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Agreement between the Treasury Board and The Professional Institute of the Public Service of Canada

Applied Science and Patent Examination

Expiry Date: September 30, 2007

THIS AGREEMENT COVERS THE FOLLOWING GROUPS:
CODE	GROUP
201	Actuarial Science	(AC)
202	Agriculture	(AG)
205	Biological Science	(BI)
206	Chemistry	(CH)
211	Forestry	(FO)
218	Meteorology	(MT)
222	Physical Sciences	(PC)
224	Scientific Regulation	(SG-SRE)
230	Patent	(SG-PAT)

**Asterisks denote changes from the previous Collective Agreement.

Table of Contents

ARTICLE 1 PURPOSE OF AGREEMENT
ARTICLE 2 INTERPRETATION AND DEFINITIONS
ARTICLE 3 OFFICIAL TEXTS
ARTICLE 4 APPLICATION
ARTICLE 5 MANAGEMENT RIGHTS
ARTICLE 6 RIGHTS OF EMPLOYEES
ARTICLE 7 PUBLICATIONS AND AUTHORSHIP
**ARTICLE 8 HOURS OF WORK
ARTICLE 9 OVERTIME
ARTICLE 10 CALL-BACK
ARTICLE 11 STANDBY
ARTICLE 12 DESIGNATED PAID HOLIDAYS
**ARTICLE 13 TRAVELLING TIME
ARTICLE 14 LEAVE - GENERAL
**ARTICLE 15 VACATION LEAVE
**ARTICLE 16 SICK LEAVE
ARTICLE 17 OTHER LEAVE WITH OR WITHOUT PAY

**ARTICLE 18 CAREER DEVELOPMENT
**ARTICLE 19 SEVERANCE PAY
ARTICLE 20 STATEMENT OF DUTIES
ARTICLE 21 REGISTRATION FEES
**ARTICLE 22 DIVING ALLOWANCE
ARTICLE 23 IMMUNIZATION
**ARTICLE 24 TECHNOLOGICAL CHANGE
ARTICLE 25 SAFETY AND HEALTH
**ARTICLE 26 RECOGNITION
ARTICLE 27 CHECK-OFF
ARTICLE 28 USE OF EMPLOYER FACILITIES
ARTICLE 29 INFORMATION
ARTICLE 30 STEWARDS
**ARTICLE 31 LEAVE FOR STAFF RELATIONS MATTERS
ARTICLE 32 CONTRACTING OUT
ARTICLE 33 ILLEGAL STRIKES
ARTICLE 34 INTERPRETATION OF AGREEMENT
**ARTICLE 35 GRIEVANCE PROCEDURE
**ARTICLE 36 NATIONAL JOINT COUNCIL AGREEMENTS
**ARTICLE 37 JOINT CONSULTATION
ARTICLE 38 STANDARDS OF DISCIPLINE
ARTICLE 39 LABOUR DISPUTES
ARTICLE 40 PART-TIME EMPLOYEES
**ARTICLE 41 EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES
ARTICLE 42 EMPLOYMENT REFERENCES
ARTICLE 43 SEXUAL HARASSMENT
**ARTICLE 44 NO DISCRIMINATION
**ARTICLE 45 PENOLOGICAL FACTOR ALLOWANCE
**ARTICLE 46 PAY
ARTICLE 47 AGREEMENT RE-OPENER
**ARTICLE 48 DURATION

**APPENDIX "A"

APPENDIX "B"

**APPENDIX "C"

**APPENDIX "D"

**APPENDIX "E"

**APPENDIX "F"

APPENDIX "G"

ARTICLE 1
PURPOSE OF AGREEMENT

1.01 The purpose of this Agreement is to maintain harmonious and mutually beneficial relationships between the Employer, the employees and the Institute, to set forth certain terms and conditions of employment relating to remuneration, hours of work, employee benefits and general working conditions affecting employees covered by this Agreement.

1.02 The parties to this Agreement share a desire to improve the quality of the Public Service of Canada, to maintain professional standards and to promote the well-being and increased efficiency of its employees to the end that the people of Canada will be well and effectively served. Accordingly, they are determined to establish within the framework provided by law, an effective working relationship at all levels of the Public Service in which members of the bargaining unit are employed.

ARTICLE 2
INTERPRETATION AND DEFINITIONS

2.01 For the purpose of this Agreement:

"bargaining unit" means the employees of the Employer in the group described in Article 26 - Recognition (« unité de négociation »);

"common-law partner" refers to a person living in a conjugal relationship with an employee for a continuous period of at least one year (« conjoint de fait »);

"continuous employment" has the same meaning as specified in the Public Service Terms and Conditions of Employment Regulations on the date of signing of this agreement (« emploi continu »);

"daily rate of pay" means an employee's weekly rate of pay divided by five (5) (« taux de rémunération journalier »);

"day of rest" in relation to an employee means a day, other than a designated paid holiday, on which that employee is not ordinarily required to perform duties other than by reason of the employee being on leave (« jour de repos »);

"designated paid holiday" means the twenty-four (24) hour period commencing at 00:01 hour of a day designated as a holiday in this Agreement (« jour férié désigné payé »);

"double time" means two (2) times the employee's hourly rate of pay (« tarif double »);

"employee" means a person so defined by the Public Service Labour Relations Act and who is a member of the bargaining unit (« employé »);

"Employer" means Her Majesty in right of Canada as represented by the Treasury Board, and includes any person authorized to exercise the authority of the Treasury Board (« Employeur »);

"headquarters area" has the same meaning as given to the expression in the Travel Policy (« région du lieu d'affectation »);

"hourly rate of pay" means a full-time employee's weekly rate of pay divided by thirty-seven and one-half (37 1/2) (« taux de rémunération horaire »);

"Institute" means the Professional Institute of the Public Service of Canada (« Institut »);

"lay-off" means the termination of an employee's employment because of lack of work or because of the discontinuance of a function (« licenciement »);

"leave" means authorized absence from duty (« congé »);

"membership dues" means the dues established pursuant to the by-laws and regulations of the Institute as the dues payable by its members as a consequence of their membership in the Institute, and shall not include any initiation fee, insurance premium, or special levy (« cotisations syndicales »);

"overtime" means work required by the Employer, to be performed by the employee in excess of the employee's daily hours of work (« heures supplémentaires »);

"spouse" will, when required, be interpreted to include common-law partner except, for the purposes of the Foreign Service Directives, the definition of spouse will remain as specified in Directive 2 of the Foreign Service Directives (« époux »);

"time and one-half" means one and one half (1 1/2) times the employee's hourly rate of pay (« tarif et demi »);

"weekly rate of pay" means an employee's annual rate of pay divided by 52.176 (« taux de rémunération hebdomadaire »).

2.02 Except as otherwise provided in this Agreement, expressions used in this Agreement,

(a) if defined in the Public Service Labour Relations Act, have the same meaning as given to them in the Public Service Labour Relations Act,

and

(b) if defined in the Interpretation Act, but not defined in the Public Service Labour Relations Act, have the same meaning as given to them in the Interpretation Act.

ARTICLE 3
OFFICIAL TEXTS

3.01 Both the English and French texts of this Agreement shall be official.

ARTICLE 4
APPLICATION

4.01 The provisions of this Agreement apply to the Institute, employees and the Employer.

4.02 In this Agreement, words importing the masculine gender shall include the feminine gender.

ARTICLE 5
MANAGEMENT RIGHTS

5.01 All the functions, rights, powers and authority which the Employer has not specifically abridged, delegated or modified by this Agreement are recognized by the Institute as being retained by the Employer.

ARTICLE 6
RIGHTS OF EMPLOYEES

6.01 Nothing in this Agreement shall be construed as an abridgement or restriction of an employee's constitutional rights or of any right expressly conferred in an Act of the Parliament of Canada.

ARTICLE 7
PUBLICATIONS AND AUTHORSHIP

Preamble

For the purpose of this article: "Publication" shall include, for example, scientific and professional papers, articles, manuscripts, monographs, audio and visual products, and computer software.

7.01 The Employer agrees to continue the present practice of ensuring that employees have ready access to all publications considered necessary to their work by the Employer.

7.02 The Employer agrees that publications 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 publication. At the Employer's discretion, recognition of authorship will be given where practicable in departmental publications.

7.03 When an employee acts as a sole or joint author or editor of a publication, the authorship or editorship shall normally be acknowledged on such publication.

7.04

(a) The Employer may suggest revisions to a publication and may withhold approval to publish.

(b) When approval for publication is withheld, the author(s) shall be so informed in writing of the reasons, if requested by the employee.

(c) Where the Employer wishes to make changes in a publication with which the author does not agree, the employee shall not be credited publicly if the employee so requests.

ARTICLE 8
HOURS OF WORK

Clauses 8.01 through 8.06 shall not apply to employees on shift work. Clauses 8.07 through 8.21 shall apply only to employees on shift work.

General

8.01 For the purpose of this Article, a week shall consist of seven (7) consecutive days beginning at 00:01 hours Monday and ending at 24:00 hours Sunday. The day is a twenty-four (24) hour period commencing at 00:01 hours.

Non Shift Work

8.02 The scheduled work week shall be thirty-seven and one-half (37 1/2) hours and the scheduled work day shall be seven and one-half (7 1/2) consecutive hours, exclusive of a meal period, between the hours of 7:00 a.m. and 6:00 p.m. The normal work week shall be Monday to Friday inclusive.

Flexible Hours

8.03 Upon request of an employee and the concurrence of the Employer, an employee may work flexible hours on a daily basis so long as the daily hours amount to seven and one-half (7 1/2).

Days of Rest

8.04 An employee shall be granted two (2) consecutive days of rest during each seven (7) day period unless operational requirements do not so permit.

Monthly Attendance Registers

8.05 Employees will submit monthly attendance registers; only those hours of overtime and absences need be specified.

Compressed Work Week

8.06 Upon request of an employee and the concurrence of the Employer, an employee may complete required hours of work in a period of other than five (5) full days provided that over a period of twenty-eight (28) calendar days the employee works an average of thirty-seven and one-half (37 1/2) hours per week. As part of the provisions of this clause, attendance reporting shall be mutually agreed between the employee and the Employer. In every twenty-eight (28) day period such an employee shall be granted days of rest on such days as are not scheduled as a normal work day for the employee.

Notwithstanding anything to the contrary contained in this Agreement, the implementation of any variation in hours shall not result in any additional overtime work or additional payment by reason only of such variation, nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this Agreement.

Shift Work

8.07 "Shift schedule" means the arrangement of shifts over a given period of time not exceeding two (2) consecutive months and, where practical, for a minimum period of twenty-eight (28) consecutive days.

8.08 For employees engaged in shift work, the hours of work shall average thirty-seven and one-half (37 1/2) hours per week over the period of a shift schedule exclusive of meal periods.

8.09 An employee shall be granted at least two (2) consecutive and continuous days of rest during each eight (8) calendar day period unless operational requirements do not permit.

8.10 In computing the hours of work within a shift schedule, leave and other entitlements will be administered in accordance with the Memorandum of Agreement, Appendix "B".

8.11 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:

(a) on the day it commenced where half (1/2) or more of the hours worked fall on that day;

or

(b) on the day it terminates where more than half (1/2) of the hours worked fall on that day.

8.12 In the scheduling of shift work the Employer shall arrange shifts so that:

(a) employees shall rotate through the various shifts in such a manner that the requirements for working night shifts, evening shifts and weekends will be shared on an equitable basis by all employees covered by the shift schedule, to the extent that operational requirements will permit;

(b) an employee's shift shall not be scheduled to commence within fifteen (15) hours of the completion of the employee's previous shift;

and

(c) employees shall not be scheduled to work less than seven (7) hours nor more than nine (9) hours in any one shift.

8.13 Every reasonable effort shall be made by the Employer to consider the wishes of the employees concerned in the arrangement of shifts within a shift schedule. Therefore:

(a) notwithstanding the provisions of clause 8.12, upon request of at least two-thirds (2/3) of the employees affected and with the concurrence of the Employer, shifts may be scheduled that vary from clause 8.12;

(b) notwithstanding anything to the contrary contained in this agreement, the implementation of any variation in hours under this clause shall not result in any additional overtime work or additional payment by reason only of such variation, nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this agreement.

8.14

(a) In order to help in the consideration of the wishes of the employees concerned, a provisional shift schedule shall be prepared by the Employer and shall be posted at least two (2) months in advance.

(b) Provisional and final shift schedules shall indicate the working hours for each shift. The final shift schedule shall be published at least three (3) weeks prior to the commencement of the said schedule and every effort shall be made by the Employer to ensure that scheduled days of rest are not changed. Where in the opinion of the Employer, briefing of shifts is required, adequate paid time shall be allotted within the shift schedule.

8.15 Provided it will not result in additional costs to the Employer, employees at the same office may exchange shifts with the prior permission of the Employer. Such permission shall not be unreasonably withheld. Once the exchange has been approved, the work schedule will become the official shift schedule of the office.

8.16

**

(a) If an employee is given less than one hundred and twenty (120) hours' advance notice of a change in the employee's shift schedule, the employee will receive compensation at the rate of time and one half (1 1/2) for work performed on the first shift changed. Subsequent shifts worked on the changed schedule shall be paid for at straight time and every effort shall be made by the Employer to ensure that scheduled days of rest on the changed schedule are maintained.

(b) Notwithstanding 8.16(a),

8.17A 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.

8.18 Employees will submit monthly attendance records; only absences and hours of overtime need be specified.

Shift Premium

8.19 An employee working a regularly scheduled shift will receive a shift premium of two dollars ($2) per hour for each hour worked, including overtime hours, between 1600 and 0800.

Weekend Premium

8.20 This clause does not apply to the MT Group.

Employees shall receive an additional weekend premium of two dollars ($2) for all scheduled hours worked at straight-time hourly rates on Saturday and/or Sunday.

8.21 This clause applies to the MT Group.

(a) Subject to the conditions of this clause, where the Employer has a seven (7) day week operation with rotating shifts on a continuing and annual basis, an employee working in such an operation shall receive a premium of two dollars ($2) per hour for all regularly scheduled hours at straight-time rates worked on Saturday and/or Sunday plus shift premium if applicable.

(b) An employee will be eligible to receive such a premium only if rotating shift schedules applicable to him recurrently designate all days in the week as regular working days. However, the foregoing shall not apply in cases where an employee requests to work on Saturday and/or Sunday under other than such a rotating shift schedule.

ARTICLE 9
OVERTIME

9.01 When an employee is required by the Employer to work overtime, the employee shall be compensated as follows:

(a) on the employee's normal work day, at the rate of time and one-half (1 1/2) for the first seven and one-half (7 1/2) hours of overtime worked and at the rate of double (2) time for all hours of overtime in any contiguous period in excess of the first seven and one-half (7 1/2) hours;

(b) on the employee's first day of rest, at the rate of time and one-half (1 1/2) for the first seven and one-half (7 1/2) hours of overtime worked and at the double (2) time rate for each contiguous hour thereafter;

(c) on the employee's second or subsequent day of rest,

9.02 This clause does not apply to MT Shift Workers:

When an employee is required to work on a designated holiday, compensation shall be granted on the basis of time and one-half (1 1/2) for each hour worked, in addition to the compensation that the employee would have been granted had the employee not worked on the designated holiday.

The compensation that the employee would have been granted had the employee not worked on a designated paid holiday is seven and one half (7 1/2) hours remunerated at straight-time.

9.03 When an employee works on a holiday, contiguous to a second day of rest on which the employee also worked and received overtime in accordance with paragraph 9.01(c), the employee shall be paid in addition to the pay that the employee would have been granted had the employee not worked on the holiday, two (2) times the employee's hourly rate of pay for all time worked.

9.04 All calculations for overtime shall be based on each completed period of fifteen (15) minutes.

9.05 Except in cases of emergency, call-back, stand-by or mutual agreement the Employer shall whenever possible give at least twelve (12) hours' notice of any requirement for the performance of overtime.

9.06 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, which will be calculated at the applicable premium rate laid down in this Article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

9.07 When a payment is being made as a result of the application of this Article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment, or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first pay period after September 30 of the next following fiscal year.

9.08

(a) An employee who works three (3) or more hours of overtime immediately before or immediately following the employee's scheduled hours of work shall be reimbursed for one meal in the amount of ten dollars and fifty cents ($10.50), except where free meals are provided. Reasonable time with pay to be determined by the Employer shall be allowed the employee in order to take a meal either at or adjacent to the employee's place of work.

(b) When an employee works overtime continuously extending four (4) hours or more beyond the period provided in (a) above, the employee shall be reimbursed for one additional meal in the amount of ten dollars and fifty cents ($10.50) except where free meals are provided. Reasonable time with pay, to be determined by the Employer, shall be allowed the employee in order that the employee may take a meal break either at or adjacent to the employee's place of work.

(c) Paragraphs 9.08(a) and (b) shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.

ARTICLE 10
CALL-BACK

10.01 If an employee is called back to work:

(a) on a designated paid holiday which is not the employee's scheduled day of work,

or

(b) on the employee's day of rest,

or

(c) after the employee has completed the employee's work for the day and has left the employee's place of work,

and returns to work, the employee shall be paid the greater of:

10.02 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, which will be calculated at the applicable premium rate laid down in this Article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

10.03 When a payment is being made as a result of the application of this Article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment, or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first pay period after September 30 of the next following fiscal year.

10.04 Payments provided under Overtime, Reporting Pay and Standby provisions of this agreement shall not be pyramided, that is an employee shall not receive more than one compensation for the same service.

ARTICLE 11
STANDBY

11.01 When the Employer requires an employee to be 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 on standby who is called in to work by the Employer and who reports for work shall be compensated in accordance with Article 10 - Call-Back.

11.03

(a) An employee required to be on standby duty shall be available during the period of standby at a known telephone number or other telecommunication linkand be able to return for duty as quickly as possible if called.

(b) In areas and in circumstances where the Employer deems that electronic communication devices are both practicable and efficient, they will be provided without cost to those employees on standby duty.

11.04 No standby duty payment shall be granted if an employee is unable to report for duty when required.

11.05 A standby duty roster and schedule may be established at locations when, in the opinion of the Employer, it is warranted by operating conditions.

11.06 At the Employer's discretion, compensation for standby may be given by granting equivalent time off in lieu of a cash payment. If such time off cannot be granted within the quarter in which it is earned then cash payment will be made.

ARTICLE 12
DESIGNATED PAID HOLIDAYS

Clauses 12.01 through 12.06 do not apply to MT employees working Shift Work.

12.01 Subject to clause 12.02, the following days shall be designated paid holidays for employees:

(a) New Year's Day,

(b) Good Friday,

(c) Easter Monday,

(d) the day fixed by proclamation of the Governor in Council for celebration of the Sovereign's birthday,

(e) Canada Day,

(f) Labour Day,

(g) the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,

(h) Remembrance Day,

(i) Christmas Day,

(j) Boxing Day,

(k) 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 Monday in August,

and

(l) one additional day when proclaimed by an Act of Parliament as a national holiday.

12.02 An employee absent without pay on both the employee's full working day immediately preceding and the employee's 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 31, Leave for Staff Relations Matters.

Designated Paid Holiday Falling on a Day of Rest

12.03 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 normal working day following the employee's 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:

(a) 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

(b) work performed by an employee on the day to which the holiday was moved, shall be considered as work performed on a holiday.

Compensation for Work on a Paid Holiday

12.05 Compensation for work on a paid holiday will be in accordance with Article 9.

Designated Paid Holiday Coinciding with a Day of Paid Leave

12.06 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, the designated paid holiday shall not count as a day of leave.

Clauses 12.07 through 12.11 apply only to MT employees working shift work.

12.07 Subject to clause 12.08, the following days shall be designated paid holidays for employees:

(a) New Year's Day,

(b) Good Friday,

(c) Easter Sunday,

(d) the day fixed by proclamation of the Governor in Council for celebration of the Sovereign's Birthday,

(e) Canada Day,

(f) Labour Day,

(g) the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,

(h) Remembrance Day,

(i) Christmas Day,

(j) Boxing Day,

(k) 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 Monday in August,

and

(l) one additional day when proclaimed by an Act of Parliament as a national holiday.

12.08 Clause 12.07 does not apply to an employee who is absent without pay on both the working day immediately preceding and the working day following the designated paid holiday, except in the case of an employee who is granted leave without pay under the provisions of Article 31.

12.09 For the purpose of this Article "lieu day" means a paid day of leave at another date in lieu of a designated paid holiday.

Lieu Days

12.10

(a) An employee who has completed six (6) months of continuous employment shall be credited:

(b) "Lieu days" shall be taken at times that are agreeable to the Employer and the employee.

(c) Any "lieu days" granted in advance of holidays occurring after the date of an employee's separation or after the employee ceases to be subject to clause 8.08 shall be subject to recovery of pay.

(d) "Lieu days" earned in a fiscal year and outstanding at the end of the fiscal year shall be paid in cash at the employee's hourly rate of pay as calculated from the classification prescribed for the employee's substantive position on March 31.

Holiday Falling on a Day of Rest

12.11 When a day designated as a paid holiday coincides with a day of rest, the employee shall be granted on another date a lieu day pursuant to clause 12.10 in lieu of the designated paid holiday.

Compensation for Work on a Paid Holiday

12.12 When an employee works on a holiday, the employee shall receive compensation on the basis of:

(a) one and one-half (1 1/2) times the straight-time hourly rate for the first shift worked by the employee on the holiday and at the rate of double (2) time thereafter;

(b) double (2) time for all hours worked on a holiday which is also the employee's scheduled day of rest.

Work on a Lieu Day

12.13 Subject to paragraph 8.16(a):

When an employee is required to work on a scheduled "lieu day", the employee shall be compensated at the employee's hourly rate of pay for all regular hours worked and the "lieu day" credit shall be reinstated for use at a later date.

ARTICLE 13
TRAVELLING TIME

13.01 When the Employer requires an employee to travel outside the employee's headquarters area for the purpose of performing duties, the employee shall be compensated in the following manner:

(a) on a normal working day on which the employee travels but does not work, the employee shall receive the employee's regular pay for the day;

**

(b) on a normal working day on which the employee travels and works, the employee shall be paid:

**

(c) on a day of rest or on a designated paid holiday, the employee shall be paid at the applicable overtime rate for hours travelled to a maximum of twelve (12) hours pay at the straight-time rate, or fifteen (15) hours pay at the straight-time rate when travelling beyond North America.

13.02 For the purpose of clause 13.01, the travelling time for which an employee shall be compensated is as follows:

(a) 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;

(b) 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 work place, as applicable, direct to the destination and, upon return, direct back to the employee's residence or work place;

(c) in the event that an alternative time of departure and/or means of travel is requested by the employee, the Employer may authorize such alternative arrangements in which case compensation for travelling time shall not exceed that which would have been payable under the Employer's original determination.

13.03 All calculations for travelling time shall be based on each completed period of fifteen (15) minutes.

13.04 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, which will be calculated at the applicable premium rate laid down in this Article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

13.05 When a payment is being made as a result of the application of this Article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment, or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first pay period after September 30 of the next following fiscal year.

13.06 This Article does not apply to an employee required to perform work in any type of transport in which the employee is travelling. In such circumstances, the employee shall receive pay for actual hours worked in accordance with the appropriate Article of this agreement, Hours of Work, Overtime, Designated Paid Holidays.

13.07 Travelling time shall include time necessarily spent at each stop-over en route provided that such stop-over does not include an overnight stay.

13.08 Compensation under this Article shall not be paid for travel time to courses, training sessions, conferences and seminars unless so provided for in the Career Development Article.

13.09 Travel Status Leave

(a) An employee who is required to travel outside his or her headquarters area on government business, as these expressions are defined by the Employer, and is away from his 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 20 nights that the employee is away from his or her permanent residence to a maximum of 80 nights.

(b) 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.

(c) This leave with pay is deemed to be compensatory leave and is subject to paragraph 9.06.

The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars.

ARTICLE 14
LEAVE - GENERAL

**

14.01 When the employment of an employee who has been granted more vacation or sick leave with pay than the employee has earned is terminated by death or lay-off, the employee is considered to have earned the amount of leave with pay granted.

**

14.02 An employee is entitled, once in each fiscal year, to be informed, upon request, of the balance of the employee's vacation or sick leave with pay credits.

14.03 The amount of leave with pay credited to an employee by the Employer at the time when this Agreement is signed, or at the time when the employee becomes subject to this Agreement, shall be retained by the employee.

14.04 An employee shall not be granted two (2) different types of leave with pay in respect of the same period of time.

14.05 An Employee is not entitled to leave with pay during periods the employee is on leave without pay, on educational leave or under suspension.

14.06 Except as otherwise specified in this Agreement, where leave without pay for a period in excess of three (3) months is granted to an employee for reasons other than illness, the total period of leave granted shall be deducted from "continuous employment" for the purpose of calculating severance pay and "service" for the purpose of calculating vacation leave. Time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

14.07 Leave credits will be earned on a basis of a day being equal to seven and one half (7 1/2) hours.

14.08 When leave is granted, it will be granted on an hourly basis and the hours debited for each day of leave shall be the same as the hours the employee would normally have been scheduled to work on that day, except for Bereavement Leave With Pay where a day is a calendar day.

14.09

(a) When an employee becomes subject to this Agreement, the employee's earned daily leave credits shall be converted into hours on the basis of one day being equal to seven and one half (7 1/2) hours.

(b) When an employee ceases to be subject to this Agreement, the employee's earned hourly leave credits shall be converted into days on the basis of seven and one half (7 1/2) hours being equal to one day.

ARTICLE 15
VACATION LEAVE

15.01 The vacation year shall be from April 1^st to March 31^st, inclusive.

Accumulation of Vacation Leave Credits

15.02 An employee shall earn vacation leave credits for each calendar month during which the employee receives pay for at least seventy-five (75) hours at the following rate:

(a) nine decimal three seven five (9.375) hours until the month in which the employee's eighth (8^th) anniversary of service occurs;

(b) twelve decimal five (12.5) hours commencing with the month in which the employee's eighth (8^th) anniversary of service occurs;

(c) thirteen decimal seventy-five (13.75) hours commencing with the month in which his sixteenth (16^th) anniversary of service occurs;

(d) fourteen decimal three seven five (14.375) hours commencing with the month in which the employee's seventeenth (17^th) anniversary of service occurs;

(e) fifteen decimal six two five (15.625) hours commencing with the month in which the employee's eighteen (18^th) anniversary of service occurs;

(f) sixteen decimal eight seven five (16.875) hours commencing with the month in which the employee's twenty-seventh (27^th) anniversary of service occurs;

(g) eighteen decimal seven five (18.75) hours per month commencing with the month in which the employee's twenty-eight (28^th) anniversary of service occurs.

15.03 For the purpose of clause 15.02 only, all service within the Public Service, whether continuous or discontinuous, shall count toward vacation leave except where a person who, on leaving the Public Service, takes or has taken severance pay. However, the above exception shall not apply to an employee who receives severance pay on lay-off and is reappointed to the Public Service within one (1) year following the date of lay-off.

Entitlement to Vacation Leave With Pay

15.04 An employee is entitled to vacation leave with pay to the extent of 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 vacation year.

Provision for Vacation Leave

15.05 In order to maintain operational requirements, the Employer reserves the right to schedule an employee's vacation leave but shall make every reasonable effort:

(a) to provide an employee's vacation leave in an amount and at such time as the employee may request;

(b) not to recall an employee to duty after the employee has proceeded on vacation leave.

15.06 This clause applies to MT employees engaged in shift work only:

For those MT employees engaged in shift work under clauses 8.08 and 8.15, upon request of the employee and at the discretion of the Employer, the Employer may grant an employee vacation leave when specified by the employee if:

(a) the period of vacation leave requested is less than forty (40) hours and the employee gives the Employer at least ten (10) days' notice;

(b) the period of vacation leave requested is forty (40) hours or more, the employee shall normally give the Employer at least seven (7) days' advance notice prior to the publishing of the final shift schedule as provided for in paragraph 8.14(b).

Upon request of the employee, the Employer may, for good and sufficient reason, grant vacation leave on shorter notice than provided for in this clause.

Replacement of Vacation Leave

15.07 Where, in respect of any period of vacation leave, an employee:

(a) is granted bereavement leave,

or

(b) is granted special leave with pay because of illness in the immediate family,

or

(c) is granted sick leave on production of a medical certificate,

the period of vacation leave 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.

Carry-Over Provision

15.08

(a) Where in any vacation year all of the vacation leave credits to an employee has not been scheduled, the employee may carry over into the following vacation year up to a maximum of two hundred and sixty-two decimal five (262.5) hours credit. All vacation leave credits in excess of two hundred and sixty-two decimal five (262.5) hours will be paid in cash at the employee's daily rate of pay as calculated from the classification prescribed in the employee's certificate of appointment of the employee's substantive position on the last day of the vacation year.

(b) 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 and twelve decimal five (112.5) hours may be paid in cash at the employee's daily rate of pay as calculated from the classification prescribed in the employee's certificate of appointment of the employee's substantive position on March 31^st, of the previous vacation year.

Recall From Vacation Leave

15.09 Where, during any period of vacation leave, an employee is recalled to duty, the employee shall be reimbursed for reasonable expenses, as normally defined by the Employer, incurred:

(a) in proceeding to the employee's place of duty,

and

(b) in returning to the place from which the employee was recalled if the employee immediately resumes vacation upon completing the assignment for which the employee was recalled, after submitting such accounts as are normally required by the Employer.

15.10 The employee shall not be considered as being on vacation leave during any period in respect of which the employee is entitled under clause 15.09 to be reimbursed for reasonable expenses incurred by the employee.

**

Cancellation of Vacation Leave

15.11 When the Employer cancels or alters a period of vacation 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.

Advance Payments

15.12 The Employer agrees to issue advance payments of estimated net salary for vacation periods of two (2) or more complete weeks, providing a written request for such advance payment is received from the employee at least six (6) weeks prior to the last pay before the employee's vacation period commences, and providing the employee has been authorized to proceed on vacation leave for the period concerned. Pay in advance of going on vacation shall be made prior to departure. Any overpayment in respect of such pay advances shall be an immediate first charge against any subsequent pay entitlement and shall be recovered in full prior to any further payment of salary.

**

Leave When Employment Terminates

15.13 When an employee dies or otherwise ceases to be employed, the employee or the employee's estate shall be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave with pay by the daily rate of pay as calculated from the classification prescribed in the certificate of appointment on the date of the termination of employment.

Vacation Leave Credits for Severance Pay

15.14 Where the employee requests, the Employer shall grant the employee unused vacation leave credits prior to termination of employment if this will enable the employee, for purposes of severance pay, to complete the first (1^st) year of continuous employment in the case of lay-off, and the tenth (10^th) year of continuous employment in the case of resignation.

Abandonment

15.15 Notwithstanding clause 15.13, an employee whose employment is terminated by reason of a declaration that the employee abandoned the employee's position is entitled to receive the payment referred to in clause 15.13 if the employee requests it within six (6) months following the date upon which the employee's employment is terminated.

Recovery on Termination

15.16 In the event of the termination of employment for reasons other than death or lay-off the Employer shall recover from any monies owed the employee, an amount equivalent to unearned vacation leave taken by the employee, calculated on the basis of the rate of pay applicable to the classification of the employee's substantive position on the date of termination.

**

15.17 Appointment to a Separate Agency

Notwithstanding clause 15.13, 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.

**

15.18 Appointment from a Separate Agency

The Employer agrees to accept the unused vacation leave credits up to a maximum of two-hundred and 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.

ARTICLE 16
SICK LEAVE

Credits

16.01

(a) 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.

(b) A shift worker shall earn additional sick leave credits at the rate of one decimal twenty-five (1.25) hours for each calendar month during which he works shifts and receives 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 and twelve decimal five (112.5) hours sick leave credits during the current fiscal year.

16.02 An employee shall be granted sick leave with pay when the employee is unable to perform the employee's duties because of illness or injury provided that:

(a) the employee satisfies the Employer of this condition in such a manner and at such a time as may be determined by the Employer,

and

(b) the employee has the necessary sick leave credits.

16.03 Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury the employee was unable to perform the employee's 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 the employee is 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 Where an employee has insufficient or no credits to cover the granting of sick leave with pay under the provision 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 twenty-five (25) days, subject to the deduction of such advanced leave from any sick leave credits subsequently earned and, in the event of termination of employment for other than death or lay-off, the recovery of the advance from any monies owed the employee.

16.07 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 lay-off and who is reappointed in the Public Service within two (2) years from the date of lay-off.

**

16.08 An employee shall not be terminated for cause for reason of incapacity pursuant to Section 12(l)(e) of the Financial Administration Act at a date earlier than the date at which the employee will have used his accumulated sick leave credits, except where the incapacity is the result of an injury or illness for which injury-on-duty leave has been granted pursuant to clause 17.16.

ARTICLE 17
OTHER LEAVE WITH OR WITHOUT PAY

17.01 General

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 father, mother (or alternatively stepfather, stepmother or foster parent), brother, sister, spouse (including common-law partner resident with the employee), child (including child of common-law partner), stepchild or ward of the employee, father-in-law, mother-in-law, grandchild, grandparent and relative permanently residing in the employee's household or with whom the employee permanently resides.

(a) When a member of the immediate family dies, an employee:

(b) An employee is entitled to up to one (1) day's bereavement leave with pay for the purpose related to the death of the employee's son-in-law, daughter-in-law, brother-in-law or sister-in-law.

(c) It is recognized by the parties that the circumstances which 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 or in a manner other than that provided for in sub-paragraph 17.02(a)(i) and paragraph 17.02(b).

(d) If, during a period of paid leave, an employee is bereaved in circumstances under which the employee would have been eligible for bereavement leave under this clause, the employee shall be granted bereavement leave and the employee's paid leave credits shall be restored to the extent of any concurrent bereavement leave granted.

**

17.03 Maternity Leave without Pay

(a) An employee who becomes pregnant shall, upon request, be granted 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.

(b) Notwithstanding paragraph (a):

(c) The extension described in paragraph (b) shall end not later than fifty-two (52) weeks after the termination date of pregnancy.

(d) The Employer may require an employee to submit a medical certificate certifying pregnancy.

(e) An employee who has not commenced maternity leave without pay may elect to:

(f) An employee shall inform the Employer in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur unless there is a valid reason why the notice cannot be given.

(g) Leave granted under 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.

**

17.04 Maternity Allowance

(a) An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that she:

(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).

(c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following:

(d) 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.

(e) The 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 she may be required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec.

(f) The weekly rate of pay referred to in paragraph (c) shall be:

(g) The weekly rate of pay referred to in paragraph (f) shall be the rate and the recruitment and retention "terminable allowance" to which the employee is entitled for her substantive level to which she is appointed.

(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of 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" she was being paid on that day.

(i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of the maternity allowance, the allowance shall be adjusted accordingly.

(j) Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

**

17.05 Special Maternity Allowance for Totally Disabled Employees

(a) An employee who:

(b) An employee shall be paid an allowance under this clause and under clause 17.04 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or the Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance Plan maternity benefits for the reasons described in subparagraph 17.05(a)(i).

**

17.06 Parental Leave without Pay

(a) Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee's care.

(b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two week (52) period beginning on the day on which the child comes into the employee's care.

(c) Notwithstanding paragraphs (a) and (b) above, at the request of an employee and at the discretion of the Employer, the leave referred to in the paragraphs (a) and (b) above may be taken in two periods.

(d) Notwithstanding paragraphs (a) and (b):

(e) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the commencement date of such leave.

(f) The Employer may:

(g) 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.

**

17.07 Parental Allowance

(a) 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), providing he or she:

(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).

(c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

(d) At the employee's request, the payment referred to in subparagraph 17.07(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 parental benefits.

(e) The parental 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 he or she is required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec.

(f) The weekly rate of pay referred to in paragraph (c) shall be:

(g) The weekly rate of pay referred to in paragraph (f) shall be the rate and the recruitment and retention "terminable allowance" to which the employee is entitled for the substantive level to which she or he is appointed.

(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of parental leave without pay an employee is performing an acting assignment for at least four (4) months, the weekly rate shall be the rate and the recruitment and retention "terminable allowance", the employee was being paid on that day.

(i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of parental allowance, the allowance shall be adjusted accordingly.

(j) Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

(k) The maximum combined maternity and parental allowances payable under this collective agreement shall not exceed fifty-two (52) weeks for each combined maternity and parental leave without pay.

**

17.08 Special Parental Allowance for Totally Disabled Employees

(a) An employee who:

(b) An employee shall be paid an allowance under this clause and under clause 17.07 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or the Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph 17.08(a)(i).

17.09 Leave Without Pay for the Care and Nurturing of Pre-School Age Children

Subject to operational requirements an employee shall be granted leave without pay for the care and nurturing of the employee's pre-school age children (including children of common-law partner) in accordance with the following conditions:

(a) 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 such notice cannot be given because of an urgent or unforeseeable circumstance;

(b) leave granted under this clause shall be for a minimum period of three (3) weeks;

(c) the total leave granted under this clause shall not exceed five (5) years during an employee's total period of employment in the Public Service;

(d) 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 purpose of calculating severance pay and from the calculation of service for the purpose of calculating vacation leave;

(e) 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:

(a) 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.

(b) 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.

(c) An employee is entitled to leave without pay for personal needs only once under each of (a) and (b) of this clause during the employee's total period of employment in the Public Service. Leave without pay granted under this clause may not be used in combination with maternity, parental or adoption leave without the consent of the Employer.

(d) 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.

(e) 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

(a) 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 is permanently relocated and up to five (5) years to an employee whose spouse is temporarily relocated.

(b) 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 Without Pay for the Long-Term Care of a Parent

At the discretion of the Employer, an employee may be granted leave without pay for the long-term personal care of the employee's parents, including step-parents or foster parents, in accordance with the following conditions:

(a) 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 an urgent or unforeseeable circumstance, such notice cannot be given;

(b) leave granted under this clause shall be for a minimum period of three (3) weeks;

(c) the total leave granted under this clause shall not exceed two (2) years during an employee's total period of employment in the Public Service;

(d) 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;

(e) time spent on such leave shall not be counted for pay increment purposes.

17.13 Leave With Pay for Family-Related Responsibilities

(a) For the purpose of this clause, family is defined as spouse (or common-law partner resident with the employee), children (including children of legal or common-law partner), parents (including step-parents or foster parents), or any relative permanently residing in the employee's household or with whom the employee permanently resides.

(b) The Employer shall grant leave with pay under the following circumstances:

**

**

(c) The total leave with pay which may be granted under sub-paragraphs 17.13(b)(i), (ii) and (iii) shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.

(d) This clause applies to MT employees only:

After the completion of one (1) year's continuous employment in the Public Service, an employee who gives the Employer at least twenty (20) days notice shall be granted leave with pay of up to thirty-seven decimal five (37.5) hours, for the purpose of getting married, provided suitable arrangements can be made so that the taking of such leave does not interfere with the employee's professional responsibilities. At the discretion of the Employer and subject to operational requirements, such leave may be granted with less than twenty (20) days' notice.

17.14 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:

(a) to be available for jury selection;

(b) to serve on a jury;

or

(c) by subpoena or summons to attend as a witness in any proceeding, except for a proceeding in which the employee is a party, held:

17.15 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 Public Service 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 the employee's presence is so required. This clause applies equally in respect of the personnel selection processes related to deployment.

17.16 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 Worker's Compensation Board that the employee is unable to perform the employee's duties because of:

(a) personal injury accidentally received in the performance of the employee's duties and not caused by the employee's willful misconduct,

(b) sickness resulting from the nature of the employee's employment,

or

(c) exposure to hazardous conditions in the course of the employee'semployment,

if the employee agrees to pay to the Receiver General of Canada any amount received for loss of wages in settlement of any claim the employee may have in respect of such injury, sickness or exposure.

17.17 Examination Leave

Leave with pay to take examinations or defend dissertations may be granted by the Employer to an employee who is not on education leave. 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 the employee's qualifications.

17.18 Volunteer Leave

(a) 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, a single period of up to 7.5 hours of leave with pay to work as a volunteer for a charitable or community organisation or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign.

(b) The leave will be scheduled at a time convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such time as the employee may request.

17.19 Maternity-related Reassignment or Leave

(a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24^th) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child.

(b) An employee's request under paragraph 17.19(a) above 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.

(c) An employee who has made a request under paragraph 17.19(a) above is entitled to continue in her current job while the Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Employer:

(d) Where reasonably practicable, the Employer shall modify the employee's job functions or reassign her.

(e) 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.

(f) 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 original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

17.20 Medical Appointment for Pregnant Employees

(a) Up to three decimal seventy-five (3.75) hours of time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.

(b) 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.

17.21 Other Leave With Pay

(a) At its discretion, the Employer may grant leave with pay for purposes other than those specified in this Agreement, including military or civil defence training, emergencies affecting the community or place of work, and when circumstances not directly attributable to the employee prevent the employee reporting for duty.

(b) Personal Leave

17.22 Other Leave Without Pay

At its discretion, the Employer may grant leave without pay for purposes other than those specified in this Agreement, including enrolment in the Canadian Armed Forces and election to a full-time municipal office.

**

17.23 Religious Observance

(a) The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his or her religious obligations.

(b) Employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory 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.

(c) Notwithstanding clause 17.23(a), 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 his or her 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.

(d) An employee who intends to request leave or time off under this clause 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.

ARTICLE 18
CAREER DEVELOPMENT

General

18.01

(a) 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.

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(b) An employee is entitled to a personal learning plan which will be jointly developed with the responsible manager. The personal learning plan will be reviewed and updated on an annual basis at the employee's request.

Education Leave

18.02

(a) 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 perform assigned duties more adequately, or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.

**

(b) An employee on Education Leave without pay under this clause may receive an allowance in lieu of salary of up to one hundred per cent (100%) of the employee's basic salary. The percentage of the allowance is at the discretion of the Employer. 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.

(c) 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.

(d) 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:

Attendance at Conferences and Conventions

18.03

(a) Career development refers to an activity which is, in the opinion of the Employer, likely to be of assistance to the employee in furthering his career development and to the organization in achieving its goals. The following activities shall be deemed to be part of career development:

**

(b) The parties to this Agreement recognize that attendance or participation at conferences, conventions, symposia, workshops and other gatherings of a similar nature constitute an integral part of the employee's work related activities and contributes to the maintenance of high professional standards.

(c) In order to benefit from an exchange of knowledge and experience, an employee shall have the opportunity on occasion to attend conferences and conventions which are related to the employee's field of specialization, subject to operational constraints.

(d) The Employer may grant leave with pay and reasonable expenses including registration fees to attend such gatherings, subject to budgetary and operational constraints.

(e) 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.

(f) 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 the employee's field of employment, may be granted leave with pay for this purpose and may, in addition, be reimbursed for payment of convention or conference registration fees and reasonable travel expenses.

**

(g) An employee shall not be entitled to any compensation under Article 9, Overtime, and 13, Travelling Time in respect of hours the employee is in attendance at or travelling to or from a conference or convention under the provisions of this clause, except as provided by paragraph (e).

Professional Development

18.04

(a) The parties to this Agreement share a desire to improve professional standards by giving the employees the opportunity on occasion:

(b) Subject to the Employer's approval an employee shall receive leave with pay in order to participate in the activities described in paragraph 18.04(a).

(c) An employee may apply at any time for professional development under this clause, and the Employer may select an employee at any time for such professional development.

(d) When an employee is selected by the Employer for professional development under this clause the Employer will consult with the employee before determining the location and duration of the program of work or studies to be undertaken.

(e) An employee selected for professional development under this clause shall continue to receive the employee's normal compensation including any increase for which the employee may become eligible. The employee shall not be entitled to any compensation under Articles 9, Overtime, and 13, Travelling Time, while on professional development under this clause.

(f) An employee on professional development under this clause may be reimbursed for reasonable travel expenses and such other additional expenses as the Employer deems appropriate.

Selection Criteria

18.05

(a) Should the Employer establish selection criteria for granting leave under clauses 18.02 through 18.04 for a specified group, a copy of these criteria will be provided to an employee who so requests and to the Institute Representative on the Departmental Career Development Consultation Committee. The Employer, on request, will consult with the Institute Representative on the Committee with regard to the selection criteria.

(b) All applications for leave under clauses 18.02 through 18.04 will be reviewed by the Employer. A list of the names of the applicants to whom the Employer grants leave under clauses 18.02 through 18.04 will be provided to the Institute Representative on the Departmental Career Development Consultation Committee.

Departmental Career Development Consultation Committee

18.06

(a) The parties to this collective agreement acknowledge the mutual benefits to be derived from consultation on Career Development. To this effect the parties agree that such consultation will be held at the departmental level either through the existing Joint Consultation Committee or through the creation of a Departmental Career Development Consultation Committee. A consultation committee as determined by the parties, may be established at the local, regional or national level.

(b) The Departmental Consultation Committee 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.

(c) Employees forming the continuing membership of the Departmental 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.

(d) The Employer recognizes the use of such committees for the purpose of providing information, discussing the application of policy, promoting understanding and reviewing problems.

(e) It is understood that no commitment may be made by either party on a subject that is not within their authority or jurisdiction, nor shall any commitment made be construed as to alter, amend, add to or modify the terms of this Agreement.

Joint Institute/Treasury Board Career Development Committee

18.07

(a) In addition to consultation on career development at the departmental level referred to in clause 18.06, the representatives of the Employer and the Institute agree to establish a joint Institute/Treasury Board Career Development Committee.

(b) In establishing this committee, it is understood by the parties that Departments are responsible for the application of the policies related to Career Development.

(c) It is understood that no commitment may be made by either party on a subject that is not within their authority or jurisdiction, nor shall any commitment made be construed as to alter, amend, add to or modify the terms of this Agreement.

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 the employee's weekly rate of pay:

Lay-Off

(a)

Resignation

(b) On resignation, subject to paragraph 19.01(c) and with ten (10) or more years of continuous employment, one-half (1/2) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one-half (1/2) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), up to a maximum of twenty-six (26) years with a maximum benefit of thirteen (13) weeks' pay.

Retirement

(c) On retirement, when an employee is entitled to an immediate annuity or to an immediate annual allowance under the Public Service Superannuation Act, a severance payment in respect of the employee's complete period of continuous employment, comprising of 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' pay.

Death

(d) If an employee dies, there shall be paid to the employee's estate a severance payment in respect of the employee's complete period of continuous employment, comprising of 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' pay, regardless of any other benefit payable.

Termination for Cause for Reasons of Incapacity or Incompetence

**

(e)

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 cash gratuity in lieu of retiring leave. Under no circumstances shall the maximum severance pay provided under clause 19.01 be pyramided.

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 of the employee's substantive position on the date of the termination of employment.

**

19.04 Appointment to a Separate Agency Organization

Notwithstanding paragraph 19.01(b), 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 severance pay provided that the appointing organization will accept the employee's Schedules I or IV service for its severance pay entitlement.

ARTICLE 20
STATEMENT OF DUTIES

20.01 Upon written request, an employee shall be entitled to a complete and current statement of the duties and responsibilities ofthe employee's position, including the position's classification level, the position rating form and an organization chart depicting the position's place in the organization.

ARTICLE 21
REGISTRATION FEES

21.01 The Employer shall reimburse an employee for payment of membership or registration fees to an organization or governing body where membership is a requirement for the continuation of the performance of the duties of the employee's position.

ARTICLE 22
DIVING ALLOWANCE

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22.01 Employees whose job duties require them to dive (as that word is hereinafter defined) shall be paid an extra allowance of twenty-five dollars ($25) per hour. The minimum allowance shall be two (2) hours per dive.

22.02 A dive is the total of any period or periods of time during any eight (8) hour period in which an employee carries out required underwater work with the aid of a self-contained air supply.

ARTICLE 23
IMMUNIZATION

23.01 The Employer shall provide the employee with immunization against communicable diseases where there is a risk of incurring such diseases in the performance of the employee'sduties.

ARTICLE 24
TECHNOLOGICAL CHANGE

24.01 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 Work Force Adjustment Agreement concluded by the parties will apply. In all other cases, the following clauses will apply:

24.02 In this Article "Technological Change" means:

(a) the introduction by the Employer of equipment or material of a substantially different nature than that previously utilized which will result in significant changes in the employment status or working conditions of employees;

or

(b) a major change in the Employer's operation directly related to the introduction of that equipment or material which will result in significant changes in the employment status or working conditions of the employees.

**

24.03 Both parties recognize the overall 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. Both parties recognize the advantages of the expert advice of the employees working directly in their respective fields, and acknowledge that this expert advice can be sought through joint consultation as outlined in Article 37.

24.04 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.

24.05 The written notice provided for in clause 24.04 will provide the following information:

(a) the nature and degree of change;

(b) the anticipated date or dates on which the Employer plans to effect change;

(c) the location or locations involved.

24.06 As soon as reasonably practicable after notice is given under clause 24.04, the Employer shall consult with the Institute concerning the effects of the technological change referred to in clause 24.04 on each group of employees. Such consultation will include but not necessarily be limited to the following:

(a) the approximate number, class and location of employees likely to be affected by the change;

(b) the effect the change may be expected to have on working conditions or terms and conditions of employment on employees.

24.07 When, as a result of technological change, the Employer determines that an employee requires new skills or knowledge in order to perform the duties of the employee'ssubstantive position, the Employer will make every reasonable effort to provide the necessary training during the employee's working hours and at no cost to the employee.

ARTICLE 25
SAFETY AND HEALTH

25.01 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 or occupational illness.

ARTICLE 26
RECOGNITION

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26.01 The Employer recognizes the Institute as the exclusive bargaining agent for all employees described in the certificate issued by the Public Service Labour Relations Board on August 26, 2006 covering all employees in the Applied Science and Patent Examination Group as defined in Part I of the Canada Gazette of August 13, 2005.

26.02 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 Public Service Labour Relations Act.

ARTICLE 27
CHECK-OFF

27.01 The Employer will as a condition of employment deduct an amount equal to the amount of the membership dues from the monthly pay of all employees in the bargaining unit.

27.02 The Institute shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee defined in clause 27.01.

27.03 For the purpose of applying clause 27.01, deductions from pay for each employee in respect of each month will start with the first full month of employment to the extent that earnings are available.

27.04 An employee who satisfies the Employer to the extent that he declares in an affidavit that he is a member of a religious organisation whose doctrine prevents him as a matter of conscience from making financial contributions to an employee organisation and that he will make contributions to a charitable organisation 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 organisation involved.

27.05 No employee organization, as defined in Section 2 of the Public Service Labour Relations Act, other than the Institute, shall be permitted to have membership dues and/or other monies deducted by the Employer from the pay of employees in the bargaining unit.

27.06 The amounts deducted in accordance with clause 27.01 shall be remitted to the Institute by cheque within a reasonable period of time after deductions are made and shall be accompanied by particulars identifying each employee and the deductions made on the employee's behalf.

27.07 The Employer agrees to continue the past practice of making deductions for other purposes on the basis of the production of appropriate documentation.

27.08 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.

27.09 When it is mutually acknowledged that an error has been committed, the Employer shall endeavour to correct such error within the two (2) pay periods following the acknowledgement of error.

27.10 Where an employee does not have sufficient earnings in respect of any month to permit deductions under this Article the Employer shall not be obligated to make such deductions for that month from subsequent salary.

ARTICLE 28
USE OF EMPLOYER FACILITIES

Access by an Institute Representative

28.01 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.

Bulletin Boards

28.02 Reasonable space on bulletin boards (including electronic bulletin boards, where available) will be made available to the Bargaining Agent for the posting of official notices, in convenient locations determined by the Employer and the Institute. Notices or other materials shall require the prior approval of the Employer, except notices relating to the business affairs of the Institute and social and recreational events. The Employer shall have the right to refuse the posting of any information which it considers adverse to its interests or to the interests of any of its representatives.

Institute Literature

28.03 The Employer will continue its practice of making available to the Institute a specific location on its premises for the storage and placement of a reasonable quantity of Institute files and literature.

ARTICLE 29
INFORMATION

29.01 The Employer agrees to supply 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, 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.

29.02 The Employer agrees to supply each employee with a copy of the Collective Agreement and any amendments thereto.

29.03 Upon the written request of an employee, the Employer shall make available at a mutually satisfactory time National Joint Council Agreements listed in clause 36.03 which have a direct bearing on the requesting employee's terms and conditions of employment.

29.04 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 30
STEWARDS

30.01 The Employer acknowledges the right of the Institute to appoint Stewards from amongst the members of bargaining units for which the Institute is the certified bargaining agent.

30.02 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.

30.03 The Institute shall inform the Employer promptly and in writing of the names of its Stewards, their jurisdiction, and of any subsequent changes.

Leave for Stewards

30.04 Operational requirements permitting, the Employer shall grant leave with pay to an employee to enable the employee to carry out functions as a Steward on the Employer's premises. When the discharge of these functions require an employee who is a Steward to leave the employee's normal place of work, the employee shall, on returning, report to the supervisor whenever practicable.

ARTICLE 31
LEAVE FOR STAFF RELATIONS MATTERS

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31.01 Public Service Labour Relations Board Hearings

Complaints Made to the Public Service Labour Relations Board Pursuant to the former Section 23 of the Public Service Staff Relations Act

Where operational requirements permit the Employer will grant leave with pay:

(a) to an employee who makes a complaint before the Public Service Labour Relations Board,

and

(b) to an employee who acts on behalf of an employee making a complaint, or who acts on behalf of the Institute making a complaint.

31.02 Applications for Certification, Representations and Interventions With Respect to Applications for Certification

Where operational requirements permit, the Employer will grant leave without pay:

(a) to an employee who represents the Institute in an application for certification or in an intervention,

and

(b) to an employee who makes personal representations with respect to a certification.

31.03 Employee Called as a Witness

The Employer will grant leave with pay:

(a) to an employee called as a witness by the Public Service Labour Relations Board,

and

(b) where operational requirements permit, to an employee called as a witness by an employee or the Institute.

**

31.04 Arbitration Board, Public Interest Commission Hearings and Alternative Dispute Resolution Process

Where operational requirements permit, the Employer will grant leave with pay to an employee representing the Institute before an Arbitration Board, a Public Interest Commission or in an Alternative Dispute Resolution Process.

**

31.05 Employee Called as a Witness

The Employer will grant leave with pay to an employee called as a witness by an Arbitration Board, a Public Interest Commission or in an Alternative Dispute Resolution Process and, where operational requirements permit, leave with pay to an employee called as a witness by the Institute.

31.06 Adjudication

Where operational requirements permit, the Employer will grant leave with pay to an employee who is:

(a) a party to an adjudication,

or

(b) the representative of an employee who is a party to an adjudication,

or

(c) a witness called by an employee who is party to an adjudication.

31.07 Meetings During the Grievance Process

Employee Presenting Grievance

Where operational requirements permit, the Employer will grant to an employee:

(a) 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

(b) 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.

31.08 Employee Who Acts as Representative

Where an employee wishes to represent at a meeting with the Employer, an employee who has presented a grievance, the Employer will, where operational requirements permit, grant leave with pay to the representative 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.

31.09 Grievance Investigations

Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

31.10 Contract Negotiations Meetings

Where operational requirements permit, the Employer will grant leave without pay to an employee for the purpose of attending contract negotiations meetings on behalf of the Institute.

31.11 Preparatory Contract Negotiations Meetings

Where operational requirements permit, the Employer will grant leave without pay to an employee to attend preparatory contract negotiations meetings.

31.12 Meetings Between the Institute and Management

Where operational requirements permit, the Employer will grant leave with pay to an employee to attend meetings with management on behalf of the Institute.

31.13 Institute Meetings and Conventions

Where operational requirements permit, the Employer will grant leave without pay to an employee to attend meetings and conventions provided in the Constitution and By-laws of the Institute.

31.14 Stewards Training Courses

(a) Where operational requirements permit, the Employer will grant leave without pay to employees appointed as Stewards by the Institute, to undertake training sponsored by the Institute related to the duties of a Steward.

(b) Where operational requirements permit, the Employer will grant leave with pay to employees appointed as Stewards by the Institute, to attend training sessions concerning Employer-employee relations sponsored by the Employer.

ARTICLE 32
CONTRACTING OUT

32.01 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.

ARTICLE 33
ILLEGAL STRIKES

33.01 The Public Service Labour Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including discharge, for participation in an illegal strike as defined in the Public Service Labour Relations Act.

ARTICLE 34
INTERPRETATION OF AGREEMENT

34.01 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 using the grievance procedure provided in this Agreement.

ARTICLE 35
GRIEVANCE PROCEDURE

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35.01 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.

35.02 The parties recognize the value of informal discussion between employees and their supervisors to the end that problems might be resolved without recourse to a formal grievance. When notice is given that an employee, within the time limits prescribed in clause 35.09, 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.

35.03 An employee who wishes 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:

(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate step,

and

(b) provide the employee with a receipt stating the date on which the grievance was received.

35.04 A grievance of an employee 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.

**

35.05 Subject to and as provided in Section 208 of the Public Service Labour Relations Act, an employee 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 35.03, except that:

(a) where there is another administrative procedure provided by or under any Act of Parliament to deal with the employee's specific complaint such procedure must be followed,

and

(b) where the grievance relates to the interpretation or application of this Collective Agreement or an Arbitral Award, the employee is not entitled to present the grievance unless he has the approval of and is represented by the Institute.

35.06 There shall be no more than a maximum of four (4) steps in the grievance procedure. These steps shall be as follows:

(a) Step 1 - first level of management;

(b) Steps 2 and 3 in departments or agencies where such steps are established - intermediate step(s);

(c) Final Step - Chief Executive or Deputy Head or an authorized representative.

35.07 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.

35.08 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.

35.09 An employee may present a grievance to the first step of the procedure in the manner prescribed in clause 35.03, not later than the twenty-fifth (25^th) day after the date on which the employee is notified orally or in writing or on which the employee first becomes aware of the action or circumstances giving rise to the grievance.

35.10 An employee may present a grievance at each succeeding step in the grievance procedure beyond the first step either:

(a) where the decision or settlement is not satisfactory to the employee, within ten (10) days after that decision or settlement has been conveyed in writing to the employee by the Employer,

or

(b) where the Employer has not conveyed a decision to the employee within the time prescribed in clause 35.11, within fifteen (15) days after presentation by the employee of the grievance at the previous step.

35.11 The Employer shall normally reply to an employee's 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.

35.12 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.

35.13 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 Public Service Labour Relations Act.

35.14 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.

35.15 Where the provisions of clause 35.03 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.

35.16 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the employee and, where appropriate the Institute representative, except as provided in clause 35.18.

35.17 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 employee, and, where applicable, the Institute.

**

35.18 Where the Employer demotes or terminates an employee pursuant to paragraph 12(l)(c), (d) or (e) of the Financial Administration Act, the grievance procedure set forth in this Agreement shall apply except that:

(a) the grievance may be presented at the final step only,

and

(b) 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.

35.19 An employee may by written notice to the employee's immediate supervisor or officer-in-charge abandon a grievance.

35.20 Any employee 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 employee's control, the employee was unable to comply with the prescribed time limits.

35.21 No person shall seek by intimidation, by threat of dismissal or by any other kind of threat to cause an employee to abandon a grievance or refrain from exercising the right to present a grievance, as provided in this Collective Agreement.

35.22 Where an employee has presented a grievance up to and including the final step in the grievance procedure with respect to:

(a) the interpretation or application in respect of the employee of a provision of this Collective Agreement or related Arbitral Award,

or

**

(b) termination of employment or demotion pursuant to paragraph 12(l)(c), (d) or (e) of the Financial Administration Act,

or

(c) disciplinary action resulting in suspension or financial penalty,

and the grievance has not been dealt with to the employee's satisfaction, the employee may refer the grievance to adjudication in accordance with the provisions of the Public Service Labour Relations Act and Regulations.

35.23 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:

(a) its approval of the reference of the grievance to adjudication,

and

(b) its willingness to represent the employee in the adjudication proceedings.

ARTICLE 36
NATIONAL JOINT COUNCIL AGREEMENTS

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36.01 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, will form part of this Collective Agreement, subject to the Public Service Labour Relations Act (PSLRA) 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 of the PSLRA.

36.02 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 Chairman of the Public Service Labour Relations Board has made a ruling pursuant to (c) of the NJC Memorandum of Understanding which became effective December 6, 1978.

**

36.03 The following directives, policies or regulations, as amended from time to time by National Joint Council recommendation and which have been approved by the Treasury Board of Canada, form part of this Collective Agreement:

Bilingualism Bonus Directive

Commuting Assistance Directive

First Aid to the General Public - Allowance for Employees

Foreign Service Directive

Isolated Posts and Government Housing Directive

Memorandum of Understanding on Definition of Spouse

NJC Integrated Relocation Directive

Public Service Health Care Plan Directive

Travel Directive

Uniforms Directive

Work Force Adjustment Directive

Occupational Safety and Health

Committees and Representatives Directive

Motor Vehicle Operations Directive

Occupational Safety and Health Directive

Pesticides Directive

Refusal to Work Directive

During the term of this Collective Agreement, other directives, policies or regulations may be added to the above noted list.

Grievances in regard to the above directives, policies or regulations shall be filed in accordance with clause 35.01 of the Article on grievance procedure in this Collective Agreement.

ARTICLE 37
JOINT CONSULTATION

37.01 The parties acknowledge the mutual benefits to be derived from joint consultation and will consult on matters of common interest.

**

37.02 The subjects that may be determined as appropriate for joint consultation will be by mutual agreement of the parties and shall include consultation regarding career development and proposed technological changes. Consultation may be at the local, regional or national level as determined by the parties.

37.03 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.

Joint Consultation Committee Meetings

37.04 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.

37.05 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.

37.06 Joint Consultation Committees are prohibited from agreeing to items which would alter any provision of this collective agreement.

ARTICLE 38
STANDARDS OF DISCIPLINE

38.01 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.

38.02 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 one (1) working day's notice of such meeting as well as its purpose.

38.03 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document concerning the conduct or performance of an employee the existence of which the employee was not aware at the time of filing or within a reasonable time thereafter.

38.04 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.

ARTICLE 39
LABOUR DISPUTES

39.01 If employees whose normal duties are performed on the premises of other employers are prevented from performing their duties because of a strike or lock-out on the other employer's premises, the employees shall report the matter to the Employer and the Employer will make every reasonable effort to ensure that, so long as work is available, the employees affected are not denied regular pay and benefits to which they would normally be entitled.

ARTICLE 40
PART-TIME EMPLOYEES

Definition

40.01 Part-time employee means a person whose normal scheduled hours of work are less than thirty-seven and one-half (37 1/2) hours per week, but not less than those prescribed in the Public Service Labour Relations Act.

General

40.02 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 compare with the normal weekly hours of work of full-time employees unless otherwise specified in this Agreement.

40.03 Part-time employees shall be paid at the hourly rate of pay for all work performed up to seven and one-half (7 1/2) hours in a day or thirty-seven and one-half (37 1/2) hours in a week unless the employee is working other daily or weekly hours of work as prescribed pursuant to Article 8, Hours of Work, or group specific Articles relating to Hours of Work.

40.04 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 and one-half (37 1/2) hours in a week at the hourly rate of pay.

40.05 Leave will only be provided:

(a) during those periods in which employees are scheduled to perform their duties;

or

(b) where it may displace other leave as prescribed by this Agreement.

Designated Holidays

40.06 A part-time employee shall not be paid for the designated holidays but shall instead be paid a premium of four point two five (4.25) per cent for all straight-time hours worked during the period of part-time employment.

40.07 Subject to Article 9, Overtime, 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 on the holiday up to the regular daily scheduled hours of work and double (2) time thereafter.

Overtime

40.08 "Overtime" means work required by the Employer, to be performed by the employee, in excess of those hours prescribed in clause 40.03 but does not include time worked on a holiday.

40.09 Subject to clauses 40.04 and 40.08, when a part-time employee is required by the Employer to work overtime he shall be compensated as follows:

(a) on his normal work day, at the rate of time and one-half (1 1/2) for each hour of overtime worked for the first seven and one-half (7 1/2) overtime hours worked and double (2) time thereafter;

(b) on his first (1^st) day of rest, at time and one-half (1 1/2) for each hour of overtime worked;

(c) on his second (2^nd) or subsequent day of rest, at double (2) time for each hour of overtime worked. Second (2^nd) or subsequent day of rest means the second or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest;

(d) notwithstanding paragraph (c) above, if, in an unbroken series of consecutive and contiguous calendar days of rest, the Employer permits the employee to work the required overtime on a day of rest requested by the employee, then the compensation shall be at time and one-half (1 1/2) for the first (1^st) day worked.

Vacation Leave

40.10 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 work week, at the rate for years of employment established in clause 15.02, prorated and calculated as follows:

(a) when the entitlement is nine point three seven five (9.375) hours a month, zero point two five (0.25) of the hours in his/her workweek per month;

(b) when the entitlement is twelve point five (12.5) hours a month, zero point three three three (0.333) of the hours in his/her workweek per month;

(c) when the entitlement is thirteen point seven five (13.75) hours per month, zero point three six seven (0.367) of the hours in his/her workweek per month;

(d) when the entitlement is fourteen point three seven five (14.375) hours a month, zero point three eight three (0.383) of the hours in his/her workweek per month;

(e) when the entitlement is fifteen point six two five (15.625) hours a month, zero point four one seven (0.417) of the hours in his/her workweek per month;

(f) when the entitlement is sixteen point eight seven five (16.875) hours a month, zero point four five zero (0.450) of the hours in his/her workweek per month;

(g) when the entitlement is eighteen point seven five (18.75) hours a month, zero point five (0.5) of the hours in his/her workweek per month.

Sick Leave

40.11 A part-time employee shall earn sick leave credits at the rate of zero decimal two five (0.25) of the number of hours in an employee's normal work week for each calendar month in which the employee has received pay for at least twice (2) the number of hours in the employee's normal work week.

Vacation and Sick Leave Administration

40.12

(a) For the purposes of administration of clauses 40.10 and 40.11, where an employee does not work the same number of hours each week, the normal work week shall be the weekly average calculated on a monthly basis.

(b) 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

40.13 Notwithstanding the provisions of Article 19, Severance Pay, where the period of continuous employment in respect of which a 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.

40.14 The weekly rate of pay referred to in clause 40.13 shall be the weekly rate of pay to which the employee is entitled for the classification prescribed for the employee's substantive position on the date of termination of employment.

ARTICLE 41
EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

41.01 For the purpose of this Article:

(a) 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 assigned tasks during a specified period in the past.

(b) formal assessment and/or appraisals of employee performance shall be recorded on a form prescribed by the Employer for this purpose.

(c) if, during the employee performance review, either the form or instructions have changed they shall be given to the employee.

**

(d) An employee is entitled to a performance assessment on an annual basis.

41.02

(a) 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 his 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 the employee at the time the assessment is signed by the employee.

(b) The Employer's representative(s) who assesses 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.

**

41.03 When an employee disagrees with the assessment and/or appraisal, 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. At the employee's request, such written counter arguments shall be attached to the assessment and/or appraisal.

41.04 Upon written request of an employee, the personnel file of that employee shall be made available once per year forexamination by the employeein the presence of an authorized representative of the Employer.

41.05 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 an opportunity to sign the report in question to indicate that its contents have been read.

ARTICLE 42
EMPLOYMENT REFERENCES

42.01 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. Personal references requested by a prospective employer outside the Public Service will not be provided without the written consent of the employee.

ARTICLE 43
SEXUAL HARASSMENT

43.01 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 work place.

43.02

(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

(b) If by reason of 43.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

ARTICLE 44
NO DISCRIMINATION

44.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national or ethnicorigin, religious affiliation, sex, sexual orientation, disability, family status, marital status, conviction for which a pardon has been granted or membership or activity in the Institute.

**

44.02

(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

(b) If by reason of paragraph 44.02(a), a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

**

44.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with discrimination. The selection of the mediator will be by mutual agreement.

**ARTICLE 45
PENOLOGICAL FACTOR ALLOWANCE

General

A Penological Factor Allowance shall be payable to incumbents in some positions in the bargaining units which are in Correctional Service Canada, subject to the following conditions.

45.01 The Penological Factor Allowance is used to provide additional compensation to an incumbent of a position who, by reason of duties being performed in a penitentiary, as defined in the Corrections and Conditional Release Act as amended from time to time, assumes additional responsibilities for the custody of inmates other than those exercised by the Correctional Group.

45.02 The payment of the allowance for the Custody of Inmates is determined by the designated security level of the penitentiary as determined by the Correctional Service of Canada. For those institutions with more than one (1) designated security level (i.e. multi-level institutions), the PFA shall be determined by the highest security level of the institution.

Amount of PFA

45.03

Penological Factor Allowance Designated Security level of the Penitentiary
Maximum	Medium	Minimum
$2,000	$1,000	$600

Application of PFA

45.04 Penological Factor Allowance shall only be payable to the incumbent of a position on the establishment of, or loaned to, Correctional Staff Colleges, Regional Headquarters, and National Headquarters, when the conditions described in clause 45.01 above are applicable.

45.05 The applicability of PFA to a position and the position's levelof PFA entitlement, shall be determined by the Employer following consultation with the Institute.

45.06 Except as prescribed in clause 45.09 below, an employee shall be entitled to receive PFA for any month in which the employee receives a minimum of ten (10) days' pay in a position(s) to which PFA applies.

45.07 Except as provided in clause 45.08 below, PFA shall be adjusted when the incumbent of a position to which PFA applies, is appointed or assigned duties in another position to which a different level of PFA applies, regardless of whether such appointment or assignment is temporary or permanent, and for each month in which an employee performs duties in more than one position to which PFA applies, the employee shall receive the higher allowance, provided the employee has performed duties for at least ten (10) days as the incumbent of the position to which the higher allowance applies.

45.08 When the incumbent of a position to which PFA applies, is temporarily assigned to a position to which a different level of PFA, or no PFA, applies, and when the employee's basic monthly pay entitlement in the position to which the employee is temporarily assigned, plus PFA, if applicable, would be less than the employee's basic monthly pay entitlement plus PFA in the employee's regular position, the employee shall receive the PFA applicable to the employee's regular position.

45.09 An employee will be entitled to receive PFA, in accordance with the PFA applicable to the employee's regular position:

(a) during any period of paid leave up to a maximum of sixty (60) consecutive calendar days,

or

(b) 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.

45.10 PFA 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
Quebec Pension Plan
Employment Insurance
Government Employees Compensation Act
Flying Accident Compensation Regulations

45.11 If, in any month, an employee is disabled or dies prior to establishing an entitlement to PFA, the PFA benefits accruing to the employee or the employee's estate shall be determined in accordance with the PFA entitlement for the month preceding such disablement or death.

ARTICLE 46
PAY

46.01 Except as provided in clauses 46.01 to 46.07 inclusive, and the Notes to Appendix "A" of this Agreement, the terms and conditions governing the application of pay to employees are not affected by this Agreement.

46.02 An employee is entitled to be paid for services rendered at:

(a) 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 in the employee's certificate of appointment,

or

(b) 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 the employee is appointed do not coincide.

46.03 The rates of pay set forth in Appendix "A" shall become effective on the date specified therein.

46.04 Only rates of pay and compensation for overtime which has been paid to an employee during the retroactive period will be recomputed and the difference between the amount paid on the old rates of pay and the amount payable on the new rates of pay will be paid to the employee.

Pay Administration

46.05 When two or more of the following actions occur on the same date, namely appointment, pay increment, pay revision, the employee's rate of pay shall be calculated in the following sequence:

(a) the employee shall receive the pay increment;

(b) the employee's rate of pay shall be revised;

(c) the employee's rate of pay on appointment shall be established in accordance with this Agreement.

Rates of Pay

46.06

(a) The rates of pay set forth in Appendix "A" shall become effective on the dates specified.

(b) 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:

46.07 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.

Acting Pay

46.08 When an employee is required by the Employer to substantially perform the duties of a higher classification level on an acting basis for the required number of consecutive working days, the employee shall be paid acting pay calculated from the date on which the employee commenced to act as if the employee had been appointed to that higher classification level for the period in which the employee acts.

When a day designated as a paid holiday occurs during the qualifying period, the holiday shall be considered as a day worked for the purpose of the qualifying period.

(a) The required number of consecutive working days referred to in clause 46.08 is three (3) consecutive working days;

(b) This clause applies to MT employees only.

**

ARTICLE 47
AGREEMENT RE-OPENER

47.01 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 calendar month after receipt of such notice.

ARTICLE 48
DURATION

**

48.01 The duration of this Collective Agreement shall be from the date it is signed to September 30, 2007.

48.02 Unless otherwise expressly stipulated, the provisions of this Collective Agreement shall become effective on the date it is signed.

SIGNED AT OTTAWA, this 13^th day of the month of December 2006.

THE TREASURY BOARD OF CANADA

THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA

 

**APPENDIX "A"

AC - ACTUARIAL SCIENCE GROUP
ANNUAL RATES OF PAY

Table Legend

• A) Effective October 1, 2005
  
• B) Effective October 1, 2006
  

(Arbitral Award - October 5, 2006)

AC-1
		(1)	(2)	(3)	(4)	(5)	(6)	(7)	(8)	(9)
From:	$	45913	47809	50761	53095	55426	57759	60093	62423	64753
To:	A	47015	48956	51979	54369	56756	59145	61535	63921	66307
	B	48190	50180	53278	55728	58175	60624	63073	65519	67965
		(10)	(11)	(12)	(13)	(14)	(15)	(16)	(17)
From:	$	67535	70304	72922	75427	77948	80870	83903	86936
To:	A	69156	71991	74672	77237	79819	82811	85917	89022
	B	70885	73791	76539	79168	81814	84881	88065	91248
AC-2
From:	$	84731	87489	90246	93009	96366	99847	103327
To:	A	86765	89589	92412	95241	98679	102243	105807
	B	88934	91829	94722	97622	101146	104799	108452
AC-3
From:	$	94868	97750	100643	103939	107510	111202	115021	118841
To:	A	97145	100096	103058	106434	110090	113871	117782	121693
	B	99574	102598	105634	109095	112842	116718	120727	124735

**

AC
PAY NOTES

(1) The pay increment period for all employees paid in the AC-1 to AC-3 scales of rates is twelve (12) months.

(2) AC-1 Pay Scale: Subject to notes (a) to (f) below, AC-1 employees are paid at the appropriate rate in relation to the number of courses and years of experience acquired.

---

AG - AGRICULTURE GROUP
ANNUAL RATES OF PAY

Table Legend

• X) Effective October 1, 2005 - Restructure
• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

AG-1
From:	$	25986	to	44908	*	45816	47591	49367	51144	52921	54698
To:	A	26610	to	45986	*	46916	48733	50552	52371	54191	56011
	B	27275	to	47136	*	48089	49951	51816	53680	55546	57411
*(WITH INTERMEDIATE STEPS OF $10)
AG-2
From:	$	48794	51082	53367		55668	57943	60110	63276	66442
To:	A	49965	52308	54648		57004	59334	61553	64795	68037
	B	51214	53616	56014		58429	60817	63092	66415	69738
AG-3
From:	$	58618	61367	64119		66864	69616	72363	73913	75462
To:	X	58618	61367	64119		66864	69616	72363	75113	77863
	A	60025	62840	65658		68469	71287	74100	76916	79732
	B	61526	64411	67299		70181	73069	75953	78839	81725
AG-4
From:	$	73385	76121	78853		81588	84325
To:	A	75146	77948	80745		83546	86349
	B	77025	79897	82764		85635	88508
AG-5
From:	$	80958	84301	87638		90976	94313
To:	A	82901	86324	89741		93159	96577
	B	84974	88482	91985		95488	98991

**

AG
PAY NOTES

(1) An employee being paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) Effective October 1, 2005, prior to any other pay revision which occurs on that date, employees at the AG-3 level shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's former rate of pay.

(3) The pay increment period for all employees, other than those paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(4) For all employees paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(5) An increase from that part of the AG-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(6) Every employee being paid in that part of the AG-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his performance reviewed at least annually thereafter.

---

BI - BIOLOGICAL SCIENCES GROUP
ANNUAL RATES OF PAY

Table Legend

• X) Effective October 1, 2005 - Restructure
• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

BI-1
From:	$	25986	to	44908	*	45816	47591	49367	51144	52921	54698
To:	A	26610	to	45986	*	46916	48733	50552	52371	54191	56011
	B	27275	to	47136	*	48089	49951	51816	53680	55546	57411
*(WITH INTERMEDIATE STEPS OF $10)
B1-2
From:	$	48794	51082	53367		55668	57943	60110	63276	66442
To:	A	49965	52308	54648		57004	59334	61553	64795	68037
	B	51214	53616	56014		58429	60817	63092	66415	69738
BI-3
From:	$	58618	61367	64119		66864	69616	72363	73913	75462
To:	X	58618	61367	64119		66864	69616	72363	75113	77863
	A	60025	62840	65658		68469	71287	74100	76916	79732
	B	61526	64411	67299		70181	73069	75953	78839	81725
BI-4
From:	$	73385	76121	78853		81588	84325
To:	A	75146	77948	80745		83546	86349
	B	77025	79897	82764		85635	88508
BI-5
From:	$	80958	84301	87638		90976	94313
To:	A	82901	86324	89741		93159	96577
	B	84974	88482	91985		95488	98991

**

BI
PAY NOTES

(1) An employee being paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) Effective October 1, 2005, prior to any other pay revision which occurs on that date, employees at the BI-3 level shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's former rate of pay.

(3) The pay increment period for all employees, other than those paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(4) For all employees paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(5) An increase from that part of the BI-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(6) Every employee being paid in that part of the BI-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his performance reviewed at least annually thereafter.

---

CH - CHEMISTRY GROUP
ANNUAL RATES OF PAY

Table Legend

• X) Effective October 1, 2005 - Restructure
• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

CH-1
From:	$	25986	to	44908	*	45816	47591	49367	51144	52921	54698
To:	A	26610	to	45986	*	46916	48733	50552	52371	54191	56011
	B	27275	to	47136	*	48089	49951	51816	53680	55546	57411
*(WITH INTERMEDIATE STEPS OF $10)
CH-2
From:	$	48794	51082	53367		55668	57943	60110	63276	66442
To:	A	49965	52308	54648		57004	59334	61553	64795	68037
	B	51214	53616	56014		58429	60817	63092	66415	69738
CH-3
From:	$	58618	61367	64119		66864	69616	72363	73913	75462
To:	X	58618	61367	64119		66864	69616	72363	75113	77863
	A	60025	62840	65658		68469	71287	74100	76916	79732
	B	61526	64411	67299		70181	73069	75953	78839	81725
CH-4
From:	$	73385	76121	78853		81588	84325
To:	A	75146	77948	80745		83546	86349
	B	77025	79897	82764		85635	88508
CH-5
From:	$	80958	84301	87638		90976	94313
To:	A	82901	86324	89741		93159	96577
	B	84974	88482	91985		95488	98991

**

CH
PAY NOTES

(1) An employee being paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) An employee who was initially appointed to the ten ($10) dollar step portion of the CH-1 scale of rates shall not have his/her rate of pay adjusted as a result of an economic increase for a period of twelve (12) months from the date of his/her initial appointment, except that no employee shall be paid less than the minimum rate of pay. On the date which is twelve (12) months from the employee's initial appointment, the employee's rate of pay shall be adjusted by any economic increase to the fixed incremental portion of the CH-1 scale of rates which occurred during that twelve (12) month period, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the CH-1 scale of rates is not exceeded.

(3) Effective October 1, 2005 employees at the CH-3 level shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's rate of pay.

(4) The pay increment period for all employees, other than those paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(5) The pay increment period for all employees in the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

(6) An increase from that part of the CH-1 scale identified by ten-dollar ($10) intermediate steps to the first step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(7) Every employee being paid in that part of the CH-1 scale identified by ten-dollar ($10) intermediate steps will have his/her performance reviewed by the Employer within two (2) years of his/her appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his/her performance reviewed at least annually thereafter.

**

CANADA BORDER SERVICES AGENCY (CBSA) EMPLOYEES

(a) For employees that transferred from CRA to CBSA whose CRA rates of pay were maintained, the new rate of pay effective October 1, 2005 shall be the step in the TB salary scale for the applicable group and level, which is closest to but not less than the CRA rate the employee was receiving on date of transfer and the employee will receive a lump sum equal to the difference between the value of the economic increase and the actual increase in salary.

(b) Should there be no such rate, the employee's CRA rate of pay shall be maintained until such time as the CRA rate can be integrated into the TB salary scale.

(c) Effective October 1, 2005, where the CRA rate of pay cannot be integrated into the revised TB salary scale as per (b) above, the employee shall receive a lump sum equal to 2.4% of the employee's salary and the CRA rate shall be maintained.

(d) Effective October 1, 2006, for employees subject to (b) above, the employee's new rate of pay shall be the rate in the TB salary scale which is closest to but not less than the maintained CRA rate the employee was receiving, and the employee will receive a lump sum equal to the difference between the value of the economic increase and the actual increase in salary.

(e) Effective October 1, 2006, where the CRA rate of pay cannot be integrated into the revised TB salary scale as per (d) above, the employee shall receive a lump sum equal 2.5% of the employee's salary and the CRA rate shall be maintained.

FO - FORESTRY GROUP
ANNUAL RATES OF PAY

Table Legend

• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

FO-1
From:	$	25986	to	44128	*	46233	47663	49320	50990	53705
To:	A	26610	to	45187	*	47343	48807	50504	52214	54994
	B	27275	to	46317	*	48527	50027	51767	53519	56369
From:	$	55682	57643	59605		61570	63536
To:	A	57018	59026	61036		63048	65061
	B	58443	60502	62562		64624	66688
*(WITH INTERMEDIATE STEPS OF $10)
FO-2
From:	$	61182	63083	65099		67331	69345	71333	73322
To:	A	62650	64597	66661		68947	71009	73045	75082
	B	64216	66212	68328		70671	72784	74871	76959
FO-3
From:	$	71466	73491	75488		77997	80475	82952
To:	A	73181	75255	77300		79869	82406	84943
	B	75011	77136	79233		81866	84466	87067
FO-4
From:	$	80301	82518	84730		86951	89077	91201
To:	A	82228	84498	86764		89038	91215	93390
	B	84284	86610	88933		91264	93495	95725

**

FO
PAY NOTES

(1) An employee being paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) The pay increment period for all employees, other than those paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(3) For all employees paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(4) An increase from that part of the FO-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(5) Every employee being paid in that part of the FO-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second anniversary of his appointment will have his performance reviewed at least annually thereafter.

---

MT - METEOROLOGY GROUP
ANNUAL RATES OF PAY

Table Legend

• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

MT-1
From:	$	26012	to	37475
To:	A	26636	to	38374
	B	27302	to	39333
MT-2
From:	$	43245	45423	47598	49775	51957	54132	56304	58476
To:	A	44283	46513	48740	50970	53204	55431	57655	59879
	B	45390	47676	49959	52244	54534	56817	59096	61376
MT-3
From:	$	58336	60492	62659	64817	66972	70547	74121
To:	A	59736	61944	64163	66373	68579	72240	75900
	B	61229	63493	65767	68032	70293	74046	77798
MT-4
From:	$	59899	62182	64232	66176	68119	71008	73898	76789
To:	A	61337	63674	65774	67764	69754	72712	75672	78632
	B	62870	65266	67418	69458	71498	74530	77564	80598
MT-5
From:	$	65835	67871	69906	71948	73990	76898	79809	82720
To:	A	67415	69500	71584	73675	75766	78744	81724	84705
	B	69100	71238	73374	75517	77660	80713	83767	86823
MT-6
From:	$	71562	73822	76085	78352	82274	86193	90113
To:	A	73279	75594	77911	80232	84249	88262	92276
	B	75111	77484	79859	82238	86355	90469	94583
MT-7
From:	$	77922	80435	82944	85453	89270	93087	96906
To:	A	79792	82365	84935	87504	91412	95321	99232
	B	81787	84424	87058	89692	93697	97704	101713

**

MT
PAY NOTES

(1) (a) Effective October 1, 2005, increase the scale of rates for employees being paid at the MT-1 by two point four per cent (2.4%) as reflected in scale of rates (A). Employees on the scale of rates shall be paid at a rate of pay two point four per cent (2.4%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(b) Effective October 1, 2006, increase the scale of rates for employees being paid at the MT-1 by two point five per cent (2.5%) as reflected in scale of rates (B). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(2) Employees who have completed the requirement for a Master's degree in Meteorology (or equivalent degree and field as determined by the Employer), at a standard recognized by the Employer, will be paid not less than the salary shown at the fourth (4^th) step in the MT-2 scale of rates.

(3) The pay increment period for all employees is twelve (12) months, except in the case of employees paid in the MT-1 scale of rates. An employee being paid in the MT-1 scale of rates is not eligible for a pay increment.

---

PC - PHYSICAL SCIENCES GROUP
ANNUAL RATES OF PAY

Table Legend

• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

PC-1
From:	$	28373	to	46565	*	48537	50544	52547	54555	56563
To:	A	29054	to	47683	*	49702	51757	53808	55864	57921
	B	29780	to	48875	*	50945	53051	55153	57261	59369
*(WITH INTERMEDIATE STEPS OF $10)
PC-2
From:	$	55421	57620	59808		62005	64197	66388
To:	A	56751	59003	61243		63493	65738	67981
	B	58170	60478	62774		65080	67381	69681
PC-3
From:	$	66777	69313	71860		74392	76930	79466
To:	A	68380	70977	73585		76177	78776	81373
	B	70090	72751	75425		78081	80745	83407
PC-4
From:	$	77370	80075	82785		85490	88198	90905
To:	A	79227	81997	84772		87542	90315	93087
	B	81208	84047	86891		89731	92573	95414
PC-5
From:	$	87165	90157	93161		96166	99170
To:	A	89257	92321	95397		98474	101550
	B	91488	94629	97782		100936	104089

**

PC
PAY NOTES

(1) Except as provided in pay note 3, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($l0) intermediate steps shall be paid effective October 1, 2005 in the "A" scale of rates of pay, at a rate which is two point four per cent (2.4%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

(2) Except as provided in pay note 3, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid effective October 1, 2006 in the "B" scale of rates of pay, at a rate which is two point five per cent (2.5%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

(3) An employee who was initially appointed to the part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall not have his/her rate of pay adjusted as a result of an economic increase for a period of twelve (12) months from the date of the initial appointment, except that no employee shall be paid less than the minimum rate of pay. Twelve months from the employee's initial appointment, the employee's rate of pay shall be adjusted by any economic increase which occurred to the fixed incremental portion of the PC-1 scale of rates during that twelve (12) month period, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the PC-1 scale of rates is not exceeded.

(4) Every employee being paid in that part of the PC-1 scale identified by ten-dollar ($10) intermediate steps will have his/her performance reviewed by the Employer within two (2) years of his/her appointment with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his/her appointment will have a performance review at least annually thereafter.

(5) Except for those employees paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps, a pay increment shall be to the next rate in the scale of rates.

(6) The pay increment date for a full-time or part-time employee appointed to a position in the bargaining unit on promotion, demotion or from outside the public service after the date of signing of this Agreement, shall be the anniversary date of such appointment. The pay increment date for a full-time or part-time employee who was appointed to a position in the bargaining unit prior to the date of signing of this Agreement remains unchanged.

(7) For all employees paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months, and a pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(8) An increase from that part of the PC-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(9) For the purposes of transfer and promotion, the lowest pay increment in that part of the scale identified by ten-dollar ($10) intermediate steps is three hundred dollars ($300).

---

SG - SCIENTIFIC REGULATION GROUP
ANNUAL RATES OF PAY

Table Legend

• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

SG-SRE-1
From:	$	24422	to	49188
To:	A	25008	to	50369
	B	25633	to	51628
SG-SRE-2
From:	$	48869	50808	52734	54674	56612
To:	A	50042	52027	54000	55986	57971
	B	51293	53328	55350	57386	59420
SG-SRE-3
From:	$	50945	53189	55431	57685	59922	62156	64411	66664
To:	A	52168	54466	56761	59069	61360	63648	65957	68264
	B	53472	55828	58180	60546	62894	65239	67606	69971
SG-SRE-4
From:	$	60528	62891	65121	67222	69319	71692	74064
To:	A	61981	64400	66684	68835	70983	73413	75842
	B	63531	66010	68351	70556	72758	75248	77738
SG-SRE-5
From:	$	67080	69436	71794	74152	76497	78855	81215
To:	A	68690	71102	73517	75932	78333	80748	83164
	B	70407	72880	75355	77830	80291	82767	85243
SG-SRE-6
From:	$	73308	75618	77933	80264	82595	84926
To:	A	75067	77433	79803	82190	84577	86964
	B	76944	79369	81798	84245	86691	89138
SG-SRE-7
From:	$	76001	78184	80909	83404	86131	88857	91584
To:	A	77825	80060	82851	85406	88198	90990	93782
	B	79771	82062	84922	87541	90403	93265	96127
SG-SRE-8
From:	$	79152	82034	84915	87796	90678	93558	96440
To:	A	81052	84003	86953	89903	92854	95803	98755
	B	83078	86103	89127	92151	95175	98198	101224

**

SG-SRE
PAY NOTES

(1)(a) Effective October 1, 2005, increase the scale of rates for employees being paid at the SG-SRE-1 rates of pay by two point four per cent (2.4%) as reflected in scale of rates (A). Employees on this scale of rates shall be paid at a rate of pay that is two point four per cent (2.4%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(b) Effective October 1, 2006, increase the scale of rates for employees being paid at the SG-SRE-1 by two point five per cent (2.5%) as reflected in scale of rates (B). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(2) Except for SG-SRE-1, the pay increment period for all employees is twelve (12) months.

(3) The pay increment period for all employees in the SG-SRE-1 scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

---

SG - PATENT EXAMINATION GROUP
ANNUAL RATES OF PAY

Table Legend

• A) Effective October 1, 2005
• B) Effective October 1, 2006

(Arbitral Award - October 5, 2006)

SG-PAT-1
From:	$	23858	to	48043
To:	A	24431	to	49196
	B	25042	to	50426
SG-PAT-2
From:	$	47724	49616	51498	53381
To:	A	48869	50807	52734	54662
	B	50091	52077	54052	56029
SG-PAT-3
From:	$	49748	51941	54130	56331	58515	60715	62913
To:	A	50942	53188	55429	57683	59919	62172	64423
	B	52216	54518	56815	59125	61417	63726	66034
SG-PAT-4
From:	$	57971	60233	62371	64382	66391	68400	70672	72943
To:	A	59362	61679	63868	65927	67984	70042	72368	74694
	B	60846	63221	65465	67575	69684	71793	74177	76561
SG-PAT-5
From:	$	64247	66503	68762	71020	73264	75507	77766	80026
To:	A	65789	68099	70412	72724	75022	77319	79632	81947
	B	67434	69801	72172	74542	76898	79252	81623	83996
SG-PAT-6
From:	$	71592	73846	76108	78383	80656	82934	85544	88155
To:	A	73310	75618	77935	80264	82592	84924	87597	90271
	B	75143	77508	79883	82271	84657	87047	89787	92528
SG-PAT-7
From:	$	74220	76351	79013	81449	83883	86546	90323	94098	97873
To:	A	76001	78183	80909	83404	85896	88623	92491	96356	100222
	B	77901	80138	82932	85489	88043	90839	94803	98765	102728

**

SG-PAT
PAY NOTES

(1) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2005 in the (A) scale of rates of pay at a rate that is two point four per cent (2.4%) higher than his former rate, rounded to the nearest ten dollars ($10).

(2) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2006 in the (B) scale of rates of pay at a rate that is two point five per cent (2.5%) higher than his former rate, rounded to the nearest ten dollars ($10).

(3) Notwithstanding pay note 1, an employee being paid in the SG-PAT-1 scale of rates who was initially appointed to the public service bargaining unit in 2005 and was paid a rate established to recognize that the employee was without experience commensurate with level SG-PAT-1 shall not have his/her rate of pay adjusted by virtue of the October 1, 2005 scale of rates.

(4) Except for SG-PAT-1, the pay increment period for all employees is twelve (12) months.

(5) The pay increment period for all employees in the SG-PAT-1 scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

APPENDIX "B"

MEMORANDUM OF AGREEMENT
BETWEEN
THE TREASURY BOARD
AND
THE PROFESSIONAL INSTITUTE OF THE
PUBLIC SERVICE OF CANADA -
HOURS OF WORK

The Employer and the Professional Institute of the Public Service of Canada agree that for those employees to whom the provisions of clause .07 of Article 8 applies, the provisions of the Collective Agreement which specifies days shall be converted to hours. Where the Collective Agreement refers to a "day", it shall be converted to seven and one-half (7 1/2) hours.

For greater certainty, the following provisions shall be administered as provided herein:

ARTICLE 2 - INTERPRETATION AND DEFINITIONS

Clause (c) - "daily rate of pay" - shall not apply.

ARTICLES 9 & 13 - OVERTIME - TRAVELLING TIME

Compensation shall only be applicable on a normal workday for hours in excess of the employee's scheduled daily hours of work.

When an employee is required by the Employer to work overtime on the employee's day of rest, compensation shall be granted as per paragraphs 9.01(b) and 9.01(c).

ARTICLE 12 - DESIGNATED PAID HOLIDAYS

A designated paid holiday shall account for seven and one-half (7 1/2) hours only.

ARTICLE 14 - LEAVE - GENERAL

Effective the date on which clause .06 of Article 8 applies or ceases to apply to an employee, the accrued vacation and sick leave credits shall be converted to days or hours, as applicable.

The Memorandum of Agreement shall be effective from the date of signing of the Collective Agreement to September 30, 2007.

SIGNED AT OTTAWA, this 13^th day of the month of December 2006.

THE TREASURY BOARD OF CANADA

THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA

---

APPENDIX "C"

PATENT EXAMINERS
LETTER OF UNDERSTANDING

In recognition of the fact that, in the past some patent examiners have been allowed leave to write the patent agent's examination, it is agreed between the Professional Institute of the Public Service of Canada and the Patent Office, that the Patent Office will grant leave with pay to patent examiners to write the examination under the following conditions, expressly accepted by both sides:

**

1. This privilege will be granted to any one examiner, a maximum of twice (2) for each of the four (4) exams, in the employee's career in the Patent Office.

2. The granting of the privilege will be at the discretion of the Patent Office, and subject to operational requirements of the Office.

3. The privilege will not extend to preparatory seminars nor to any fees connected with the examination or seminar.

4. The granting of this privilege shall not be construed in any way as indicating that passing the examination is a necessary or desirable qualification for patent examiners, nor a factor to be considered in staff appraisal or promotion.

SIGNED AT OTTAWA, this 13^th day of the month of December 2006.

THE TREASURY BOARD OF CANADA

THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA

---

APPENDIX "D"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF THE
APPLIED SCIENCE AND PATENT EXAMINATION (SP) UNIT -
ALLOWANCE FOR THE PATENT GROUP

1. In an effort to reduce retention and recruitment problems, the employer will provide an Allowance to incumbents of SG-PAT positions for the performance of SG-PAT duties in the Applied Science and Patent Examination.

2. The parties agree that SG-PAT employees who perform the duties of positions identified above shall be eligible to receive a "Terminable Allowance" in the following amounts and subject to the following conditions:

**

**

TERMINABLE ALLOWANCE
	Effective October 1, 2005		Effective October 1, 2006
	Annual Amount	Montant Amount	Annual Amount	Montant Amount
SG-PAT-1	$5,528	$21.19	$5,666	$21.72
SG-PAT-2	$7,397	$28.36	$7,582	$29.06
SG-PAT-3	$8,623	$33.05	$8,839	$33.88
SG-PAT-4	$9,758	$37.40	$10,002	$38.34
SG-PAT-5	$11,406	$43.72	$11,691	$44.82
SG-PAT-6	$12,207	$46.79	$12,512	$47.96
SG-PAT-7	$13,142	$50.38	$13,471	$51.64

3. A part-time SG-PAT employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 40.03.

4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.

6. This Memorandum of Understanding expires on September 30^th, 2007.

SIGNED AT OTTAWA, this 13^th day of the month of December 2006.

THE TREASURY BOARD OF CANADA

THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA

APPENDIX "E"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF AN
ALLOWANCE FOR CERTAIN HEALTH CANADA EMPLOYEES IN THE
BIOLOGICAL SCIENCE GROUP
OF THE APPLIED SCIENCE AND PATENT EXAMINATION (SP) BARGAINING UNIT

1. The Employer will provide an Allowance to employees of the Health Product and Food Branch (HPFB) of Health Canada, who are involved in the assessment of submissions for human therapeutic products and occupy:

2. The parties agree that BI employees who perform the duties of the specific positions identified above shall be eligible to receive a "Human Drugs Clinical Review Allowance" in the following amounts and subject to the following conditions:

**

**

	Effective October 1, 2005		Effective October 1, 2006
	Annual Amount	Daily Amount	Annual Amount	Daily Amount
BI-4	$14,336	$54.95	$14,694	$56.32
BI-5	$16,384	$62.80	$16,794	$64.37

3. A part-time BI employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 40.03.

4. An employee shall not be entitled to the Human Drugs Clinical Review Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of the Memorandum of Understanding may be subject to consultation.

6. This Memorandum of Understanding expires on September 30^th, 2007.

SIGNED AT OTTAWA, this 13^th day of the month of December 2006.

THE TREASURY BOARD OF CANADA

THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA

---

APPENDIX "F"

MEMORANDUM OF UNDERSTANDING
RED CIRCLING

GENERAL

1. 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.

2. This Memorandum of Understanding shall remain in effect until amended or cancelled by mutual consent of the parties.

3. This Memorandum of Understanding supersedes the Regulations respecting Pay on Reclassification or Conversion where the Regulations are inconsistent with the Memorandum of Understanding.

4. 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.

5. 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.

1. 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.

2. 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 Retroactive Remuneration Regulations.

3.

4. Employees subject to Section 3, will be considered to have transferred (as defined in the Public Service Terms and Conditions of Employment Regulations) for the purpose of determining increment dates and rates of pay.

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.

1. 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 his annual rate of pay.

2. 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 he 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 his removal from the holding rate.

SIGNED AT OTTAWA, this 21^stday of the month of July 1982.

APPENDIX "G"

WORK FORCE ADJUSTMENT

TABLE OF CONTENTS

GENERAL

PART I ROLES AND RESPONSIBILITIES

PART II OFFICIAL NOTIFICATION

PART III RELOCATION OF A WORK UNIT

PART IV RETRAINING

PART V SALARY PROTECTION

PART VI OPTIONS FOR EMPLOYEES

PART VII SPECIAL PROVISIONS REGARDING ALTERNATIVE DELIVERY INITIATIVES

ANNEX "A" - STATEMENT OF PENSION PRINCIPLES

ANNEX "B"

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General

Application

This Appendix applies to all 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 maximise employment opportunities for indeterminate employees affected by work force 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 work force 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 public service. 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 lay-off (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. Lay-off entitlements begin on the actual date of lay-off.

Affected employee (employé touché) - is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of a work force adjustment situation.

Alternation (échange de postes) - occurs when an opting employee (not a surplus employee) who wishes to remain in the public service exchanges positions with a non-affected employee (the alternate) willing to leave the public service with a Transition Support Measure or with an Education Allowance.

Alternative delivery initiative (diversification de mode de prestation de service) - is the transfer of any work, undertaking or business of the public service to any body or corporation that is a separate employer or that is outside the public service.

Appointing department (ministère d'accueil) - is a department or agency which has agreed to appoint or consider for appointment (either immediately or after retraining) a surplus or a laid-off person.

Deputy head (administrateur général) - has the same meaning as in the definition of "Deputy Head" set out in section 2 of the Public Service Employment Act, and also means his or her official designate.

**

Education Allowance (indemnité d'étude) - is one of the options provided to an indeterminate employee affected by normal work force adjustment for whom the deputy head cannot guarantee a reasonable job offer. The Education Allowance is a cash payment, equivalent to the Transitional Support Measure (see Annex "B"), plus a reimbursement of tuition from a recognised learning institution, book and mandatory equipment costs, up to a maximum of $8,000. The Education Allowance includes a reimbursement of up to $2,000, in addition to the above mentioned $8,000, for reimbursement of tuition, books and mandatory equipment for a postgraduate university program.

Guarantee of a reasonable job offer (garantie d'une offre d'emploi raisonnable) - is a guarantee of an offer of indeterminate employment within the public service provided by the deputy head to an indeterminate employee who is affected by work force 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 public service. Surplus employees in receipt of this guarantee will not have access to the Options available in Part VI of this Appendix.

Home department (ministère d'attache) - is a department or agency declaring an individual employee surplus.

Laid off person (personne mise en disponibilité) - is a person who has been laid off pursuant to PSEA 29(1) and who still retains a reappointment priority under PSEA 29(3).

Lay-off notice (avis de mise en disponibilité) - is a written notice of lay-off to be given to a surplus employee at least one month before the scheduled lay-off date. This period is included in the surplus period.

Lay-off priority (priorité de mise en disponibilité) - a person who has been laid off is entitled to a priority for appointment without competition or appeal to a position in the public service for which, in the opinion of the PSC, they are qualified. This priority is accorded for one year following the lay-off date, pursuant to subsection 29(3) of the Public Service Employment Act, or following the termination date, pursuant to paragraph 11(2.01) of the Financial Administration Act.

Opting employee (employé optant) - is an indeterminate employee whose services will no longer be required because of a work force adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has 120 days to consider the Options of Part 6.3 of this Appendix.

Pay (rémunération) - has the same meaning as "rate of pay" in the employee's collective agreement.

Priority administration system (système d'administration des priorités) - is a system designed by the PSC to facilitate appointments of individuals entitled to statutory and regulatory priorities.

Public Service (fonction publique) - means the several positions in or under any department, agency, or other portion of the public service of Canada as defined in the Public Service Labour Relations Act (PSLRA), for which the PSC has the sole authority to appoint.

Reasonable job offer (offre d'emploi raisonnable) - is an offer of indeterminate employment within the public service, normally at an equivalent level but could include lower levels. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee's headquarters as defined in the Travel Directive. In Alternative Delivery situations, a reasonable offer is one that meets the criteria set out in Type 1 and Type 2 of Part VII of this appendix. A reasonable job offer is also an offer from a PSLRA Part II employer, providing that:

(a) 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.

(b) 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.

Reinstatement priority (priorité de réintégration) - is an appointment priority accorded by the PSC, pursuant to 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 authorised 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 work unit (réinstallation d'une unité de travail) - is the authorised 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 public service.

Surplus employee (employé excédentaire) - is an indeterminate employee who has been formally declared surplus, in writing, by his or her deputy head.

Surplus priority (priorité de employé excédentaire) - is an entitlement for a priority in appointment accorded by the PSC, pursuant to the Public Service Employment Regulations, to surplus employees to permit them to be appointed to other positions in the public service without competition or right of appeal.

Surplus status (statut d'employé excédentaire) - An indeterminate employee is in surplus status from the date he or she is declared surplus until the date of lay-off, until he or she is indeterminately appointed to another position, until his or her 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 Transition Support Measure is a cash payment based on the employee's years of service in the public service, as per Annex "B".

Twelve-month surplus priority period in which to secure a reasonable job offer (Priorité d'employé excédentaire d'une durée de douze 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 force 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 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 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 to carry out its periodic audits.

References

The primary references for the subject of Work Force Adjustment are as follows:

Canada Labour Code, Part I.

Financial Administration Act, section 11.

Pay Rate Selection (Treasury Board Manual, Pay administration volume, chapter 3).

Policy on termination of Employment in Alternative Delivery Situations (Treasury Board Manual, Human Resources Volume, Chapter 1-13)

Public Service Employment Act, section 29.

Public Service Employment Regulations, sections 34, 35, 36, 37, 39 and 42.

Public Service Labour Relations Act, sections 48.1 and 49.

Public Service Superannuation Act, section 40.1.

Relocation Directive (Treasury Board Manual, Employee Services Volume, Chapter 3-1).

Travel Directive (Treasury Board Manual, Employee Services Volume, Chapter 1-1).

Enquiries

Enquiries about this Appendix should be referred to PIPSC, or the responsible officers in departmental headquarters.

Responsible officers in departmental headquarters may, in turn, direct questions regarding the application of this Appendix to the Transition and Work-Life Policies Group, Human Resources Branch, Treasury Board Secretariat.

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 human resource advisors or to the regional and district offices of the PSC responsible for their case. Responsible officers in departmental headquarters seeking interpretations and guidance may contact the Employment Equity and Priority Administration Division of the Recruitment Programs and Priority Administration Directorate, Resourcing and Learning Branch, Public Service Commission Canada.

Part I
Roles and responsibilities

1.1 Departments

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1.1.1 Since indeterminate employees who are affected by work force adjustment situations are not themselves responsible for such situations, it is the responsibility of departments to ensure that they are treated equitably and, given every reasonable opportunity to continue their careers as public service employees.

1.1.2 Departments shall carry out effective human resource planning to minimise the impact of work force adjustment situations on indeterminate employees, on the department, and on the public service.

**

1.1.3 Departments shall establish work force adjustment committees, where appropriate, to manage the work force adjustment situations within the department, and they shall notify PIPSC of the responsible officers who will administer this Appendix.

1.1.4 Departments shall, as the home department, cooperate with the PSC and appointing departments in joint efforts to redeploy or retrain for redeployment to appointing departments departmental surplus employees and laid-off persons.

1.1.5 Departments shall establish systems to facilitate redeployment or retraining of the department'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 his or her services will no longer be required. A copy of this letter shall be sent forthwith to the PSC.

Such a communication shall also indicate if the employee:

(a) 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

(b) is an opting employee and has access to the Options of Section 6.3 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 lay-off date.

1.1.7 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those employees subject to work force adjustment for whom they know or can predict employment availability in the public service.

1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide 120 days to consider the three 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 (a), Twelve-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 6.3 of this Appendix, upon request of any indeterminate affected employee who can demonstrate that his or her duties have already ceased to exist.

1.1.10 Departments shall send written notice to the PSC of the employee's surplus status, and shall send to the PSC such details, forms, resumes, and other material as the PSC may from time to time prescribe as necessary for it to discharge its function.

**

1.1.11 Departments shall advise the President of PIPSC and consult with PIPSC representatives as completely as possible regarding any work force adjustment situation as soon as possible after the decision has been made and throughout the process. As soon as the affected employees are identified, the departments will immediately forward the name and location of those employees to PIPSC.

1.1.12 The home department shall recommend in writing to the PSC whether the employee is suitable for appointment. Where an employee is not considered suitable for appointment, the department shall advise the employee and PIPSC of that recommendation. The department shall send to the employee a copy of the written communication to the Public Service Commission, indicating the reasons for the recommendation together with any enclosures. The department shall also advise the employee that he or she may make oral or written submissions about the matter to the Public Service Commission before the PSC makes its decision. Where the Public Service Commission does not accept the department's recommendation, the department shall provide the surplus period required under this Appendix, beginning on the date the department is advised of the decision. The department shall so advise the employee.

1.1.13 The home department shall provide the PSC with a statement that it would be prepared to appoint the surplus employee to a suitable position in the department commensurate with his or her qualifications, if such a position were available.

1.1.14 Departments shall provide that employee with the official notification that he or she has become subject to a work force adjustment and shall remind the employee that Appendix "F" on Work Force Adjustment of this collective agreement applies.

1.1.15 Deputy heads shall apply this Appendix so as to keep actual involuntary lay-offs to a minimum, and lay-offs shall normally only occur where an individual has refused a reasonable job offer, or is not mobile, or cannot be retrained within two years, or is laid-off at his or her own request.

1.1.16 Departments are responsible to counsel and advise their affected employees on their opportunities of finding continuing employment in the public service.

1.1.17 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 shall avoid appointment to a lower level except where all other avenues have been exhausted.

1.1.18 Home departments 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.

1.1.19 Home departments shall relocate surplus employees and laid-off individuals, if necessary.

1.1.20 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

(a) there are no available priority persons, or priority persons with a higher priority, qualified and interested in the position being filled;

or

(b) no available local surplus employees or laid-off persons who are interested and who could qualify with retraining.

1.1.21 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. Such cost shall be consistent with the Travel and Relocation directives.

1.1.22 For the purposes of the 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.

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1.1.23 For the purposes of the Travel directive, laid-off persons travelling to interviews for possible reappointment to public service are deemed to be "a traveler on government business".

1.1.24 For the priority period, home departments shall pay the salary costs, and other authorised costs such as tuition, travel, relocation, and retraining for surplus employees and laid-off persons, as provided for in this collective agreement and the various directives; all authorised costs of termination; and salary protection upon lower-level appointment, unless the appointing department is willing to absorb these costs in whole or in part.

1.1.25 Where a surplus employee is appointed by another department to a term position, the home department is responsible for the costs above for one year from the date of such appointment, after which the appointing department becomes the new home department.

1.1.26 Departments shall protect the indeterminate status and surplus priority of a surplus indeterminate employee appointed to a term position under this Appendix.

1.1.27 Departments shall inform the PSC in a timely fashion of the results of all referrals made to them under this Appendix, whether such referrals are for immediate appointment, for retraining designed to qualify individuals for appointment, or for anticipated vacancies.

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1.1.28 Departments shall review the use of private temporary agency personnel, contractors, consultants, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, departments shall not re-engage such temporary agency personnel, contractors, consultants nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.

1.1.29 Nothing in the foregoing shall restrict the employer's right to engage or appoint persons to meet short-term, non-recurring requirements. Surplus and laid-off persons shall be given priority even for these short-term work opportunities.

1.1.30 Departments may lay off an employee at a date earlier than originally scheduled when the surplus employee requests them to do so in writing.

1.1.31 Departments, acting as appointing departments, shall cooperate with the PSC and other departments in accepting, to the extent possible, affected, surplus and laid-off persons, from other departments for appointment or retraining.

1.1.32 Departments shall provide surplus employees with a lay-off notice at least one month before the proposed lay-off date, if appointment efforts have been unsuccessful.

1.1.33 When a surplus employee refuses a reasonable job offer, he or she shall be subject to lay-off one month after the refusal, however not before six months after the surplus declaration date. The provisions of 1.3.3 shall continue to apply.

1.1.34 Departments are to presume that each employee wishes to be redeployed unless the employee indicates the contrary in writing.

1.1.35 Departments 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:

(a) the work force adjustment situation and its effect on that individual;

(b) the work force adjustment Appendix;

(c) the PSC's Priority Administration System and how it works from the employee's perspective (referrals, interviews or "boards", feedback to the employee, follow-up by the PSC, how the employee can obtain job information and prepare for an interview, etc.);

(d) preparation of a curriculum vitae or resume;

(e) preparation for an interview with the PSC;

(f) the employee's rights and obligations;

(g) the employee's current situation (e.g. pay, benefits such as severance pay and superannuation, classification, language rights, years of service);

(h) alternatives that might be available to the employee (alternation, 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, resignation, accelerated lay-off);

(i) the likelihood that the employee will be successfully appointed;

(j) the meaning of a guarantee of reasonable job offer, a Twelve-month surplus priority period in which to secure a reasonable job offer, a Transition Support Measure, an Education Allowance;

(k) the Human Resources Centres and their services (including a recommendation that the employee register with the nearest office as soon as possible);

(l) preparation for interviews with prospective employers;

(m) repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;

and

(n) advising the employee that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity.

1.1.36 Home departments 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.

1.1.37 Severance pay and other benefits flowing from other clauses in this collective agreement are separate from, and in addition to, those in this Appendix.

1.1.38 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.

1.2 The Treasury Board Secretariat

1.2.1 It is the responsibility of the Treasury Board Secretariat to:

(a) investigate and seek to resolve situations referred by the PSC or other parties,

and

(b) consider departmental requests for retraining resources.

1.3 The Public Service Commission

1.3.1 The PSC shall establish and modify staffing policies and procedures to ensure the most effective and efficient means of maximizing the redeployment of surplus employees and the appointment of laid-off persons to positions in the public service.

1.3.2 The PSC shall temporarily restrict or suspend any authority delegated to deputy heads to make appointments in specified occupational groups when such action is necessary.

1.3.3 The PSC shall actively market surplus employees and laid-off persons to all departments unless the individuals have advised the PSC in writing that they are not available for appointment.

1.3.4 The PSC shall advise the Treasury Board Secretariat when departments fail to comply in good faith with this Appendix and/or to cooperate with the PSC in redeployment, retraining, or appointment activities.

1.3.5 The PSC shall determine, to the extent possible, the occupations in which there are skill shortages for which surplus employees or laid-off persons could be retrained, and advise departments accordingly.

1.3.6 The PSC shall provide surplus and laid-off individuals with counselling on their work force adjustment situation and its impact on them during their priority entitlement.

1.3.7 The PSC shall provide information directly to PIPSC on the numbers and status of their members who are in the Priority Administration System and, on a service-wide basis, through reports to PIPSC.

1.3.8 The Public Service Commission shall decide whether employees are suitable for appointment. Where a deputy head recommends that an employee is not suitable, the PSC shall, after considering such a recommendation, and representations of the employee or his or her representative, advise the deputy head, the employee, and his or her representative of its decision whether the employee is entitled to surplus and lay-off priority and the reasons for the decision. The PSC shall also inform the PIPSC of its decision.

1.3.9 The PSC shall, wherever possible, ensure that reinstatement priority is given to all employees who are subject to salary protection.

1.3.10 While the responsibility for retraining lies with the home department, the PSC is responsible for making the appropriate referrals and may recommend retraining where it would facilitate appointment, and the appointing department is responsible for considering retraining the individual and for justifying a decision not to retrain.

1.3.11 The PSC shall inform, in a routine and timely manner, a surplus employee or laid-off person, his or her home department and a representative of PIPSC, when he or she has been referred to a department for consideration but will not be offered the position. The PSC shall include full details of why he or she will not be appointed to or retrained for that position.

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 work force adjustment situations and who receive a guarantee of a reasonable job offer, or who opt, or are deemed to have opted, for Option (a) of Part VI of this Appendix are responsible for:

(a) actively seeking alternative employment in co-operation with their departments and the PSC, unless they have advised the department and the PSC, in writing, that they are not available for appointment;

(b) seeking information about their entitlements and obligations;

(c) providing timely information to the home department and to the PSC to assist them in their appointment activities (including curriculum vitae or resumes);

(d) ensuring that they can be easily contacted by the PSC and appointing departments, and attending appointments related to referrals;

(e) seriously considering job opportunities presented to them (referrals within the home department, referrals from the PSC, and job offers made by departments), including retraining and relocation possibilities, specified period appointments and lower-level appointments.

1.4.3 Opting employees are responsible for:

(a) considering the Options of Part VI of this Appendix;

(b) communicating their choice of Options, in writing, to their manager no later than 120days after being declared opting.

Part II
Official notification

2.1 Department

2.1.1 As already mentioned in section 1.1.11, departments shall advise and consult with the bargaining agent representatives as completely as possible regarding any work force adjustment situation as soon as possible after the decision has been made and throughout the process and will make available to the bargaining agent the name and work location of affected employees.

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2.1.2 In any work force adjustment situation which is likely to involve ten or more indeterminate employees covered by this Appendix, the department concerned shall notify the Assistant Secretary (or delegate), Labour Relations and Compensation Operations, Treasury Board Secretariat, in confidence, at the earliest possible date and under no circumstances less than four working days before the situation is announced. The department shall send a copy of the advice to the Director General, Recruitment Programs and Priority Administration Directorate, Resourcing and Learning Branch, Public Service Commission.

2.2 Treasury Board Secretariat

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2.2.1 Upon notification by the department concerned in 2.1.2 above, and under no circumstances less than two working days before the situation is announced, the Assistant Secretary (or delegate), Labour Relations and Compensation Operations, Treasury Board Secretariat shall inform, in writing and in confidence, the President of PIPSC. 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, departments shall provide all employees whose positions are to be relocated with the opportunity to choose whether they wish to move with the position or be treated as if they were subject to a work force adjustment situation.

3.1.2 Following written notification, employees must indicate, within a period of six 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 6.3 of this Appendix.

3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.19 to 1.1.23.

3.1.4 Although departments will endeavour to respect employee location preferences, nothing precludes the department from offering the relocated position to employees in receipt of a guarantee of a reasonable job offer from their deputy heads, 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 shall make every reasonable effort to retrain such persons for:

(a) existing vacancies,

or

(b) anticipated vacancies identified by management.

4.1.2 The PSC and departments shall be responsible for identifying situations where retraining can facilitate the appointment of surplus employees and laid-off persons, and shall cooperate in such efforts.

4.1.3 Subject to the provisions of 4.1.2, the deputy head of the home department shall approve up to two years of retraining.

4.2 Surplus employees

4.2.1 A surplus employee is eligible for retraining providing:

(a) 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

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(b) 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 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.

4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee.

4.2.4 While on retraining, a surplus employee continues to be employed by the home department and is entitled to be paid in accordance with his or her current appointment, unless the appointing department 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, the proposed lay-off 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, an employee who is guaranteed a reasonable job offer, is also guaranteed, subject to the 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 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:

(a) retraining is needed to facilitate the appointment of the individual to a specific vacant position;

(b) the individual meets the minimum requirements set out in the relevant Selection Standard for appointment to the group concerned;

(c) there are no other available persons with a priority who qualify for the position;

and

(d) the appointing department 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 reviewed by the PSC shall be included in the letter of offer. If the individual accepts the conditional offer, he or she 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 he or she was 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 Regulations Respecting Pay on Reclassification or Conversion.

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 his or her reasons in writing, if requested by the employee. 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 120 days to consider the three Options below before a decision is required of them.

6.1.3 The opting employee must choose, in writing, one of the three Options of section 6.3 of this Appendix within the 120-day window. The employee cannot change Options once having made a written choice.

6.1.4 If the employee fails to select an Option, the employee will be deemed to have selected Option (a), Twelve-month surplus priority period in which to secure a reasonable job offer at the end of the 120-day window.

6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the 120-day opting period and prior to the written acceptance of the Transition Support Measure or the Education Allowance Option, the employee is ineligible for the TSM or the Education Allowance.

6.2 Alternation

6.2.1 All departments must participate in the alternation process.

6.2.2 An alternation occurs when an opting employee who wishes to remain in the public service exchanges positions with a non-affected employee (the alternate) willing to leave the public service under the terms of Part VI of this Appendix.

6.2.3 Only an opting employee, not a surplus one, may alternate into an indeterminate position that remains in the public service.

6.2.4 An indeterminate employee wishing to leave the public service may express an interest in alternating with an opting employee. 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 public service.

6.2.5 An alternation must permanently eliminate a function or a position.

**

6.2.6 The opting employee 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 days of the alternation.

6.2.7 An alternation should normally occur between employees at the same group and level. When the two 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 higher than the maximum rate of pay for the lower paid position.

6.2.8 An alternation must occur on a given date, i.e. two employees directly exchange positions on the same day. There is no provision in alternation for a "domino" effect or for "future considerations".

6.3 Options

6.3.1 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:

(a)

**

or

(b) Transition Support Measure (TSM) is a cash payment, based on the employee's years of service in the public service (see Annex "B") made to an opting employee. Employees choosing this Option must resign but will be considered to be laid-off for purposes of severance pay.

or

**

(c) Education allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than $8,000 for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and mandatory equipment, and up to an additional $2,000 to the above mentioned $8,000, for reimbursement of receipted expenses of an opting employee for tuition, costs of books and mandatory equipment for a postgraduate university program.

Employees choosing Option (c) could either:

6.3.2 Management will establish the departure date of opting employees who choose Option (b) or Option (c) above.

6.3.3 The TSM, pay in lieu of unfulfilled surplus period and the Education Allowance cannot be combined with any other payment under the Work Force Adjustment Appendix.

6.3.4 In the cases of: pay in lieu of unfulfilled surplus period, Option (b) and (c)(i), the employee relinquishes any priority rights for reappointment upon acceptance of his or her resignation.

6.3.5 Employees choosing Option (c)(ii) who have not provided their department with a proof of registration from a learning institution 12 months after starting their leave without pay period will be deemed to have resigned from the public service, and be considered to be laid-off for purposes of severance pay.

6.3.6 All opting employees will be entitled to up to $400.00 for financial planning advice.

6.3.7 An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an Education Allowance and is re-appointed to that portion of the Public Service of Canada specifically in one of the departments or agencies listed in schedule I, IV or V of the Financial Administration Act shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the TSM or Education Allowance was paid.

6.3.8 Notwithstanding section 6.3.7, an opting employee who has received an Education Allowance will not be required to reimburse tuition expenses, costs of books and mandatory equipment, for which he or she cannot get a refund.

6.3.9 The deputy head shall ensure that pay in lieu of unfulfilled surplus period is only authorised 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.

6.3.10 If a surplus employee who has chosen, or is deemed to have chosen, Option (a) refuses a reasonable job offer at any time during the twelve-month surplus priority period, the employee is ineligible for pay in lieu of unfulfilled surplus period.

6.3.11 Approval of pay in lieu of unfulfilled surplus period is at the discretion of management, but shall not be unreasonably denied.

6.4 Retention payment

6.4.1 There are three 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.

6.4.2 All employees accepting retention payments must agree to leave the public service without priority rights.

**

6.4.3 An individual who has received a retention payment and, as applicable, is either reappointed, or hired to that portion of the Public Service of Canada specifically in one of the departments or agencies listed in schedule I, IV or V of the Financial Administration Act,or is hired by the new employer within the six months immediately following his or her resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the lump sum was paid.

6.4.4 The provisions of 6.4.5 shall apply in total facility closures where public service jobs are to cease, and:

(a) such jobs are in remote areas of the country,

or

(b) retraining and relocation costs are prohibitive,

or

(c) prospects of reasonable alternative local employment (whether within or outside the public service) are poor.

6.4.5 Subject to 6.4.4, 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 public service to take effect on that closure date, a sum equivalent to six months' pay payable upon the day on which the departmental operation ceases, provided the employee has not separated prematurely.

6.4.6 The provisions of 6.4.7 shall apply in relocation of work units where public service work units:

(a) are being relocated,

and

(b) when the deputy head of the home department 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

(c) where the employee has opted not to relocate with the function.

6.4.7 Subject to 6.4.6, 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 public service to take effect on the relocation date, a sum equivalent to six months' pay payable upon the day on which the departmental operation relocates, provided the employee has not separated prematurely.

6.4.8 The provisions of 6.4.9 shall apply in alternative delivery initiatives:

(a) where the public service work units are affected by alternative delivery initiatives;

(b) when the deputy head of the home department 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

(c) where the employee has not received a job offer from the new employer or has received an offer and did not accept it.

6.4.9 Subject to 6.4.8, the deputy head shall pay to each employee who is asked to remain until the transfer date and who offers a resignation from the public service to take effect on the transfer date, a sum equivalent to six 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:

(a) fair and reasonable treatment of employees;

(b) value for money and affordability;

and

(c) maximization of employment opportunities for employees.

The parties recognise:

- the union's need to represent employees during the transition process;

- the Employer's need for greater flexibility in organising the public service.

For Employees' Information Purposes Only

For information with respect to accrued benefits, refer to Section 11(10) of the Financial Administration Act (FAA).

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 public service to any body or corporation that is a separate employer or that is outside the public service;

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 Type 2 transitional employment arrangement, as determined in accordance with section 7.2.2;

For the purposes of this part, a termination of employment (licenciement du fonctionnaire) is the termination of employment referred to in paragraph 11(2)(g.1) of the Financial Administration Act (FAA).

7.2 General

Departments will, as soon as possible after the decision is made to proceed with an ASD initiative, and if possible, not less than 180 days prior to the date of transfer, provide notice to PIPSC.

The notice to PIPSC will include: 1) the program being considered for ASD, 2) the reason for the ASD, and 3) the type of approach anticipated for the initiative.

A joint WFA-ASD committee will be created for ASD initiatives and will have equal representation from the department and PIPSC. By mutual agreement the committee may include other participants. The joint WFA-ASD committee will define the rules of conduct of the committee.

In cases of ASD initiatives, the parties will establish a joint WFA-ASD committee to conduct meaningful consultation on the human resources issues related to the ASD initiative in order to provide information to the employee which will assist him or her in deciding on whether or not to accept the job offer.

1. Commercialisation

In cases of commercialisation where tendering will be part of the process, the members of the joint WFA-ASD committee shall make every reasonable effort to come to an agreement on the criteria related to human resources issues (e.g. 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 committee will respect the contracting rules of the federal government.

2. Creation of a new Agency

In cases of the creation of new agencies, the members of the joint WFA/ASD committee shall make every reasonable effort to agree on common recommendations related to human resources issues (e.g. terms and conditions of employment, pension, and health care benefits) that should be available at the date of transfer.

**

3. Transfer to existing employers

In all other ASD 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 commercialisation 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 types of transitional employment arrangements resulting from alternative delivery initiatives:

(a) Type 1 (Full Continuity)

Type 1 arrangements meet all of the following criteria:

(b) Type 2 (Substantial Continuity)

Type 2 arrangements meet all of the following criteria:

(c) Type 3 (Lesser Continuity)

A Type 3 arrangement is any alternative delivery initiative that does not meet the criteria applying in Type 1 and 2 transitional employment arrangements.

7.2.3 For Type 1 and Type 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 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 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 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 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 month notice period except where the employee was unaware of the offer or incapable of indicating an acceptance of the offer as provided for in subsection 11(2.02) of the Financial Administration Act (FAA).

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. For greater certainty, those who are declared surplus will be subject to the provisions of section 29 of the Public Service Employment Act (PSEA) and section 39 of the Public Service Employment Regulations (PSER).

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 for operational reasons provided that this does not create a break in continuous service between the public service 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 equivalent to three months pay, payable upon the day on which the departmental work or function is transferred to the new employer. The home department will also pay these employees an 18-month salary top-up allowance equivalent to the difference between the remuneration applicable to their public service 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 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 80 per cent of their former federal hourly or annual remuneration, departments will pay an additional six months of salary top-up allowance for a total of 24-months under this section and section 7.7.1. The salary top-up allowance equivalent to the difference between the remuneration applicable to their public service 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 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 Type 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 6.5 per cent of pensionable payroll (excluding the employer's costs related to the administration of the plan) will receive a sum equivalent to three months pay, payable on the day on which the departmental 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 equivalent to six months pay payable on the day on which the departmental work or function is transferred to the new employer. The home department will also pay these employees a 12-month salary top-up allowance equivalent to the difference between the remuneration applicable to their public service 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 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 equivalent to one 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 public service of Canada specified from time to time in Schedule I, IV or V of the Financial Administration Act 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 re-appointment 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 public service of Canada specified from time to time in Schedule I, IV or V of the Financial Administration Act 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 public service for severance pay purposes and provides severance pay entitlements similar to the employee's severance pay entitlements at the time of the transfer.

7.9.3 Where:

(a) the conditions set out in 7.9.2 are not met,

(b) 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,

(c) the employment of an employee is terminated pursuant to the terms of section 7.5.1,

or

(d) 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 public service terminates.

Annex "A" - Statement of pension principles

1. The new employer will have in place, or Her 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 6.5 per cent 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.

2. Benefits in respect of service accrued to the point of transfer are to be fully protected.

3. Her 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, Her 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"

Years of Service in the Public Service	Transition Support Measure (TSM) (Payment in weeks' pay)
0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45	10 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 52 52 52 52 52 52 52 52 52 52 52 52 52 49 46 43 40 37 34 31 28 25 22 19 16 13 10 07 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.

List of Changes to the Agreement between the Treasury Board and The Professional Institute of the Public Service of Canada - Applied Science and Patent Examination

ARTICLE 8
HOURS OF WORK

Shift Work

8.16

**

(a) If an employee is given less than one hundred and twenty (120) hours' advance notice of a change in the employee's shift schedule, the employee will receive compensation at the rate of time and one half (1 1/2) for work performed on the first shift changed. Subsequent shifts worked on the changed schedule shall be paid for at straight time and every effort shall be made by the Employer to ensure that scheduled days of rest on the changed schedule are maintained.

ARTICLE 13
TRAVELLING TIME

13.01

**

(b) on a normal working day on which the employee travels and works, the employee shall be paid:

**

(c) on a day of rest or on a designated paid holiday, the employee shall be paid at the applicable overtime rate for hours travelled to a maximum of twelve (12) hours pay at the straight-time rate, or fifteen (15) hours pay at the straight-time rate when travelling beyond North America.

ARTICLE 14
LEAVE - GENERAL

**

14.01 When the employment of an employee who has been granted more vacation or sick leave with pay than the employee has earned is terminated by death or lay-off, the employee is considered to have earned the amount of leave with pay granted.

**

14.02 An employee is entitled, once in each fiscal year, to be informed, upon request, of the balance of the employee's vacation or sick leave with pay credits.

ARTICLE 15
VACATION LEAVE

**

Cancellation of Vacation Leave

15.11 When the Employer cancels or alters a period of vacation 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.

**

Leave When Employment Terminates

15.13 When an employee dies or otherwise ceases to be employed, the employee or the employee's estate shall be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave with pay by the daily rate of pay as calculated from the classification prescribed in the certificate of appointment on the date of the termination of employment.

**

15.17 Appointment to a Separate Agency

Notwithstanding clause 15.13, 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.

**

15.18 Appointment from a Separate Agency

The Employer agrees to accept the unused vacation leave credits up to a maximum of two-hundred and 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.

ARTICLE 16
SICK LEAVE

Credits

**

16.08 An employee shall not be terminated for cause for reason of incapacity pursuant to Section 12(l)(e) of the Financial Administration Act at a date earlier than the date at which the employee will have used his accumulated sick leave credits, except where the incapacity is the result of an injury or illness for which injury-on-duty leave has been granted pursuant to clause 17.16.

ARTICLE 17
OTHER LEAVE WITH OR WITHOUT PAY

**

17.03 Maternity Leave without Pay

(a) An employee who becomes pregnant shall, upon request, be granted 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.

(b) Notwithstanding paragraph (a):

(c) The extension described in paragraph (b) shall end not later than fifty-two (52) weeks after the termination date of pregnancy.

(d) The Employer may require an employee to submit a medical certificate certifying pregnancy.

(e) An employee who has not commenced maternity leave without pay may elect to:

(f) An employee shall inform the Employer in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur unless there is a valid reason why the notice cannot be given.

(g) Leave granted under 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.

**

17.04 Maternity Allowance

(a) An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided that she:

(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).

(c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following:

(d) 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.

(e) The 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 she may be required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec.

(f) The weekly rate of pay referred to in paragraph (c) shall be:

(g) The weekly rate of pay referred to in paragraph (f) shall be the rate and the recruitment and retention "terminable allowance" to which the employee is entitled for her substantive level to which she is appointed.

(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of 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" she was being paid on that day.

(i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of the maternity allowance, the allowance shall be adjusted accordingly.

(j) Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

**

17.05 Special Maternity Allowance for Totally Disabled Employees

(a) An employee who:

(b) An employee shall be paid an allowance under this clause and under clause 17.04 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or the Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance Plan maternity benefits for the reasons described in subparagraph 17.05(a)(i).

**

17.06 Parental Leave without Pay

(a) Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee's care.

(b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two week (52) period beginning on the day on which the child comes into the employee's care.

(c) Notwithstanding paragraphs (a) and (b) above, at the request of an employee and at the discretion of the Employer, the leave referred to in the paragraphs (a) and (b) above may be taken in two periods.

(d) Notwithstanding paragraphs (a) and (b):

(e) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the commencement date of such leave.

(f) The Employer may:

(g) 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.

**

17.07 Parental Allowance

(a) 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), providing he or she:

(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).

(c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

(d) At the employee's request, the payment referred to in subparagraph 17.07(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 parental benefits.

(e) The parental 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 he or she is required to repay pursuant to the Employment Insurance Act or the Parental Insurance Act in Québec.

(f) The weekly rate of pay referred to in paragraph (c) shall be:

(g) The weekly rate of pay referred to in paragraph (f) shall be the rate and the recruitment and retention "terminable allowance" to which the employee is entitled for the substantive level to which she or he is appointed.

(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of parental leave without pay an employee is performing an acting assignment for at least four (4) months, the weekly rate shall be the rate and the recruitment and retention "terminable allowance", the employee was being paid on that day.

(i) Where an employee becomes eligible for a pay increment or pay revision while in receipt of parental allowance, the allowance shall be adjusted accordingly.

(j) Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

(k) The maximum combined maternity and parental allowances payable under this collective agreement shall not exceed fifty-two (52) weeks for each combined maternity and parental leave without pay.

**

17.08 Special Parental Allowance for Totally Disabled Employees

(a) An employee who:

(b) An employee shall be paid an allowance under this clause and under clause 17.07 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or the Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph 17.08(a)(i).

**

17.23 Religious Observance

(a) The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his or her religious obligations.

(b) Employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory 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.

(c) Notwithstanding clause 17.23(a), 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 his or her 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.

(d) An employee who intends to request leave or time off under this clause 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.

ARTICLE 18
CAREER DEVELOPMENT

General

18.01

**

(b) An employee is entitled to a personal learning plan which will be jointly developed with the responsible manager. The personal learning plan will be reviewed and updated on an annual basis at the employee's request.

Education Leave

18.02

**

(b) An employee on Education Leave without pay under this clause may receive an allowance in lieu of salary of up to one hundred per cent (100%) of the employee's basic salary. The percentage of the allowance is at the discretion of the Employer. 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.

Attendance at Conferences and Conventions

18.03

**

(b) The parties to this Agreement recognize that attendance or participation at conferences, conventions, symposia, workshops and other gatherings of a similar nature constitute an integral part of the employee's work related activities and contributes to the maintenance of high professional standards.

**

(g) An employee shall not be entitled to any compensation under Article 9, Overtime, and 13, Travelling Time in respect of hours the employee is in attendance at or travelling to or from a conference or convention under the provisions of this clause, except as provided by paragraph (e).

ARTICLE 19
SEVERANCE PAY

19.01

Termination for Cause for Reasons of Incapacity or Incompetence

**

(e)

**

19.04 Appointment to a Separate Agency Organization

Notwithstanding paragraph 19.01(b), 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 severance pay provided that the appointing organization will accept the employee's Schedules I or IV service for its severance pay entitlement.

ARTICLE 22
DIVING ALLOWANCE

**

22.01 Employees whose job duties require them to dive (as that word is hereinafter defined) shall be paid an extra allowance of twenty-five dollars ($25) per hour. The minimum allowance shall be two (2) hours per dive.

ARTICLE 24
TECHNOLOGICAL CHANGE

**

24.03 Both parties recognize the overall 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. Both parties recognize the advantages of the expert advice of the employees working directly in their respective fields, and acknowledge that this expert advice can be sought through joint consultation as outlined in Article 37.

ARTICLE 26
RECOGNITION

**

26.01 The Employer recognizes the Institute as the exclusive bargaining agent for all employees described in the certificate issued by the Public Service Labour Relations Board on August 26, 2006 covering all employees in the Applied Science and Patent Examination Group as defined in Part I of the Canada Gazette of August 13, 2005.

ARTICLE 31
LEAVE FOR STAFF RELATIONS MATTERS

**

31.01 Public Service Labour Relations Board Hearings

Complaints Made to the Public Service Labour Relations Board Pursuant to the former Section 23 of the Public Service Staff Relations Act

Where operational requirements permit the Employer will grant leave with pay:

(a) to an employee who makes a complaint before the Public Service Labour Relations Board,

and

(b) to an employee who acts on behalf of an employee making a complaint, or who acts on behalf of the Institute making a complaint.

**

31.04 Arbitration Board, Public Interest Commission Hearings and Alternative Dispute Resolution Process

Where operational requirements permit, the Employer will grant leave with pay to an employee representing the Institute before an Arbitration Board, a Public Interest Commission or in an Alternative Dispute Resolution Process.

**

31.05 Employee Called as a Witness

The Employer will grant leave with pay to an employee called as a witness by an Arbitration Board, a Public Interest Commission or in an Alternative Dispute Resolution Process and, where operational requirements permit, leave with pay to an employee called as a witness by the Institute.

ARTICLE 35
GRIEVANCE PROCEDURE

**

35.01 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.

**

35.05 Subject to and as provided in Section 208 of the Public Service Labour Relations Act, an employee 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 35.03, except that:

(a) where there is another administrative procedure provided by or under any Act of Parliament to deal with the employee's specific complaint such procedure must be followed,

and

(b) where the grievance relates to the interpretation or application of this Collective Agreement or an Arbitral Award, the employee is not entitled to present the grievance unless he has the approval of and is represented by the Institute.

**

35.18 Where the Employer demotes or terminates an employee pursuant to paragraph 12(l)(c), (d) or (e) of the Financial Administration Act, the grievance procedure set forth in this Agreement shall apply except that:

(a) the grievance may be presented at the final step only,

and

(b) 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.

35.22

**

(b) termination of employment or demotion pursuant to paragraph 12(l)(c), (d) or (e) of the Financial Administration Act,

ARTICLE 36
NATIONAL JOINT COUNCIL AGREEMENTS

**

36.01 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, will form part of this Collective Agreement, subject to the Public Service Labour Relations Act (PSLRA) 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 of the PSLRA.

**

36.03 The following directives, policies or regulations, as amended from time to time by National Joint Council recommendation and which have been approved by the Treasury Board of Canada, form part of this Collective Agreement:

Bilingualism Bonus Directive

Commuting Assistance Directive

First Aid to the General Public - Allowance for Employees

Foreign Service Directive

Isolated Posts and Government Housing Directive

Memorandum of Understanding on Definition of Spouse

NJC Integrated Relocation Directive

Public Service Health Care Plan Directive

Travel Directive

Uniforms Directive

Work Force Adjustment Directive

Occupational Safety and Health

Committees and Representatives Directive

Motor Vehicle Operations Directive

Occupational Safety and Health Directive

Pesticides Directive

Refusal to Work Directive

During the term of this Collective Agreement, other directives, policies or regulations may be added to the above noted list.

Grievances in regard to the above directives, policies or regulations shall be filed in accordance with clause 35.01 of the Article on grievance procedure in this Collective Agreement.

ARTICLE 37
JOINT CONSULTATION

**

37.02 The subjects that may be determined as appropriate for joint consultation will be by mutual agreement of the parties and shall include consultation regarding career development and proposed technological changes. Consultation may be at the local, regional or national level as determined by the parties.

ARTICLE 41
EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

41.01  

**

(d) An employee is entitled to a performance assessment on an annual basis.

**

41.03 When an employee disagrees with the assessment and/or appraisal, 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. At the employee's request, such written counter arguments shall be attached to the assessment and/or appraisal.

ARTICLE 44
NO DISCRIMINATION

**

44.02

(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

(b) If by reason of paragraph 44.02(a), a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

**

44.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with discrimination. The selection of the mediator will be by mutual agreement.

**ARTICLE 45
PENOLOGICAL FACTOR ALLOWANCE

General

A Penological Factor Allowance shall be payable to incumbents in some positions in the bargaining units which are in Correctional Service Canada, subject to the following conditions.

45.01 The Penological Factor Allowance is used to provide additional compensation to an incumbent of a position who, by reason of duties being performed in a penitentiary, as defined in the Corrections and Conditional Release Act as amended from time to time, assumes additional responsibilities for the custody of inmates other than those exercised by the Correctional Group.

45.02 The payment of the allowance for the Custody of Inmates is determined by the designated security level of the penitentiary as determined by the Correctional Service of Canada. For those institutions with more than one (1) designated security level (i.e. multi-level institutions), the PFA shall be determined by the highest security level of the institution.

Amount of PFA

45.03

Penological Factor Allowance Designated Security level of the Penitentiary
Maximum	Medium	Minimum
$2,000	$1,000	$600

Application of PFA

45.04 Penological Factor Allowance shall only be payable to the incumbent of a position on the establishment of, or loaned to, Correctional Staff Colleges, Regional Headquarters, and National Headquarters, when the conditions described in clause 45.01 above are applicable.

45.05 The applicability of PFA to a position and the position's levelof PFA entitlement, shall be determined by the Employer following consultation with the Institute.

45.06 Except as prescribed in clause 45.09 below, an employee shall be entitled to receive PFA for any month in which the employee receives a minimum of ten (10) days' pay in a position(s) to which PFA applies.

45.07 Except as provided in clause 45.08 below, PFA shall be adjusted when the incumbent of a position to which PFA applies, is appointed or assigned duties in another position to which a different level of PFA applies, regardless of whether such appointment or assignment is temporary or permanent, and for each month in which an employee performs duties in more than one position to which PFA applies, the employee shall receive the higher allowance, provided the employee has performed duties for at least ten (10) days as the incumbent of the position to which the higher allowance applies.

45.08 When the incumbent of a position to which PFA applies, is temporarily assigned to a position to which a different level of PFA, or no PFA, applies, and when the employee's basic monthly pay entitlement in the position to which the employee is temporarily assigned, plus PFA, if applicable, would be less than the employee's basic monthly pay entitlement plus PFA in the employee's regular position, the employee shall receive the PFA applicable to the employee's regular position.

45.09 An employee will be entitled to receive PFA, in accordance with the PFA applicable to the employee's regular position:

(a) during any period of paid leave up to a maximum of sixty (60) consecutive calendar days,

or

(b) 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.

45.10 PFA 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
Quebec Pension Plan
Employment Insurance
Government Employees Compensation Act
Flying Accident Compensation Regulations

45.11 If, in any month, an employee is disabled or dies prior to establishing an entitlement to PFA, the PFA benefits accruing to the employee or the employee's estate shall be determined in accordance with the PFA entitlement for the month preceding such disablement or death.

ARTICLE 46
PAY

Acting Pay

46.08

(b) 

**

ARTICLE 48
DURATION

**

48.01 The duration of this Collective Agreement shall be from the date it is signed to September 30, 2007.

**APPENDIX "A"

AC - ACTUARIAL SCIENCE GROUP
ANNUAL RATES OF PAY

A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

AC-1
		(1)	(2)	(3)	(4)	(5)	(6)	(7)	(8)	(9)
From:	$	45913	47809	50761	53095	55426	57759	60093	62423	64753
To:	A	47015	48956	51979	54369	56756	59145	61535	63921	66307
	B	48190	50180	53278	55728	58175	60624	63073	65519	67965
		(10)	(11)	(12)	(13)	(14)	(15)	(16)	(17)
From:	$	67535	70304	72922	75427	77948	80870	83903	86936
To:	A	69156	71991	74672	77237	79819	82811	85917	89022
	B	70885	73791	76539	79168	81814	84881	88065	91248
AC-2
From:	$	84731	87489	90246	93009	96366	99847	103327
To:	A	86765	89589	92412	95241	98679	102243	105807
	B	88934	91829	94722	97622	101146	104799	108452
AC-3
From:	$	94868	97750	100643	103939	107510	111202	115021	118841
To:	A	97145	100096	103058	106434	110090	113871	117782	121693
	B	99574	102598	105634	109095	112842	116718	120727	124735

**

AC
PAY NOTES

(1) The pay increment period for all employees paid in the AC-1 to AC-3 scales of rates is twelve (12) months.

(2) AC-1 Pay Scale: Subject to notes (a) to (f) below, AC-1 employees are paid at the appropriate rate in relation to the number of courses and years of experience acquired.

AG - AGRICULTURE GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2005 - Restructure
A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

AG-1
From:	$	25986	to	44908	*	45816	47591	49367	51144	52921	54698
To:	A	26610	to	45986	*	46916	48733	50552	52371	54191	56011
	B	27275	to	47136	*	48089	49951	51816	53680	55546	57411
*(WITH INTERMEDIATE STEPS OF $10)
AG-2
From:	$	48794	51082	53367		55668	57943	60110	63276	66442
To:	A	49965	52308	54648		57004	59334	61553	64795	68037
	B	51214	53616	56014		58429	60817	63092	66415	69738
AG-3
From:	$	58618	61367	64119		66864	69616	72363	73913	75462
To:	X	58618	61367	64119		66864	69616	72363	75113	77863
	A	60025	62840	65658		68469	71287	74100	76916	79732
	B	61526	64411	67299		70181	73069	75953	78839	81725
AG-4
From:	$	73385	76121	78853		81588	84325
To:	A	75146	77948	80745		83546	86349
	B	77025	79897	82764		85635	88508
AG-5
From:	$	80958	84301	87638		90976	94313
To:	A	82901	86324	89741		93159	96577
	B	84974	88482	91985		95488	98991

**

AG
PAY NOTES

(1) An employee being paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) Effective October 1, 2005, prior to any other pay revision which occurs on that date, employees at the AG-3 level shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's former rate of pay.

(3) The pay increment period for all employees, other than those paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(4) For all employees paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(5) An increase from that part of the AG-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(6) Every employee being paid in that part of the AG-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his performance reviewed at least annually thereafter.

BI - BIOLOGICAL SCIENCES GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2005 - Restructure
A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

BI-1
From:	$	25986	to	44908	*	45816	47591	49367	51144	52921	54698
To:	A	26610	to	45986	*	46916	48733	50552	52371	54191	56011
	B	27275	to	47136	*	48089	49951	51816	53680	55546	57411
*(WITH INTERMEDIATE STEPS OF $10)
B1-2
From:	$	48794	51082	53367		55668	57943	60110	63276	66442
To:	A	49965	52308	54648		57004	59334	61553	64795	68037
	B	51214	53616	56014		58429	60817	63092	66415	69738
BI-3
From:	$	58618	61367	64119		66864	69616	72363	73913	75462
To:	X	58618	61367	64119		66864	69616	72363	75113	77863
	A	60025	62840	65658		68469	71287	74100	76916	79732
	B	61526	64411	67299		70181	73069	75953	78839	81725
BI-4
From:	$	73385	76121	78853		81588	84325
To:	A	75146	77948	80745		83546	86349
	B	77025	79897	82764		85635	88508
BI-5
From:	$	80958	84301	87638		90976	94313
To:	A	82901	86324	89741		93159	96577
	B	84974	88482	91985		95488	98991

**

BI
PAY NOTES

(1) An employee being paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) Effective October 1, 2005, prior to any other pay revision which occurs on that date, employees at the BI-3 level shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's former rate of pay.

(3) The pay increment period for all employees, other than those paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(4) For all employees paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(5) An increase from that part of the BI-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(6) Every employee being paid in that part of the BI-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his performance reviewed at least annually thereafter.

CH - CHEMISTRY GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2005 - Restructure
A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

CH-1
From:	$	25986	to	44908	*	45816	47591	49367	51144	52921	54698
To:	A	26610	to	45986	*	46916	48733	50552	52371	54191	56011
	B	27275	to	47136	*	48089	49951	51816	53680	55546	57411
*(WITH INTERMEDIATE STEPS OF $10)
CH-2
From:	$	48794	51082	53367		55668	57943	60110	63276	66442
To:	A	49965	52308	54648		57004	59334	61553	64795	68037
	B	51214	53616	56014		58429	60817	63092	66415	69738
CH-3
From:	$	58618	61367	64119		66864	69616	72363	73913	75462
To:	X	58618	61367	64119		66864	69616	72363	75113	77863
	A	60025	62840	65658		68469	71287	74100	76916	79732
	B	61526	64411	67299		70181	73069	75953	78839	81725
CH-4
From:	$	73385	76121	78853		81588	84325
To:	A	75146	77948	80745		83546	86349
	B	77025	79897	82764		85635	88508
CH-5
From:	$	80958	84301	87638		90976	94313
To:	A	82901	86324	89741		93159	96577
	B	84974	88482	91985		95488	98991

**

CH
PAY NOTES

(1) An employee being paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) An employee who was initially appointed to the ten ($10) dollar step portion of the CH-1 scale of rates shall not have his/her rate of pay adjusted as a result of an economic increase for a period of twelve (12) months from the date of his/her initial appointment, except that no employee shall be paid less than the minimum rate of pay. On the date which is twelve (12) months from the employee's initial appointment, the employee's rate of pay shall be adjusted by any economic increase to the fixed incremental portion of the CH-1 scale of rates which occurred during that twelve (12) month period, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the CH-1 scale of rates is not exceeded.

(3) Effective October 1, 2005 employees at the CH-3 level shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's rate of pay.

(4) The pay increment period for all employees, other than those paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(5) The pay increment period for all employees in the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

(6) An increase from that part of the CH-1 scale identified by ten-dollar ($10) intermediate steps to the first step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(7) Every employee being paid in that part of the CH-1 scale identified by ten-dollar ($10) intermediate steps will have his/her performance reviewed by the Employer within two (2) years of his/her appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his/her performance reviewed at least annually thereafter.

**

CANADA BORDER SERVICES AGENCY (CBSA) EMPLOYEES

(a) For employees that transferred from CRA to CBSA whose CRA rates of pay were maintained, the new rate of pay effective October 1, 2005 shall be the step in the TB salary scale for the applicable group and level, which is closest to but not less than the CRA rate the employee was receiving on date of transfer and the employee will receive a lump sum equal to the difference between the value of the economic increase and the actual increase in salary.

(b) Should there be no such rate, the employee's CRA rate of pay shall be maintained until such time as the CRA rate can be integrated into the TB salary scale.

(c) Effective October 1, 2005, where the CRA rate of pay cannot be integrated into the revised TB salary scale as per (b) above, the employee shall receive a lump sum equal to 2.4% of the employee's salary and the CRA rate shall be maintained.

(d) Effective October 1, 2006, for employees subject to (b) above, the employee's new rate of pay shall be the rate in the TB salary scale which is closest to but not less than the maintained CRA rate the employee was receiving, and the employee will receive a lump sum equal to the difference between the value of the economic increase and the actual increase in salary.

(e) Effective October 1, 2006, where the CRA rate of pay cannot be integrated into the revised TB salary scale as per (d) above, the employee shall receive a lump sum equal 2.5% of the employee's salary and the CRA rate shall be maintained.

FO - FORESTRY GROUP
ANNUAL RATES OF PAY

A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

FO-1
From:	$	25986	to	44128	*	46233	47663	49320	50990	53705
To:	A	26610	to	45187	*	47343	48807	50504	52214	54994
	B	27275	to	46317	*	48527	50027	51767	53519	56369
From:	$	55682	57643	59605		61570	63536
To:	A	57018	59026	61036		63048	65061
	B	58443	60502	62562		64624	66688
*(WITH INTERMEDIATE STEPS OF $10)
FO-2
From:	$	61182	63083	65099		67331	69345	71333	73322
To:	A	62650	64597	66661		68947	71009	73045	75082
	B	64216	66212	68328		70671	72784	74871	76959
FO-3
From:	$	71466	73491	75488		77997	80475	82952
To:	A	73181	75255	77300		79869	82406	84943
	B	75011	77136	79233		81866	84466	87067
FO-4
From:	$	80301	82518	84730		86951	89077	91201
To:	A	82228	84498	86764		89038	91215	93390
	B	84284	86610	88933		91264	93495	95725

**

FO
PAY NOTES

(1) An employee being paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(2) The pay increment period for all employees, other than those paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(3) For all employees paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(4) An increase from that part of the FO-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(5) Every employee being paid in that part of the FO-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second anniversary of his appointment will have his performance reviewed at least annually thereafter.

MT - METEOROLOGY GROUP
ANNUAL RATES OF PAY

A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

MT-1
From:	$	26012	to	37475
To:	A	26636	to	38374
	B	27302	to	39333
MT-2
From:	$	43245	45423	47598	49775	51957	54132	56304	58476
To:	A	44283	46513	48740	50970	53204	55431	57655	59879
	B	45390	47676	49959	52244	54534	56817	59096	61376
MT-3
From:	$	58336	60492	62659	64817	66972	70547	74121
To:	A	59736	61944	64163	66373	68579	72240	75900
	B	61229	63493	65767	68032	70293	74046	77798
MT-4
From:	$	59899	62182	64232	66176	68119	71008	73898	76789
To:	A	61337	63674	65774	67764	69754	72712	75672	78632
	B	62870	65266	67418	69458	71498	74530	77564	80598
MT-5
From:	$	65835	67871	69906	71948	73990	76898	79809	82720
To:	A	67415	69500	71584	73675	75766	78744	81724	84705
	B	69100	71238	73374	75517	77660	80713	83767	86823
MT-6
From:	$	71562	73822	76085	78352	82274	86193	90113
To:	A	73279	75594	77911	80232	84249	88262	92276
	B	75111	77484	79859	82238	86355	90469	94583
MT-7
From:	$	77922	80435	82944	85453	89270	93087	96906
To:	A	79792	82365	84935	87504	91412	95321	99232
	B	81787	84424	87058	89692	93697	97704	101713

**

MT
PAY NOTES

(1) (a) Effective October 1, 2005, increase the scale of rates for employees being paid at the MT-1 by two point four per cent (2.4%) as reflected in scale of rates (A). Employees on the scale of rates shall be paid at a rate of pay two point four per cent (2.4%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(b) Effective October 1, 2006, increase the scale of rates for employees being paid at the MT-1 by two point five per cent (2.5%) as reflected in scale of rates (B). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(2) Employees who have completed the requirement for a Master's degree in Meteorology (or equivalent degree and field as determined by the Employer), at a standard recognized by the Employer, will be paid not less than the salary shown at the fourth (4^th) step in the MT-2 scale of rates.

(3) The pay increment period for all employees is twelve (12) months, except in the case of employees paid in the MT-1 scale of rates. An employee being paid in the MT-1 scale of rates is not eligible for a pay increment.

PC - PHYSICAL SCIENCES GROUP
ANNUAL RATES OF PAY

A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

PC-1
From:	$	28373	to	46565	*	48537	50544	52547	54555	56563
To:	A	29054	to	47683	*	49702	51757	53808	55864	57921
	B	29780	to	48875	*	50945	53051	55153	57261	59369
*(WITH INTERMEDIATE STEPS OF $10)
PC-2
From:	$	55421	57620	59808		62005	64197	66388
To:	A	56751	59003	61243		63493	65738	67981
	B	58170	60478	62774		65080	67381	69681
PC-3
From:	$	66777	69313	71860		74392	76930	79466
To:	A	68380	70977	73585		76177	78776	81373
	B	70090	72751	75425		78081	80745	83407
PC-4
From:	$	77370	80075	82785		85490	88198	90905
To:	A	79227	81997	84772		87542	90315	93087
	B	81208	84047	86891		89731	92573	95414
PC-5
From:	$	87165	90157	93161		96166	99170
To:	A	89257	92321	95397		98474	101550
	B	91488	94629	97782		100936	104089

**

PC
PAY NOTES

(1) Except as provided in pay note 3, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($l0) intermediate steps shall be paid effective October 1, 2005 in the "A" scale of rates of pay, at a rate which is two point four per cent (2.4%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

(2) Except as provided in pay note 3, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid effective October 1, 2006 in the "B" scale of rates of pay, at a rate which is two point five per cent (2.5%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

(3) An employee who was initially appointed to the part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall not have his/her rate of pay adjusted as a result of an economic increase for a period of twelve (12) months from the date of the initial appointment, except that no employee shall be paid less than the minimum rate of pay. Twelve months from the employee's initial appointment, the employee's rate of pay shall be adjusted by any economic increase which occurred to the fixed incremental portion of the PC-1 scale of rates during that twelve (12) month period, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the PC-1 scale of rates is not exceeded.

(4) Every employee being paid in that part of the PC-1 scale identified by ten-dollar ($10) intermediate steps will have his/her performance reviewed by the Employer within two (2) years of his/her appointment with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his/her appointment will have a performance review at least annually thereafter.

(5) Except for those employees paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps, a pay increment shall be to the next rate in the scale of rates.

(6) The pay increment date for a full-time or part-time employee appointed to a position in the bargaining unit on promotion, demotion or from outside the public service after the date of signing of this Agreement, shall be the anniversary date of such appointment. The pay increment date for a full-time or part-time employee who was appointed to a position in the bargaining unit prior to the date of signing of this Agreement remains unchanged.

(7) For all employees paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months, and a pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(8) An increase from that part of the PC-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(9) For the purposes of transfer and promotion, the lowest pay increment in that part of the scale identified by ten-dollar ($10) intermediate steps is three hundred dollars ($300).

SG - SCIENTIFIC REGULATION GROUP
ANNUAL RATES OF PAY

A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

SG-SRE-1
From:	$	24422	to	49188
To:	A	25008	to	50369
	B	25633	to	51628
SG-SRE-2
From:	$	48869	50808	52734	54674	56612
To:	A	50042	52027	54000	55986	57971
	B	51293	53328	55350	57386	59420
SG-SRE-3
From:	$	50945	53189	55431	57685	59922	62156	64411	66664
To:	A	52168	54466	56761	59069	61360	63648	65957	68264
	B	53472	55828	58180	60546	62894	65239	67606	69971
SG-SRE-4
From:	$	60528	62891	65121	67222	69319	71692	74064
To:	A	61981	64400	66684	68835	70983	73413	75842
	B	63531	66010	68351	70556	72758	75248	77738
SG-SRE-5
From:	$	67080	69436	71794	74152	76497	78855	81215
To:	A	68690	71102	73517	75932	78333	80748	83164
	B	70407	72880	75355	77830	80291	82767	85243
SG-SRE-6
From:	$	73308	75618	77933	80264	82595	84926
To:	A	75067	77433	79803	82190	84577	86964
	B	76944	79369	81798	84245	86691	89138
SG-SRE-7
From:	$	76001	78184	80909	83404	86131	88857	91584
To:	A	77825	80060	82851	85406	88198	90990	93782
	B	79771	82062	84922	87541	90403	93265	96127
SG-SRE-8
From:	$	79152	82034	84915	87796	90678	93558	96440
To:	A	81052	84003	86953	89903	92854	95803	98755
	B	83078	86103	89127	92151	95175	98198	101224

**

SG-SRE
PAY NOTES

(1)(a) Effective October 1, 2005, increase the scale of rates for employees being paid at the SG-SRE-1 rates of pay by two point four per cent (2.4%) as reflected in scale of rates (A). Employees on this scale of rates shall be paid at a rate of pay that is two point four per cent (2.4%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(b) Effective October 1, 2006, increase the scale of rates for employees being paid at the SG-SRE-1 by two point five per cent (2.5%) as reflected in scale of rates (B). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(2) Except for SG-SRE-1, the pay increment period for all employees is twelve (12) months.

(3) The pay increment period for all employees in the SG-SRE-1 scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

SG - PATENT EXAMINATION GROUP
ANNUAL RATES OF PAY

A) Effective October 1, 2005
B) Effective October 1, 2006
(Arbitral Award - October 5, 2006)

SG-PAT-1
From:	$	23858	to	48043
To:	A	24431	to	49196
	B	25042	to	50426
SG-PAT-2
From:	$	47724	49616	51498	53381
To:	A	48869	50807	52734	54662
	B	50091	52077	54052	56029
SG-PAT-3
From:	$	49748	51941	54130	56331	58515	60715	62913
To:	A	50942	53188	55429	57683	59919	62172	64423
	B	52216	54518	56815	59125	61417	63726	66034
SG-PAT-4
From:	$	57971	60233	62371	64382	66391	68400	70672	72943
To:	A	59362	61679	63868	65927	67984	70042	72368	74694
	B	60846	63221	65465	67575	69684	71793	74177	76561
SG-PAT-5
From:	$	64247	66503	68762	71020	73264	75507	77766	80026
To:	A	65789	68099	70412	72724	75022	77319	79632	81947
	B	67434	69801	72172	74542	76898	79252	81623	83996
SG-PAT-6
From:	$	71592	73846	76108	78383	80656	82934	85544	88155
To:	A	73310	75618	77935	80264	82592	84924	87597	90271
	B	75143	77508	79883	82271	84657	87047	89787	92528
SG-PAT-7
From:	$	74220	76351	79013	81449	83883	86546	90323	94098	97873
To:	A	76001	78183	80909	83404	85896	88623	92491	96356	100222
	B	77901	80138	82932	85489	88043	90839	94803	98765	102728

**

SG-PAT
PAY NOTES

(1) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2005 in the (A) scale of rates of pay at a rate that is two point four per cent (2.4%) higher than his former rate, rounded to the nearest ten dollars ($10).

(2) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2006 in the (B) scale of rates of pay at a rate that is two point five per cent (2.5%) higher than his former rate, rounded to the nearest ten dollars ($10).

(3) Notwithstanding pay note 1, an employee being paid in the SG-PAT-1 scale of rates who was initially appointed to the public service bargaining unit in 2005 and was paid a rate established to recognize that the employee was without experience commensurate with level SG-PAT-1 shall not have his/her rate of pay adjusted by virtue of the October 1, 2005 scale of rates.

(4) Except for SG-PAT-1, the pay increment period for all employees is twelve (12) months.

(5) The pay increment period for all employees in the SG-PAT-1 scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

APPENDIX "C"

PATENT EXAMINERS
LETTER OF UNDERSTANDING

**

1. This privilege will be granted to any one examiner, a maximum of twice (2) for each of the four (4) exams, in the employee's career in the Patent Office.

APPENDIX "D"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF THE
APPLIED SCIENCE AND PATENT EXAMINATION (SP) UNIT -
ALLOWANCE FOR THE PATENT GROUP

2.

**

**

APPENDIX "E"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF AN
ALLOWANCE FOR CERTAIN HEALTH CANADA EMPLOYEES IN THE
BIOLOGICAL SCIENCE GROUP
OF THE APPLIED SCIENCE AND PATENT EXAMINATION (SP) BARGAINING UNIT

2.

**

**

	Effective October 1, 2005		Effective October 1, 2006
	Annual Amount	Daily Amount	Annual Amount	Daily Amount
BI-4	$14,336	$54.95	$14,694	$56.32
BI-5	$16,384	$62.80	$16,794	$64.37

APPENDIX "G"

WORK FORCE ADJUSTMENT

General

Definitions

**

Education Allowance (indemnité d'étude) - is one of the options provided to an indeterminate employee affected by normal work force adjustment for whom the deputy head cannot guarantee a reasonable job offer. The Education Allowance is a cash payment, equivalent to the Transitional Support Measure (see Annex "B"), plus a reimbursement of tuition from a recognised learning institution, book and mandatory equipment costs, up to a maximum of $8,000. The Education Allowance includes a reimbursement of up to $2,000, in addition to the above mentioned $8,000, for reimbursement of tuition, books and mandatory equipment for a postgraduate university program.

Part I
Roles and responsibilities

1.1 Departments

**

1.1.1 Since indeterminate employees who are affected by work force adjustment situations are not themselves responsible for such situations, it is the responsibility of departments to ensure that they are treated equitably and, given every reasonable opportunity to continue their careers as public service employees.

**

1.1.3 Departments shall establish work force adjustment committees, where appropriate, to manage the work force adjustment situations within the department, and they shall notify PIPSC of the responsible officers who will administer this Appendix.

**

1.1.11 Departments shall advise the President of PIPSC and consult with PIPSC representatives as completely as possible regarding any work force adjustment situation as soon as possible after the decision has been made and throughout the process. As soon as the affected employees are identified, the departments will immediately forward the name and location of those employees to PIPSC.

**

1.1.23 For the purposes of the Travel directive, laid-off persons travelling to interviews for possible reappointment to public service are deemed to be "a traveler on government business".

**

1.1.28 Departments shall review the use of private temporary agency personnel, contractors, consultants, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, departments shall not re-engage such temporary agency personnel, contractors, consultants nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.

Part II
Official notification

2.1 Department

**

2.1.2 In any work force adjustment situation which is likely to involve ten or more indeterminate employees covered by this Appendix, the department concerned shall notify the Assistant Secretary (or delegate), Labour Relations and Compensation Operations, Treasury Board Secretariat, in confidence, at the earliest possible date and under no circumstances less than four working days before the situation is announced. The department shall send a copy of the advice to the Director General, Recruitment Programs and Priority Administration Directorate, Resourcing and Learning Branch, Public Service Commission.

2.2 Treasury Board Secretariat

**

2.2.1 Upon notification by the department concerned in 2.1.2 above, and under no circumstances less than two working days before the situation is announced, the Assistant Secretary (or delegate), Labour Relations and Compensation Operations, Treasury Board Secretariat shall inform, in writing and in confidence, the President of PIPSC. 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 IV
Retraining

4.2 Surplus employees

4.2.1

**

(b) there are no other available priority persons who qualify for a specific vacant position as referenced in (a) above.

Part VI
Options for employees

6.2 Alternation

**

6.2.6 The opting employee 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 days of the alternation.

6.3 Options

6.3.1

(a)

**

**

(c) Education allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than $8,000 for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and mandatory equipment, and up to an additional $2,000 to the above mentioned $8,000, for reimbursement of receipted expenses of an opting employee for tuition, costs of books and mandatory equipment for a postgraduate university program.

Employees choosing Option (c) could either:

6.4 Retention payment

**

6.4.3 An individual who has received a retention payment and, as applicable, is either reappointed, or hired to that portion of the Public Service of Canada specifically in one of the departments or agencies listed in schedule I, IV or V of the Financial Administration Act,or is hired by the new employer within the six months immediately following his or her resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the lump sum was paid.

Part VII
Special provisions regarding alternative delivery initiatives

7.2 General

**

3. Transfer to existing employers

In all other ASD 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 commercialisation 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.

7.4 Notice of alternative delivery initiatives

**

7.4.2 Following written notification, employees must indicate within a period of 60 days their intention to accept the employment offer.

7.8 Reimbursement

**

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 public service of Canada specified from time to time in Schedule I, IV or V of the Financial Administration Act 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.

Print Specifications Profile

Title:	Agreement between the Treasury Board and The Professional Institute of the Public Service of Canada - Applied Science and Patent Examination
Size/Format:	8 1/2" x 11"
Number of Pages:	166 + Cover
Cover Stock:	50 LB., 100 M, Green*
Inside Text:	20 LB., 40 M, Recycled White Bond #2
Recommended Binding:	E/F Tumble Format. 2 Side Stitch (3 holes optional)

* Note: Colour is based on Canadian recycled Fusion and Rockland Cover stock. 20% post-consumer. Laser guaranteed and permanent. Distributed by Domtar and Rolland inc.

Contact:

Craig Kennedy
Client Services Section
Treasury Board of Canada Secretariat
Telephone: (613) 995-2678
Facsimile: (613) 995-6949

Email: kennedy.craig@fin.gc.ca