the processing of the approved alternation is delayed due to the administrative requirements.
6.3.9 If an alternation is denied, a meeting to discuss the rationale for the decision will be held at the employee’s request. The Institute representative may attend the meeting.
6.4 Options
6.4.1 Only opting employees who are not in receipt of the guarantee of a reasonable job offer from the deputy head will have access to the choice of options below:
- Twelve (12) month surplus priority period in which to secure a reasonable job offer: should a reasonable job offer not be made within a period of twelve (12) months, the employee will be laid off in accordance with the PSEA. Employees who choose or are deemed to have chosen this option are surplus employees.
- At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the one hundred and twenty (120) day opting period referred to in 6.1.2 which remains once the employee has selected in writing option 6.4.1(a).
- When a surplus employee who has chosen, or who is deemed to have chosen, option 6.4.1(a) offers to resign before the end of the twelve (12) month surplus priority period, the deputy head may authorize a lump-sum payment equal to the surplus employee’s pay for the substantive position for the balance of the surplus period, up to a maximum of six (6) months. The amount of the lump-sum payment for the pay in lieu cannot exceed the maximum of that which the employee would have received had they chosen option 6.4.1(b), the TSM.
- Departments or organizations will make every reasonable effort to market a surplus employee during the employee’s surplus period within the employee’s preferred area of mobility.
or
- Education allowance is a TSM (see option 6.4.1(b) above) plus an amount of not more than seventeen thousand dollars ($17,000) for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and relevant equipment. Employees choosing option 6.4.1(c) could either:
- resign from the core public administration but be considered to be laid off for severance pay purposes on the date of their departure. The TSM shall be paid in one (1) or two (2) lump-sum amounts, at the employee’s request over a maximum two (2) year period;
or - delay their departure date and go on leave without pay for a maximum period of two (2) years, while attending the learning institution. The TSM shall be paid in one or two lump-sum amounts, at the employee’s request over a maximum two (2) year period. During this period, employees could continue to be public service benefit plan members and contribute both Employer and employee share to the benefits plans and the Public Service Superannuation Plan. At the end of the two (2) year leave without pay period, unless the employee has found alternate employment in the core public administration, the employee will be laid off in accordance with the PSEA.
6.4.2 Management will establish the departure date of opting employees who choose option 6.4.1(b) or option 6.4.1(c) above.
6.4.3 The TSM, pay in lieu of unfulfilled surplus period and the education allowance cannot be combined with any other payment under the Workforce Adjustment Appendix.
6.4.4 In the cases of: pay in lieu of unfulfilled surplus period, option 6.4.1(b) and 6.4.1(c)(i), the employee relinquishes any priority rights for reappointment upon acceptance of their resignation.
6.4.5 Employees choosing option 6.4.1(c)(ii) who have not provided their department or organization with a proof of registration from a learning institution twelve (12) months after starting their leave without pay period will be deemed to have resigned from the core public administration, and be considered to be laid off for purposes of severance pay.
6.4.6 All opting employees will be entitled to up to one thousand two hundred dollars ($1,200) towards counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial, and job placement counselling services.
6.4.7 A person who has received pay in lieu of unfulfilled surplus period, a TSM or an education allowance and is reappointed to the public service shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such reappointment or hiring, to the end of the original period for which the TSM or education allowance was paid.
6.4.8 Notwithstanding section 6.4.7, an opting employee who has received an education allowance will not be required to reimburse tuition expenses, costs of books and relevant equipment, for which the employee cannot get a refund.
6.4.9 The deputy head shall ensure that pay in lieu of unfulfilled surplus period is only authorized where the employee’s work can be discontinued on the resignation date and no additional costs will be incurred in having the work done in any other way during that period.
6.4.10 If a surplus employee who has chosen, or is deemed to have chosen, option 6.4.1(a) refuses a reasonable job offer at any time during the twelve (12) month surplus priority period, the employee is ineligible for pay in lieu of unfulfilled surplus period.
6.4.11 Approval of pay in lieu of unfulfilled surplus period is at the discretion of management, but shall not be unreasonably denied.
6.5 Retention payment
6.5.1 There are three (3) situations in which an employee may be eligible to receive a retention payment. These are total facility closures, relocation of work units and alternative delivery initiatives.
6.5.2 All employees accepting retention payments must agree to leave the core public administration without priority rights.
6.5.3 An individual who has received a retention payment and, as applicable, is either reappointed, or hired to that portion of the core public administration specified from time to time in Schedules I and IV to the FAA or is hired by the new employer within the six (6) months immediately following the individual’s resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such reappointment or hiring, to the end of the original period for which the lump sum was paid.
6.5.4 The provisions of 6.5.5 shall apply in total facility closures where public service jobs are to cease, and:
- such jobs are in remote areas of the country,
or - retraining and relocation costs are prohibitive,
or - prospects of reasonable alternative local employment, whether within or outside the core public administration are poor.
6.5.5 Subject to 6.5.4, the deputy head shall pay to each employee who is asked to remain until closure of the work unit and offers a resignation from the core public administration to take effect on that closure date, a sum equal to six (6) months’ pay payable upon the day on which the departmental or organizational operation ceases, provided the employee has not separated prematurely.
6.5.6 The provisions of 6.5.7 shall apply in relocation of work units where core public administration work units:
- are being relocated,
and - when the deputy head of the home department or organization decides that, in comparison to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of workplace relocation,
and - where the employee has opted not to relocate with the function.
6.5.7 Subject to 6.5.6, the deputy head shall pay to each employee who is asked to remain until the relocation of the work unit and offers a resignation from the core public administration to take effect on the relocation date, a sum equal to six (6) months’ pay payable upon the day on which the departmental or organizational operation relocates, provided the employee has not separated prematurely.
6.5.8 The provisions of 6.5.9 shall apply in alternative delivery initiatives:
- where the core public administration work units are affected by alternative delivery initiatives;
- when the deputy head of the home department or organization decides that, compared to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of the transfer to the new employer;
and - where the employee has not received a job offer from the new employer or has received an offer and did not accept it.
6.5.9 Subject to 6.5.8, the deputy head shall pay to each employee who is asked to remain until the transfer date and who offers a resignation from the core public administration to take effect on the transfer date, a sum equal to six (6) months’ pay payable upon the transfer date, provided the employee has not separated prematurely.
Part VII: special provisions regarding alternative delivery initiatives
Preamble
The administration of the provisions of this part will be guided by the following principles:
- fair and reasonable treatment of employees;
- value for money and affordability;
and - maximization of employment opportunities for employees.
The parties recognize:
- the Union’s need to represent employees during the transition process;
- the Employer’s need for greater flexibility in organizing the core public administration.
7.1 Definitions
For the purposes of this part, an alternative delivery initiative (diversification des modes d’exécution) is the transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration.
For the purposes of this part, a reasonable job offer (offre d’emploi raisonnable) is an offer of employment received from a new employer in the case of a type 1 or 2 transitional employment arrangement, as determined in accordance with section 7.2.2.
For the purposes of this part, a termination of employment (licenciement d’une personne) is the termination of employment referred to in paragraph 12(1)(f) of the FAA.
7.2 General
Departments or organizations will, as soon as possible after the decision is made to proceed with an alternative delivery initiative (ADI), and if possible, not less than one hundred and eighty (180) days prior to the date of transfer, provide notice to the President of PIPSC.
The notice to PIPSC will include: 1) the program being considered for ADI, 2) the reason for the ADI, and 3) the type of approach anticipated for the initiative.
A joint Workforce Adjustment-Alternative Delivery Initiative (WFA-ADI) committee will be created for ADI and will have equal representation from the department or organization and PIPSC. By mutual agreement, the committee may include other participants. The joint WFA-ADI committee will define the rules of conduct of the committee.
In cases of ADI, the parties will establish a joint WFA-ADI committee to conduct meaningful consultation on the human resources issues related to the ADI in order to provide information to the employee which will assist them in deciding on whether or not to accept the job offer.
- Commercialization In cases of commercialization where tendering will be part of the process, the parties shall make every reasonable effort to come to an agreement on the criteria related to human resources issues (for example, terms and conditions of employment, pension and health care benefits, the take-up number of employees) to be used in the request for proposal (RFP) process. The parties will respect the contracting rules of the federal government.
- Creation of a new agency In cases of the creation of new agencies, the parties shall make every reasonable effort to agree on common recommendations related to human resources issues (for example, terms and conditions of employment, pension, and health care benefits) that should be available at the date of transfer.
- Transfer to existing employers In all other ADI initiatives where an employer-employee relationship already exists the parties will hold meaningful consultations to clarify the terms and conditions that will apply upon transfer. In the cases of commercialization and creation of new agencies, consultation opportunities will be given to PIPSC; however, if after meaningful consultation agreements are not possible, the department may still proceed with the transfer.
7.2.1 The provisions of this part apply only in the case of alternative delivery initiatives and are in exception to other provisions of this appendix. Employees who are affected by alternative delivery initiatives and who receive job offers from the new employer shall be treated in accordance with the provisions of this part and, only where specifically indicated will other provisions of this appendix apply to them.
7.2.2 There are three (3) types of transitional employment arrangements resulting from alternative delivery initiatives:
- Type 1 (full continuity) Type 1 arrangements meet all of the following criteria:
- legislated successor rights apply. Specific conditions for successor rights applications will be determined by the labour legislation governing the new employer;
- the Directive on Terms and Conditions of Employment, the terms of the collective agreement referred to therein and/or the applicable compensation plan will continue to apply to unrepresented and excluded employees until modified by the new employer or by the FPSLREB pursuant to a successor rights application;
- recognition of continuous employment in the core public administration, as defined in the Directive on Terms and Conditions of Employment, for purposes of determining the employee’s entitlements under the collective agreement continued due to the application of successor rights;
- pension arrangements according to the statement of pension principles set out in Annex A, or, in cases where the test of reasonableness set out in that statement is not met, payment of a lump sum to employees pursuant to section 7.7.3;
- transitional employment guarantee: a two-year minimum employment guarantee with the new employer;
- (vi) coverage in each of the following core benefits: health benefits, long-term disability insurance (LTDI) and dental plan;
- short-term disability bridging: recognition of the employee’s earned but unused sick leave credits up to the maximum of the new employer’s LTDI waiting period.
- the average new hourly salary offered by the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is eighty-five per cent (85%) or greater of the group’s current federal hourly remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are the same;
- the average annual salary of the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is eighty-five per cent (85%) or greater of federal annual remuneration (= per cent or greater of federal annual remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are different;
- pension arrangements according to the statement of pension principles as set out in Annex A, or in cases where the test of reasonableness set out in that Statement is not met, payment of a lump sum to employees pursuant to section 7.7.3;
- transitional employment guarantee: employment tenure equivalent to that of the permanent workforce in receiving organizations or a two (2) year minimum employment guarantee;
- coverage in each area of the following core benefits: health benefits, long-term disability insurance (LTDI) and dental plan;
- short-term disability arrangement.
7.2.3 For type 1 and 2 transitional employment arrangements, the offer of employment from the new employer will be deemed to constitute a reasonable job offer for purposes of this part.
7.2.4 For type 3 transitional employment arrangements, an offer of employment from the new employer will not be deemed to constitute a reasonable job offer for purposes of this part.
7.3 Responsibilities
7.3.1 Deputy heads will be responsible for deciding, after considering the criteria set out above, which of the types applies in the case of particular alternative delivery initiatives.
7.3.2 Employees directly affected by alternative delivery initiatives are responsible for seriously considering job offers made by new employers and advising the home department or organization of their decision within the allowed period.
7.4 Notice of alternative delivery initiatives
7.4.1 Where alternative delivery initiatives are being undertaken, departments or organizations shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether they wish to accept the offer.
7.4.2 Following written notification, employees must indicate within a period of sixty (60) days their intention to accept the employment offer.
7.5 Job offers from new employers
7.5.1 Employees subject to this appendix (see “application”) and who do not accept the reasonable job offer from the new employer in the case of type 1 or 2 transitional employment arrangements will be given four (4) months’ notice of termination of employment and their employment will be terminated at the end of that period or on a mutually agreed upon date before the end of the four (4) month notice period except where the employee was unaware of the offer or incapable of indicating an acceptance of the offer.
7.5.2 The deputy head may extend the notice of termination period for operational reasons, but no such extended period may end later than the date of the transfer to the new employer.
7.5.3 Employees who do not accept a job offer from the new employer in the case of type 3 transitional employment arrangements may be declared opting or surplus by the deputy head in accordance with the provisions of the other parts of this appendix.
7.5.4 Employees who accept a job offer from the new employer in the case of any alternative delivery initiative will have their employment terminated on the date on which the transfer becomes effective, or on another date that may be designated by the home department or organization for operational reasons provided that this does not create a break in continuous service between the core public administration and the new employer.
7.6 Application of other provisions of the appendix
7.6.1 For greater certainty, the provisions of Part II: official notification, and Section 6.4: retention payment, will apply in the case of an employee who refuses an offer of employment in the case of a type 1 or 2 transitional employment arrangement. A payment under section 6.4 may not be combined with a payment under the other section.
7.7 Lump-sum payments and salary top-up allowances
7.7.1 Employees who are subject to this appendix (see “Application”) and who accept the offer of employment from the new employer in the case of type 2 transitional employment arrangements will receive a sum equal to three (3) months’ pay, payable upon the day on which the departmental or organizational work or function is transferred to the new employer. The home department or organization will also pay these employees an eighteen (18) month salary top-up allowance equal to the difference between the remuneration applicable to their core public administration position and the salary applicable to their position with the new employer. This allowance will be paid as a lump sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer.
7.7.2 In the case of individuals who accept an offer of employment from the new employer in the case of a type 2 arrangement whose new hourly or annual salary falls below eighty per cent (80%) of their former federal hourly or annual remuneration, departments or organizations will pay an additional six (6) months of salary top-up allowance for a total of twenty-four (24) months under this section and section 7.7.1. The salary top-up allowance equal to the difference between the remuneration applicable to their core public administration position and the salary applicable to their position with the new employer will be paid as a lump sum payable on the day on which the departmental or organizational work or function is transferred to the new employer.
7.7.3 Employees who accept the reasonable job offer from the successor employer in the case of a type 1 or 2 transitional employment arrangement where the test of reasonableness referred to in the statement of pension principles set out in Annex A is not met, that is, where the actuarial value (cost) of the new employer’s pension arrangements are less than six decimal five per cent (6.5%) of pensionable payroll (excluding the employer’s costs related to the administration of the plan) will receive a sum equal to three (3) months’ pay, payable on the day on which the departmental or organizational work or function is transferred to the new employer.
7.7.4 Employees who accept an offer of employment from the new employer in the case of type 3 transitional employment arrangements will receive a sum equal to six (6) months’ pay payable on the day on which the departmental or organizational work or function is transferred to the new employer. The home department or organization will also pay these employees a twelve (12) month salary top-up allowance equal to the difference between the remuneration applicable to their core public administration position and the salary applicable to their position with the new employer. The allowance will be paid as a lump sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer. The total of the lump-sum payment and the salary top-up allowance provided under this section will not exceed an amount equal to one (1) year’s pay.
7.7.5 For the purposes of 7.7.1, 7.7.2 and 7.7.4, the term remuneration includes and is limited to salary plus equal pay adjustments, if any, and supervisory differential, if any.
7.8 Reimbursement
7.8.1 An individual who receives a lump-sum payment and salary top-up allowance pursuant to subsection 7.7.1, 7.7.2, 7.7.3 or 7.7.4 and who is reappointed to that portion of the core public administration specified from time to time in Schedules I and IV to the FAA at any point during the period covered by the total of the lump-sum payment and salary top-up allowance, if any, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of reappointment to the end of the original period covered by the total of the lump-sum payment and salary top-up allowance, if any.
7.8.2 An individual who receives a lump-sum payment pursuant to subsection 7.6.1 and, as applicable, is either reappointed to that portion of the core public administration specified from time to time in Schedules I and IV to the FAA or hired by the new employer, to which the employee’s work was transferred, at any point covered by the lump-sum payment, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of the reappointment or hiring to the end of the original period covered by the lump-sum payment.
7.9 Vacation leave credits and severance pay
7.9.1 Notwithstanding the provisions of this collective agreement concerning vacation leave, an employee who accepts a job offer pursuant to this part may choose not to be paid for earned but unused vacation leave credits, provided that the new employer will accept these credits.
7.9.2 Notwithstanding the provisions of this collective agreement concerning severance pay, an employee who accepts a reasonable job offer pursuant to this part will not be paid severance pay where successor rights apply and/or, in the case of a type 2 transitional employment arrangement, when the new employer recognizes the employee’s years of continuous employment in the core public administration for severance pay purposes and provides severance pay entitlements similar to the employee’s severance pay entitlements at the time of the transfer.
However, an employee who has a severance termination benefit entitlement under the terms of paragraph 19.06(b) or (c) of Appendix H shall be paid this entitlement at the time of transfer.
7.9.3 Where:
- the conditions set out in 7.9.2 are not met,
- the severance provisions of this collective agreement are extracted from this collective agreement prior to the date of transfer to another non-federal public sector employer,
- the employment of an employee is terminated pursuant to the terms of section 7.5.1,
or - the employment of an employee who accepts a job offer from the new employer in a type 3 transitional employment arrangement is terminated on the transfer of the function to the new employer
the employee shall be deemed, for purposes of severance pay, to be involuntarily laid off on the day on which employment in the core public administration terminates.
Annex A: statement of pension principles
- The new employer will have in place, or His Majesty in right of Canada will require the new employer to put in place, reasonable pension arrangements for transferring employees. The test of reasonableness will be that the actuarial value (cost) of the new employer pension arrangements will be at least six decimal five per cent (6.5%) of pensionable payroll, which in the case of defined-benefit pension plans will be as determined by the Assessment Methodology developed by Towers Perrin for the Treasury Board, dated October 7, 1997. This Assessment Methodology will apply for the duration of this collective agreement. Where there is no reasonable pension arrangement in place on the transfer date or no written undertaking by the new employer to put such reasonable pension arrangement in place effective on the transfer date, subject to the approval of Parliament and a written undertaking by the new employer to pay the employer costs, Public Service Superannuation Act (PSSA) coverage could be provided during a transitional period of up to a year.
- Benefits in respect of service accrued to the point of transfer are to be fully protected.
- His Majesty in right of Canada will seek portability arrangements between the Public Service Superannuation Plan and the pension plan of the new employer where a portability arrangement does not yet exist. Furthermore, His Majesty in right of Canada will seek authority to permit employees the option of counting their service with the new employer for vesting and benefit thresholds under the PSSA.
Annex B: Transition Support Measure
Years of service in the public service Transition Support Measure (TSM) (payment in weeks’ pay) 0 10 1 22 2 24 3 26 4 28 5 30 6 32 7 34 8 36 9 38 10 40 11 42 12 44 13 46 14 48 15 50 16 52 17 52 18 52 19 52 20 52 21 52 22 52 23 52 24 52 25 52 26 52 27 52 28 52 29 52 30 49 31 46 32 43 33 40 34 37 35 34 36 31 37 28 38 25 39 22 40 19 41 16 42 13 43 10 44 07 45 04 For indeterminate seasonal and part-time employees, the TSM will be pro-rated in the same manner as severance pay under the terms of this collective agreement.
Severance pay provisions of this collective agreement are in addition to the TSM.
**Annex C: role of PSC in administering surplus and layoff priority entitlements
- The PSC will refer surplus employees and laid-off persons to positions, in all departments, organizations and agencies governed by the PSEA, for which they are potentially qualified for the essential qualifications, unless the individuals have advised the PSC and their home departments or organizations in writing that they are not available for appointment. The PSC will further ensure that entitlements are respected and that priority persons are fairly and properly assessed.
- The PSC, acting in accordance with the Privacy Act, will provide the TBS with information related to the administration of priority entitlements which may reflect on departments’ or organizations’ and agencies’ level of compliance with this appendix.
- The PSC will provide surplus employees and laid-off persons with information on their priority entitlements.
- The PSC will, in accordance with the Privacy Act, provide information to the Institute on the numbers and status of their members who are in the Priority Information Management System and, on a service-wide basis, through reports to the National Joint Council’s Workforce Adjustment Committee.
- The PSC will ensure that a reinstatement priority is given to all employees who are appointed to a position at a lower level.
- The PSC will, in accordance with the Privacy Act, provide information to the Employer, departments or organizations and/or the Institute on referrals of surplus employees and laid-off persons in order to ensure that the priority entitlements are respected.
**Appendix “F”
Memorandum of Agreement Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to the Creation of an Interdepartmental Joint Consultation Committee
This memorandum of agreement (MOA) is to give effect to the understanding reached between the Treasury Board and the Professional Institute of the Public Service of Canada (PIPSC) with respect to the creation of an interdepartmental joint consultation committee.
The parties are committed to engaging in meaningful discussions and consultation with respect to matters that impact the information technology community.
Pursuant to clause 35.02 of the IT group collective agreement, departments are encouraged to continue to address departmental specific training / career development matters through existing joint consultation forums.
In addition, by way of this MOA, an interdepartmental joint consultation committee will be established no later than 120 days following the signing of the collective agreement. The parties agree that the joint committee will be co-chaired by the President of the IT Group or their delegate and a representative of the Treasury Board Secretariat, Office of the Chief Information Officer. This committee will be established as a two-year pilot project to provide an opportunity for the parties to adjust as needed as well as determine long-term options.
As examples, matters may include but will not be limited to:
- training and learning;
- career development;
- career pathways and mobility; and
- behavioural and technical competencies.
This MOA expires on the expiry of the collective agreement.
Appendix “G”
Memorandum of Agreement Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to Certain Terms and Conditions of Employment for Deemed Royal Canadian Mounted Police Civilian Members
General
This memorandum is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada (the Institute) on certain terms and conditions of employment applicable to employees that were Royal Canadian Mounted Police (RCMP) Civilian Members on the day immediately preceding the date on which they were deemed to be persons appointed under the Public Service Employment Act as per the date published in the Canada Gazette (date of deeming).
The parties agree that the terms and conditions of employment applicable to RCMP civilian members will remain in effect until the earlier of the date of deeming or until a date mutually agreed to by the parties. The provisions of the collective agreement and this memorandum of agreement will apply to civilian members thereafter. For greater clarity, paragraphs 3(a). to (c). of the “Memorandum of Understanding between the Treasury Board and the Bargaining Agents with Respect to Implementation of the Collective Agreement” as agreed to by the Institute and Treasury Board do not apply to civilian members.
Upon written request of the Institute, the Employer agrees to incorporate into this agreement any civilian member transition measures, negotiated with any other bargaining agents between now and the date of deeming, that are more generous than those contained in this agreement.
Any amendments to this agreement shall require the written agreement of the Institute and the Employer.
Notwithstanding the applicability of the general provisions of this collective agreement, the following specific provisions also shall apply to deemed civilian members (thereafter former civilian members).
Eligibility
The transition measures contained in this agreement will continue for as long as the former civilian member remains within a bargaining unit represented by the Institute, either:
- within the RCMP;
- for those civilian members that will become Shared Services Canada (SSC) employees at the time of deeming, for as long as they remain within SSC or the RCMP.
Existing leave credits
The Employer agrees to accept any unused, earned leave banks of a former civilian member to which the former civilian member was entitled to on the day immediately prior to the date of deeming (including vacation leave credits, lieu time, operational response, and isolated post credits).
For greater clarity, existing leave banks will not be pro-rated to reflect the change from a forty (40) hour workweek to a thirty-seven decimal five (37.5) hour workweek.
Vacation leave
Accumulation of vacation leave credits
The Employer agrees to maintain the vacation leave credit accrual entitlement that is in effect on the day immediately prior to the date of deeming. The former civilian member will maintain their vacation leave entitlement until the next anniversary of service threshold, provided that the vacation leave credit accrual schedule contained in this collective agreement is equal to or greater than their corresponding leave entitlement.
For greater clarity, the vacation accrual rate post deeming will be pro-rated to reflect the change from a forty (40) hour workweek to a thirty-seven decimal five (37.5) hour workweek in accordance with the following table:
Conversion table
Vacation leave accrual rate prior to deeming (that is, forty (40) hour workweek (CM))
(hourly credits per month)Vacation leave accrual rate post deeming (that is, thirty-seven decimal five (37.5) hour workweek (PSE))
(hourly credits per month)10 9.375 13.33 12.5 16.66 15.625 20 18.75 Vacation leave adjustment
Former civilian members will be granted forty (40) hours of vacation leave credits and these credits will not be subject to the carry-over provisions of the applicable collective agreement.
Former civilian members are subject to all other provisions outlined in the vacation leave article of the relevant collective agreement.
Sick leave
Granting of sick leave credits
In recognition of the civilian members’ transition from an unrestricted sick leave regime to a sick leave bank regime, upon the date of deeming, former civilian members shall be granted a bank of sick leave credits that is the greater of six decimal two five (6.25) hours for each completed calendar month of service or four hundred and eighty-seven decimal five (487.5) hours of sick leave credits.
Pay increment
The anniversary date for the purpose of pay increment will be the date on which the former civilian member received their last pay increment.
Relocation on retirement benefit
Upon the date of deeming, former civilian members who were relocated at the Crown’s expense will be eligible for a retirement relocation. Claims for reimbursement of relocation expenses shall be paid in accordance with the Treasury Board Secretariat (TBS) approved RCMP Relocation Policy that is in effect at the time the former civilian member retires from the core public administration. The Employer also agrees to consult with the Institute about any contemplated changes to this policy.
Funeral and burial entitlements
Former civilian members shall remain eligible for funeral and burial entitlements in accordance with the RCMP’s Death Benefits, Funeral and Burial Entitlements Policy that is in effect at the time the benefits are applied for. The Employer also agrees to consult with the Institute about any contemplated changes to this policy.
Upon their retirement, these entitlements will continue until their death.
Signed at Ottawa this 26th day of the month of February, 2021.
**Appendix “H”
Archived Provisions for the Elimination of Severance Pay for Voluntary Separations (Resignation and Retirement)
This appendix is to reflect the language agreed to by the Employer and the Professional Institute of the Public Service of Canada for the elimination of severance pay for voluntary separations (resignation and retirement) on December 14, 2012. These historical provisions are being reproduced to reflect the agreed language in cases of deferred payment.
On December 9, 2021, the Computer Systems (CS) group officially became the Information Technology (IT) group. All references to the CS group in the subsequent collective agreement were replaced with references to the IT group. Given the historical nature of this appendix, references to the CS group in this specific Appendix remained unchanged for reference purposes.
Article 19: severance pay
Effective date of signing, paragraphs 19.01(b) and (c) are deleted from the collective agreement.
19.01 Under the following circumstances and subject to clause 19.02, an employee shall receive severance benefits calculated on the basis of his weekly rate of pay:
- Lay-off
- On the first (1st) lay-off after June 20, 1969, for the first (1st) complete year of continuous employment, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years of continuous employment, or four (4) weeks’ pay for employees with twenty (20) or more years of continuous employment, plus one (1) week’s pay for each additional complete year of continuous employment, and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365).
- On second (2nd) or subsequent lay-off after June 20, 1969, one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), less any period in respect of which he was granted severance pay under subclause 19.01(a)(i) above.
- On retirement, when an employee is entitled to an immediate annuity or to an immediate annual allowance, under the Public Service Superannuation Act;
or - a part-time employee, who regularly works more than thirteen decimal five (13.5) but less than thirty (30) hours a week, and who, if he were a contributor under the Public Service Superannuation Act, would be entitled to an immediate annuity thereunder, or would have been entitled to an immediate annual allowance if he were a contributor under the Public Service Superannuation Act;
one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum benefit of thirty (30) weeks’ pay.
- When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity, pursuant to section 12(1)(e) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment to a maximum of twenty-eight (28) weeks.
- When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reason of termination for cause for reasons of incompetence, pursuant to the provisions of section 12(1)(d) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.
19.02 The period of continuous employment used in the calculation of severance benefits payable to an employee under this article shall be reduced by any period of continuous employment in respect of which the employee was already granted severance pay, retiring leave or a gratuity payment in lieu of retiring leave. Under no circumstances shall the maximum severance pay provided under this article be pyramided.
For greater certainty, payments made pursuant to 19.05 to 19.08 or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of 19.02.
19.03 The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for the classification and level prescribed in his certificate of appointment on the date of the termination of his employment.
19.04 Appointment to a separate agency
An employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act shall be paid all severance payments resulting from the application of 19.01(b) (prior to date of signing) or 19.05 to 19.08 (commencing date of signing).
19.05 Severance termination
- Subject to 19.02 above, indeterminate employees on date of signing shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks.
- Subject to 19.02 above, term employees on date of signing shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.
Terms of payment
19.06 Options
The amount to which an employee is entitled shall be paid, at the employee’s discretion, either:
- as a single payment at the rate of pay of the employee’s substantive position as of date of signing,
or - as a single payment at the time of the employee’s termination of employment from the core public administration, based on the rate of pay of the employee’s substantive position at the date of termination of employment from the core public administration,
or - as a combination of (a) and (b), pursuant to 19.07(c).
19.07 Selection of option
- The Employer will advise the employee of his or her years of continuous employment no later than three (3) months following the official date of signing of the collective agreement.
- The employee shall advise the Employer of the term of payment option selected within six (6) months from the official date of signing of the collective agreement.
- The employee who opts for the option described in 19.06(c) must specify the number of complete weeks to be paid out pursuant to 19.06(a) and the remainder shall be paid out pursuant to 19.06(b).
- An employee who does not make a selection under 19.07(b) will be deemed to have chosen option 19.06(b).
19.08 Appointment from a different bargaining unit
This clause applies in a situation where an employee is appointed into a position in the CS bargaining unit from a position outside the CS bargaining unit where, at the date of appointment, provisions similar to those in 19.01(b) and (c) are still in force, unless the appointment is only on an acting basis.
- Subject to 19.02 above, on the date an indeterminate employee becomes subject to this agreement after date of signing, he or she shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his substantive position on the day preceding the appointment.
- Subject to 19.02 above, on the date a term employee becomes subject to this agreement after date of signing, he or she shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his substantive position on the day preceding the appointment.
- An employee entitled to severance termination benefits under paragraph (a) or (b) shall have the same choice of options outlined in 19.06; however, the selection of which option must be made within three (3) months of being appointed to the bargaining unit.
- An employee who does not make a selection under 19.08(c) will be deemed to have chosen option 19.06(b).
**Appendix “I”
Memorandum of Understanding Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to an IT Community Training and Development Fund
The purpose of this memorandum is to confirm the understanding reached in negotiations between the parties with respect to a joint training and development fund for the IT community.
Commencing on April 1, 2024, the total funding for all departments will be four million seven hundred and twenty-five thousand dollars ($4,725,000) annually. The funds will be used for training and development initiatives jointly identified by the parties’ interdepartmental joint consultation committee or a mutually agreed upon joint committee.
Unspent amounts would not carry forward. The training provided by the Canada School of Public Service through existing funding arrangements cannot be charged against the allocation.
This MoU expires on the expiry date of the collective agreement.
**Appendix “J”
Memorandum of Understanding Between the Treasury Board and the Professional Institute of the Public Service of Canada in Respect to Leave for Union Business: Cost Recovery
This memorandum of understanding (MoU) is to give effect to an agreement reached between the Treasury Board (the Employer) and the Professional Institute of the Public Service of Canada (the Institute) to implement a system of cost recovery for leave for Union business.
The parties agree to this MoU as a direct result of current Phoenix pay system implementation concerns related to the administration of leave without pay for Union business.
Leave granted to an employee under the following clauses of the collective agreement:
- 29.01(2), 29.05, 29.06, 29.08, 29.09
will be with pay for a total cumulative maximum period of three (3) months per fiscal year.
It is agreed that leave with pay granted under the above-noted clauses for Union business will be paid for by the Employer, pursuant to this MoU, effective upon its signature.
The Institute shall then reimburse the Employer for the total salary paid, including allowances if applicable, for each person-day, in addition to which shall also be paid to the Employer by the Institute an amount equal to six per cent (6%) of the total salary paid for each person-day, which sum represents the Employer’s contribution for the benefits the employee acquired at work during the period of approved leave with pay pursuant to this MoU.
Leave with pay in excess of the total cumulative maximum period of three (3) months per fiscal year may be granted under the above-noted clauses in reasonably limited circumstances. Where leave with pay is extended under such circumstances, the Institute shall reimburse the Employer for the total salary paid, including applicable allowances, for each person-day, in addition to an amount equal to thirteen decimal three per cent (13.3%) of the total salary paid for each person-day.
Under no circumstances will leave with pay under the above-noted clause be granted for any single consecutive period exceeding three (3) months; or for cumulative periods exceeding six (6) months in a twelve (12) months period.
This MoU does not alter the approval threshold for the leave. Should an employee be denied extended leave with pay exceeding three (3) cumulative months or a single consecutive three (3) month period within a fiscal year and the employee’s Union leave is otherwise approved pursuant to the relevant clauses at Article 29, they shall take the leave as leave without pay.
On a bimonthly basis, and within 120 days of the end of the relevant period of leave, the hiring department/agency will invoice the Institute for the amount owed to them by virtue of this understanding. The amount of the gross salaries and the number of days of leave taken for each employee will be included in the statement.
The Institute agrees to reimburse the department/agency for the invoice within sixty (60) days of the date of the invoice.
This MoU expires on the expiry date of this collective agreement or upon implementation of the next-generation HR and pay system, whichever comes first, unless otherwise agreed by the parties.
**Appendix “K”
Memorandum of Understanding Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to Consultation on Informal Conflict Management
This memorandum of understanding is to give effect to the agreement reached between the Treasury Board (the Employer) and the Professional Institute of the Public Service of Canada (the Institute).
The parties recognize the importance of an inclusive informal conflict resolution experience where employees feel supported, heard and respected.
To support the identification of specific informal conflict management needs in departments or organizations, the Employer commits to consulting the Institute on existing informal conflict management (ICM) services currently available to employees of the core public administration (CPA).
In addition, to identify opportunities to improve upon ICM services in the CPA, the Employer will consult the Institute regarding considerations related to Employment Equity, Diversity, Inclusion (EEDI) including those related to Indigenous peoples (First Nations, Inuit, and Métis).
The Employer will begin consultation within ninety (90) days of the signing of the collective agreement. The Employer will endeavour to finalize its review and present its findings to the Institute within one (1) year. This timeline may be extended by mutual agreement.
This memorandum of understanding expires on the expiry date of this collective agreement.
**Appendix “L”
Memorandum of Understanding Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to Implementation of the Collective Agreement
Notwithstanding the provisions of clause 47.03 on the calculation of retroactive payments and clause 49.03 on the collective agreement implementation period, this memorandum is to give effect to the understanding reached between the Employer and the Professional Institute of the Public Service of Canada regarding a modified approach to the calculation and administration of retroactive payments for the current round of negotiations.
- The effective dates for economic increases will be specified in the collective agreement. Other provisions of the collective agreement will be effective as follows:
- All components of the agreement unrelated to pay administration will come into force on signature of this agreement unless otherwise expressly stipulated.
- Changes to existing and new compensation elements such as premiums, allowances, insurance premiums and coverage and changes to overtime rates will become effective within one hundred and eighty (180) days after signature of this agreement, on the date at which prospective elements of compensation increases will be implemented under 2.a).
- Payment of premiums, allowances, insurance premiums and coverage and overtime rates in the collective agreement will continue to be paid as per the previous provisions until changes come into force as stipulated in 1.b).
- The prospective elements of compensation increases (such as prospective salary rate changes and other compensation elements such as premiums, allowances, changes to overtime rates) will be implemented within one hundred and eighty (180) days after signature of this agreement where there is no need for manual intervention.
- Retroactive amounts payable to employees will be implemented within one hundred and eighty (180) days after signature of this agreement where there is no need for manual intervention.
- Prospective compensation increases and retroactive amounts that require manual processing will be implemented within four hundred and sixty (460) days after signature of this agreement.
- Employees in the bargaining unit for whom this collective agreement is not fully implemented within one hundred and eighty (180) days after signature of this collective agreement will be entitled to a lump sum of two hundred dollars ($200) non-pensionable amount when the outstanding amount owed after one hundred and eighty-one (181) days is greater than five hundred dollars ($500). This amount will be included in their final retroactive payment.
- Employees will be provided a detailed breakdown of the retroactive payments received and may request that the compensation services of their department or the Public Service Pay Centre verify the calculation of their retroactive payments, where they believe these amounts are incorrect. The Employer will consult with the Institute regarding the format of the detailed breakdown.
- In such a circumstance, for employees in organizations serviced by the Public Service Pay Centre, they must first complete a Phoenix feedback form indicating what period they believe is missing from their pay. For employees in organizations not serviced by the Public Service Pay Centre, employees shall contact the compensation services of their department.
**Appendix “M”
Memorandum of Understanding Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to Pregnancy/Maternity and Parental Leave
This memorandum of understanding (MOU) is to give effect to the agreement reached between the Treasury Board (the Employer) and the Professional Institute of the Public Service of Canada (the Institute) regarding the review of language under the pregnancy/maternity leave without pay and parental leave without pay articles in the CP, IT, NR, RE, SH and SP collective agreements.
The parties commit to establishing a Joint Committee to review provisions including pregnancy/maternity leave without pay, parental leave without pay, pregnancy/maternity allowance, parental allowance and special parental allowance for totally disabled employees to:
- identify opportunities to simplify the language. The parties agree that the opportunities identified will not result in changes in application, scope or value;
- compare the interactions between the collective agreements and the Employment Insurance Program and Québec Parental Insurance Plan.
The Joint Committee will be comprised of an equal number of representatives from the Employer and the Institute. The Joint Committee will meet within ninety (90) days of the signing of the collective agreement and will endeavour to finalize the review and present the work of the Joint Committee to their principals within one (1) year from the signing of this collective agreement. This timeline may be extended by mutual agreement.
Given the parties’ shared commitment to these ongoing efforts, they may, by mutual consent, avail themselves of Article 48 should a revision be necessary.
This MOU expires on the expiry date of this collective agreement.
- resign from the core public administration but be considered to be laid off for severance pay purposes on the date of their departure. The TSM shall be paid in one (1) or two (2) lump-sum amounts, at the employee’s request over a maximum two (2) year period;
- a provision of a statute or regulation, or of a direction or other instrument made or issued by the Employer, that deals with terms and conditions of employment;
- where the Employer originates a meeting with the employee who has presented the grievance, leave with pay when the meeting is held in the headquarters area of such employee and on duty status when the meeting is held outside the headquarters area of such employee;
- to an employee who makes a complaint on their own behalf before the Federal Public Sector Labour Relations and Employment Board;
- fails to satisfy the eligibility requirement specified in subparagraph 17.07(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits;
- a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option),
- fails to satisfy the eligibility requirement specified in subparagraph 17.04(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits;
- where the employee has not yet proceeded on pregnancy/maternity leave without pay and their newborn child is hospitalized,
- their regular pay for the day for a combined period of travel and work not exceeding seven decimal five (7.5) hours;
- compensation at the applicable overtime rate,
- to an employee who is in travel status that entitles them to claim expenses for lodging and/or meals;
- Federal Public Sector Labour Relations and Employment Board proceedings