This page has been archived.
Information identified as archived on the Web is for reference, research or recordkeeping purposes. It has not been altered or updated after the date of archiving. Web pages that are archived on the Web are not subject to the Government of Canada Web Standards. As per the Communications Policy of the Government of Canada, you can request alternate formats on the "Contact Us" page.
Agreement Between the Treasury Board and the Public Service Alliance of Canada
Group: Technical Services
(all employees)
Expiry Date: June 21, 2011
This Agreement covers the following classifications:
Code | Classification |
---|---|
403 | Drafting and Illustration (DD) |
405 | Engineering and Scientific Support (EG) |
406 | General Technical (GT) |
407 | Photography (PY) |
408 | Primary Products Inspection (PI) |
413 | Technical Inspection (TI) |
**Asterisks denote changes from the previous collective agreement.
Part I: General
Part II: Union Security and Staff Relations Matters
Part III: Working Conditions
Part IV: Leave Provisions
Part V: Other Terms and Conditions of Employment
Part VI: Part-Time Employees
Part VII: Pay and Duration
**Appendix A
Appendix B
**Appendix C
**Appendix D
**Appendix E
**Appendix F
**Appendix G
**Appendix H
**Appendix I
**Appendix J
Appendix K
Appendix L
**Appendix M
**Appendix N
**Appendix O
**Appendix P
Appendix Q
Appendix R
Appendix S
**Appendix T
**Appendix U
1.01 The purpose of this Agreement is to maintain harmonious and mutually beneficial relationships between the Employer, the Alliance and the employees and to set forth herein certain terms and conditions of employment upon which agreement has been reached through collective bargaining.
1.02 The parties to this Agreement share a desire to improve the quality of the public service of Canada and to promote the well-being and increased efficiency of its employees to the end that the people of Canada will be well and efficiently 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 units are employed.
2.01 For the purpose of this Agreement:
**
**
**
means:
**
means:
**
**
**
2.02 Except as otherwise provided in this Agreement, expressions used in this Agreement:
3.01 The provisions of this Agreement apply to the Alliance, the employees and the Employer.
3.02 The English and French texts of this Agreement shall be official.
4.01 Nothing in this Agreement shall be construed to require the Employer to do or refrain from doing anything contrary to any instruction, direction or regulations given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.
5.01 In the event that any law passed by Parliament, applying to public service employees covered by this Agreement, renders null and void any provision of this Agreement, the remaining provisions of the Agreement shall remain in effect for the term of the Agreement.
6.01 Except to the extent provided herein, this Agreement in no way restricts the authority of those charged with managerial responsibilities in the public service.
**
7.01 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 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(b) of the PSLRA.
**
7.02 The NJC items which may be included in a collective agreement are those which the parties to the NJC agreements have designated as such or upon which the Chairperson of the Public Service Labour Relations Board has made a ruling pursuant to clause (c) of the NJC Memorandum of Understanding which became effective December 6, 1978.
**
7.03
7.04 Grievances in regard to the above directives shall be filed in accordance with clause 18.01 of the article on grievance procedure in this Agreement.
8.01 The Dental Care plan as contained in the Master Agreement between the Treasury Board and the Public Service Alliance of Canada with an expiry date of June 30, 1988, and as subsequently amended from time to time, shall be deemed to form part of this Agreement.
**
9.01 The Employer recognizes the Alliance as the exclusive bargaining agent for all employees of the Employer described in the certificate issued by the former Public Service Staff Relations Board on June 10, 1999 covering employees of the Technical Services Group (currently classified in accordance with the Drafting and Illustration (DD), the Engineering and Scientific Support (EG), the General Technical (GT), the Photography (PY), the Primary Products Inspection (PI), or the Technical Inspection (TI) classification standards).
10.01 The Employer agrees to supply the Alliance each quarter with the name, geographic location and classification of each new employee.
10.02 The Employer agrees to supply each employee with a copy of this Agreement and will endeavour to do so within one (1) month after receipt from the printer.
11.01 Subject to the provisions of this Article, the Employer will, as a condition of employment, deduct an amount equal to the monthly membership dues from the monthly pay of all employees. Where an employee does not have sufficient earnings in respect of any month to permit deductions made under this Article, the Employer shall not be obligated to make such deduction from subsequent salary.
11.02 The Alliance shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee.
11.03 For the purpose of applying clause 11.01, deductions from pay for each employee in respect of each calendar month will start with the first (1st) full calendar month of employment to the extent that earnings are available.
**
11.04 An employee who satisfies the Alliance as to the bona fides of his or her claim and declares in an affidavit that he or she is a member of a religious organization whose doctrine prevents him or her as a matter of conscience from making financial contributions to an employee organization and that he or she will make contributions to a charitable organization registered pursuant to the Income Tax Act, equal to dues, shall not be subject to this Article, provided that the affidavit submitted by the employee is countersigned by an official representative of the religious organization involved. The Alliance will inform the Employer accordingly.
**
11.05 No employee organization, as defined in section 2 of the Public Service Labour Relations Act, other than the Alliance, shall be permitted to have membership dues and/or other monies deducted by the Employer from the pay of employees.
11.06 The amounts deducted in accordance with clause 11.01 shall be remitted to the Comptroller of the Alliance 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.
11.07 The Employer agrees to continue the past practice of making deductions for other purposes on the basis of the production of appropriate documentation.
11.08 The Alliance 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 limited to the amount actually involved in the error.
12.01 Reasonable space on bulletin boards in convenient locations, including electronic bulletin boards where available, will be made available to the Alliance for the posting of official Alliance notices. The Alliance shall endeavour to avoid requests for posting of notices which the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer, except notices related to the business affairs of the Alliance, including the names of Alliance representatives, and social and recreational events. Such approval shall not be unreasonably withheld.
12.02 The Employer will also continue its present practice of making available to the Alliance specific locations on its premises, and where it is practical to do so on vessels, for the placement of reasonable quantities of literature of the Alliance.
12.03 A duly accredited representative of the Alliance may be permitted access to the Employer's premises, which includes vessels, to assist in the resolution of a complaint or grievance and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer. In the case of access to vessels, the Alliance representative upon boarding any vessel must report to the Master, state his or her business and request permission to conduct such business. It is agreed that these visits will not interfere with the sailing and normal operation of the vessels.
12.04 The Alliance shall provide the Employer a list of such Alliance representatives and shall advise promptly of any change made to the list.
13.01 The Employer acknowledges the right of the Alliance to appoint or otherwise select employees as representatives.
13.02 The Alliance and the Employer shall endeavour in consultation to determine the jurisdiction of each representative, having regard to the plan of organization, the number and distribution of employees at the workplace and the administrative structure implied by the grievance procedure. Where the parties are unable to agree in consultation, then any dispute shall be resolved by the grievance/adjudication procedure.
13.03 The Alliance shall notify the Employer in writing of the name and jurisdiction of its representatives identified pursuant to clause 13.02.
13.04
13.05 The Alliance shall have the opportunity to have an employee representative introduced to new employees as part of the Employer's formal orientation programs, where they exist.
**
**
14.01 When operational requirements permit, in cases of complaints made to the Public Service Labour Relations Board pursuant to section 190(1) of the PSLRA alleging a breach of sections 157, 186(1)(a), 186(1)(b), 186(2)(a)(i), 186(2)(b), 187, 188(a), or 189(1)of the PSLRA, the Employer will grant leave with pay:
**
14.02 When operational requirements permit, the Employer will grant leave without pay:
14.03 The Employer will grant leave with pay:
**
**
**
14.04 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees representing the Alliance before an Arbitration Board, a Public Interest Commission or in an Alternate Dispute Resolution Process.
**
14.05 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 Alternate Dispute Resolution Process and, when operational requirements permit, leave with pay to an employee called as a witness by the Alliance.
14.06 When operational requirements permit, the Employer will grant leave with pay to an employee who is:
14.07 Where an employee representative wishes to discuss a grievance with an employee who has asked or is obliged to be represented by the Alliance in relation to the presentation of his or her grievance, the Employer will, where operational requirements permit, give them reasonable leave with pay for this purpose when the discussion takes place in their headquarters area and reasonable leave without pay when it takes place outside their headquarters area.
14.08 Subject to operational requirements,
14.09 When operational requirements permit, the Employer will grant leave without pay to an employee for the purpose of attending contract negotiation meetings on behalf of the Alliance.
14.10 When operational requirements permit, the Employer will grant leave without pay to a reasonable number of employees to attend preparatory contract negotiation meetings.
14.11 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees who are meeting with management on behalf of the Alliance.
14.12 Subject to operational requirements, the Employer shall grant leave without pay to a reasonable number of employees to attend meetings of the Board of Directors of the Alliance, meetings of the National Executive of the Components, Executive Board meetings of the Alliance, and conventions of the Alliance, the Components, the Canadian Labour Congress and the Territorial and Provincial Federations of Labour.
14.13 When operational requirements permit, the Employer will grant leave without pay to employees who exercise the authority of a representative on behalf of the Alliance to undertake training related to the duties of a representative.
15.01 If employees are prevented from performing their duties because of a strike or lock-out on the premises of another Employer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled.
**
16.01 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 termination of employment pursuant to paragraph 12(1)(c) of the Financial Administration Act, for participation in an illegal strike as defined in the Public Service Labour Relations Act.
**
17.01 When an employee is suspended from duty or terminated in accordance with paragraph 12(1)(c) of the Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination.
17.02 When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning him or her or to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day's notice of such a meeting.
17.03 The Employer shall notify the local representative of the Alliance as soon as possible that such suspension or termination has occurred.
17.04 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter.
17.05 Any document or written statement related to 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.
18.01 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.
18.02 Subject to and as provided in section 208 of the Public Service Labour Relations Act, an employee may present an individual grievance to the Employer if he or she feels aggrieved:
18.03 Subject to and as provided in section 215 of the Public Service Labour Relations Act, the Alliance may present a group grievance to the Employer on behalf of employees in the bargaining unit who feel aggrieved by the interpretation or application, common in respect of those employees, of a provision of the collective agreement or an arbitral award.
18.04 Subject to and as provided in section 220 of the Public Service Labour Relations Act, the Alliance or the Employer may present a policy grievance in respect of the interpretation or application of the collective agreement or of an arbitral award.
18.05 For the purposes of this Article, a grievor is an employee or, in the case of a group or policy grievance, the Alliance.
18.06 No person shall seek by intimidation, by threat of dismissal or by any other kind of threat to cause a grievor to abandon a grievance or refrain from exercising the right to present a grievance, as provided in this Collective Agreement.
18.07 The parties recognize the value of informal discussion between employees and their supervisors and between the Alliance and the Employer to the end that problems might be resolved without recourse to a formal grievance. When notice is given that an employee or the Alliance, within the time limits prescribed in clause 18.15, 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.
18.08 A grievor wishing to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to the employee's immediate supervisor or local officer-in-charge who shall forthwith:
18.09 A grievance shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the form supplied by the Employer.
18.10 Subject to and as provided for in the Public Service Labour Relations Act, a grievor who feels treated unjustly or aggrieved by an action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance in the manner prescribed in clause 18.08, except that:
18.11 There shall be no more than a maximum of four (4) levels in the grievance procedure. These levels shall be as follows:
Whenever there are four (4) levels in the grievance procedure, the grievor may elect to waive either Level 2 or 3.
No Employer representative may hear the same grievance at more than one level in the grievance procedure.
18.12 The Employer shall designate a representative at each level 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.
18.13 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 Alliance.
18.14 An employee may be assisted and/or represented by the Alliance when presenting a grievance at any level. The Alliance shall have the right to consult with the Employer with respect to a grievance at each or any level of the grievance procedure.
18.15 A grievor may present a grievance to the first level of the procedure in the manner prescribed in clause 18.08, not later than the twenty-fifth (25th) day after the date on which the grievor is notified or on which the grievor first becomes aware of the action or circumstances giving rise to the grievance. The Employer may present a policy grievance in the manner prescribed in clause 18.04 not later than the twenty-fifth (25th) day after the date on which the Employer is notified orally or in writing or on which the Employer first becomes aware of the action or circumstances giving rise to the policy grievance.
18.16 A grievor may present a grievance at each succeeding level in the grievance procedure beyond the first level either:
18.17 The Employer shall normally reply to a grievance at any level of the grievance procedure, except the final level, within ten (10) days after the grievance is presented, and within twenty (20) days where the grievance is presented at the final level except in the case of a policy grievance, to which the Employer shall normally respond within thirty (30) days. The Alliance shall normally reply to a policy grievance presented by the Employer within thirty (30) days.
18.18 Where an employee has been represented by the Alliance in the presentation of the employee's grievance, the Employer will provide the appropriate representative of the Alliance with a copy of the Employer's decision at each level of the grievance procedure at the same time that the Employer's decision is conveyed to the employee.
18.19 The decision given by the Employer at the Final Level in the grievance procedure shall be final and binding upon the employee unless the grievance is a class of grievance that may be referred to adjudication.
18.20 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.
18.21 Where the provisions of clause 18.08 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 level 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 level shall be calculated from the date on which the Employer's reply was delivered to the address shown on the grievance form.
18.22 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the grievor and, where appropriate the Alliance representative.
18.23 Where it appears that the nature of the grievance is such that a decision cannot be given below a particular level of authority, any or all the levels except the final level may be eliminated by agreement of the Employer and the grievor, and, where applicable, the Alliance.
18.24 Where the Employer demotes or terminates an employee for cause pursuant to paragraph 12(1)(c), (d) or (e) of the Financial Administration Act, the grievance procedure set forth in this Agreement shall apply except that the grievance shall be presented at the final level only.
18.25 A grievor may by written notice to the immediate supervisor or officer-in-charge abandon a grievance.
18.26 Any grievor who fails to present a grievance to the next higher level within the prescribed time limits shall be deemed to have abandoned the grievance unless, due to circumstances beyond the grievor's control, the grievor was unable to comply with the prescribed time limits.
18.27 Where a grievance has been presented up to and including the final level in the grievance procedure with respect to:
and the grievance has not been dealt with to the grievor's satisfaction, it may be referred to adjudication in accordance with the provisions of the Public Service Labour Relations Act and Regulations.
18.28 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 Alliance signifies:
18.29 The parties agree that any adjudicable grievance may be referred to the following expedited adjudication process:
19.01 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 ethnic origin, religious affiliation, sex, sexual orientation, family status, mental or physical disability, membership or activity in the Alliance, marital status or a conviction for which a pardon has been granted.
19.02
19.03 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.
19.04 Upon request by the complainant(s) and/or respondent(s), an official copy of the investigation report shall be provided to them by the Employer, subject to any restriction pursuant to the Access to Information Act and the Privacy Act.
20.01 The Alliance and the Employer recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the workplace.
20.02
20.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement.
20.04 Upon request by the complainant(s) and/or respondent(s), an official copy of the investigation report shall be provided to them by the Employer, subject to any restriction pursuant to the Access to Information Act and the Privacy Act.
21.01 The parties acknowledge the mutual benefits to be derived from joint consultation and are prepared to enter into discussion aimed at the development and introduction of appropriate machinery for the purpose of providing joint consultation on matters of common interest.
21.02 Within five (5) days of notification of consultation served by either party, the Alliance shall notify the Employer in writing of the representatives authorized to act on behalf of the Alliance for consultation purposes.
21.03 Upon request of either party, the parties to this Agreement shall consult meaningfully at the appropriate level about contemplated changes in conditions of employment or working conditions not governed by this Agreement.
21.04 Without prejudice to the position the Employer or the Alliance may wish to take in future about the desirability of having the subjects dealt with by the provisions of collective agreements, the subjects that may be determined as appropriate for joint consultation will be by agreement of the parties.
22.01 The Employer shall make reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Alliance, 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.
23.01 Subject to the willingness and capacity of individual employees to accept relocation and retraining, the Employer will make every reasonable effort to ensure that any reduction in the workforce will be accomplished through attrition.
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, Appendix T on Workforce Adjustment will apply. In all other cases the following clauses will apply.
24.02 In this Article "Technological Change" means:
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.
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 eighty (180) days written notice to the Alliance of the introduction or implementation of technological change when it will result in significant changes in the employment status or working conditions of the employees.
24.05 The written notice provided for in clause 24.04 will provide the following information:
24.06 As soon as reasonably practicable after notice is given under clause 24.04, the Employer shall consult meaningfully with the Alliance concerning the rationale for the change and the topics referred to in paragraph 24.05 on each group of employees, including training.
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's substantive position, the Employer will make every reasonable effort to provide the necessary training during the employee's working hours without loss of pay and at no cost to the employee.
This Article does not apply to employees in the PI bargaining unit (see provisions of Appendix M).
25.01 An employee's scheduled hours of work shall not be construed as guaranteeing the employee minimum or maximum hours of work.
25.02 The Employer agrees that, before a schedule of working hours is changed, the changes will be discussed with the appropriate steward of the Alliance if the change will affect a majority of the employees governed by the schedule.
25.03 Provided sufficient advance notice is given and with the approval of the Employer, employees may exchange shifts if there is no increase in cost to the Employer.
25.04
**
**
25.05 Subject to operational requirements as determined by the Employer from time to time, an employee shall have the right to select and request flexible hours between 06:00 and 18:00 and such request shall not be unreasonably denied.
**
25.06 Notwithstanding the provisions of this Article, upon request of an employee and the concurrence of the Employer, an employee may complete his or her weekly hours of employment in a period 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 decimal five (37.5) 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 workday for the employee.
25.07 Two (2) rest periods of fifteen (15) minutes each shall be scheduled during each normal day for non-operating employees. The Employer agrees, where operational requirements permit, to continue the present practice of providing rest periods for operating employees.
25.08 If an employee is given less than seven (7) days' advance notice of a change in his or her shift schedule, the employee will receive a premium rate of time and one-half (1 1/2) for work performed on the first shift changed. Subsequent shifts worked on the new schedule shall be paid for at straight time. Such employee shall retain his or her previously scheduled days of rest next following the change or if worked, such days of rest shall be compensated in accordance with the overtime provisions of this Agreement.
25.09 For employees who work on a rotating or irregular basis:
**
25.10 The terms and conditions governing the administration of variable hours of work implemented pursuant to paragraphs 25.04(b), 25.06, and 25.09(g) are specified in clauses 25.10 to 25.13. This Agreement is modified by these provisions to the extent specified herein.
25.11 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.
25.12
**
**
25.13 For greater certainty, the following provisions of this Agreement shall be administered as provided for herein:
**
26.01
**
This Article does not apply to employees on day work, covered by clauses 25.04 to 25.06, or clause 25.04 of Appendix M.
**
27.01 Shift Premium
An employee working on shifts will receive a shift premium of two dollars ($2.00) per hour for all hours worked, including overtime hours, between 16:00 and 08:00. The shift premium will not be paid for hours worked between 08:00 and 16:00.
27.02 Weekend Premium
28.01 Each fifteen (15) minute period of overtime shall be compensated for at the following rates:
**
28.02
28.03 Subject to the operational requirements of the service, the Employer shall make every reasonable effort:
28.04 The Alliance is entitled to consult the deputy minister or the deputy minister's representative whenever it is alleged that employees are required to work unreasonable amounts of overtime.
28.05
28.06 Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee's normal place of work, time spent by the employee reporting to work or returning to his or her residence shall not constitute time worked.
28.07 Notwithstanding the provisions of this Agreement for the payment of double (2) time, aerological observers shall be compensated at double (2) time as follows:
**
28.08 Within five (5) days of notification of consultation served by either party the Alliance shall notify the Employer in writing of the representative authorized to act on behalf of the Alliance for consultation purposes.
To apply to all groups except PI
28.09
28.10 To apply to PI group only
An employee who works three (3) or more hours of overtime:
shall be reimbursed for one (1) meal in the amount of ten dollars ($10.00), except where free meals are provided. When an employee works additional overtime continuously extending three (3) hours or more beyond the periods provided for in (a) and (b) above, the employee shall be reimbursed for one (1) additional meal in the amount of ten dollars ($10.00) for each additional three (3) consecutive hours worked, except where free meals are provided.
Reasonable time with pay, to be determined by management, shall be allowed the employee in order that the meal break may be taken either at or adjacent to the employee's place of work. This clause shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.
28.11 When a contractor plans to close a plant between two (2) designated paid holidays or between a designated paid holiday and a weekend in order to give the contractor's employees an extended holiday period, Resident Inspectors of the Department of National Defence may be required to work the same days of rest as those worked by the contractors' employees at the straight-time rate and take lieu days to coincide with the plant's shutdown.
28.12 An employee who receives a call to duty or responds to a telephone or data line call while on standby or at any other time outside of his or her scheduled hours of work, may at the discretion of the Employer work at the employee's residence or at another place to which the Employer agrees. In such instances, the employee shall be paid the greater of:
Clauses 29.01 and 29.02 do not apply to employees covered by 29.03.
29.01 If an employee is called back to work:
29.02 Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee's normal place of work, time spent by the employee reporting to work or returning to his or her residence shall not constitute time worked.
29.03 This Article does not apply where an employee who has accommodation on board a vessel and:
29.04
30.01 Where the Employer requires an employee to be available on standby during off-duty hours, such employee shall be compensated at the rate of one-half (1/2) hour for each four (4)-hour period or part thereof for which the employee has been designated as being on standby duty.
30.02 An employee designated by letter or by list for standby duty shall be available during his or her period of standby at a known telephone number and be available to return for work as quickly as possible if called. In designating employees for standby, the Employer will endeavour to provide for the equitable distribution of standby duties.
30.03 No standby payment shall be granted if an employee is unable to report for work when required.
30.04 An employee on standby who is required to report for work shall be compensated in accordance with clause 29.01.
30.05 Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee's normal place of work, time spent by the employee reporting to work or returning to his or her residence shall not constitute time worked.
30.06
31.01
31.02 To apply to the EG, DD, PY and PI groups only
When an employee reports for work under the conditions described in clause 31.01, and is required to use transportation services other than normal public transportation services, the employee shall be reimbursed for reasonable expenses incurred as follows:
31.03 Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee's normal place of work, time spent by an employee reporting to work or returning to his or her residence shall not constitute time worked.
31.04 To apply to EG group only
An employee required to report aboard ship sailing from home port outside the employee's normally scheduled working hours and who is not required to work aboard on reporting will be paid a premium of one (1) hour's pay at the straight-time rate.
31.05 To apply to EG group only
This Article does not apply where an employee who has accommodation on board a vessel and is not in the employee's home port, reports for sailing in accordance with posted sailing orders or as otherwise required by the Master.
31.06
32.01 Subject to clause 32.02, the following days shall be designated paid holidays for employees:
Clause TI32.01 applies only to certain employees in the TI Group.
TI32.01 Technical Inspectors working on the premises of contractors who observe the designated paid holidays on days other than those listed in clause 32.01 shall observe the designated paid holidays referred to in clause 32.01 on the same days as the employees of these contractors. Technical Inspectors are entitled to eleven (11) designated paid holidays per year.
32.02 An employee absent without pay on both his or her full working day immediately preceding and his or her full working day immediately following a designated 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 14, Leave With or Without Pay for Alliance Business.
32.03 When a day designated as a holiday under clause 32.01 coincides with an employee's day of rest, the holiday shall be moved to the first (1st) scheduled working day following the employee's day of rest. When a day that is a designated holiday is so moved to a day on which the employee is on leave with pay, that day shall count as a holiday and not as a day of leave.
When two (2) days designated as holidays under clause 32.01 coincide with an employee's consecutive days of rest, the holidays shall be moved to the employee's first two (2) scheduled working days following the days of rest. When the days that are designated holidays are so moved to days on which the employee is on leave with pay, those days shall count as holidays and not as days of leave.
32.04 When a day designated as a holiday for an employee is moved to another day under the provisions of clause 32.03:
32.05
**
32.06 When an employee is required to report for work and reports on a designated holiday, the employee shall be paid the greater of:
32.07 Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee's normal place of work, time spent by the employee reporting to work or returning to his or her residence shall not constitute time worked.
32.08 Where a day that is a designated holiday for an employee coincides with a day of leave with pay, that day shall count as a holiday and not as a day of leave.
32.09 Where operational requirements permit, the Employer shall not schedule an employee to work on both December 25 and January 1 in the same holiday season.
32.10
33.01 The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his or her religious obligations.
33.02 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.
33.03 Notwithstanding clause 33.02, at the request of the employee and at the discretion of the Employer, time off with pay may be granted to the employee in order to fulfill 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.
33.04 An employee who intends to request leave or time off under this Article must give notice to the Employer as far in advance as possible but no later than four (4) weeks before the requested period of absence.
34.01 For the purposes of this Collective Agreement, travelling time is compensated for only in the circumstances and to the extent provided for in this Article.
34.02 When an employee is required to travel outside his or her headquarters area on government business, as these expressions are defined by the Employer, the time of departure and the means of such travel shall be determined by the Employer and the employee will be compensated for travel time in accordance with clauses 34.03 and 34.04. Travelling time shall include time necessarily spent at each stop-over enroute provided such stop-over is not longer than three (3) hours.
**
34.03 For the purposes of clauses 34.02 and 34.04, the travelling time for which an employee shall be compensated is as follows:
34.04 If an employee is required to travel as set forth in clauses 34.02 and 34.03:
34.05 This Article does not apply to an employee when the employee travels by any type of transport in which he or she is required to perform work, and/or which also serves as his or her living quarters during a tour of duty. In such circumstances, the employee shall receive the greater of:
34.06 Compensation under this Article shall not be paid for travel time to courses, training sessions, conferences and seminars, unless the employee is required to attend by the Employer.
34.07
34.08 When an employee is to be away from home on two (2) consecutive days of rest they shall be entitled to be reimbursed for one ten (10) minute station to station call home in addition to those that may be eligible for under the travel directive.
34.09 Travel Status Leave
This clause does not apply to employees covered by Appendix I - Engineering and Scientific Support Group.
**
The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars, unless the employee is required to attend by the Employer.
35.01 When an employee serving on a vessel which is away from its home port,
36.01 Where practicable, advance notice of a change in posting or a transfer from an employee's Headquarters' area as defined by the Employer shall be given to an employee. Such notice shall not normally be less than three (3) months.
37.01
**
**
37.02 Except as otherwise specified in this Agreement:
37.03 An employee is entitled, once in each fiscal year, to be informed upon request, of the balance of his or her vacation and sick leave credits.
37.04 The amount of leave with pay earned but unused 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.
37.05 An employee shall not be granted two (2) different types of leave with pay or monetary remuneration in lieu of leave in respect of the same period of time.
37.06 An employee who, on the day that this Agreement is signed, is entitled to receive furlough leave, that is, five (5) weeks' leave with pay upon completing twenty (20) years of continuous employment, retains his or her entitlement to furlough leave subject to the conditions respecting the granting of such leave that are in force on the day that this Agreement is signed.
37.07 An employee is not entitled to leave with pay during periods he or she is on leave without pay or under suspension.
37.08 In the event of termination of employment for reasons other than incapacity, death or layoff, the Employer shall recover from any monies owed the employee an amount equivalent to unearned vacation and sick leave taken by the employee, as calculated from the classification prescribed in the employee's certificate of appointment on the date of the termination of the employee's employment.
37.09 An employee shall not earn leave credits under this Agreement in any month for which leave has already been credited to him or her under the terms of any other collective agreement to which the Employer is a party or under other rules or regulations of the Employer.
37.10 When an employee who is in receipt of a special duty allowance or an extra duty allowance is granted leave with pay, the employee is entitled during the employee's period of leave to receive the allowance if the special or extra duties in respect of which the employee is paid the allowance were assigned to the employee on a continuing basis, or for a period of two (2) or more months prior to the period of leave.
38.01 The vacation year shall be from April 1 to March 31 of the following calendar year, inclusive.
38.02 An employee shall earn vacation leave credits at the following rate for each calendar month during which the employee receives pay for at least seventy-five (75) hours:
Bargaining Unit | Date of Signing |
---|---|
EG | May 17, 1989 |
DD, GT, PI, PY, TI | May 19, 1989 |
**
38.03 An employee is entitled to vacation leave with pay to the extent of the employee's earned credits but an employee who has completed six (6) months of continuous employment may receive an advance of credits equivalent to the anticipated credits for the current vacation year.
38.04 In scheduling vacation leave with pay to an employee, the Employer shall, subject to the operational requirements of the service, make every reasonable effort:
**
38.05 The Employer shall give an employee as much notice as is practicable and reasonable of approval, denial, alteration or cancellation of a request for vacation or furlough leave. In the case of denial, alteration or cancellation of such leave, the Employer shall give the written reason therefor, upon written request from the employee.
38.06 Where, in respect of any period of vacation leave, an employee is granted:
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.
38.07 Carry-Over and/or Liquidation of Vacation Leave
38.08
38.09 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 and furlough leave with pay to the employee's credit by the daily rate of pay as calculated from the classification prescribed in the employee's certificate of appointment on the date of the termination of the employee's employment, except that the Employer shall grant the employee any vacation and furlough leave earned but not used by the employee before the employment is terminated by layoff if the employee so requests because of a requirement to meet minimum continuous employment requirements for severance pay.
**
38.10 Notwithstanding clause 38.09, an employee whose employment is terminated for cause pursuant to paragraph 12(1)(e) of the Financial Administration Act by reason of a declaration that he or she abandoned his or her position is entitled to receive the payment referred to in clause 38.09, if he or she requests it within six (6) months following the date upon which his or her employment is terminated.
38.11 The Employer agrees to issue advance payments of estimated net salary for vacation periods of two (2) or more complete weeks, provided a written request for such advance payment is received from the employee at least six (6) weeks prior to the last pay day before the employee's vacation period commences.
Provided 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 entitlements and shall be recovered in full prior to any further payment of salary.
**
38.12 When the Employer cancels or alters a period of vacation or furlough 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 to the Employer.
38.13 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 certificate of appointment of the employee's substantive position on March 31 of the previous vacation year.
**
38.14 Appointment to a Separate Agency
Notwithstanding clause 38.09, 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 and furlough leave credits, provided that the appointing organization will accept such credits.
**
38.15 Appointment from a Separate Agency
The Employer agrees to accept the unused vacation and furlough 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.
**
38.16
39.01
39.02 An employee shall be granted sick leave with pay when he or she is unable to perform his or her duties because of illness or injury provided that:
39.03 Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury he or she was unable to perform his or her duties, shall, when delivered to the Employer, be considered as meeting the requirements of paragraph 39.02(a).
39.04 When an employee has insufficient or no credits to cover the granting of sick leave with pay under the provisions of clause 39.02, sick leave with pay may, at the discretion of the Employer, be granted to an employee for a period of up to one hundred and eighty-seven decimal five (187.5) hours, subject to the deduction of such advanced leave from any sick leave credits subsequently earned.
39.05 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.
39.06 Where, in respect of any period of compensatory leave, an employee is granted sick leave with pay on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period if requested by the employee and approved by the Employer or reinstated for use at a later date.
39.07 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 layoff and who is reappointed in the public service within two (2) years from the date of layoff.
**
39.08 The Employer agrees that an employee shall not be terminated for cause for reasons of incapacity pursuant to paragraph 12(1)(e) of the Financial Administration Act at a date earlier than the date at which the employee will have utilized his or her 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 Article 41.
40.01 Up to three decimal seven five (3.75) hours of reasonable time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.
40.02 Where a series of continuing appointments is necessary for the treatment of a particular condition relating to the pregnancy, absences shall be charged to sick leave.
41.01 An employee shall be granted injury-on-duty leave with pay for such period as may be reasonably determined by the Employer when a claim has been made pursuant to the Government Employees Compensation Act, and a Workers' Compensation authority has notified the Employer that it has certified that the employee is unable to work because of:
if the employee agrees to remit to the Receiver General of Canada any amount received by him or her in compensation for loss of pay resulting from or in respect of such injury, illness or disease providing, however, that such amount does not stem from a personal disability policy for which the employee or the employee's agent has paid the premium.
42.01 Maternity Leave Without Pay
42.02 Maternity Allowance
42.03 Special Maternity Allowance for Totally Disabled Employees
43.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24th) week following the birth, request the Employer to modify 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. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative.
43.02 An employee's request under clause 43.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Depending un the particular circumstances of the request, the Employer may obtain an independent medical opinion.
43.03 An employee who has made a request under clause 43.01 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:
43.04 Where reasonably practicable, the Employer shall modify the employee's job functions or reassign her.
43.05 Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four (24) weeks after the birth.
43.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.
43.07 Notwithstanding 43.05, for an employee working in an institution where she is in direct and regular contact with offenders, if 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 with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on maternity leave without pay or on the termination date of the pregnancy, whichever comes first.
44.01 Parental Leave Without Pay
44.02 Parental Allowance
44.03 Special Parental Allowance for Totally Disabled Employees
45.01 Both parties recognize the importance of access to leave for the purpose of the care of family.
45.02 An employee shall be granted leave without pay for the care of family in accordance with the following conditions:
45.03 An employee who has proceeded on leave without pay may change his or her return to work date if such change does not result in additional costs to the Employer.
45.04 All leave granted under Leave Without Pay for the Long-Term Care of a Parent or under Leave Without Pay for the Care and Nurturing of Pre-School Age Children provisions of previous Technical Services Collective Agreements or other agreements will not count towards the calculation of the maximum amount of time allowed for care of family during an employee's total period of employment in the public service.
46.01 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 seven decimal five (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.
46.02 The leave shall be scheduled at times convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leaves at such times as the employee may request.
47.01 For the purpose of this Article, family is defined as spouse (or common-law partner resident with the employee), children (including foster children or children of spouse 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.
47.02 The total leave with pay which may be granted under this Article shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.
47.03 Subject to clause 47.02, the Employer shall grant leave with pay under the following circumstances:
47.04 Where in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family under 47.03(b) above, on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period, if requested by the employee and approved by the Employer, or reinstated for use at a later date.
48.01 Leave without pay will be granted for personal needs in the following manner:
49.01 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 seven decimal five (7.5) hours of leave with pay for reasons of a personal nature.
49.02 The leave will be scheduled at times convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leaves at such times as the employee may request.
50.01 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.
**
51.01 When a member of the employee's family dies, an employee shall be entitled to a bereavement period of five (5) consecutive calendar days. Such bereavement period, as determined by the employee, must include the day of the memorial commemorating the deceased, or must begin within two (2) days following the death. During such period the employee shall be paid for those days which are not regularly scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days' leave with pay for the purpose of travel related to the death.
51.02 An employee is entitled to one (1) day's bereavement leave with pay for the purpose related to the death of his or her son-in-law, daughter-in-law, brother-in-law or sister-in-law.
51.03 If, during a period of sick leave, vacation leave or compensatory leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under clauses 51.01 and 51.02, the employee shall be granted bereavement leave with pay and his or her paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.
51.04 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 than and/or in a manner different than that provided for in clauses 51.01 and 51.02.
52.01 The Employer shall grant leave with pay to an employee for the period of time he or she is required:
**
53.01 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 his or her presence is so required.
54.01 The Employer recognizes the usefulness of education leave. Upon written application by the employee and with the approval of the Employer, an employee may be granted education leave without pay for varying periods of up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for studies in some field of education in which preparation is needed to fill the employee's present role more adequately or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.
54.02 At the Employer's discretion, an employee on education leave without pay under this Article may receive an allowance in lieu of salary of up to one hundred per cent (100 %) of the employee's annual rate of pay, depending on the degree to which the education leave is deemed, by the Employer, to be relevant to organizational requirements. Where the employee receives a grant, bursary or scholarship, the education leave allowance may be reduced. In such cases, the amount of the reduction shall not exceed the amount of the grant, bursary or scholarship.
54.03 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.
54.04 As a condition of the granting of education leave without pay, 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:
the employee shall repay the Employer all allowances paid to him or her under this Article during the education leave or such lesser sum as shall be determined by the Employer.
54.05
54.06 At the Employer's discretion, examination leave with pay may be granted to an employee for the purpose of writing an examination which takes place during the employee's scheduled hours of work. Such leave will only be granted where, in the opinion of the Employer, the course of study is directly related to the employee's duties or will improve his or her qualifications.
55.01 At its discretion, the Employer may grant:
56.01 Unless otherwise specified by the Employer as being in an area that could represent a conflict of interest, employees shall not be restricted in engaging in other employment outside the hours they are required to work for the Employer.
57.01 Upon written request, an employee shall be provided with a complete and current statement of the duties and responsibilities of his or her position, including the classification level and, where applicable, the point rating allotted by factor to his or her position, and an organization chart depicting the position's place in the organization.
58.01 Nothing in this Agreement shall be construed to impair in any manner whatsoever the authority of the Master.
58.02 The Master may, whenever he or she deems it advisable, require any employee to participate in lifeboat or other emergency drills without the payment of overtime.
58.03 Any work necessary for the safety of the vessel, passengers, crew or cargo shall be performed by all employees at any time on immediate call and, notwithstanding any provisions of this Agreement which might be construed to the contrary, in no event shall overtime be paid for work performed in connection with such emergency duties of which the Master shall be the sole judge.
58.04 When an employee suffers loss of clothing or personal effects (those which can reasonably be expected to accompany the employee aboard the ship) because of marine disaster or shipwreck, the employee shall be reimbursed the value of those articles up to a maximum of three thousand dollars ($3,000) based on replacement cost.
58.05
59.01
59.02
59.03 Upon written request of an employee, the personnel file of that employee shall be made available once per year for his or her examination in the presence of an authorized representative of the Employer.
60.01 A penological factor allowance (PFA) shall be payable to incumbents in some positions in the bargaining unit which are in Correctional Service Canada, and to incumbents of some positions of Public Works and Government Services Canada whose regular place of work is physically located in a Correctional Service Canada penitentiary, subject to the following conditions.
60.02 The PFA 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.
60.03 The payment of the allowance for the penological factor is determined by the designated security level of the penitentiary as determined by Correctional Service 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.
60.04
Maximum | Medium | Minimum |
---|---|---|
$2,000 | $1,000 | $600 |
60.05 The 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 60.02 above are applicable.
60.06 The applicability of the PFA to a position and the position's level of the PFA entitlement shall be determined by the Employer following consultation with the bargaining agent.
**
60.07 Except as prescribed in clause 60.10 below, an employee shall be entitled to receive the PFA for any month in which he or she receives a minimum of seventy-five (75) hours pay in a position(s) to which the PFA applies.
**
60.08 Except as provided in clause 60.09 below, the PFA shall be adjusted when the incumbent of a position to which the PFA applies, is appointed or assigned duties in another position to which a different level of the 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 the PFA applies, the employee shall receive the higher allowance, provided he or she has performed duties for at least seventy-five (75) hours as the incumbent of the position to which the higher allowance applies.
60.09 When the incumbent of a position to which the PFA applies, is temporarily assigned 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 he or she is temporarily assigned, plus PFA, if applicable, would be less than his or her basic monthly pay entitlement plus the PFA in his or her regular position, the employee shall receive the PFA applicable to his or her regular position.
60.10 An employee will be entitled to receive the PFA, in accordance with the PFA applicable to his or her regular position:
60.11 The PFA shall not form part of an employee's salary except for the purposes of the following benefit plans:
60.12 If, in any month, an employee is disabled or dies prior to establishing an entitlement to the 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.
61.01 Where the Employer determines that due to the nature of the work there is a clear cut need, wash-up time up to a maximum of ten (10) minutes will be permitted before the end of the working day.
62.01 An employee certified pursuant to the Transportation of Dangerous Goods Act and who is assigned the responsibility for packaging and labelling of dangerous goods for shipping in accordance with the above Act, shall receive a daily allowance of three dollars and fifty cents ($3.50) for each day he or she is required to package and label dangerous goods for shipping, to a maximum of seventy-five dollars ($75) in a month where the employee maintains such certification.
**
63.01 Definition
Part-time employee means an employee whose weekly scheduled hours of work on average are less than those established in Article 25 but not less than those prescribed in the Public Service Labour Relations Act.
**
63.02 Unless otherwise specified in this Article, part-time employees shall be entitled to the benefits provided under this Agreement in the same proportion as their normal weekly hours of work compare with thirty-seven decimal five (37.5).
63.03 Part-time employees are entitled to overtime compensation in accordance with subparagraphs (b) and (c) of the overtime definition in clause 2.01.
**
63.04 The days of rest provisions of this Agreement apply only in a week when a part-time employee has worked five (5) days or thirty-seven decimal five (37.5) hours.
63.05 Reporting Pay
Subject to clause 63.04, when a part-time employee meets the requirements to receive reporting pay on a day of rest, in accordance with paragraph 31.01(a) of this Agreement, and is entitled to receive a minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate of pay.
63.06 Call-Back
When a part-time employee meets the requirements to receive call-back pay in accordance with clause 29.01 and is entitled to receive the minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate.
63.07 A part-time employee shall not be paid for the designated holidays but shall, instead be paid four and one-quarter per cent (4 1/4 %) for all straight-time hours worked.
**
63.08 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 32.01, the employee shall be paid at time and one-half (1 1/2) of the straight-time rate of pay for all hours worked up to seven decimal five (7.5) hours and double time (2) thereafter.
63.09 A part-time employee who reports for work as directed on a day which is prescribed as a designated paid holiday for a full-time employee in clause 32.01, shall be paid for the time actually worked in accordance with clause 63.08, or a minimum of four (4) hours pay at the straight-time rate, whichever is greater.
63.10 Vacation Leave
A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice (2) the number of hours in the employee's normal workweek, at the rate for years of service established in clause 38.02 of this Agreement, pro-rated and calculated as follows:
63.11 Sick Leave
A part-time employee shall earn sick leave credits at the rate of one-quarter (1/4) of the number of hours in an employee's normal workweek for each calendar month in which the employee has received pay for at least twice (2) the number of hours in the employee's normal workweek.
63.12 Vacation and Sick Leave Administration
63.13 Bereavement Leave
Notwithstanding clause 63.02, there shall be no prorating of a "day" in Article 51, Bereavement Leave With Pay.
63.14 Severance Pay
Notwithstanding the provisions of Article 64 Severance Pay of this Agreement, where the period of continuous employment in respect of which severance benefit is to be paid consists of both full- and part-time employment or varying levels of part-time employment, the benefit shall be calculated as follows: the period of continuous employment eligible for severance pay shall be established and the part-time portions shall be consolidated to equivalent full-time. The equivalent full-time period in years shall be multiplied by the full-time weekly pay rate for the appropriate group and level to produce the severance pay benefit.
64.01 Under the following circumstances and subject to clause 64.02, an employee shall receive severance benefits calculated on the basis of the weekly rate of pay to which he or she is entitled for the classification prescribed in his or her certificate of appointment on the date of his or her termination of employment.
**
64.02 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 any type of termination benefit. Under no circumstances shall the maximum severance pay provided under clause 64.01 be pyramided.
**
64.03 Appointment to a Separate Agency
Notwithstanding paragraph 64.01(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 Schedule I and IV of the Financial Administration Act service for its severance pay entitlement.
65.01 Except as provided for in this Article, the terms and conditions governing the application of pay to employees are not affected by this Agreement.
65.02 An employee is entitled to be paid for services rendered at:
65.03
65.04 Where a pay increment and a pay revision are effected on the same date, the pay increment shall be applied first and the resulting rate shall be revised in accordance with the pay revision.
65.05 This Article is subject to the Memorandum of Understanding signed by the Employer and the Alliance dated February 9, 1982 in respect of red-circled employees.
65.06 If, during the term of this Agreement, a new classification standard for a group is established and implemented by the Employer, the Employer shall, before applying rates of pay to new levels resulting from the application of the standard, negotiate with the Alliance the rates of pay and the rules affecting the pay of employees on their movement to the new levels.
**
65.07 Acting Pay
65.08 When the regular pay day for an employee falls on his or her day of rest, every effort shall be made to issue his or her cheque on his or her last working day, provided it is available at his or her regular place of work.
65.09 Payments provided under the overtime, reporting pay, designated paid holiday, call-back and the standby provisions of this Agreement shall not be pyramided, that is an employee shall not receive more than one type of compensation for the same service.
66.01 This Collective Agreement may be amended by mutual consent.
**
67.01 The duration of this Collective Agreement shall be from the date it is signed to June 21, 2011.
67.02 Unless otherwise expressly stipulated, the provisions of this Agreement shall become effective on the date it is signed.
Signed at Ottawa, this 27th day of the month of November 2009.
Hélène Laurendeau
Josée Lefebvre
John Park
Irene Arkorful
Rick Bevilacqua
Brian Howe
Dr. Paul McCaughey
Ian Naish
Randi Plisell
Gérald Poirier
Judith Spanglett
Gérald Toupin
Gerry Halabecki
Carol Casey
Daniel Dubé
Peter Holland
Garry Larouche
Darrell-Lee McKenzie
Phil Robinson
Glen Whalley
Seth Sazant
Michael McNamara
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 | Step 8 |
---|---|---|---|---|---|---|---|---|
$) June 22, 2006 | 26112 | 27028 | 27939 | 28860 | 29769 | 30681 | 31594 | 32858 |
A) June 22, 2007 | 26713 | 27650 | 28582 | 29524 | 30454 | 31387 | 32321 | 33614 |
B) June 22, 2008 | 27114 | 28065 | 29011 | 29967 | 30911 | 31858 | 32806 | 34118 |
C) June 22, 2009 | 27521 | 28486 | 29446 | 30417 | 31375 | 32336 | 33298 | 34630 |
D) June 22, 2010 | 27934 | 28913 | 29888 | 30873 | 31846 | 32821 | 33797 | 35149 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 | Step 8 |
---|---|---|---|---|---|---|---|---|
$) June 22, 2006 | 32178 | 33372 | 34544 | 35737 | 36919 | 38100 | 39290 | 40864 |
A) June 22, 2007 | 32918 | 34140 | 35339 | 36559 | 37768 | 38976 | 40194 | 41804 |
B) June 22, 2008 | 33412 | 34652 | 35869 | 37107 | 38335 | 39561 | 40797 | 42431 |
C) June 22, 2009 | 33913 | 35172 | 36407 | 37664 | 38910 | 40154 | 41409 | 43067 |
D) June 22, 2010 | 34422 | 35700 | 36953 | 38229 | 39494 | 40756 | 42030 | 43713 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 39594 | 40922 | 42257 | 43583 | 45327 |
A) June 22, 2007 | 40505 | 41863 | 43229 | 44585 | 46370 |
B) June 22, 2008 | 41113 | 42491 | 43877 | 45254 | 47066 |
C) June 22, 2009 | 41730 | 43128 | 44535 | 45933 | 47772 |
D) June 22, 2010 | 42356 | 43775 | 45203 | 46622 | 48489 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 |
---|---|---|---|---|---|---|---|
$) June 22, 2006 | 40786 | 42230 | 43670 | 45112 | 46542 | 47975 | 49895 |
A) June 22, 2007 | 41724 | 43201 | 44674 | 46150 | 47612 | 49078 | 51043 |
B) June 22, 2008 | 42350 | 43849 | 45344 | 46842 | 48326 | 49814 | 51809 |
C) June 22, 2009 | 42985 | 44507 | 46024 | 47545 | 49051 | 50561 | 52586 |
D) June 22, 2010 | 43630 | 45175 | 46714 | 48258 | 49787 | 51319 | 53375 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 47723 | 49378 | 51031 | 52690 | 54797 |
A) June 22, 2007 | 48821 | 50514 | 52205 | 53902 | 56057 |
B) June 22, 2008 | 49553 | 51272 | 52988 | 54711 | 56898 |
C) June 22, 2009 | 50296 | 52041 | 53783 | 55532 | 57751 |
D) June 22, 2010 | 51050 | 52822 | 54590 | 56365 | 58617 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 51212 | 53003 | 54781 | 56572 | 58832 |
A) June 22, 2007 | 52390 | 54222 | 56041 | 57873 | 60185 |
B) June 22, 2008 | 53176 | 55035 | 56882 | 58741 | 61088 |
C) June 22, 2009 | 53974 | 55861 | 57735 | 59622 | 62004 |
D) June 22, 2010 | 54784 | 56699 | 58601 | 60516 | 62934 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 55625 | 57582 | 59539 | 61500 | 63961 |
A) June 22, 2007 | 56904 | 58906 | 60908 | 62915 | 65432 |
B) June 22, 2008 | 57758 | 59790 | 61822 | 63859 | 66413 |
C) June 22, 2009 | 58624 | 60687 | 62749 | 64817 | 67409 |
D) June 22, 2010 | 59503 | 61597 | 63690 | 65789 | 68420 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 58538 | 60622 | 62701 | 64768 | 67356 |
A) June 22, 2007 | 59884 | 62016 | 64143 | 66258 | 68905 |
B) June 22, 2008 | 60782 | 62946 | 65105 | 67252 | 69939 |
C) June 22, 2009 | 61694 | 63890 | 66082 | 68261 | 70988 |
D) June 22, 2010 | 62619 | 64848 | 67073 | 69285 | 72053 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 61133 | 63311 | 65492 | 67664 | 70371 |
A) June 22, 2007 | 62539 | 64767 | 66998 | 69220 | 71990 |
B) June 22, 2008 | 63477 | 65739 | 68003 | 70258 | 73070 |
C) June 22, 2009 | 64429 | 66725 | 69023 | 71312 | 74166 |
D) June 22, 2010 | 65395 | 67726 | 70058 | 72382 | 75278 |
The pay increment period for employees at levels DD-1 and DD-2 is twenty-six (26) weeks and for employees at levels DD-3 to DD-9 is fifty-two (52) weeks.
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 37229 | 38717 | 40267 | 41876 | 43553 | 45295 |
A) June 22, 2007 | 38085 | 39607 | 41193 | 42839 | 44555 | 46337 |
B) June 22, 2008 | 38656 | 40201 | 41811 | 43482 | 45223 | 47032 |
C) June 22, 2009 | 39236 | 40804 | 42438 | 44134 | 45901 | 47737 |
D) June 22, 2010 | 39825 | 41416 | 43075 | 44796 | 46590 | 48453 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 40954 | 42589 | 44295 | 46065 | 47906 | 49825 |
A) June 22, 2007 | 41896 | 43569 | 45314 | 47124 | 49008 | 50971 |
B) June 22, 2008 | 42524 | 44223 | 45994 | 47831 | 49743 | 51736 |
C) June 22, 2009 | 43162 | 44886 | 46684 | 48548 | 50489 | 52512 |
D) June 22, 2010 | 43809 | 45559 | 47384 | 49276 | 51246 | 53300 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 45048 | 46849 | 48722 | 50670 | 52698 | 54806 |
A) June 22, 2007 | 46084 | 47927 | 49843 | 51835 | 53910 | 56067 |
B) June 22, 2008 | 46775 | 48646 | 50591 | 52613 | 54719 | 56908 |
C) June 22, 2009 | 47477 | 49376 | 51350 | 53402 | 55540 | 57762 |
D) June 22, 2010 | 48189 | 50117 | 52120 | 54203 | 56373 | 58628 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 49553 | 51534 | 53598 | 55742 | 57967 | 60287 |
A) June 22, 2007 | 50693 | 52719 | 54831 | 57024 | 59300 | 61674 |
B) June 22, 2008 | 51453 | 53510 | 55653 | 57879 | 60190 | 62599 |
C) June 22, 2009 | 52225 | 54313 | 56488 | 58747 | 61093 | 63538 |
D) June 22, 2010 | 53008 | 55128 | 57335 | 59628 | 62009 | 64491 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 54506 | 56685 | 58954 | 61310 | 63766 | 66315 |
A) June 22, 2007 | 55760 | 57989 | 60310 | 62720 | 65233 | 67840 |
B) June 22, 2008 | 56596 | 58859 | 61215 | 63661 | 66211 | 68858 |
C) June 22, 2009 | 57445 | 59742 | 62133 | 64616 | 67204 | 69891 |
D) June 22, 2010 | 58307 | 60638 | 63065 | 65585 | 68212 | 70939 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 59958 | 62355 | 64852 | 67444 | 70140 | 72945 |
A) June 22, 2007 | 61337 | 63789 | 66344 | 68995 | 71753 | 74623 |
B) June 22, 2008 | 62257 | 64746 | 67339 | 70030 | 72829 | 75742 |
C) June 22, 2009 | 63191 | 65717 | 68349 | 71080 | 73921 | 76878 |
D) June 22, 2010 | 64139 | 66703 | 69374 | 72146 | 75030 | 78031 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 65953 | 68592 | 71335 | 74188 | 77158 | 80243 |
A) June 22, 2007 | 67470 | 70170 | 72976 | 75894 | 78933 | 82089 |
B) June 22, 2008 | 68482 | 71223 | 74071 | 77032 | 80117 | 83320 |
C) June 22, 2009 | 69509 | 72291 | 75182 | 78187 | 81319 | 84570 |
D) June 22, 2010 | 70552 | 73375 | 76310 | 79360 | 82539 | 85839 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 72552 | 75453 | 78467 | 81607 | 84872 | 88267 |
A) June 22, 2007 | 74221 | 77188 | 80272 | 83484 | 86824 | 90297 |
B) June 22, 2008 | 75334 | 78346 | 81476 | 84736 | 88126 | 91651 |
C) June 22, 2009 | 76464 | 79521 | 82698 | 86007 | 89448 | 93026 |
D) June 22, 2010 | 77611 | 80714 | 83938 | 87297 | 90790 | 94421 |
The following rates of pay shall have application to employees who on December 22, 1987 became subject to the Memorandum of Understanding entered into between the Employer and the Public Service Alliance of Canada on February 9, 1982 in respect of red-circled employees.
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 30173 | 31229 | 32320 | 33453 |
A) June 22, 2007 | 30867 | 31947 | 33063 | 34222 |
B) June 22, 2008 | 31330 | 32426 | 33559 | 34735 |
C) June 22, 2009 | 31800 | 32912 | 34062 | 35256 |
D) June 22, 2010 | 32277 | 33406 | 34573 | 35785 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 32796 | 33946 | 35134 | 36358 |
A) June 22, 2007 | 33550 | 34727 | 35942 | 37194 |
B) June 22, 2008 | 34053 | 35248 | 36481 | 37752 |
C) June 22, 2009 | 34564 | 35777 | 37028 | 38318 |
D) June 22, 2010 | 35082 | 36314 | 37583 | 38893 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 35390 | 36777 | 38153 | 39524 |
A) June 22, 2007 | 36204 | 37623 | 39031 | 40433 |
B) June 22, 2008 | 36747 | 38187 | 39616 | 41039 |
C) June 22, 2009 | 37298 | 38760 | 40210 | 41655 |
D) June 22, 2010 | 37857 | 39341 | 40813 | 42280 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 38097 | 39600 | 41096 | 42594 |
A) June 22, 2007 | 38973 | 40511 | 42041 | 43574 |
B) June 22, 2008 | 39558 | 41119 | 42672 | 44228 |
C) June 22, 2009 | 40151 | 41736 | 43312 | 44891 |
D) June 22, 2010 | 40753 | 42362 | 43962 | 45564 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 41202 | 42832 | 44471 | 46106 |
A) June 22, 2007 | 42150 | 43817 | 45494 | 47166 |
B) June 22, 2008 | 42782 | 44474 | 46176 | 47873 |
C) June 22, 2009 | 43424 | 45141 | 46869 | 48591 |
D) June 22, 2010 | 44075 | 45818 | 47572 | 49320 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 44807 | 46613 | 48418 | 50212 |
A) June 22, 2007 | 45838 | 47685 | 49532 | 51367 |
B) June 22, 2008 | 46526 | 48400 | 50275 | 52138 |
C) June 22, 2009 | 47224 | 49126 | 51029 | 52920 |
D) June 22, 2010 | 47932 | 49863 | 51794 | 53714 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 48390 | 50351 | 52307 | 54268 |
A) June 22, 2007 | 49503 | 51509 | 53510 | 55516 |
B) June 22, 2008 | 50246 | 52282 | 54313 | 56349 |
C) June 22, 2009 | 51000 | 53066 | 55128 | 57194 |
D) June 22, 2010 | 51765 | 53862 | 55955 | 58052 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 55021 | 57293 | 59562 | 61820 |
A) June 22, 2007 | 56286 | 58611 | 60932 | 63242 |
B) June 22, 2008 | 57130 | 59490 | 61846 | 64191 |
C) June 22, 2009 | 57987 | 60382 | 62774 | 65154 |
D) June 22, 2010 | 58857 | 61288 | 63716 | 66131 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 60497 | 63024 | 65545 | 68052 |
A) June 22, 2007 | 61888 | 64474 | 67053 | 69617 |
B) June 22, 2008 | 62816 | 65441 | 68059 | 70661 |
C) June 22, 2009 | 63758 | 66423 | 69080 | 71721 |
D) June 22, 2010 | 64714 | 67419 | 70116 | 72797 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 69813 | 72756 | 75695 | 78641 |
A) June 22, 2007 | 71419 | 74429 | 77436 | 80450 |
B) June 22, 2008 | 72490 | 75545 | 78598 | 81657 |
C) June 22, 2009 | 73577 | 76678 | 79777 | 82882 |
D) June 22, 2010 | 74681 | 77828 | 80974 | 84125 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 |
---|---|---|---|---|
$) June 22, 2006 | 75302 | 78487 | 81671 | 84872 |
A) June 22, 2007 | 77034 | 80292 | 83549 | 86824 |
B) June 22, 2008 | 78190 | 81496 | 84802 | 88126 |
C) June 22, 2009 | 79363 | 82718 | 86074 | 89448 |
D) June 22, 2010 | 80553 | 83959 | 87365 | 90790 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 36373 | 37375 | 38375 | 39370 | 40945 |
A) June 22, 2007 | 37210 | 38235 | 39258 | 40276 | 41887 |
B) June 22, 2008 | 37768 | 38809 | 39847 | 40880 | 42515 |
C) June 22, 2009 | 38335 | 39391 | 40445 | 41493 | 43153 |
D) June 22, 2010 | 38910 | 39982 | 41052 | 42115 | 43800 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 41713 | 42921 | 44129 | 45337 | 47151 |
A) June 22, 2007 | 42672 | 43908 | 45144 | 46380 | 48235 |
B) June 22, 2008 | 43312 | 44567 | 45821 | 47076 | 48959 |
C) June 22, 2009 | 43962 | 45236 | 46508 | 47782 | 49693 |
D) June 22, 2010 | 44621 | 45915 | 47206 | 48499 | 50438 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 46648 | 48047 | 49457 | 50859 | 52893 |
A) June 22, 2007 | 47721 | 49152 | 50595 | 52029 | 54110 |
B) June 22, 2008 | 48437 | 49889 | 51354 | 52809 | 54922 |
C) June 22, 2009 | 49164 | 50637 | 52124 | 53601 | 55746 |
D) June 22, 2010 | 49901 | 51397 | 52906 | 54405 | 56582 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 52558 | 54187 | 55823 | 57458 | 59758 |
A) June 22, 2007 | 53767 | 55433 | 57107 | 58780 | 61132 |
B) June 22, 2008 | 54574 | 56264 | 57964 | 59662 | 62049 |
C) June 22, 2009 | 55393 | 57108 | 58833 | 60557 | 62980 |
D) June 22, 2010 | 56224 | 57965 | 59715 | 61465 | 63925 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 58993 | 60800 | 62616 | 64495 | 67074 |
A) June 22, 2007 | 60350 | 62198 | 64056 | 65978 | 68617 |
B) June 22, 2008 | 61255 | 63131 | 65017 | 66968 | 69646 |
C) June 22, 2009 | 62174 | 64078 | 65992 | 67973 | 70691 |
D) June 22, 2010 | 63107 | 65039 | 66982 | 68993 | 71751 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 65283 | 67412 | 69559 | 71698 | 74566 |
A) June 22, 2007 | 66785 | 68962 | 71159 | 73347 | 76281 |
B) June 22, 2008 | 67787 | 69996 | 72226 | 74447 | 77425 |
C) June 22, 2009 | 68804 | 71046 | 73309 | 75564 | 78586 |
D) June 22, 2010 | 69836 | 72112 | 74409 | 76697 | 79765 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 74813 | 77330 | 79848 | 82238 | 85527 |
A) June 22, 2007 | 76534 | 79109 | 81685 | 84129 | 87494 |
B) June 22, 2008 | 77682 | 80296 | 82910 | 85391 | 88806 |
C) June 22, 2009 | 78847 | 81500 | 84154 | 86672 | 90138 |
D) June 22, 2010 | 80030 | 82723 | 85416 | 87972 | 91490 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 84868 | 87556 | 90234 | 92908 | 96626 |
A) June 22, 2007 | 86820 | 89570 | 92309 | 95045 | 98848 |
B) June 22, 2008 | 88122 | 90914 | 93694 | 96471 | 100331 |
C) June 22, 2009 | 89444 | 92278 | 95099 | 97918 | 101836 |
D) June 22, 2010 | 90786 | 93662 | 96525 | 99387 | 103364 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 28869 | 29636 | 30404 | 31167 | 32415 |
A) June 22, 2007 | 29533 | 30318 | 31103 | 31884 | 33161 |
B) June 22, 2008 | 29976 | 30773 | 31570 | 32362 | 33658 |
C) June 22, 2009 | 30426 | 31235 | 32044 | 32847 | 34163 |
D) June 22, 2010 | 30882 | 31704 | 32525 | 33340 | 34675 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 32976 | 33907 | 34833 | 35747 | 37177 |
A) June 22, 2007 | 33734 | 34687 | 35634 | 36569 | 38032 |
B) June 22, 2008 | 34240 | 35207 | 36169 | 37118 | 38602 |
C) June 22, 2009 | 34754 | 35735 | 36712 | 37675 | 39181 |
D) June 22, 2010 | 35275 | 36271 | 37263 | 38240 | 39769 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 35944 | 36975 | 38020 | 39061 | 40623 |
A) June 22, 2007 | 36771 | 37825 | 38894 | 39959 | 41557 |
B) June 22, 2008 | 37323 | 38392 | 39477 | 40558 | 42180 |
C) June 22, 2009 | 37883 | 38968 | 40069 | 41166 | 42813 |
D) June 22, 2010 | 38451 | 39553 | 40670 | 41783 | 43455 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 38791 | 39944 | 41108 | 42261 | 43950 |
A) June 22, 2007 | 39683 | 40863 | 42053 | 43233 | 44961 |
B) June 22, 2008 | 40278 | 41476 | 42684 | 43881 | 45635 |
C) June 22, 2009 | 40882 | 42098 | 43324 | 44539 | 46320 |
D) June 22, 2010 | 41495 | 42729 | 43974 | 45207 | 47015 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 40933 | 42059 | 43216 | 44420 | 45726 | 47553 |
A) June 22, 2007 | 41874 | 43026 | 44210 | 45442 | 46778 | 48647 |
B) June 22, 2008 | 42502 | 43671 | 44873 | 46124 | 47480 | 49377 |
C) June 22, 2009 | 43140 | 44326 | 45546 | 46816 | 48192 | 50118 |
D) June 22, 2010 | 43787 | 44991 | 46229 | 47518 | 48915 | 50870 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 43853 | 45171 | 46528 | 47920 | 49358 | 51332 |
A) June 22, 2007 | 44862 | 46210 | 47598 | 49022 | 50493 | 52513 |
B) June 22, 2008 | 45535 | 46903 | 48312 | 49757 | 51250 | 53301 |
C) June 22, 2009 | 46218 | 47607 | 49037 | 50503 | 52019 | 54101 |
D) June 22, 2010 | 46911 | 48321 | 49773 | 51261 | 52799 | 54913 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 46740 | 48143 | 49591 | 51076 | 52607 | 54712 |
A) June 22, 2007 | 47815 | 49250 | 50732 | 52251 | 53817 | 55970 |
B) June 22, 2008 | 48532 | 49989 | 51493 | 53035 | 54624 | 56810 |
C) June 22, 2009 | 49260 | 50739 | 52265 | 53831 | 55443 | 57662 |
D) June 22, 2010 | 49999 | 51500 | 53049 | 54638 | 56275 | 58527 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 | Step 7 |
---|---|---|---|---|---|---|---|
$) June 22, 2006 | 32295 | 38846 | 40178 | 41501 | 42829 | 44158 | 45922 |
A) June 22, 2007 | 33038 | 39739 | 41102 | 42456 | 43814 | 45174 | 46978 |
B) June 22, 2008 | 33534 | 40335 | 41719 | 43093 | 44471 | 45852 | 47683 |
C) June 22, 2009 | 34037 | 40940 | 42345 | 43739 | 45138 | 46540 | 48398 |
D) June 22, 2010 | 34548 | 41554 | 42980 | 44395 | 45815 | 47238 | 49124 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 42820 | 44263 | 45711 | 47155 | 49041 |
A) June 22, 2007 | 43805 | 45281 | 46762 | 48240 | 50169 |
B) June 22, 2008 | 44462 | 45960 | 47463 | 48964 | 50922 |
C) June 22, 2009 | 45129 | 46649 | 48175 | 49698 | 51686 |
D) June 22, 2010 | 45806 | 47349 | 48898 | 50443 | 52461 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 45936 | 47534 | 49119 | 50708 | 52738 |
A) June 22, 2007 | 46993 | 48627 | 50249 | 51874 | 53951 |
B) June 22, 2008 | 47698 | 49356 | 51003 | 52652 | 54760 |
C) June 22, 2009 | 48413 | 50096 | 51768 | 53442 | 55581 |
D) June 22, 2010 | 49139 | 50847 | 52545 | 54244 | 56415 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 | Step 6 |
---|---|---|---|---|---|---|
$) June 22, 2006 | 48699 | 50413 | 52136 | 53844 | 55557 | 57779 |
A) June 22, 2007 | 49819 | 51572 | 53335 | 55082 | 56835 | 59108 |
B) June 22, 2008 | 50566 | 52346 | 54135 | 55908 | 57688 | 59995 |
C) June 22, 2009 | 51324 | 53131 | 54947 | 56747 | 58553 | 60895 |
D) June 22, 2010 | 52094 | 53928 | 55771 | 57598 | 59431 | 61808 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 55044 | 57048 | 59063 | 61061 | 63505 |
A) June 22, 2007 | 56310 | 58360 | 60421 | 62465 | 64966 |
B) June 22, 2008 | 57155 | 59235 | 61327 | 63402 | 65940 |
C) June 22, 2009 | 58012 | 60124 | 62247 | 64353 | 66929 |
D) June 22, 2010 | 58882 | 61026 | 63181 | 65318 | 67933 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 60141 | 62377 | 64606 | 66845 | 69520 |
A) June 22, 2007 | 61524 | 63812 | 66092 | 68382 | 71119 |
B) June 22, 2008 | 62447 | 64769 | 67083 | 69408 | 72186 |
C) June 22, 2009 | 63384 | 65741 | 68089 | 70449 | 73269 |
D) June 22, 2010 | 64335 | 66727 | 69110 | 71506 | 74368 |
**
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 38129 | 39200 | 40273 | 41356 | 43009 |
A) June 22, 2007 | 39006 | 40102 | 41199 | 42307 | 43998 |
B) June 22, 2008 | 39591 | 40704 | 41817 | 42942 | 44658 |
C) June 22, 2009 | 40185 | 41315 | 42444 | 43586 | 45328 |
D) June 22, 2010 | 40788 | 41935 | 43081 | 44240 | 46008 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 40193 | 41355 | 42502 | 43651 | 45398 |
A) June 22, 2007 | 41117 | 42306 | 43480 | 44655 | 46442 |
B) June 22, 2008 | 41734 | 42941 | 44132 | 45325 | 47139 |
C) June 22, 2009 | 42360 | 43585 | 44794 | 46005 | 47846 |
D) June 22, 2010 | 42995 | 44239 | 45466 | 46695 | 48564 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 45066 | 46414 | 47750 | 49091 | 51053 |
A) June 22, 2007 | 46103 | 47482 | 48848 | 50220 | 52227 |
B) June 22, 2008 | 46795 | 48194 | 49581 | 50973 | 53010 |
C) June 22, 2009 | 47497 | 48917 | 50325 | 51738 | 53805 |
D) June 22, 2010 | 48209 | 49651 | 51080 | 52514 | 54612 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 49613 | 51132 | 52650 | 54167 | 56333 |
A) June 22, 2007 | 50754 | 52308 | 53861 | 55413 | 57629 |
B) June 22, 2008 | 51515 | 53093 | 54669 | 56244 | 58493 |
C) June 22, 2009 | 52288 | 53889 | 55489 | 57088 | 59370 |
D) June 22, 2010 | 53072 | 54697 | 56321 | 57944 | 60261 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 55392 | 57142 | 58890 | 60632 | 63058 |
A) June 22, 2007 | 56666 | 58456 | 60244 | 62027 | 64508 |
B) June 22, 2008 | 57516 | 59333 | 61148 | 62957 | 65476 |
C) June 22, 2009 | 58379 | 60223 | 62065 | 63901 | 66458 |
D) June 22, 2010 | 59255 | 61126 | 62996 | 64860 | 67455 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 62229 | 64252 | 66270 | 68293 | 71024 |
A) June 22, 2007 | 63660 | 65730 | 67794 | 69864 | 72658 |
B) June 22, 2008 | 64615 | 66716 | 68811 | 70912 | 73748 |
C) June 22, 2009 | 65584 | 67717 | 69843 | 71976 | 74854 |
D) June 22, 2010 | 66568 | 68733 | 70891 | 73056 | 75977 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 68501 | 70678 | 72865 | 75047 | 78048 |
A) June 22, 2007 | 70077 | 72304 | 74541 | 76773 | 79843 |
B) June 22, 2008 | 71128 | 73389 | 75659 | 77925 | 81041 |
C) June 22, 2009 | 72195 | 74490 | 76794 | 79094 | 82257 |
D) June 22, 2010 | 73278 | 75607 | 77946 | 80280 | 83491 |
Effective Date | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
---|---|---|---|---|---|
$) June 22, 2006 | 76040 | 78591 | 81136 | 83489 | 86827 |
A) June 22, 2007 | 77789 | 80399 | 83002 | 85409 | 88824 |
B) June 22, 2008 | 78956 | 81605 | 84247 | 86690 | 90156 |
C) June 22, 2009 | 80140 | 82829 | 85511 | 87990 | 91508 |
D) June 22, 2010 | 81342 | 84071 | 86794 | 89310 | 92881 |
**
The following Appendices shall be effective on the date of signature and shall expire on June 21, 2011.
Signed at Ottawa, this 27th day of the month of November 2009.
Hélène Laurendeau
Josée Lefebvre
Gerry Halabecki
Michael McNamara
**
The Employer and the Public Service Alliance of Canada agree, for the term of this Collective Agreement, that Fishery Officers working on off-shore surveillance and employed with the Department of Fisheries and Oceans will work an average of nine decimal five (9.5) hours per day while in a surveillance mode.
Surveillance mode is defined as the period between the time at which a Fishery Officer on off-shore surveillance reports to his or her surveillance duty station and the time at which the Fishery Officer leaves his or her surveillance duty station. Off-shore surveillance may be conducted by vessel or aircraft. Surveillance mode may be terminated due to delays in departure or early return.
The normal overtime provisions of the Collective Agreement will apply to these Officers with the following exceptions:
**
**
For the purposes of this Memorandum, "arrest mode" is defined as those situations where management has authorized a Fishery Officer on off-shore surveillance to remain on board a vessel for the purposes of maintaining continuity of evidence.
**
In arrest mode, the overtime provisions of 28.01(a) and (b) will apply. In calculating the entitlement, all hours for that day will be a combination of hours in surveillance mode, nine decimal five (9.5) hours and arrest mode (all remaining hours).
**
For the purposes of calculating the rate of pay while in arrest mode, the regular nine decimal five (9.5) hour day shall be deemed to have begun at 8:00 hours and would normally have ceased at 18:00 hours (with one-half (1/2) hour for lunch). As such, where an arrest mode is authorized after 18:00 hours, the officer would be compensated at time and one-half (1 1/2) his or her straight-time rate at the beginning of the arrest mode.
Once arrest mode is confirmed and payment at premium rates is in effect, the premium rate will remain in effect until arrest mode ceases. In a continuing arrest mode, two (2) or more days, the surveillance mode provisions will not apply for those days where arrest mode continues beyond 12:00 hours on that day.
Officers while in a surveillance mode or arrest mode shall be excluded from the following provisions of this Collective Agreement:
The provisions of this Collective Agreement, with the amendments noted below, shall apply to Coast Guard Marine Search and Rescue (SAR) controllers of the Rescue Coordination Centres and Marine Rescue Sub-Centres and hovercraft personnel working on a rotating or irregular basis.
**
**
**
This will confirm the understanding reached in negotiations that for the term of this Collective Agreement, that notwithstanding the terms of this Agreement, employees engaged as survival instructors in the Department of National Defence shall be compensated for all hours in excess of seven decimal five (7.5) hours per day spent during the trek and caretaker phases of their duties on the basis of one (1) working day off for each twenty-four (24) hour period spent on such duties.
It is agreed by the Treasury Board and the Public Service Alliance of Canada that the provisions of this Collective Agreement, with the amendments noted below, may be applied to shift workers at Vessel Traffic Management Centres of the Department of Fisheries and Oceans at the Employer's discretion after complying with clauses 25.09(d)(iii) and 25.03 of the Collective Agreement.
Delete clause 25.09 of the Collective Agreement and substitute the following:
25.09 When, because of the operational requirements of the service, hours of work are scheduled for employees on a rotating or irregular basis, they shall be scheduled so that employees, over a period of not more than sixty-three (63) calendar days:
**
Delete clause 28.01, Overtime Compensation, of the Collective Agreement and substitute the following:
28.01 Overtime Compensation
Add paragraph 38.05(e) to clause 38.05, Scheduling of Vacation Leave With Pay, of the Collective Agreement as follows:
38.05
**
This memorandum is to give effect to the agreement reached between the Employer and the Public Service Alliance of Canada in respect of employees in the Program and Administration Services, Operational Services, Technical Services, Border Services and Education and Library Science bargaining units.
**
The Employer agrees to provide eight million seven hundred and fifty thousand dollars ($8,750,000) over the life of this Collective Agreement to fund a joint learning program. The Employer agrees to provide a further $292,000 per month to the PSAC-TBS JLP from June 22, 2011 until the next collective agreement is signed to ensure continuity of this initiative.
The PSAC-TBS JLP will provide joint training on union-management issues.
**
This program will be governed by the existing joint PSAC – TBS committee.
Notwithstanding the provisions of Article 25, Hours of Work, and Article 28, Overtime, the following provisions shall apply to employees of the Sea Lamprey Control Unit of the Department of Fisheries and Oceans who are required to perform work away from their headquarters area during the "field season" and it is impractical or impossible for them to return to their headquarters area on weekends.
**
It is agreed that representatives of local management and duly authorized local representatives of employees may jointly devise and decide on a mutually acceptable work schedule program, which shall include a specified number of consecutive calendar days of work in the field followed by a combination of days of rest and compensatory leave earned during the period of field duty. The schedule will not contain the hours of work on each day and the starting and quitting times shall be determined according to operational requirements on a daily basis except that the normal daily hours of work shall be consecutive, with the exception of a lunch break, and not in excess of seven decimal five (7.5) hours and, accordingly, clause 25.08 shall not apply.
Such a work schedule shall normally not exceed a combination of twenty (20) consecutive calendar days of work and eight (8) days of rest and compensatory leave. Should local management decide that operational requirements require an extension of the twenty (20) calendar days of work [up to a maximum of seven (7) calendar days] in order to preclude another trip to the area, the appropriate number of additional days shall be worked and the days of rest and compensatory leave extended as required.
Overtime shall be compensated in accordance with this Collective Agreement and shall be taken as compensatory leave immediately following the period in the field or at the discretion of the Employer.
The Public Service Alliance of Canada agrees that it will not support any grievance related to the provisions of this Memorandum of Agreement.
Notwithstanding the provisions of Article 25, Hours of Work, and Article 28, Overtime, the following provisions shall apply to certain employees of the Department of National Defence working at Defence Research and Development Canada (DRDC) who engage in experimental diving tests, trials and experiments, hereinafter referred to as "dives":
Column I Depth (in feet) |
Column II Depth (in metres) |
Column III Daily Rate |
---|---|---|
50 - 250 | 15.24 - 76.20 | $31.17 |
251 - 600 | 76.50 - 182.88 | $51.90 |
Over 600 | Over 182.88 | $74.18 |
K-1.01 Qualified personnel performing assigned diving duties shall be paid an extra allowance of fifteen dollars ($15) per hour. The minimum allowance shall be for two (2) hours per dive.
K-1.02 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.
K-2.01 At least eight (8) days notice must be given for requests of vacation leave of four (4) days or less.
K-2.02 The Employer may for good and sufficient reason grant vacation leave on shorter notice than that provided for in clause K-2.01.
K-3.01 To facilitate discussions on matters of mutual interest outside the terms of the Collective Agreement, the Employer will recognize a meteorological technicians committee of the Alliance for the purpose of consulting with management. Representation at such meetings will be limited to three (3) representatives from each party. It is agreed that the first of such meetings will be held within three (3) months of the date of the signing of this Agreement, and thereafter as determined by mutual agreement.
K-3.02 Meetings of this Committee will be held at Atmospheric Environment Services headquarters. Employee representation on this committee should include not less than one (1) member from a field establishment.
K-3.03 Consultation may take place for the purpose of providing information, discussing the application of policy or airing problems to promote understanding, but it is expressly understood that no commitment may be made by either party on the 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.
K-4.01 When an employee is required to transfer to a skip, submarine or barge (not berthed) from a helicopter, ship's boat, yardcraft or auxiliary vessel, the employee shall be paid a transfer allowance of five dollars ($5) except when transferring between vessels and/or work platforms which are in a secured state to each other for the purpose of performing a specific task such as deperming. If the employee leaves the ship, submarine or barge by a similar transfer, the employee shall be paid an additional five dollars ($5).
Employees in the Engineering and Scientific Support Group employed by the Department of National Defence engaged in Sea Trials under the following conditions will be remunerated in accordance with the terms below:
25.01 An employee's scheduled hours of work shall not be construed as guaranteeing the employee minimum or maximum hours of work.
25.02 The Employer agrees that, before a schedule of working hours is changed, the changes will be discussed with the appropriate steward of the Alliance if the change will affect a majority of the employees governed by the schedule.
25.03 Provided sufficient advance notice is given and with the approval of the Employer, employees may exchange shifts if there is no increase in cost to the Employer.
**
25.04 Except as provided for in clause 25.05, the normal workweek shall be thirty-seven decimal five (37.5) hours exclusive of lunch periods, comprising five (5) days of seven decimal five (7.5) hours each, Monday to Friday. The workday shall be scheduled to fall within an eight (8) hour period where the lunch period is one-half (1/2) hour or within an eight decimal five (8.5) hour period where the lunch period is more than one half (1/2) hour and not more than one (1) hour. Such work periods shall be scheduled between the hours of 0600 and 1800 unless otherwise agreed in consultation with the Alliance and the Employer at the appropriate level.
25.05 For employees who work on a rotating or irregular basis:
**
25.06 Notwithstanding the provisions of this Article, upon request of an employee and the concurrence of the Employer, an employee may complete his or her weekly hours of employment in a period 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 decimal five (37.5) 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-day (28) period such an employee shall be granted days of rest on such days as are not scheduled as a normal workday for the employee.
25.07 The Employer shall make every reasonable effort to schedule a meal break of at least one-half (1/2) hour during each full shift which shall not constitute part of the work period. Such meal break shall be scheduled as close as possible to the mid-point of the shift, unless an alternate arrangement is agreed to at the appropriate level between the Employer and the employee. If an employee is not given a meal break scheduled in advance, all time from the commencement to the termination of the employee's full shift shall be deemed time worked.
25.08 When an employee's scheduled shift does not commence and end on the same day, such shift shall be considered for all purposes to have been entirely worked:
Accordingly, the first (1st) day of rest will be considered to start immediately after midnight of the calendar day on which the employee worked or is considered to have worked his or her last scheduled shift; and the second (2nd) day of rest will start immediately after midnight of the employee's first (1st) day of rest, or immediately after midnight of an intervening designated paid holiday if days of rest are separated thereby.
25.09 Two (2) rest periods of fifteen (15) minutes each shall be scheduled during each normal working day.
25.10 If an employee is given less than seven (7) days' advance notice of a change in that employee's shift schedule, the employee will receive a premium rate of time and one-half (1 1/2) for work performed on the first (1st) shift changed. Subsequent shifts worked on the new schedule shall be paid for at straight time.
25.11 The terms and conditions governing the administration of variable hours of work implemented pursuant to paragraph 25.05(a) and clause 25.06 are specified in clauses 25.11 to 25.14. This Agreement is modified by these provisions to the extent specified herein.
25.12 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.
25.13
**
**
25.14 For greater certainty, the following provisions of this Agreement shall be administered as provided herein:
This Memorandum is to give effect to the agreement reached between the Employer and the PSAC respecting sessional leave for certain employees of the Translation Bureau.
This Memorandum of Agreement shall apply to employees classified as GT who are assigned in the operational sections serving Parliament (Parliamentary Committees, Parliamentary Debates, Parliamentary Documents and Parliamentary Interpretation Services) and who share the same working conditions as members of the Translation bargaining unit who are eligible for Parliamentary Leave.
Notwithstanding the provisions of this Agreement, the following is agreed:
**
After two (2) years of continuous employment | 15 weeks |
---|---|
After six (6) years of continuous employment | 17 weeks |
After seven (7) years of continuous employment | 19 weeks |
After eight (8) years of continuous employment | 21 weeks |
After nine (9) years of continuous employment | 23 weeks |
After ten (10) years of continuous employment | 25 weeks |
After eleven (11) years of continuous employment | 27 weeks |
After twelve (12) years of continuous employment | 29 weeks |
After thirteen (13) years of continuous employment | 31 weeks |
After fourteen (14) years of continuous employment | 33 weeks |
After fifteen (15) years or more of continuous employment | 35 weeks |
This does not prejudice the union's ability to challenge off pay status or the Employer's ability to impose off pay status.
In an effort to resolve retention problems, the Employer will provide an allowance to incumbents of specific positions for the performance of duties in the Technical Inspection Group.
Employees in Transport Canada, Transport Safety Board, Public Works and Government Services Canada, and Fisheries and Oceans, Canadian Coast Guard who are incumbents at the TI-5 through TI-8 levels in the following positions and who possess the listed qualifications shall be entitled to Terminable Allowances as listed below.
Level | Monthly Payments in Respect of June 2007 to June 2011 |
---|---|
TI-5 | $246.92 |
TI-6 | $549.17 |
TI-7 | $759.83 |
TI-8 | $759.83 |
Level | Monthly Payments
in Respect of June 2007 to June 2011 |
---|---|
TI-5 | $486.92 |
TI-6 | $916.67 |
TI-7 | $609.83 |
TI-8 | $609.83 |
Level | Monthly Payments in Respect of June 2007 to June 2011 |
---|---|
TI-6 | $469.16 |
TI-7 | $469.16 |
TI-8 | $469.16 |
**
For the term of this Collective Agreement after the date of its signing, employees in the General Technical, Technical Inspection and Engineering and Scientific Support Groups, employed by the Department of National Defence in positions at Defence Research Establishments engaged in trials, tests and experiments conducted outside their headquarters area will be remunerated in accordance with the former employer's (Defence Research Board) remuneration policy, as delineated in Personnel Letter No. 1-1974, dated January 4, 1974, DRB Administrative Order No. 304 and Appendix A thereto.
The following special conditions shall apply only to aircraft maintenance engineers of the Aircraft Services Directorate, Transport Canada:
This Memorandum is to give effect to the understanding reached between the Employer and the Public Service Alliance of Canada in respect of the implementation period of the Collective Agreement.
The provisions of this Collective Agreement shall be implemented by the parties within a period of one hundred and fifty (150) days from the date of signing.
Table of Contents
This Appendix applies to all employees. Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.
With the exception of those provisions for which the Public Service Commission (PSC) is responsible, this Appendix is part of this Agreement.
Notwithstanding the Job Security Article, in the event of conflict between the present Workforce Adjustment Appendix and that Article, the present Workforce Adjustment Appendix will take precedence.
It is the policy of the Employer to maximize employment opportunities for indeterminate employees affected by workforce adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.
To this end, every indeterminate employee whose services will no longer be required because of a workforce adjustment situation and for whom the deputy head knows or can predict that employment will be available will receive a guarantee of a reasonable job offer within the Core Public Administration. Those employees for whom the deputy head cannot provide the guarantee will have access to transitional employment arrangements (as per Parts VI and VII).
**
**
**
**
**
is an offer of indeterminate employment within the Core Public Administration, normally at an equivalent level, but which 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 under Type 1 and Type 2 in Part VII of this Appendix. A reasonable job offer is also an offer from a FAA Schedule V employer, providing that:
**
**
The PSC has endorsed those portions of this Appendix for which it has responsibility.
Departments or organizations shall retain central information on all cases occurring under this Appendix, including the reasons for the action; the number, occupational groups and levels of employees concerned; the dates of notice given; the number of employees placed without retraining; the number of employees retrained (including number of salary months used in such training); the levels of positions to which employees are appointed and the cost of any salary protection; and the number, types and amounts of lump sums paid to employees.
This information will be used by the Treasury Board Secretariat to carry out its periodic audits.
**
The primary references for the subject of workforce adjustment are as follows:
**
Enquiries about this Appendix should be referred to the Alliance or to the responsible officers in departmental or organizational headquarters.
Responsible officers in departmental or organizational headquarters may, in turn, direct questions regarding the application of this Appendix to the Senior Director, Excluded Groups and Administrative Policies, Labour Relations and Compensation Operations, 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 or organizational human resource advisors or to the Priority Advisor of the PSC responsible for their case.
1.1.1 Since indeterminate employees who are affected by workforce adjustment situations are not themselves responsible for such situations, it is the responsibility of departments or organizations to ensure that they are treated equitably and, whenever possible, given every reasonable opportunity to continue their careers as public service employees.
1.1.2 Departments or organizations shall carry out effective human resource planning to minimize the impact of workforce adjustment situations on indeterminate employees, on the department or organization, and on the public service.
1.1.3 Departments or organizations shall establish workforce adjustment committees, where appropriate, to manage the workforce adjustment situations within the department or organization.
**
1.1.4 Departments or organizations shall, as the home department or organization, cooperate with the PSC and appointing departments or organizations in joint efforts to redeploy departmental or organizational surplus employees and laid-off persons.
1.1.5 Departments or organizations shall establish systems to facilitate redeployment or retraining of their 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.
Such a communication shall also indicate if the employee:
Where applicable, the communication should also provide the information relative to the employee's possible layoff date.
1.1.7 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those employees subject to workforce adjustment for whom they know or can predict that employment will be available in the Core Public Administration.
1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide one hundred and twenty (120) days to consider the three 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 (12) month surplus priority period in which to secure a reasonable job offer.
1.1.9 The deputy head shall make a determination to provide either a guarantee of a reasonable job offer or access to the options set out in section 6.3 of this Appendix upon request by any indeterminate affected employee who can demonstrate that his or her duties have already ceased to exist.
1.1.10 Departments or organizations shall send written notice to the PSC of an 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 or organizations shall advise and consult with the Alliance representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process and will make available to the Alliance the name and work location of affected employees.
**
1.1.12 The home department or organization shall provide the PSC with a statement that it would be prepared to appoint the surplus employee to a suitable position in the department or organization commensurate with his or her qualifications if such a position were available.
1.1.13 Departments or organizations shall provide the employee with the official notification that he or she has become subject to a workforce adjustment and shall remind the employee that Appendix T, Workforce Adjustment, of this Agreement applies.
1.1.14 Deputy heads shall apply this Appendix so as to keep actual involuntary layoffs to a minimum, and a layoff shall normally occur only when an individual has refused a reasonable job offer, is not mobile, cannot be retrained within two (2) years, or is laid-off at his or her own request.
1.1.15 Departments or organizations are responsible for counselling and advising their affected employees on their opportunities for finding continuing employment in the public service.
1.1.16 Appointment of surplus employees to alternative positions with or without retraining shall normally be at a level equivalent to that previously held by the employee, but this does not preclude appointment to a lower level. Departments or organizations shall avoid appointment to a lower level except where all other avenues have been exhausted.
1.1.17 Home departments or organizations shall appoint as many of their own surplus employees or laid-off persons as possible or identify alternative positions (both actual and anticipated) for which individuals can be retrained.
1.1.18 Home departments or organizations shall relocate surplus employees and laid-off individuals, if necessary.
1.1.19 Relocation of surplus employees or laid-off persons shall be undertaken when the individuals indicate that they are willing to relocate and relocation will enable their redeployment or reappointment, provided that:
1.1.20 The cost of travelling to interviews for possible appointments and of relocation to the new location shall be borne by the employee's home department or organization. Such cost shall be consistent with the Travel Directive and NJC Relocation Directive.
1.1.21 For the purposes of the NJC Relocation Directive, surplus employees and laid-off persons who relocate under this Appendix shall be deemed to be employees on employer-requested relocations. The general rule on minimum distances for relocation applies.
**
1.1.22 For the purposes of the Travel Directive, a laid-off persons travelling to interviews for possible reappointment to the Core Public Administration are deemed to be a "traveller" as defined in the Travel Directive.
**
1.1.23 For the surplus and/or layoff priority periods, home departments or organizations shall pay the salary, salary protection and/or termination costs as well as other authorized costs such as tuition, travel, relocation and retraining for surplus employees and laid-off persons, as provided for in this Agreement and the various directives unless the appointing department or organization is willing to absorb these costs in whole or in part.
**
1.1.24 Where a surplus employee is appointed by another department or organization to a term position, the home department or organization is responsible for the costs above for one (1) year from the date of such appointment, unless the home department or organization agree to a longer period, after which the appointing department or organization becomes the new home department or organization consistent with PSC authorities.
1.1.25 Departments or organizations shall protect the indeterminate status and surplus priority of a surplus indeterminate employee appointed to a term position under this Appendix.
**
1.1.26 Departments or organizations shall inform the PSC in a timely fashion, and in a method directed by the PSC, of the results of all referrals made to them under this Appendix.
**
1.1.27 Departments or organizations shall review the use of private temporary agency personnel, consultants, contractors, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, departments or organizations shall refrain from re-engaging such temporary agency personnel, consultants or contractors or renewing the employment of such employees referred to above where this will facilitate the appointment of surplus employees or laid-off persons.
1.1.28 Nothing in the foregoing shall restrict the Employer's right to engage or appoint persons to meet short-term, non-recurring requirements. Surplus and laid-off persons shall be given priority even for these short-term work opportunities.
1.1.29 Departments or organizations may layoff an employee at a date earlier than originally scheduled when the surplus employee so requests in writing.
1.1.30 Departments or organizations acting as appointing departments or organizations shall cooperate with the PSC and other departments or organizations in accepting, to the extent possible, affected, surplus and laid-off persons from other departments or organizations for appointment or retraining.
1.1.31 Departments or organizations shall provide surplus employees with a layoff notice at least one (1) month before the proposed layoff date if appointment efforts have been unsuccessful.
**
1.1.32 When a surplus employee refuses a reasonable job offer, he or she shall be subject to layoff one (1) month after the refusal, but not before six (6) months have elapsed since the surplus declaration date. The provisions of Annex C of this Appendix shall continue to apply.
1.1.33 Departments or organizations are to presume that each employee wishes to be redeployed unless the employee indicates the contrary in writing.
**
1.1.34 Departments or organizations shall inform and counsel affected and surplus employees as early and as completely as possible and, in addition, shall assign a counsellor to each opting and surplus employee and laid-off person, to work with him or her throughout the process. Such counselling is to include explanations and assistance concerning:
1.1.35 The home departments or organizations shall ensure that, when it is required to facilitate appointment, a retraining plan is prepared and agreed to in writing by it, the employee and the appointing department or organization.
1.1.36 Severance pay and other benefits flowing from other clauses in this Agreement are separate from and in addition to those in this Appendix.
1.1.37 Any surplus employee who resigns under this Appendix shall be deemed, for purposes of severance pay and retroactive remuneration, to be involuntarily laid-off as of the day on which the deputy head accepts in writing the employee's resignation.
**
1.1.38 The department or organization will review the status of each affected employee annually, or earlier, from the date of initial notification of affected status and determine whether the employee will remain on affected status or not.
**
1.1.39 The department or organization will notify the affected employee' in writing, within five (5) working days of the decision pursuant to subsection 1.1.38.
1.2.1 It is the responsibility of the Treasury Board Secretariat to:
**
**
1.3.1 Within the context of workforce adjustment, and the Public Service Commission's (PSC) governing legislation, it is the responsibility of the PSC to:
1.3.2 The PSC will, in accordance with the Privacy Act:
1.3.3 The PSC's roles and responsibilities flow from its governing legislation, not the collective agreement. As such, any changes made to these roles/responsibilities must be agreed upon by the Commission. For greater detail on the PSC's role in administering surplus and layoff priority entitlements, refer to Annex C of this Appendix.
1.4.1 Employees have the right to be represented by the Alliance in the application of this Appendix.
1.4.2 Employees who are directly affected by workforce adjustment situations and who receive a guarantee of a reasonable job offer or opt, or are deemed to have opted, for Option (a) of Part VI of this Appendix are responsible for:
1.4.3 Opting employees are responsible for:
2.1.1 As already mentioned in 1.1.11, departments or organizations shall advise and consult with the bargaining agent representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process, and will make available to the bargaining agent the name and work location of affected employees.
**
2.1.2 In any workforce adjustment situation which is likely to involve ten (10) or more indeterminate employees covered by this Appendix, the department or organizations concerned shall notify the Treasury Board Secretariat of Canada, in confidence, at the earliest possible date and under no circumstances less than four (4) working days before the situation is announced.
**
2.1.3 Prior to notifying any potentially affected employee, departments or organizations shall also notify the Chief Executive Officer of the Alliance. Such notification is to be in writing, in confidence and at the earliest possible date and under no circumstances less than two (2) working days before any employee is notified of the workforce adjustment situation.
**
2.1.4 Such notification will include the identity and location of the work unit(s) involved, the expected date of the announcement, the anticipated timing of the workforce adjustment situation and the number, group and level of the employees who are likely to be affected by the decision.
3.1.1 In cases where a work unit is to be relocated, departments or organizations 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 workforce adjustment situation.
3.1.2 Following written notification, employees must indicate, within a period of six (6) months, their intention to move. If the employee's intention is not to move with the relocated position, the deputy head can provide the employee with either 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 1.1.18 to 1.1.22.
3.1.4 Although departments or organizations will endeavour to respect employee location preferences, nothing precludes the department or organization from offering a relocated position to an employee in receipt of a guarantee of a reasonable job offer from his or her deputy head, 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 in Part VI of this Appendix.
4.1.1 To facilitate the redeployment of affected employees, surplus employees and laid-off persons, departments or organizations shall make every reasonable effort to retrain such persons for:
**
4.1.2 It is the responsibility of the employee, home department or organization and appointing department or organization to identify retraining opportunities pursuant to subsection 4.1.1.
**
4.1.3 When a retraining opportunity has been identified, the deputy head of the home department or organization shall approve up to two (2) years of retraining.
4.2.1 A surplus employee is eligible for retraining, provided that:
**
4.2.2 The home department or organization is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the employee and the delegated officers of the home and appointing departments or organization. The home department or organization is responsible for informing the employee in a timely fashion if a retraining proposal submitted by the employee is not approved. Upon request of the employee, feedback regarding the decision will be provided in writing.
4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee.
4.2.4 While on retraining, a surplus employee continues to be employed by the home department or organization and is entitled to be paid in accordance with his or her current appointment unless the appointing department or organization is willing to appoint the employee indeterminately, on condition of successful completion of retraining, in which case the retraining plan shall be included in the letter of offer.
4.2.5 When a retraining plan has been approved and the surplus employee continues to be employed by the home department or organization, the proposed layoff date shall be extended to the end of the retraining period, subject to 4.2.3.
4.2.6 An employee unsuccessful in retraining may be laid-off at the end of the surplus period if 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 4.1.1, such training to continue for one (1) year or until the date of appointment to another position, whichever comes first. Appointment to this position is subject to successful completion of the training.
4.3.1 A laid-off person shall be eligible for retraining, provided that:
4.3.2 When an individual is offered an appointment conditional on successful completion of retraining, a retraining plan shall be included in the letter of offer. If the individual accepts the conditional offer, 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.
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 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 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.
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 that employment will be available. A deputy head who cannot provide such a guarantee shall provide his or her reasons in writing, if so requested by the employee. Employees in receipt of this guarantee will not have access to the choice of options below.
6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have one hundred and twenty (120) days to consider the three options below before a decision is required of them.
6.1.3 The opting employee must choose, in writing, one (1) of the three (3) options of section 6.3 of this Appendix within the one hundred and twenty (120) day window. The employee cannot change options once he or she has 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 (12) month surplus priority period in which to secure a reasonable job offer, at the end of the one hundred and twenty (120) day window.
6.1.5 If a reasonable job offer which does not require relocation is made at any time during the one hundred and twenty (120) day opting period and prior to the written acceptance of the transition support measure (TSM) or education allowance option, the employee is ineligible for the TSM, the pay in lieu of unfulfilled surplus period or the education allowance.
6.2.1 All departments or organizations must participate in the alternation process.
6.2.2 An alternation occurs when an opting employee who wishes to remain in the Core Public Administration exchanges positions with a non-affected employee (the alternate) willing to leave the Core Public Administration under the terms of Part VI of this Appendix.
6.2.3 Only an opting employee, not a surplus one, may alternate into an indeterminate position that remains in the Core Public Administration.
6.2.4 An indeterminate employee wishing to leave the Core Public Administration may express an interest in alternating with an opting employee. Management will decide, however, whether a proposed alternation is likely to result in retention of the skills required to meet the ongoing needs of the position and the Core Public Administration.
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 meet the requirements of the position, including language requirements. The alternate moving into the opting position must meet the requirements of the position except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five (5) days of the alternation.
6.2.7 An alternation should normally occur between employees at the same group and level. When the two (2) positions are not in the same group and at the same level, alternation can still occur when the positions can be considered equivalent. They are considered equivalent when the maximum rate of pay for the higher paid position is no more than six-per-cent (6 %) higher than the maximum rate of pay for the lower-paid position.
6.2.8 An alternation must occur on a given date, that is, the two (2) employees must directly exchange positions on the same day. There is no provision in alternation for a "domino" effect or for "future considerations."
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:
**
**
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 Workforce Adjustment Appendix.
6.3.4 In cases of pay in lieu of unfulfilled surplus period, Option (b) and Option (c)(i), the employee relinquishes any priority rights for reappointment upon the Employer's acceptance of his or her resignation.
6.3.5 Employees choosing Option (c)(ii) who have not provided their department or organization with a proof of registration from a learning institution twelve (12) months after starting their leave without pay period will be deemed to have resigned from the Core Public Administration and be considered to be laid-off for purposes of severance pay.
**
6.3.6 All opting employees will be entitled to up to six hundred dollars ($600) towards counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial and job placement counselling services.
6.3.7 An opting employee who has received a TSM, pay in lieu of unfulfilled surplus period, or an education allowance, and is reappointed to that portion of the Core Public Administration specified from time to time in Schedules I and IV of the Financial Administration Act shall reimburse the Receiver General for Canada an amount corresponding to the period from the effective date of such reappointment or hiring to the end of the original period for which the TSM or education allowance was paid.
6.3.8 Notwithstanding 6.3.7, an opting employee who has received an education allowance will not be required to reimburse tuition expenses and 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 authorized where the employee's work can be discontinued on the resignation date and no additional costs will be incurred in having the work done in any other way during that period.
6.3.10 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 (12) 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.
6.4.1 There are three (3) situations in which an employee may be eligible to receive a retention payment. These are total facility closures, relocation of work units and alternative delivery initiatives.
6.4.2 All employees accepting retention payments must agree to leave the Core Public Administration without priority rights.
6.4.3 An individual who has received a retention payment and, as applicable, either is reappointed to that portion of the Core Public Administration specified from time to time in Schedules I and IV of the Financial Administration Act or is hired by the new employer within the six (6) months immediately following his or her resignation shall reimburse the Receiver General for Canada an amount corresponding to the period from the effective date of such reappointment or hiring to the end of the original period for which the lump sum was paid.
6.4.4 The provisions of 6.4.5 shall apply in total facility closures where public service jobs are to cease and:
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 Core Public Administration to take effect on that closure date, a sum equivalent to six (6) months' pay payable on the day on which the departmental or organizational 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 Core Public Administration work units:
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 who offers a resignation from the Core Public Administration to take effect on the relocation date, a sum equivalent to six (6) months' pay payable on the day on which the departmental or organizational operation relocates, provided the employee has not separated prematurely.
6.4.8 The provisions of 6.4.9 shall apply in alternative delivery initiatives:
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 Core Public Administration to take effect on the transfer date, a sum equivalent to six (6) months' pay payable upon the transfer date, provided the employee has not separated prematurely.
**
The administration of the provisions of this Part will be guided by the following principles:
For the purposes of this part, an alternative delivery initiative (diversification des modes de prestation des services) is the transfer of any work, undertaking or business of the Core Public Administration to any body or corporation that is a separate agency or that is outside the Core Public Administration.
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 7.2.2.
For the purposes of this part, a termination of employment (licenciement de l'employé-e) is the termination of employment referred to in paragraph 12(1)(f.1) of the Financial Administration Act.
Departments or organizations will, as soon as possible after the decision is made to proceed with an alternative delivery initiative (ADI), and if possible, not less than one hundred and eighty (180) days prior to the date of transfer, provide notice to the Alliance component(s) of its intention.
The notice to the Alliance component(s) will include:
A joint Workforce Adjustment–Alternative Delivery Initiative (WFA–ADI) committee will be created for ADI and will have equal representation from the department or organization and the component(s). By mutual agreement, the committee may include other participants. The joint WFA–ADI committee will define the rules of conduct of the committee.
In cases of ADI, the parties will establish a joint WFA–ADI committee to conduct meaningful consultation on the human resources issues related to the ADI in order to provide information to the employee which will assist him or her in deciding on whether or not to accept the job offer.
7.2.1 The provisions of this Part apply only in the case of alternative delivery initiatives and are in exception to other provisions of this Appendix. Employees who are affected by alternative delivery initiatives and who receive job offers from the new employer shall be treated in accordance with the provisions of this Part, and only where specifically indicated will other provisions of this Appendix apply to them.
7.2.2 There are three (3) types of transitional employment arrangements resulting from alternative delivery initiatives:
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.
7.3.1 Deputy heads will be responsible for deciding, after considering the criteria set out above, which of the types applies in the case of particular alternative delivery initiatives.
7.3.2 Employees directly affected by alternative delivery initiatives are responsible for seriously considering job offers made by new employers and advising the home department or organization of their decision within the allowed period.
7.4.1 Where alternative delivery initiatives are being undertaken, departments or organizations shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether or not they wish to accept the offer.
7.4.2 Following written notification, employees must indicate within a period of sixty (60) days their intention to accept the employment offer, except in the case of Type-3 arrangements, where home departments or organizations may specify a period shorter than sixty (60) days, but not less than thirty (30) days.
**
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 Type-2 transitional employment arrangements will be given four (4) months' notice of termination of employment and their employment will be terminated at the end of that period or on a mutually agreed-upon date before the end of the four (4) month notice period, except where the employee was unaware of the offer or incapable of indicating an acceptance of the offer.
7.5.2 The deputy head may extend the notice-of-termination period for operational reasons, but no such extended period may end later than the date of the transfer to the new employer.
**
7.5.3 Employees who do not accept a job offer from the new employer in the case of Type-3 transitional employment arrangements may be declared opting or surplus by the deputy head in accordance with the provisions of the other parts of this Appendix.
7.5.4 Employees who accept a job offer from the new employer in the case of any alternative delivery initiative will have their employment terminated on the date on which the transfer becomes effective, or on another date that may be designated by the home department or organization for operational reasons, provided that this does not create a break in continuous service between the Core Public administration and the new employer.
7.6.1 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 Type-2 transitional employment arrangement. A payment under section 6.4 may not be combined with a payment under the other section.
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 on the day on which the departmental or organizational work or function is transferred to the new employer. The home department or organization will also pay these employees an eighteen (18) month salary top-up allowance equivalent to the difference between the remuneration applicable to their Core Public administration position and the salary applicable to their position with the new employer. This allowance will be paid as a lump sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer.
7.7.2 In the case of individuals who accept an offer of employment from the new employer in the case of a Type-2 arrangement and whose new hourly or annual salary falls below eighty per cent (80 %) of their former federal hourly or annual remuneration, departments or organizations will pay an additional six (6) months of salary top-up allowance for a total of twenty-four (24) months under this section and 7.7.1. The salary top-up allowance equivalent to the difference between the remuneration applicable to their Core Public administration position and the salary applicable to their position with the new employer will be paid as a lump sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer.
7.7.3 Employees who accept the reasonable job offer from the successor employer in the case of Type-1 or Type-2 transitional employment arrangements 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 is less than six decimal five per cent (6.5 %) of pensionable payroll (excluding the employer's costs related to the administration of the plan), will receive a sum equivalent to three (3) months' pay, payable on the day on which the departmental or organizational work or function is transferred to the new employer.
7.7.4 Employees who accept an offer of employment from the new employer in the case of Type-3 transitional employment arrangements will receive a sum equivalent to six (6) months' pay, payable on the day on which the departmental or organizational work or function is transferred to the new employer. The home department or organization will also pay these employees a twelve (12) month salary top-up allowance equivalent to the difference between the remuneration applicable to their Core Public Administration position and the salary applicable to their position with the new employer. The allowance will be paid as a lump-sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer. The total of the lump-sum payment and the salary top-up allowance provided under this section will not exceed an amount equivalent to one (1) year's pay.
7.7.5 For the purposes of 7.7.1, 7.7.2 and 7.7.4, the term "remuneration" includes and is limited to salary plus equal pay adjustments, if any, and supervisory differential, if any.
7.8.1 An individual who receives a lump-sum payment and salary top-up allowance pursuant to 7.7.1, 7.7.2, 7.7.3 or 7.7.4 and who is reappointed to that portion of the Core Public Administration specified from time to time in Schedules I and IV 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 an amount corresponding to the period from the effective date of reappointment to the end of the original period covered by the total of the lump-sum payment and salary top-up allowance, if any.
7.8.2 An individual who receives a lump-sum payment pursuant to 7.6.1 and, as applicable, is either reappointed to that portion of the Core Public Administration specified from time to time in Schedules I and IV of the Financial Administration Act or hired by the new employer at any point covered by the lump-sum payment, shall reimburse the Receiver General for Canada 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.
7.9.1 Notwithstanding the provisions of this 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 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:
the employee shall be deemed, for purposes of severance pay, to be involuntarily laid-off on the day on which employment in the Core Public Administration terminates.
Years of Service in the public service | Transition Support Measure (TSM) (Payment in weeks' pay) |
---|---|
0 | 10 |
1 | 22 |
2 | 24 |
3 | 26 |
4 | 28 |
5 | 30 |
6 | 32 |
7 | 34 |
8 | 36 |
9 | 38 |
10 | 40 |
11 | 42 |
12 | 44 |
13 | 46 |
14 | 48 |
15 | 50 |
16 | 52 |
17 | 52 |
18 | 52 |
19 | 52 |
20 | 52 |
21 | 52 |
22 | 52 |
23 | 52 |
24 | 52 |
25 | 52 |
26 | 52 |
27 | 52 |
28 | 52 |
29 | 52 |
30 | 49 |
31 | 46 |
32 | 43 |
33 | 40 |
34 | 37 |
35 | 34 |
36 | 31 |
37 | 28 |
38 | 25 |
39 | 22 |
40 | 19 |
41 | 16 |
42 | 13 |
43 | 10 |
44 | 7 |
45 | 4 |
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 Agreement.
Severance pay provisions of this Agreement are in addition to the TSM.
Public Service Commission
"Guide to the Priority Information Management System":
http://www.psc-cfp.gc.ca/prad-adpr/index-eng.htm.
General
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.
Part II of the 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.
Signed at Ottawa, this 9th day of the month of February 1982.