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COLLECTIVE AGREEMENT

Between the

Canada Revenue Agency

And the

Professional Institute of the Public Service of Canada

Group: Audit, Financial and Scientific
(all employees)

Expiry date: December 21, 2018
RC4300 Rev. 18

 

CODES:

– Actuarial Science (AC 90540)

– Auditing (AU 90541)

– Chemistry (CH 90542)

– Commerce (CO 90552)

– Computer Systems (CS 90550)

– Economists, Sociologists and Statisticians (ES 90560)

– Education (ED-EDS 90500, ED-LAT 90502)

– Engineering and Land Survey (EN-ENG 90543)

– Financial Management (FI 90561)

– Library Science (LS 90503)

– Management Group (MG-AFS 90597)

– Psychology (PS 90546)

– Scientific Research (SE-REM 90549, SE-RES 90548)

– Social Science Support (SI 90564)

– Physical Sciences (PC 90499)

Expiry date: December 21, 2018

Canada Revenue Agency
Workplace Relations and Compensation Directorate
Human Resources Branch
395 Terminal Avenue
Ottawa ONK1A 0L5

Professional Institute of the Public Service of Canada
250 Tremblay Road
Ottawa ONK1G 3J8
Telephone: 1-613-228-6310
Facsimile: 1-613-228-9048
www.pipsc.ca

 

This document is available on the Canada Revenue Agency’s InfoZone site.

 

TABLE OF CONTENTS

Article Subject Page

1 PURPOSE OF AGREEMENT

** 2 INTERPRETATION AND DEFINITIONS

3 OFFICIAL TEXTS

4 APPLICATION

5 MANAGEMENT RIGHTS

6 RIGHTS OF EMPLOYEES

7 PUBLICATIONS AND AUTHORSHIP

8 HOURS OF WORK

** 9 OVERTIME

**10 CALL-BACK

11 STANDBY

12 DESIGNATED PAID HOLIDAYS

**13 TRAVELLING TIME

14 LEAVE – GENERAL

**15 VACATION LEAVE

16 SICK LEAVE

**17 OTHER LEAVE WITH OR WITHOUT PAY

17.01 Validation

**17.02 Bereavement leave with pay

17.03 Maternity leave without pay

**17.04 Maternity allowance

17.05 Special maternity allowance for totally disabled employees

17.06 Parental leave without pay

**17.07 Parental allowance

17.08 Special parental allowance for totally disabled employees

17.09 Medical appointment for pregnant employees

17.10 Maternity-related reassignment or leave

**17.11 Leave without pay for personal needs

17.12 Leave without pay for relocation of spouse

**17.13 Leave with pay for family-related responsibilities

**17.14 Leave without pay for family-related needs

17.15 Court leave with pay

**17.16 Leave with pay for participation in a staffing process

17.17 Injury-on-duty leave with pay

17.18 Examination leave

**17.19 Religious obligations

17.20 Pre-retirement leave

17.21 Personal leave

**17.22 Compassionate care leave

17.23 Leave with or without pay for other reasons

18 CAREER DEVELOPMENT

**19 SEVERANCE PAY

20 RECLASSIFICATION AND STATEMENT OF DUTIES

21 REGISTRATION FEES

22 PROFESSIONAL ACCOUNTING ASSOCIATION MEMBERSHIP FEE

23 TECHNOLOGICAL CHANGE

24 SAFETY AND HEALTH

25 RECOGNITION

26 CHECK-OFF

27 USE OF EMPLOYER FACILITIES

**28 INFORMATION

29 EMPLOYEE REPRESENTATIVES

**30 LEAVE FOR LABOUR RELATIONS MATTERS

31 JOB SECURITY

32 CONTRACTING OUT

33 INTERPRETATION OF AGREEMENT

**34 GRIEVANCE PROCEDURE

35 JOINT CONSULTATION

**36 STANDARDS OF DISCIPLINE

37 LABOUR DISPUTES

38 PART-TIME EMPLOYEES

39 EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

40 EMPLOYMENT REFERENCES

41 SEXUAL HARASSMENT

**42 NO DISCRIMINATION

43 IMMUNIZATION

44 PAY ADMINISTRATION

45 RESTRICTION ON OUTSIDE EMPLOYMENT

46 AGREEMENT RE-OPENER

**47 DURATION

** APPENDIX “A”

ANNUAL RATES OF PAY

APPENDIX “B”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF SPECIFIC PROVISIONS APPLYING TO EMPLOYEES CLASSIFIED AS ED-LAT ONLY: PEDAGOGICAL BREAK

** APPENDIX “C”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE REIMBURSEMENT OF CHARTERED BUSINESS VALUATORS OR LAW SOCIETY PROFESSIONAL MEMBERSHIP FEES

** APPENDIX “D”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE REIMBURSEMENT OF APPRAISERS’ PROFESSIONAL MEMBERSHIP FEES

APPENDIX “E”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE CONTINUED APPLICATION OF CERTAIN PROVISIONS FOR POSITIONS CONVERTED TO MG

APPENDIX “F”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE PROFESSIONAL DEVELOPMENT OF EMPLOYEES CLASSIFIED CS

** APPENDIX “G”

WORK FORCE ADJUSTMENT

** APPENDIX “H”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO IMPLEMENTATION OF THE COLLECTIVE AGREEMENT

** APPENDIX “I”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO CONCERNS IDENTIFIED BY PIPSC PERTAINING TO AUDITOR RELATED WORK

** APPENDIX “J”

SEVERANCE PAY – HISTORICAL PROVISIONS FOR THE ELIMINATION OF SEVERANCE PAY FOR VOLUNTARY SEPARATIONS (RESIGNATION AND RETIREMENT)

** APPENDIX “K”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO STANDARDS OF DISCIPLINE

** APPENDIX “L”

EMPLOYEE WELLNESS SUPPORT PROGRAM

** APPENDIX “M”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO CLASSIFICATION MATTERS

** APPENDIX “N”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO A COMPARABILITY STUDY TO THE AUDITOR GROUP IN THE CORE PUBLIC ADMINISTRATION

ARTICLE 1

PURPOSE OF AGREEMENT

1.01 The purpose of this Agreement is to maintain harmonious and mutually beneficial relationships between the Employer, the employees and the Institute, to set forth certain terms and conditions of employment relating to remuneration, hours of work, employee benefits and general working conditions affecting employees described in the certificate issued by the Federal Public Sector Labour Relations and Employment Board on December 12, 2001, and as amended on July 29, 2005, covering employees of the Audit, Financial and Scientific bargaining unit.

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

** ARTICLE 2

INTERPRETATION AND DEFINITIONS

2.01 For the purpose of this Agreement:

(a) “alternate provision” means a provision of this Agreement which may only have application to a particular occupational group or certain employees within a bargaining unit (disposition de dérogation);

(b) “bargaining unit” means the employees of the Employer in the group described in Article 25, Recognition (unité de négotiation);

(c) “common-law partner” means a person living in a conjugal relationship with an employee for a continuous period of at least one (1) year (conjoint de fait);

(d) “compensatory leave” means leave with pay in lieu of cash payment for overtime, work performed on a designated holiday, travelling time compensated at overtime rate, call-back and reporting pay. The duration of such leave will be equal to the time compensated or the minimum time entitlement multiplied by the applicable overtime rate. The rate of pay to which an employee is entitled during such leave shall be based on the employee’s hourly rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment on the day immediately prior to the day on which leave is taken (congé compensatoire);

(e) “continuous employment” has the same meaning as specified in the Employer’s Terms and Conditions of Employment Policy on the date of signing of this Agreement (emploi continu);

(f) “daily rate of pay” means an employee’s weekly rate of pay divided by five (5) (taux de rémunération journalier);

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

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

(i) “double time” means two (2) times the employee’s hourly rate of pay (tarif double);

(j) “employee” means a person so defined by the Federal Public Sector Labour Relations Act and who is a member of the bargaining unit (employé);

(k) “Employer” means Her Majesty in right of Canada as represented by the Canada Revenue Agency (CRA), and includes any person authorized to exercise the authority of the Canada Revenue Agency (Employeur);

(l) “excluded provision” means a provision of this Agreement which may have no application at all to either a particular occupational group or to certain employees within a bargaining unit and for which there are no alternate provisions (disposition exclue);

**
(m) family” except where otherwise specified in this Agreement, means father, mother (or alternatively stepfather, stepmother, or foster parent), brother, sister, step-brother, step-sister, spouse (including common-law partner spouse resident with the employee), child (including child of common-law partner or foster child), stepchild or ward of the employee, grandchild, father-in-law, mother-in-law, son-in-law, daughter-in-law, grandparent (including grandparent of spouse), and any relative permanently residing in the employee’s household or with whom the employee permanently resides (famille);

(n) “headquarters area” has the same meaning as given to the expression in the Employer’s travel policy (zone d’affectation);

(o) “hourly rate of pay” means a full-time employee’s weekly rate of pay divided by thirty-seven decimal five (37.5) (taux de rémunération horaire);

(p) “Institute” means the Professional Institute of the Public Service of Canada (Institut);

(q) “lay-off” means the termination of an employee’s employment because of lack of work or because of the discontinuance of a function (mise en disponibilité);

(r) “leave” means authorized absence from duty by an employee during the employee’s regular or normal hours of work (congé);

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

(t) “overtime” means work required by the Employer, to be performed by the employee in excess of his daily hours of work (heures supplémentaires);

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

(v) “straight-time rate” means the employee’s hourly rate of pay (tarif normal);

(w) “time and one-half” means one and one half (1 1/2) times the employee’s hourly rate of pay (tarif et demi);

(x) “weekly rate of pay” means an employee’s annual rate of pay divided by 52.176 (taux de rémunération hebdomadaire).

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

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

and

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

ARTICLE 3

OFFICIAL TEXTS

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

ARTICLE 4

APPLICATION

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

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

ARTICLE 5

MANAGEMENT RIGHTS

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

ARTICLE 6

RIGHTS OF EMPLOYEES

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

ARTICLE 7

PUBLICATIONS AND AUTHORSHIP

Preamble

For the purpose of this Article, “publication,” shall include, for example, scientific and professional papers, articles, manuscripts, monographs, audio and visual products, and computer software.

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

7.02 The Employer agrees that publications prepared by an employee, within the scope of the employee’s employment, will be retained on appropriate Agency files for the normal life of such files. The Employer will not unreasonably withhold permission for publication. At the Employer’s discretion, recognition of authorship will be given where practicable in Agency publications.

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

7.04

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

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

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

ARTICLE 8

HOURS OF WORK

8.01 General

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

(b) Employees will submit weekly activity and attendance reports as determined by the Employer.

8.02 Day work

(a) The normal work week shall be thirty-seven decimal five (37.5) hours and the normal work day shall be seven decimal five (7.5) consecutive hours, exclusive of a lunch period, between the hours of 7:00 a.m. and 6:00 p.m. The normal work week shall be Monday to Friday inclusive.

(b) Where normal hours are to be changed so that they are different from those specified in paragraph 8.02(a), the Employer, in advance, except in cases of emergency, will consult with the Institute on such hours of work, and in such consultation, will show that such hours are required to meet the needs of the public and/or the efficient operation of the service.

Days of rest

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

Rest periods

(d) Where operational requirements permit, the Employer will provide two (2) rest periods of fifteen (15) minutes each, per full working day.

Flexible hours

(e) Upon the request of an employee and the concurrence of the Employer, an employee may work flexible hours on a daily basis so long as the daily hours amount to seven decimal five (7.5).

Paragraph 8.02(f) does not apply to employees classified as CS working a day work schedule. See alternate provisions at paragraphs 8.03(f) and (g).

Compressed work week

(f)

(i) Notwithstanding the provisions of this Article, upon request of an employee and the concurrence of the Employer, an employee may complete his weekly hours of employment in a period of other than five (5) full days provided that over a period of fourteen (14), twenty-one (21) or 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 subparagraph, attendance reporting shall be mutually agreed between the employee and the Employer. In every of fourteen (14), twenty-one (21) or twenty-eight (28) day period such an employee shall be granted days of rest on such days that are not scheduled as a normal work day for him.

(ii) 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.

8.03 Shift work

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 work an average of thirty-seven decimal five (37.5) hours per week exclusive of meal breaks.

(a) The Employer will make every reasonable effort:

(i) not to schedule the commencement of a shift within sixteen (16) hours of the completion of the employee’s previous shift;

(ii) to avoid excessive fluctuation in hours of work;

and

(iii) to grant days of rest which should be consecutive but may be in separate calendar weeks.

(b) The staffing, preparation, posting and administration of shift schedules are the responsibility of the Employer.

(c) The Employer shall set up a shift schedule, which shall cover a minimum period of one (1) week, posted two (2) weeks in advance of the commencement of the scheduled period, which will cover the normal requirements of the work area.

(d) 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.

(e) Where a new shift schedule has to be introduced by the Employer or an existing shift schedule has to be modified, the Employer, in advance, except in cases of emergency, will consult with the Institute on the timing of such shifts.

Alternate provisions

Paragraphs 8.03(f) and (g) also apply to employees classified as CS working a day work schedule.

Variable hours of work

(f) The representative of each of the parties hereto shall, during the currency of this Agreement, meet and consider the practicality of instituting work schedules that vary from seven decimal five (7.5) hours per day, Monday through Friday each week and/or vary from five (5) days per week. The parties shall make every reasonable effort to establish mutually acceptable work schedules that are consistent with operational requirements and shall particularly consider any specific proposals made by an employee or employees. If employees’ requests for a variation in hours of work are consistent with the needs of the operational requirements, then such requests shall be implemented.

(g) 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.

Terms and conditions governing the administration of variable hours

8.04 For employees to whom the provisions of paragraphs 8.02(f) and 8.03(f) and 8.03(g) apply, the provisions of this Agreement which specifies days shall be converted to hours. Where this Agreement refers to a “day,” it shall be converted to seven decimal five (7.5) hours, except in clause 17.02, Bereavement leave with pay, where a day means a calendar day. Whenever an employee changes his or her variable hours or no longer works variable hours, all appropriate adjustments will be made.

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

– INTERPRETATION AND DEFINITION (ARTICLE 2)

“Daily rate of pay” – shall not apply.

OVERTIME (ARTICLE 9)

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

On days of rest, employees shall be compensated for work performed in accordance with the applicable overtime rate.

– DESIGNATED PAID HOLIDAYS (ARTICLE 12)

A designated paid holiday shall account for seven decimal five (7.5) hours only.

– TRAVELLING TIME (ARTICLE 13)

On days of rest, employees shall be compensated in accordance with the applicable overtime rate.

On a normal work day, overtime compensation referred to in paragraph 13.01(b) shall only be applicable for hours in excess of the employee’s scheduled daily hours of work.

– LEAVE

When leave is granted, it will be granted on an hourly basis and the hours debited for each day of leave shall be the same as the hours the employee would normally have been scheduled to work on that day.

8.05 Shift and weekend premiums

(a) Shift premium

An employee on shift work shall receive a shift premium of two dollars ($2.00) per hour for all hours (including overtime hours) worked between 16:00 and 08:00 hours. The shift premium will not be paid for hours worked between 08:00 and 16:00 hours.

(b) Weekend premium

(i) Employees shall receive an additional premium of two dollars ($2.00) per hour for work on a Saturday and/or Sunday for hours worked as stipulated in subparagraph 8.05(b)(ii) below.

(ii) Weekend premium shall be payable in respect of all regularly scheduled hours at straight-time hourly rates worked on Saturday and/or Sunday.

** ARTICLE 9

OVERTIME

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

(a) on a normal work day at the rate of time and one-half (1 1/2) for the first
seven decimal five (7.5) overtime hours worked and double (2) time thereafter;

(b) on days of rest at the rate of time and one-half (1 1/2) for the first seven decimal five (7.5) overtime hours worked and double (2) time thereafter except, that when an employee is required by the Employer to work on a second or subsequent contiguous day of rest, compensation shall be on the basis of double (2) time for all hours worked on that day and each subsequent day of rest. If, however, the Employer permits the employee to work the required overtime on a day(s) of rest requested by the employee, then the compensation shall be at time and one-half (1 1/2) for the first seven decimal five (7.5) hours worked and double (2) time thereafter;

(c) on a designated paid holiday, at the rate of time and one-half (1 1/2) for the first seven decimal five (7.5) hours worked and double (2) time thereafter;

or

(d) when an employee works on a holiday, which is not his scheduled day of work, which is contiguous to a day of rest on which he also worked, he shall be compensated on the basis of double (2) time for each hour worked;

(e) where an employee is required to work a continuous period of overtime during which he becomes entitled to be paid at the double (2) time rate, the employee will continue to be paid at that rate until the conclusion of the overtime period;

(f) no employee will be required to work more than twenty-four (24) contiguous hours without a break of at least twelve (12) hours before reporting back to work.

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

9.03

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

(b) Subject to the operational requirements, the Employer shall make every reasonable effort to avoid excessive overtime and to offer overtime work on an equitable basis among readily available qualified employees.

9.04

(a) Upon application by the employee and at the discretion of the Employer, or at the request of the Employer and the concurrence of the employee, compensation earned under this Article may be taken in the form of compensatory leave, which will be calculated at the applicable premium rate laid down in this Article. The Employer reserves the right to direct an employee to take accumulated leave provided he first makes every reasonable effort to grant such leave in such amounts and at such times as the employee may request.

(b) All compensatory leave, earned under this Article and/or Articles 10, Call-back, 11, Stand-by, 13, Travelling Time, in excess of thirty-seven decimal five (37.5) hours and outstanding at the end of the fiscal year, not used by September 30 of the following fiscal year, shall be paid in cash at the employee’s hourly rate of pay on that date. An employee may elect to carry over into the next fiscal year up to a maximum of thirty-seven decimal five (37.5) hours of unused compensatory leave.

(c) At the request of the employee and subject to the discretion of the Employer, or at the request of the Employer and the concurrence of the employee, an employee may request to liquidate up to a maximum of seventy-five (75) hours of earned but unused compensatory leave credits. The granting of such a request is subject to management discretion. If granted, the employee shall be paid at the employee’s hourly 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 fiscal year.

9.05 When a payment is being made as a result of the application of this Article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first pay period after March 31.

9.06 Meal allowance

**
(a) An employee who works three (3) or more hours of overtime immediately before or immediately following his scheduled hours of work shall be reimbursed for one (1) meal in the amount of twelve dollars ($12.00) except where free meals are provided. Reasonable time with pay, to be determined by the Employer, shall be allowed to the employee in order to take a meal either at or adjacent to his place of work.

**
(b) When an employee works overtime continuously extending four (4) hours or more beyond the period provided in (a) above, he shall be reimbursed for one (1) additional meal in the amount of twelve dollars ($12.00) except where free meals are provided. Reasonable time with pay, to be determined by the Employer, shall be allowed to the employee in order that he may take a meal break either at or adjacent to his place of work.

(c) Paragraphs 9.06(a) and (b) shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.

9.07 Reporting pay

When an employee is required to report for work on a day of rest or a designated paid holiday, he shall be paid the greater of:

(a)

(i) compensation at the applicable overtime rate,

or

(ii) compensation equivalent to four (4) hours’ pay at his hourly rate of pay, except that the minimum of four (4) hours’ pay shall apply only the first time an employee is required to report for work during a period of eight (8) hours, starting with the employee’s first reporting.

(b) If an employee is given instructions during his workday to work non-contiguous overtime on that day and works such overtime, he shall be paid for the time actually worked, or a minimum of two (2) hours’ pay at straight-time, whichever is the greater.

Exclusion provision

Clause 9.08 applies to employees classified as CS only.

9.08 When, in a situation involving overtime, employees are required to report to, remain at, or return to work outside their working hours and their normal mode of transportation has been displaced, the payment of the Employer requested mileage rate as specified in the Employer’s Travel Policy or the use of a taxi, as determined by the Employer, shall be authorized from the employee’s residence to the workplace and/or return if necessary. Additional out-of-pocket parking expenses deemed appropriate by the Employer will also be authorized.

** ARTICLE 10

CALL-BACK

10.01 When an employee, after having completed his normal hours of work, has left his place of work and, prior to reporting for his next regular scheduled work period, is called back to work for a period of non-contiguous overtime, he shall be entitled to the greater of:

Subparagraph 10.01(a)(i) does not apply to employees classified as CS. See alternate provisions.

(a)

(i) a minimum of three (3) hours’ pay at the applicable overtime rate, for each call-back to a maximum of eight (8) hours’ pay in an eight (8) hour period;

Alternate provision

Subparagraph 10.01(a)(ii) applies to employees classified as CS only.

(ii) compensation equivalent to three (3) hours’ pay at the applicable rate for overtime;

or

(b) compensation at the applicable overtime rate for each hour worked.

10.02 Overtime earned under clause 10.01 shall be compensated in cash except where, upon application by the employee and at the discretion of the Employer, overtime may be taken in the form of compensatory leave in accordance with clauses 9.04 and 9.05 of Article 9, Overtime.

10.03 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 the employee reporting to work or returning to his or her residence shall not constitute time worked.

Alternate provision

Clause 10.04 applies to employees classified as CS only.

10.04 When an employee is called back to work under the conditions described in clause 10.01 and is required to use transportation services other than normal public transportation services, he shall be reimbursed for reasonable expenses incurred as follows:

**
(a) the payment of the Employer requested kilometric rate as specified in the Employer’s Travel Policy or the use of a taxi, as determined by the Employer, from the employee’s residence to the work place and/or return, if necessary;

(b) additional out-of-pocket expenses associated with parking or other transportation deemed appropriate by the Employer.

ARTICLE 11

STANDBY

11.01 When the Employer requires an employee to be available on standby during off-duty hours an employee shall be compensated at the rate of one-half (1/2) hour for each four (4) hour period or portion thereof for which he has been designated as being on standby duty.

11.02 An employee designated by letter or by list for standby duty shall be readily available during his period of stand-by at a known telephone number and be able to return for duty as quickly as possible and within a reasonable timeframe, if called. In designating employees for standby duty the Employer will endeavour to provide for the equitable distribution of standby duties.

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

11.04 An employee on standby duty who is required to report for work shall be paid, in addition to the standby pay, the greater of:

(a) the applicable overtime rate for the time worked;

or

(b) the minimum of three (3) hours’ pay at the applicable rate for overtime; except that this minimum shall only apply once during a single period of eight (8) hours’ standby duty.

11.05 Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than an 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.

11.06 Compensation earned under this Article shall be compensated in cash except where, upon application by the employee and at the discretion of the Employer, such compensation may be taken in the form of compensatory leave in accordance with clauses 9.04 and 9.05 of Article 9, Overtime.

Alternate provisions

Clauses 11.07 and 11.08 apply to employees classified as CS only.

11.07 When an employee on standby duty is called back for work under the conditions described in clause 11.04 and is required to use transportation services other than normal public transportation services, he shall be compensated in accordance with clause 10.04 of this Agreement.

11.08 The Employer agrees that in the areas and in the circumstances where electronic paging devices are both practicable and efficient they will be provided without cost to those employees on standby duty.

ARTICLE 12

DESIGNATED PAID HOLIDAYS

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

(a) New Year’s Day,

(b) Good Friday,

(c) Easter Monday,

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

(e) Canada Day,

(f) Labour Day,

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

(h) Remembrance Day,

(i) Christmas Day,

(j) Boxing Day,

(k) one (1) additional day in each year that, in the opinion of the Employer, is recognized to be a provincial or civic holiday in the area in which the employee is employed or in any area where, in the opinion of the Employer, no such day is recognized as a provincial or civic holiday, the first Monday in August,

and

(l) one (1) additional day when proclaimed by an Act of Parliament as a national holiday.

12.02

(a) An employee absent without pay on both his full working day immediately preceding and his full working day immediately following a designated paid holiday, is not entitled to pay for the holiday, except in the case of an employee who is granted leave without pay under the provisions of Article 30, Leave for labour relations matters.

(b) A designated paid holiday shall account for seven decimal five (7.5) hours.

12.03 Designated paid holiday falling on a day of rest

When a day designated as a paid holiday under clause 12.01 above coincides with an employee’s day of rest, the holiday shall be moved to the employee’s first normal working day following his 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.

12.04 When a day designated as a paid holiday for an employee is moved to another day under the provisions of clause 12.03 above:

(a) work performed by an employee on the day from which the holiday was moved shall be considered as work performed on a day of rest,

and

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

12.05 Compensation for work on a paid holiday

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

12.06 Designated paid holiday coinciding with a day of paid leave

Where a day that is a designated paid holiday for an employee coincides with a day of leave with pay or is moved as a result of the application of clause 12.03 above, the designated paid holiday shall not count as a day of leave.

12.07 Where operational requirements permit, the Employer shall not schedule an employee to work both December 25 and January 1 in the same holiday season.

12.08 When an employee is required to report for work and reports on a designated paid holiday, he shall be paid the greater of:

(a) compensation at the applicable overtime rate,

or

(b) compensation equivalent to four (4) hours’ pay at his straight-time rate of pay.

** ARTICLE 13

TRAVELLING TIME

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

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

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

(i) regular pay for the day for a combined period of travel and work not exceeding seven decimal five (7.5) hours,

and

**
(ii) at the applicable overtime rate for additional travel time in excess of a seven decimal five (7.5) hour period of work and travel, with a maximum payment for such additional travel time not to exceed fifteen (15) hours’ pay at the straight-time rate in any day.

**
(c) On a day of rest or on a designated paid holiday, the employee shall be paid at the applicable overtime rate for hours travelled to a maximum of fifteen (15) hours’ pay at the straight-time rate.

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

(a) For travel by public transportation, the time between the scheduled time of departure and the time of arrival at a destination, including the normal travel time to the point of departure, as determined by the Employer.

(b) For travel by private means of transportation, the normal time as determined by the Employer, to proceed from the employee’s place of residence or work place, as applicable, direct to the employee’s destination and, upon the employee’s return, direct back to the employee’s residence or work place.

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

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

13.04 Compensation earned under this Article shall be compensated in cash except where, upon application by the employee and at the discretion of the Employer, such compensation may be taken in the form of compensatory leave in accordance with clauses 9.04 and 9.05 of Article 9, Overtime.

13.05 This Article does not apply to an employee required to perform work in any type of transport in which the employee is travelling. In such circumstances, the employee shall receive pay for actual hours worked in accordance with the articles: Hours of work (Article 8), Overtime (Article 9) and designated paid holidays (Article 12).

13.06 Travelling time shall include time necessarily spent at each stop-over en route up to a maximum of three (3) hours provided that such stop-over does not include an overnight stay.

13.07 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.

ARTICLE 14

LEAVE – GENERAL

14.01 General

(a) When an employee becomes subject to this Agreement, his earned daily leave credits shall be converted into hours. When an employee ceases to be subject to this Agreement, his earned hourly leave credits shall be reconverted into days, with one (1) day being equal to seven decimal five (7.5) hours.

(b) When leave is granted, it will be granted on an hourly basis and the number of hours debited for each day of leave being equal to the number of hours of work scheduled for the employee for the day in question.

(c) Notwithstanding the above, in clause 17.02, Bereavement leave with pay, a “day” will mean a calendar day.

14.02

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

Except as otherwise specified in this Agreement:

(b) where leave without pay for a period in excess of three (3) months is granted to an employee for reasons other than illness, the total period of leave granted shall be deducted from “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave;

(c) time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

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

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

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

14.06 When an employee, who has been granted more vacation or sick leave with pay than has been earned is terminated for incapacity, is laid-off or dies, the employee is considered to have earned the amount of leave with pay that has been granted to that employee.

14.07 In the event of termination of employment for reasons other than incapacity, death or lay-off, 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 his certificate of appointment on the date of the termination of his employment.

14.08 An employee shall not earn leave credits under this Agreement in any month for which leave has already been credited to him under the terms of any other collective agreement to which the Employer is a party or under other rules or regulations of the Employer.

** ARTICLE 15

VACATION LEAVE

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

15.02 Accumulation of vacation leave credits

An employee shall earn vacation leave credits for each calendar month during which he receives pay on at least ten (10) days or seventy-five (75) hours at the following rate:

(a) nine decimal three seven five (9.375) hours until the month in which the anniversary of the employee’s seventh (7th) year of service occurs;

For employees classified as PS only:

(i) nine decimal three seven five (9.375) hours until the month in which the anniversary of the employee’s first (1st) year of service occurs;

(ii) twelve decimal five (12.5) hours commencing with the month in which the employee’s first (1st) anniversary of service occurs;

For employees classified as SE only:

(iii) twelve decimal five (12.5) hours until the month in which the employee’s seventeenth (17th) anniversary of service occurs;

(b) ten decimal six two five (10.625) hours commencing with the month in which the employee’s seventh (7th) anniversary of service occurs;

For employees classified as LS only:

(i) twelve decimal five (12.5) hours commencing with the month in which the employee’s seventh (7th) anniversary of service occurs;

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

(d) thirteen decimal seven five (13.75) hours commencing with the month in which the employee’s sixteenth (16th) anniversary of service occurs;

(e) fourteen decimal four (14.4) hours commencing with the month in which the employee’s seventeenth (17th) anniversary of service occurs;

(f) fifteen decimal six seven five (15.675) hours commencing with the month in which the employee’s eighteenth (18th) anniversary of service occurs;

(g) seventeen decimal five (17.5) hours commencing with the month in which the employee’s twenty-seventh (27th) anniversary of service occurs;

(h) eighteen decimal seven five (18.75) hours commencing with the month in which the employee’s twenty-eighth (28th) anniversary of service occurs.

**
15.03

a) For the purpose of clause 15.02 above only, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave except where a person who, on leaving the public service, takes or has taken severance pay. However, the above exception shall not apply to an employee who receives severance pay on lay-off and is reappointed to the public service within one (1) year following the date of lay-off. For greater certainty, severance termination benefits taken under clauses 19.05 to 19.08 under Appendix “J”, or similar provisions in other collective agreements, do not reduce the calculation of service for employees who have not left the public service.

b) For the purpose of clause 15.03(a) only, effective April 1, 2012, on a go forward basis, any former service in the Canadian Forces for a continuous period of six (6) months or more, either as a member of the Regular Force or of the Reserve Force while on Class B or C service, shall also be included in the calculation of vacation leave credits.

**
15.04 Entitlement to vacation leave with pay

An employee is entitled to vacation leave with pay to the extent of his earned credits but an employee who has completed six (6) months of continuous employment is entitled to receive an advance of credits equivalent to the anticipated credits for the current vacation year.

15.05 Provision for vacation leave

(a) Employees are expected to take all their vacation leave during the vacation year in which it is earned.

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

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

(ii) not to recall an employee to duty after he has proceeded on vacation leave.

(c) The Employer shall give an employee as much notice as is practicable and reasonable of approval, denial or cancellation of a request for vacation leave. In the case of denial, alteration or cancellation of such leave, the Employer shall give the written reason thereof, upon written request from the employee.

15.06 Replacement of vacation leave

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

(a) is granted bereavement leave,

or

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

or

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

or

(d) is granted court leave in accordance with clause 17.15,

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.

15.07 Carry-over and liquidation of vacation leave

(a) Where in any vacation year all of the vacation leave credited to an employee has not been scheduled, the employee may carry over into the following vacation year up to a maximum of two hundred and sixty two decimal five (262.5) hours. All vacation credits in excess of two hundred and sixty two decimal five (262.5) hours will be paid in cash at the employee’s hourly rate of pay, as calculated from the classification prescribed in the certificate of appointment of his substantive position on March 31 of the current vacation year.

(b) During any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred and twelve decimal five (112.5) hours may be paid in cash at the employee’s hourly rate of pay as calculated from the classification prescribed in his certificate of appointment of his substantive position on the date of the request.

(c) Notwithstanding paragraph 15.07(a) and subject to paragraph 15.07(d), if on the date of signing of this Agreement or on the date an employee becomes subject to this Agreement, an employee has more than two hundred and sixty two decimal five (262.5) hours of unused vacation leave credits earned during previous years, a minimum of seventy five (75) hours per year shall be granted, scheduled by mutual consent or paid in cash by March 31 of each year, commencing on March 31, 2001 until all vacation leave credits in excess of two hundred and sixty two decimal five (262.5) hours have been liquidated. Payment shall be in one (1) installment per year, and shall be at the hourly rate of pay as calculated from the classification prescribed in the certificate of appointment of his substantive position on March 31, of the current vacation year.

**
Paragraph 15.07(d) applies to employees classified as AU and MG-AFS (AU) (as outlined in Appendix “E”) who have a separate vacation leave bank established as a result of the collective agreement signed July 10, 2012.

**
(d) The separate vacation leave bank established July 10, 2012, may be used or liquidated, subject to operational requirements, upon application by the employee and at the concurrence of the Employer. Prior to termination or retirement, an employee can liquidate up to one-third (1/3) of this vacation bank each fiscal year. These liquidated vacation leave credits shall be paid at the employee’s hourly rate of pay as calculated from the classification prescribed in his certificate of appointment of his substantive position on the date of the request. Such request shall not be unreasonably denied.

15.08 Recall from vacation leave

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

(a) in proceeding to his place of duty,

and

(b) in returning to the place from which he was recalled if he immediately resumes vacation upon completing the assignment for which he was recalled,

but after submitting such accounts as are normally required by the Employer.

15.09 The employee shall not be considered as being on vacation leave during any period in respect of which he is entitled under clause 15.08 above to be reimbursed for reasonable expenses incurred by him.

15.10 Cancellation of vacation leave

When the Employer cancels or alters a period of vacation leave which it has previously approved in writing, the Employer shall reimburse the employee for the non-returnable portion of vacation contracts and reservations made by the employee in respect of that period, subject to the presentation of such documentation as the Employer may require. The employee must make every reasonable attempt to mitigate any losses incurred and will provide proof of such action, when available, to the Employer.

15.11 Leave when employment terminates

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

15.12 Vacation leave credits for severance pay

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

15.13 Abandonment

Notwithstanding clause 15.12 above, an employee whose employment is terminated by reason of a declaration that he abandoned his position is entitled to receive the payment referred to in clause 15.12 above, if he requests it within six (6) months following the date upon which his employment is terminated.

15.14 Recovery on termination

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

15.15 Appointment to a Schedule I or IV Employer

Notwithstanding clause 15.11, an employee who resigns to accept an appointment with an organization listed in Schedule I or IV of the Financial Administration Act may choose not to be paid for unused vacation leave credits, provided that the appointing organization will accept such credits.

15.16

(a) Employees shall be credited a one-time entitlement of thirty-seven decimal five (37.5) hours of vacation leave with pay on the first day of the month following the employee’s second (2nd) anniversary of service as defined in clause 15.03.

Transitional provisions

(b) The vacation leave credits provided in paragraph 15.16(a) shall be excluded from the application of paragraphs 15.07(a), (b) and (c) dealing with the carry-over and/or liquidation of vacation leave.

ARTICLE 16

SICK LEAVE

16.01 Credits

An employee shall earn sick leave credits at the rate of nine decimal three seven five (9.375) hours for each calendar month for which the employee receives pay for at least seventy-five (75) hours.

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

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

and

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

16.03 Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury the employee was unable to perform the employee’s duties shall, when delivered to the Employer, be considered as meeting the requirements of paragraph 16.02(a) above.

16.04 When an employee is granted sick leave with pay and injury-on-duty leave is subsequently approved for the same period, it shall be considered for the purpose of the record of sick leave credits that the employee was not granted sick leave with pay.

16.05 Where an employee has insufficient or no credits to cover the granting of sick leave with pay under the provision of clause 16.02 above, 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 and, in the event of termination of employment for other than incapacity, death or lay-off, the recovery of the advance from any monies owed the employee.

16.06 Sick leave credits earned but unused by an employee during a previous period of employment in the public service shall be restored to an employee whose employment was terminated by reason of lay-off and who is reappointed in the public service within two (2) years from the date of lay-off.

16.07 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.

16.08 The Employer may for good and sufficient reason, advance sick leave credits to an employee when a previous advance has not been fully reimbursed.

16.09 The Employer agrees that an employee recommended for release from employment pursuant to section 51(1)(g) of the Canada Revenue Agency Act for incapacity by reason of ill health shall not be released at a date earlier than the date at which the employee will have utilized the employee’s accumulated sick leave credits.

** ARTICLE 17

OTHER LEAVE WITH OR WITHOUT PAY

17.01 Validation

In respect to applications for leave made pursuant to this Article, the employee may be required to provide satisfactory validation of the circumstances necessitating such requests.

17.02 Bereavement leave with pay

**
(a) When a member of the employee’s family dies, the employee shall be entitled to bereavement leave with pay. Such bereavement leave, 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.

**
(b) At the request of the employee, such bereavement leave with pay may be taken in a single period of seven (7) consecutive calendar days or may be taken in two (2) periods to a maximum of five (5) working days.

**
(c) When requested to be taken in two (2) periods,

(i) The first period must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death, and

(ii) The second period must be taken no later than twelve (12) months from the date of death for the purpose of attending a ceremony.

(ii) The employee may be granted no more than three (3) days’ leave with pay, in total, for the purposes of travel for these two (2) periods.

**
(d) An employee is entitled to one (1) day’s bereavement leave with pay for the purpose related to the death of his brother-in-law or sister-in-law.

(e) If, during a period of sick leave, vacation leave or compensatory leave, an employee is bereaved in circumstances under which he would have been eligible for bereavement leave with pay under paragraphs 17.02(a) and 17.02(d), the employee shall be granted bereavement leave with pay and his paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.

(f) 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 Commissioner 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 paragraphs 17.02(a) and 17.02(d).

17.03 Maternity leave without pay

(a) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy.

(b) Notwithstanding paragraph (a):

(i) where the employee has not yet proceeded on maternity leave without pay and her newborn child is hospitalized,

or

(ii) where the employee has proceeded on maternity leave without pay and then returns to work for all or part of the period during which her newborn child is hospitalized,

the period of maternity leave without pay defined in paragraph (a) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on maternity leave, to a maximum of eighteen (18) weeks.

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

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

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

(i) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates;

(ii) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in Article 16, Sick leave. For purposes of this subparagraph, the terms “illness” or “injury” used in Article 16, Sick leave, shall include medical disability related to pregnancy.

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

(g) Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay, and “service” for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes.

17.04 Maternity allowance

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

(i) has completed six (6) months of continuous employment before the commencement of her maternity leave without pay,

(ii) provides the Employer with proof that she has applied for and is in receipt of maternity benefits pursuant to section 22 of the Employment Insurance Act, or the Quebec Parental Insurance Plan (QPIP) in respect of insurable employment with the Employer,

and

(iii) has signed an agreement with the Employer stating that:

(A) she will return to work on the expiry date of her maternity leave without pay unless the return to work date is modified by the approval of another form of leave;

(B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of the maternity allowance;

(C) should she fail to return to work in accordance with section (A), or should she return to work but fail to work for the total period specified in section (B), she will be indebted to the Employer for an amount determined as follows:

(allowance received)

×

(remaining period to be worked
following her return to work)

 

 

[total period to be
worked as specified in (B)]

 

(D) the repayment provided for in (C) will not apply in situations of:

(I) death,

(II) lay off,

(III) early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B),

(IV) the end of a specified period of employment, if the employee is rehired by the Agency, an organization listed in Schedules I or IV of the Financial Administration Act, the Canadian Food Inspection Agency, or Parks Canada, within ninety (90) days following the end of the specified period of employment, and who fulfils the obligations specified in section (B),

(V) having become disabled as defined in the Public Service Superannuation Act;

or

(VI) the employee is appointed to a position with an organization listed in Schedules I or IV of the Financial Administration Act, the Canadian Food Inspection Agency, or Parks Canada, and who fulfills the obligations specified in section (B).

(b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).

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

**
(i) where an employee is subject to a waiting period before receiving Employment Insurance (EI) or Quebec Parental Insurance Plan (QPIP) maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period;

(ii) for each week that the employee receives a maternity benefit pursuant to section 22 of the Employment Insurance Act or QPIP, the difference between the gross weekly amount of the EI maternity benefit she is eligible to receive and ninety-three per cent (93%) of her weekly rate of pay, less any other monies earned during this period which may result in a decrease in EI or QPIP benefits to which she would have been eligible if no extra monies had been earned during this period;

and

**
(iii) where an employee has received the full fifteen (15) weeks of maternity benefit under EI and thereafter remains on maternity leave without pay, she is eligible to receive a further maternity allowance for a period of one (1) week at ninety-three percent (93%) of her weekly rate of pay, less any other monies earned during this period.

(d) At the employee’s request, the payment referred to in subparagraph 17.04(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance (EI) or Quebec Parental Insurance Plan (QPIP), maternity benefits.

(e) The maternity allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that she may be required to repay pursuant to the Employment Insurance Act, or the Quebec Parental Insurance Plan (QPIP).

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

(i) for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay,

(ii) for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.

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

(h) Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day.

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

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

17.05 Special maternity allowance for totally disabled employees

(a) An employee who:

(i) fails to satisfy the eligibility requirement specified in subparagraph 17.04(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance (EI) or Quebec Parental Insurance Plan (QPIP), maternity benefits,

and

(ii) has satisfied all of the other eligibility criteria specified in paragraph 17.04(a), other than those specified in sections (A) and (B) of subparagraph 17.04(a)(iii),

shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.

(b) An employee shall be paid an allowance under this clause and under clause 17.04 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits pursuant to section 22 of the Employment Insurance Act or QPIP had she not been disqualified from EI or QPIP maternity benefits for the reasons described in subparagraph (a)(i).

17.06 Parental leave without pay

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

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

(c) Notwithstanding paragraphs (a) and (b) above, at the request of an employee and at the discretion of the Employer, the leave referred to in paragraphs (a) and (b) above may be taken in two (2) periods.

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

(i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay,

or

(ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized,

the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care.

(e) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of the leave pursuant to paragraphs (a) and (b) above.

(f) The Employer may:

(i) defer the commencement of parental leave without pay at the request of the employee;

(ii) grant the employee parental leave without pay with less than four (4) weeks’ notice;

(iii) require an employee to submit a birth certificate or proof of adoption of the child.

(g) Leave granted under this clause shall count for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.

17.07 Parental allowance

(a) An employee who has been granted parental leave without pay, shall be paid a parental allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraphs (c) to (i), providing he:

(i) has completed six (6) months of continuous employment before the commencement of parental leave without pay,

(ii) provides the Employer with proof that he has applied for and is in receipt of parental benefits pursuant to Section 23 of the Employment Insurance Act or Quebec Parental Insurance Plan (QPIP), in respect of insurable employment with the Employer,

and

(iii) has signed an agreement with the Employer stating that:

(A) the employee will return to work on the expiry date of his or her parental leave without pay, unless the return to work date is modified by the approval of another form of leave;

(B) following his or her return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the parental allowance;

(C) should he or she fail to return to work in accordance with section (A) or should he or she return to work but fail to work the total period specified in section (B), he or she will be indebted to the Employer for an amount determined as follows:

(allowance received)

×

(remaining period to be worked
following his or her return to work)

 

 

[total period to be
worked as specified in (B)]

 

(D) the repayment provided for in (C) will not apply in situations of:

(I) death,

(II) lay off,

(III) early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B),

(IV) the end of a specified period of employment, if the employee is rehired by the Agency, an organization listed in Schedules I or IV of the Financial Administration Act, the Canadian Food Inspection Agency, or Parks Canada, within ninety (90) days following the end of the specified period of employment, and who fulfils the obligations specified in section (B),

(V) having become disabled as defined in the Public Service Superannuation Act;

or

(VI) the employee is appointed to a position with an organization listed in Schedules I or IV of the Financial Administration Act, the Canadian Food Inspection Agency, or Parks Canada, and who fulfills the obligations specified in section (B).

(b) For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).

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

**
(i) where an employee is subject to a waiting period before receiving Employment Insurance (EI) parental benefits, ninety-three per cent (93%) of his or her weekly rate of pay for each week of the waiting period, less any other monies earned during this period;

(ii) other than as provided in subparagraph (iii) below, for each week in respect of which the employee receives parental benefits pursuant to section 23 of the Employment Insurance Act or Quebec Parental Insurance Plan (QPIP), the difference between the gross weekly amount of the EI or QPIP parental benefits he is eligible to receive and ninety-three per cent (93%) of his weekly rate of pay less any other monies earned during this period which may result in a decrease in EI or QPIP benefits to which he or she would have been eligible if no extra monies had been earned during this period;

(iii) where the employee becomes entitled to an extension of parental benefits pursuant to subsection 12(7) of the Employment Insurance Act or QPIP, the parental allowance payable under the SUB Plan described in subparagraph (ii) will be extended by the number of weeks of extended benefits which the employee receives under subsection 12(7) of the Employment Insurance Act or QPIP;

**
(iv) where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of parental benefit under the QPIP and thereafter remains on parental leave without pay, she is eligible to receive a further parental allowance for a period of two (2) weeks at ninety-three per cent (93%) of her weekly rate of pay for each week, less any other monies earned during this period;

**
(v) where an employee has received the full thirty-five (35) weeks of parental benefit under EI and thereafter remains on parental leave without pay, she/he is eligible to receive a further parental allowance for a period of one (1) week at ninety-three percent (93%) of his or her weekly rate of pay, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child.

(d) At the employee’s request, the payment referred to in subparagraph 17.07(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI or QPIP parental benefits.

(e) The parental allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that he or she is required to repay pursuant to the Employment Insurance Act or QPIP.

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

(i) for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity or parental leave without pay;

(ii) for an employee who has been employed on a part-time or on a combined full time and part-time basis during the six (6) month period preceding the commencement of maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full time during such period.

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

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

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

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

(k) The maximum combined maternity and parental allowances payable under this Agreement shall not exceed fifty-two (52) weeks.

17.08 Special parental allowance for totally disabled employees

(a) An employee who:

(i) fails to satisfy the eligibility requirement specified in subparagraph 17.07(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance (EI) or Quebec Parental Insurance Plan (QPIP) parental benefits,

and

(ii) has satisfied all of the other eligibility criteria specified in paragraph 17.07(a), other than those specified in sections (A) and (B) of subparagraph 17.07(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three percent (93%) of the employee’s rate of pay and the gross amount of his weekly disability benefit under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Plan or via the Government Employees Compensation Act.

(b) An employee shall be paid an allowance under this clause and under clause 17.07 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental benefits pursuant to section 23 of the Employment Insurance Act, or Quebec Parental Insurance Plan (QPIP), had the employee not been disqualified from Employment Insurance (EI) or Quebec Parental Insurance Plan (QPIP), parental benefits for the reasons described in subparagraph (a)(i).

17.09 Medical appointment for pregnant employees

(a) 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.

(b) Where a series of continuing appointments are necessary for the treatment of a particular condition relating to the pregnancy, absences shall be charged to sick leave.

17.10 Maternity-related reassignment or leave

(a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (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.

(b) An employee’s request under paragraph (a) must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Employer may obtain an independent medical opinion.

(c) An employee who has made a request under paragraph (a) 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:

(i) modifies her job functions or reassigns her,

or

(ii) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her.

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

(e) Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four (24) weeks after the birth.

(f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks’ notice in writing to the Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

17.11 Leave without pay for personal needs

Leave without pay will be granted for personal needs, in the following manner:

(a) Subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs.

(b) Subject to operational requirements, leave without pay of more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs.

**
(c) An employee is entitled to leave without pay for personal needs twice under each of (a) and (b) of this clause during the employee’s total period of employment in the public service. The second period of leave under each sub-clause can be granted provided that the employee has remained in the public service for a period of ten (10) years subsequent to the expiration of the first period of leave under the relevant sub-clause. Leave without pay granted under this clause may not be used in combination with maternity or parental leave without the consent of the Employer.

17.12 Leave without pay for relocation of spouse

At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse is permanently relocated and up to five (5) years to an employee whose spouse is temporarily relocated.

17.13 Leave with pay for family-related responsibilities

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

(i) an employee is expected to make every reasonable effort to schedule medical or dental appointments for family members to minimize or preclude his absence from work; however, when alternate arrangements are not possible an employee shall be granted leave for a medical or dental appointment when the family member is incapable of attending the appointment by himself, or for appointments with appropriate authorities in schools or adoption agencies. An employee requesting leave under this provision must notify his supervisor of the appointment as far in advance as possible;

(ii) to provide for the immediate and temporary care of a sick or elderly member of the employee’s family and to provide an employee with time to make alternate care arrangements where the illness is of a longer duration;

(iii) leave for needs directly related to the birth or to the adoption of the employee’s child.

(iv) to provide for the immediate and temporary care of a child where, due to unforeseen circumstances, usual childcare arrangements are unavailable. This also applies to unexpected school closures for children aged fourteen (14) and under, or to children over the age of fourteen (14) who have special needs;

(v) to provide time for the employee to make alternative arrangements in the event of fire or flooding to the employee’s residence;

**
(vi) to attend school functions, if the supervisor was notified of the functions as far in advance as possible;

**
(vii) seven decimal five (7.5) hours out of the forty-five (45) hours stipulated in this clause may be used to attend an appointment with a legal or paralegal representative for non-employment related matters, or with a financial or other professional representative, if the supervisor was notified of the appointment as far in advance as possible.

(b) The total leave with pay which may be granted under clause 17.13 shall not exceed forty-five (45) hours in a fiscal year.

17.14 Leave without pay for family-related needs

Subject to operational requirements, an employee shall be granted leave without pay for family-related needs in accordance with the following conditions:

**
(a) Up to five (5) years leave without pay during an employee’s total period of employment in the public service may be granted for the personal long-term care of the employee’s family. Leave granted under this paragraph shall be for a minimum period of three (3) weeks.

(b) An employee shall notify the Employer in writing as far in advance as possible but not less than four (4) weeks in advance of the commencement date of such leave, unless, because of an urgent or unforeseeable circumstance, such notice cannot be given.

17.15 Court leave with pay

The Employer shall grant leave with pay to an employee for the period of time the employee is required:

(a) to be available for jury selection;

(b) to serve on a jury;

or

(c) by subpoena or summons to attend as a witness in any proceeding held:

(i) in or under the authority of a court of justice or before a grand jury;

(ii) before a court, judge, justice, magistrate or coroner;

(iii) before the Senate or House of Commons of Canada or a committee of the Senate or House of Commons otherwise than in the performance of the duties of the employee’s position;

(iv) before a legislative council, legislative assembly or house of assembly, or any committee thereof that is authorized by law to compel the attendance of witnesses before it;

or

(v) before an arbitrator or a person or body of persons authorized by law to make an inquiry and to compel the attendance of witnesses before it.

**
17.16 Leave with pay for participation in a staffing process

**
Where an employee participates in a staffing process, including the recourse mechanism provided for all CRA staffing processes, or for a position in the public service, as defined in the Federal Public Sector Labour Relations Act, including the appeal process where applicable, the employee is entitled to leave with pay for the period during which the employee’s presence is required for purposes of the process, and for such further period as the Employer considers reasonable for the employee to travel to and from the place where the employee’s presence is so required. This also applies to a staffing process related to a deployment/permanent lateral move.

17.17 Injury-on-duty leave with pay

An employee shall be granted injury-on-duty leave with pay for such reasonable period as may be determined by the Employer where it is determined by a Provincial Worker’s Compensation Board that the employee is unable to perform the employee’s duties because of:

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

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

or

(c) exposure to hazardous conditions in the course of the employee’s employment,

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

17.18 Examination leave

Leave with pay to take examinations or defend dissertations may be granted by the Employer to an employee who is not on education leave. Such leave will be granted only where, in the opinion of the Employer, the course of study is directly related to the employee’s duties or will improve the employee’s qualifications.

17.19 Religious obligations

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

**
(b) Employees may, in accordance with the provisions of this Agreement, request annual leave, personal leave, compensatory leave or leave without pay for other reasons in order to fulfill their religious obligations.

(c) Notwithstanding paragraph 17.19(b), 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 religious obligations. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Employer. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Employer.

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

17.20 Pre-retirement leave

The Employer will provide thirty-seven decimal five (37.5) hours of paid leave per year, up to a maximum of one hundred and eighty-seven decimal five (187.5) hours, to employees who have the combination of age and years of service to qualify for an immediate annuity without penalty under the Public Service Superannuation Act.

17.21 Personal leave

(a) Subject to operational requirements as determined by the Employer, and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, up to fifteen (15) hours of leave with pay for reasons of a personal nature.

(b) 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.

**
17.22 Compassionate care leave

(a) Both parties recognize the importance of access to leave to provide care or support to a gravely ill family member with a significant risk of death.

(b) For the purpose of this Article, family is defined as any person who is a member of a class of persons prescribed for the purposes of the definition “family member” in subsection 23.1(1) of the Employment Insurance Act.

(c) Subject to paragraph (b), an employee shall be granted leave without pay for the compassionate care of family in accordance with the following conditions:

(i) An employee shall notify the Employer in writing as far in advance as possible of the commencement date of such leave.

(ii) An employee shall provide the Employer a copy of a medical certificate as proof that the ill family member needs care or support and is at significant risk of death within twenty-six (26) weeks. A certificate from another medical practitioner, such as a nurse practitioner, is acceptable when the gravely ill family member is in a geographic location where treatment by a medical doctor is limited or not accessible, and a medical doctor has authorized the other medical practitioner to treat the ill family member.

(iii) A “Medical Certificate for Employment Insurance Compassionate Care Benefits” completed for the purpose of benefit entitlement under the Employment Insurance Act will be considered as meeting the requirements of subparagraph (ii).

17.23 Leave with or without pay for other reasons

At its discretion, the Employer may grant:

(a) leave with pay when circumstances not directly attributable to the employee prevent the employee from reporting for duty. Such leave shall not be unreasonably withheld;

(b) leave with or without pay for purposes other than those specified in this Agreement.

ARTICLE 18

CAREER DEVELOPMENT

18.01 General

The parties recognize that in order to maintain and enhance professional expertise, employees, from time to time, need to have an opportunity to attend or participate in career development activities described in this Article.

18.02 Education leave without pay

An employee may be granted education leave without pay for varying periods up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for additional or special studies in some field of education in which special preparation is needed to enable him to fill his 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.

(a) An employee on education leave without pay under this clause shall receive an allowance in lieu of salary of up to one hundred per cent (100%) of his basic salary. The percentage of the allowance is at the discretion of the Employer. Where the employee receives a grant, bursary or scholarship, the education leave allowance may be reduced. In such cases, the amount of the reduction shall not exceed the amount of the grant, bursary or scholarship.

(b) 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.

(c) As a condition to the granting of education leave, an employee shall, if required, give a written undertaking prior to the commencement of the leave to return to the service of the Employer for a period of not less than the period of the leave granted. If the employee, except with the permission of the Employer:

(i) fails to complete the course,

(ii) does not resume employment with the Employer on completion of the course,

or

(iii) ceases to be employed, except by reason of death or lay-off, before termination of the period he has undertaken to serve after completion of the course,

he shall repay the Employer all allowances paid to him under this clause during the education leave or such lesser sum as shall be determined by the Employer.

18.03 Attendance at conferences and conventions

(a) The parties to this Agreement recognize that attendance or participation at conferences, conventions, symposia, workshops and other gatherings of a similar nature contributes to the maintenance of high professional standards.

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

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

(d) An employee who attends a conference or convention at the request of the Employer to represent the interests of the Employer shall be deemed to be on duty and, as required, in travel status. The Employer shall pay the registration fees of the convention or conference the employee is required to attend.

(e) An employee invited to participate in a conference or convention in an official capacity, such as to present a formal address or to give a course related to his field of employment, may be granted leave with pay for this purpose and may, in addition, be reimbursed for his payment of convention or conference registration fees and reasonable travel expenses.

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

18.04 Professional development

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

(i) to participate in workshops, short courses or similar out-service programs to keep up to date with knowledge and skills in their respective fields,

(ii) to conduct research or perform work related to their normal research programs in institutions or locations other than those of the Employer,

or

(iii) to carry out research in the employee’s field of specialization not specifically related to his assigned work projects when in the opinion of the Employer, such research is needed to enable the employee to fill his present role more adequately.

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

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

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

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

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

18.05 Selection criteria

(a) The Employer shall establish selection criteria for granting leave under clauses 18.02, 18.03 and 18.04. Upon request, a copy of these criteria will be provided to an employee and/or the Institute representative.

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

18.06 Agency Career Development Consultation Committee

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

(b) The Agency Consultation Committee shall be composed of mutually agreeable numbers of Institute representatives and Employer representatives who shall meet at mutually satisfactory times. Committee meetings shall normally be held on the Employer’s premises during working hours.

(c) Employees forming the continuing membership of the Agency Consultation Committees shall be protected against any loss of normal pay by reason of attendance at such meetings with management, including reasonable travel time where applicable.

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

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

** ARTICLE 19

SEVERANCE PAY

**
19.01 Under the following circumstances and subject to clause 19.02, an employee shall receive severance benefits calculated on the basis of his weekly rate of pay:

(a) Lay-off

(i) On the first (1st) lay-off, for the first (1st) complete year of continuous employment, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years of continuous employment, or four (4) weeks’ pay for employees with twenty (20) or more years of continuous employment, plus one (1) week’s pay for each additional complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365).

(ii) On second or subsequent lay-off, one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), less any period in respect of which he was granted severance pay under subparagraph 19.01(a)(i).

(b) Rejection on probation

On rejection on probation, when an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of rejection during a probationary period, one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty-seven (27) weeks’ pay.

(c) Death

If an employee dies, there shall be paid to the employee’s estate a severance payment in respect of the employee’s complete period of continuous employment, comprised of one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty five (365), to a maximum of thirty (30) weeks’ pay, regardless of any other benefit payable.

(d) Termination for cause for reasons of incapacity or incompetence

(i) When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity, pursuant to section 51(1)(g) of the Canada Revenue Agency Act, one (1) week’s pay for each complete year of continuous employment to a maximum of twenty-eight (28) weeks.

(ii) When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reason of termination for cause for reasons of incompetence, pursuant to the provisions of section 51(1)(g) of the Canada Revenue Agency Act, one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.

**
19.02 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 by the public service, a Federal Crown Corporation, the Canadian Forces or the Royal Canadian Mounted Police. Under no circumstances shall the maximum severance pay provided under clauses 19.01 and 19.05 be pyramided.

For greater certainty, payments in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) made pursuant to 19.05 to 19.08 under Appendix “J” or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of this clause.

19.03 The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for the classification prescribed in his certificate of appointment, immediately prior to the termination of his employment.

**
19.04 Appointment to a Schedule I, IV or V Employer

An employee who resigns to accept an appointment with an organization listed in Schedule I, IV or V of the Financial Administration Act shall be paid any outstanding payment in lieu of severance if applicable under Appendix “J”.

**
19.05 Employees who were subject to the payment in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) and who opted to defer their payment, the former provisions outlining the payment in lieu are found at Appendix “J”.

**
19.06 Appointment from a different bargaining unit

This clause applies in a situation where an employee is appointed into a position in the Audit, Financial and Scientific (AFS) bargaining unit from a position outside the AFS bargaining unit where, at the date of appointment, provisions similar to those in 19.01(b) and (d) of Appendix “J” are still in force, unless the appointment is only on a temporary basis.

**
(a) Subject to 19.02 above, on the date an indeterminate employee becomes subject to this Agreement, on or after July 10, 2012, he or she shall be entitled to a severance payment equal to one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his or her substantive position on the day preceding the appointment.

**
(b) Subject to 19.02 above, on the date a determinate employee becomes subject to this Agreement, on or after July 10, 2012, he or she shall be entitled to severance payment equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his or her substantive position on the day preceding the appointment.

**
(c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 19.06 of Appendix “J”; however the selection of which option must be made within three (3) months of being appointed to the bargaining unit.

ARTICLE 20

RECLASSIFICATION AND STATEMENT OF DUTIES

20.01 If, during the term of this Agreement, a new classification standard is established and implemented by the Employer, the Employer shall, before applying rates of pay to the new levels resulting from the application of the standard, negotiate with the Institute the rates of pay and the rules affecting the pay of employees on their movement to the new levels.

20.02 Upon written request, an employee shall be provided with a complete and current statement of the duties and responsibilities of his position, including the classification level and, where applicable, the point rating allotted by factor to his position, and an organization chart depicting the position’s place in the organization.

ARTICLE 21

REGISTRATION FEES

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

ARTICLE 22

PROFESSIONAL ACCOUNTING ASSOCIATION ANNUAL MEMBERSHIP FEE

This Article applies to employees classified as AU, CO and FI only.

22.01 Subject to paragraphs (a), (b) and (c), the Employer shall reimburse an employee’s payment of annual membership fees in one (1) of either the Canadian Institute of Chartered Accountants (CA), the Society of Management Accountants (CMA), Canadian Chartered Professional Accountant (CPA), or the Certified General Accountants Association (CGA), and to one (1) of their respective provincial organizations.

(a) Except as provided under paragraph (b) below, the reimbursement of annual membership fees relates to the payment of an annual fee which is a mandatory requirement by one of the governing organizations listed in this clause to maintain a professional designation and membership in good standing. This reimbursement will include the payment of the “Office des professions du Québec” (OPQ) annual fee.

(b) Portions of fees or charges of an administrative nature such as the following are not subject to reimbursement under this Article: service charges for the payment of fees on an instalment or post-dated basis; late payment charges or penalties; initiation fees; reinstatement fees required to maintain a membership in good standing; or payments of arrears for re-admission to an accounting association.

(c) In respect of requests for reimbursement of professional fees made pursuant to this Article, the employee shall be required to provide the Employer with receipts to validate payments made.

ARTICLE 23

TECHNOLOGICAL CHANGE

23.01 The parties have agreed that in cases where, as a result of technological change, the services of an employee are no longer required beyond a specified date because of lack of work or the discontinuance of a function, the Work Force Adjustment appendix to this Agreement will apply. In all other cases the following clauses will apply.

23.02 In this Article “technological change” means:

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

or

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

23.03 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.

23.04 The Employer agrees to provide as much advance notice as is practicable but, except in cases of emergency, not less than one hundred and twenty (120) days written notice to the Institute of the introduction or implementation of technological change when it will result in significant changes in the employment status or working conditions of the employees.

23.05 The written notice provided for in clause 23.04 will provide the following information:

(a) the nature and degree of change;

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

(c) the location or locations involved.

23.06 As soon as reasonably practicable after notice is given under clause 23.04, the Employer shall consult meaningfully with the Institute concerning the effects of the technological change referred to in clause 23.04 on each group of employees. Such consultation will include but not necessarily be limited to the following:

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

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

23.07 When, as a result of technological change, the Employer determines that an employee requires new skills or knowledge in order to perform the duties of his 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.

ARTICLE 24

SAFETY AND HEALTH

24.01 The Employer shall continue to make all reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Institute and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury or occupational illness.

Clause 24.02 applies to employees classified as CS only.

24.02 The Employer shall continue to provide, where economically and administratively feasible, working accommodation and facilities to meet the special requirements of computer systems services and the Employer agrees to consult with the Institute for the purpose of considering expeditiously the Institute’s suggestions on the subject.

ARTICLE 25

RECOGNITION

25.01 The Employer recognizes the Institute as the exclusive bargaining agent for all employees described in the certificate issued by the Federal Public Sector Labour Relations and Employment Board on December 12, 2001, covering employees of the Audit, Financial and Scientific bargaining unit currently classified in accordance with the following classification standards:

– Actuarial Science (AC)

– Auditing (AU)

– Chemistry (CH)

– Commerce (CO)

– Computer Systems (CS)

– Economists, Sociologists and Statisticians (ES)

– Education (ED)

– Engineering and Land Survey (EN)

– Financial Management (FI)

– Library Science (LS)

– Management Group (MG-AFS)

– Physical Sciences (PC)

– Psychology (PS)

– Scientific Research (SE)

– Social Science Support (SI)

25.02 The Employer recognizes that it is a proper function and a right of the Institute to bargain with a view to arriving at a collective agreement and the Employer and the Institute agree to bargain in good faith, in accordance with the provisions of the Federal Public Sector Labour Relations Act.

ARTICLE 26

CHECK-OFF

26.01 The Employer will as a condition of employment deduct an amount equal to the amount of the membership dues from the monthly pay of all employees in the bargaining unit. Where an employee does not have sufficient earnings in respect of any month to permit deductions under this Article the Employer shall not be obligated to make such deductions for that month from subsequent salary.

26.02 The Institute shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee defined in clause 26.01.

26.03 For the purpose of applying clause 26.01 above, deductions from pay for each employee in respect of each month will start with the first full month of employment to the extent that earnings are available.

26.04 An employee who satisfies the Professional Institute of the Public Service of Canada to the extent that he declares in an affidavit that he is a member of a religious organization registered pursuant to the Income Tax Act, whose doctrine prevents him as a matter of conscience from making financial contributions to an employee organization and that he will make contributions to a charitable organization equal to dues, shall not be subject to this Article, provided that the affidavit submitted by the employee shows the registered number of the religious organization and is countersigned by an official representative of the religious organization involved. The Institute will inform the Employer accordingly.

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

26.06 The amounts deducted in accordance with clause 26.01 shall be remitted to the Institute by cheque within a reasonable period of time after deductions are made and shall be accompanied by particulars identifying each employee and the deductions made on the employee’s behalf.

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

26.08 The Institute agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application of this Article, except for any claim or liability arising out of an error committed by the Employer, in which case the liability shall be limited to the amount of the error.

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

ARTICLE 27

USE OF EMPLOYER FACILITIES

27.01 Reasonable space on bulletin boards including electronic bulletin boards where available, in convenient locations will be made available to the Institute for the posting of official Institute notices. The Institute shall endeavour to avoid requests for posting of notices that 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 of meetings of their members and elections, the names of Institute representatives, and social and recreational events. Such approval shall not be unreasonably withheld.

27.02 The Employer will also continue its present practice of making available to the Institute specific locations on its premises for the placement of reasonable quantities of literature of the Institute.

27.03 A duly accredited representative of the Institute may be permitted access to the Employer’s premises 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.

27.04 The Institute shall provide the Employer, a list of such Institute representatives and shall advise promptly of any change made to the list.

** ARTICLE 28

INFORMATION

28.01 The Employer agrees to supply the Institute on a quarterly basis with a list of all employees in the bargaining unit. The list referred to herein shall include the name, geographical location and classification of the employee and shall be provided within one (1) month following the termination of each quarter. As soon as practicable, the Employer agrees to add to the above list the date of appointment for new employees.

28.02

**
(a) This Agreement and any amendments thereto, will be available electronically.

(b) Printed copies of the collective agreement will be provided to the Union and all AFS Stewards.

28.03 The Employer agrees to distribute to each new employee an information package prepared and supplied by the Institute. Such information package shall require the prior approval of the Employer. The Employer shall have the right to refuse to distribute any information that it considers adverse to its interests or to the interests of any of its representatives.

ARTICLE 29

EMPLOYEE REPRESENTATIVES

29.01 The Employer acknowledges the right of the Institute to appoint or otherwise select employees as representatives.

29.02 The Institute 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 work place 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.

29.03 The Institute shall notify the Employer in writing of the name and jurisdiction of its representatives identified pursuant to clause 29.02.

29.04 A representative shall obtain the permission of his immediate supervisor before leaving his work to investigate employee complaints of an urgent nature, to meet with local management for the purpose of dealing with grievances and to attend meetings called by management. Such permission shall not be unreasonably withheld. Where practicable, the representative shall report back to his supervisor before resuming his normal duties.

29.05 The Institute shall have the opportunity to have an employee representative introduced to new employees as part of the Employer’s formal orientation programs, where they exist.

** ARTICLE 30

LEAVE FOR LABOUR RELATIONS MATTERS

30.01 Federal Public Sector Labour Relations and Employment Board (FPSLREB) hearings

Complaints made to the FPSLREB pursuant to section 190(1) of the Federal Public Sector Labour Relations Act (FPSLRA)

Where operational requirements permit, in cases of complaints made to the FPSLREB pursuant to section 190(1) of the FPSLRA alleging a breach of sections 157, 186(1)(a), 186(1)(b), 186(2), 187, 188(a) or 189(1) of the FPSLRA, the Employer will grant leave with pay:

(a) to an employee who makes a complaint on his own behalf before the FPSLREB,

and

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

30.02 Applications for certification, representations and interventions with respect to applications for certification

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

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

and

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

30.03 Employee called as a witness

The Employer will grant leave with pay:

(a) to an employee called as a witness by the FPSLREB,

and

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

30.04 Arbitration board, public interest commission hearings and alternative dispute resolution process

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

30.05 Employee called as a witness

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

30.06 Adjudication

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

(a) a party to an adjudication,

or

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

or

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

30.07 Meetings during the grievance process

Employee presenting grievance

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

(a) where the Employer originates a meeting with the employee who has presented the grievance, leave with pay when the meeting is held in the headquarters area of such employee and on duty status when the meeting is held outside the headquarters area of such employee,

and

(b) where an employee who has presented a grievance seeks to meet with the Employer, leave with pay to the employee when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee,

and

(c) when mutually agreed by the parties, in cases where more than one employee has grieved on the same subject and all grievors are represented by the Institute, that one meeting will serve the interests of all grievors.

30.08 Employee who acts as representative

Where an employee wishes to represent at a meeting with the Employer, an employee who has presented a grievance, the Employer will, where operational requirements permit, grant leave with pay to the representative when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee.

30.09 Grievance investigations

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

30.10 Contract negotiations meetings

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

30.11 Preparatory contract negotiations meetings

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

30.12 Meetings between the Institute and management

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

30.13 Institute executive council meetings and conventions

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

**
(b) Where operational requirements permit, the Employer will grant leave without pay to employees who qualify for programs or policies of the Institute that compensate Institute members for the loss of days of rest due to attendance at Institute meetings or training.

30.14 Employee representatives’ training courses

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

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

This clause applies to employees classified as CS only.

30.15 Determination of leave status

Where the status of leave requested cannot be determined until the Federal Public Sector Labour Relations and Employment Board or an adjudicator has given a decision, leave without pay will be granted pending final determination of the appropriate leave status.

ARTICLE 31

JOB SECURITY

31.01 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 work force will be accomplished through attrition.

ARTICLE 32

CONTRACTING OUT

32.01 The Employer will continue past practice in giving all reasonable consideration to continued employment in the public service of employees who would otherwise become redundant because work is contracted out.

ARTICLE 33

INTERPRETATION OF AGREEMENT

33.01 The parties agree that, in the event of a dispute arising out of the interpretation of a clause or article in this Agreement, it is desirable that the parties should meet within a reasonable time and seek to resolve the problem. This Article does not prevent employees from availing themselves of the grievance procedure provided in this Agreement.

** ARTICLE 34

GRIEVANCE PROCEDURE

34.01 The parties recognize the value of informally resolving problems prior to presenting a formal grievance or using alternative dispute resolution mechanisms to resolve grievances that are presented in accordance with this Article. Accordingly, when an employee:

(a) within the time limits prescribed in clause 34.11, gives notice that he or she wishes to take advantage of this clause for the purpose of informally resolving a problem without recourse to a formal grievance and facilitating discussions between the employee and their supervisors, 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;

or,

(b) following the presentation of a grievance and within the time limits prescribed under this Article, gives notice to the delegated grievance step authority of his or her intention to take advantage of alternative dispute resolution mechanisms, the time limits stipulated in this Article may be extended by mutual agreement between the Employer and the employee and, where appropriate, the Institute representative.

(c) When an employee wishes to take advantage of a process outlined under 34.01(a) or 34.01(b) above that pertains to the application of a provision of the collective agreement, the employee may, at his or her request, be represented by the Institute at any meeting or mediation session held to deal with the matter.

34.02 In determining the time within which any action is to be taken as prescribed in this procedure, Saturdays, Sundays and designated holidays shall be excluded.

34.03 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the employee and, where appropriate, the Institute representative.

34.04 Where the provisions of clauses 34.06, 34.23 or 34.37 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. 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 his 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.

34.05 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.

Individual grievances

34.06 An employee who wishes 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:

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

and

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

34.07 Presentation of grievance

(1) Subject to subsections (2) to (7), an employee is entitled to present an individual grievance if he or she feels aggrieved:

(a) by the interpretation or application, in respect of the employee, of

(i) a provision of a statute or regulation, or of a direction or other instrument made or issued by the Employer, that deals with terms and conditions of employment,

or

(ii) a provision of a collective agreement or an arbitral award;

or

(b) as a result of any occurrence or matter affecting his or her terms and conditions of employment.

(2) An employee may not present an individual grievance in respect of which an administrative procedure for redress is provided under any Act of Parliament, other than the Canadian Human Rights Act.

(3) Despite subsection (2), an employee may not present an individual grievance in respect of the right to equal pay for work of equal value.

(4) An employee may not present an individual grievance relating to the interpretation or application, in respect of the employee, of a provision of a collective agreement or an arbitral award unless the employee has the approval of and is represented by the Institute.

(5) An employee who, in respect of any matter, avails himself or herself of a complaint procedure established by a policy of the Employer may not present an individual grievance in respect of that matter if the policy expressly provides that an employee who avails himself or herself of the complaint procedure is precluded from presenting an individual grievance under this Article.

(6) An employee may not present an individual grievance relating to any action taken under any instruction, direction or regulation 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.

(7) For the purposes of subsection (6), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation 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.

34.08 There shall be no more than a maximum of four (4) levels in the grievance procedure:

(a) Level 1 – first (1st) level of management;

(b) Levels 2 and 3 – intermediate level(s), where such level or levels are established in the Agency;

(c) Final level – the Commissioner or his authorized representative.

Whenever there are four (4) levels in the grievance procedure, the grievor may elect to waive either Level 2 or 3.

34.09 Representatives

(a) 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 title of the person so designated together with the title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented.

(b) This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Institute.

34.10 An employee may be assisted and/or represented by the Institute when presenting a grievance at any level. The Institute shall have the right to consult with the Employer with respect to a grievance at each or any level of the grievance procedure.

34.11 An employee may present a grievance to the first (1st) level of the procedure in the manner prescribed in clause 34.06, not later than the twenty-fifth (25th) day after the date on which he is notified orally or in writing or on which he first becomes aware of the action or circumstances giving rise to the grievance.

34.12 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first (1st) level either:

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

or

(b) where the Employer has not conveyed a decision to the employee within the time prescribed in clause 34.13, within twenty-five (25) days after he presented the grievance at the previous level.

34.13 The Employer shall normally reply to an employee’s grievance at any level of the grievance procedure, except the final level, within twenty (20) days after the grievance is presented, and within thirty (30) days when the grievance is presented at the final level.

34.14 Where an employee has been represented by the Institute in the presentation of his grievance, the Employer will provide the Institute 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.

34.15 Where a grievance has been presented up to and including the final level in the grievance process, and the grievance is not one that may be referred to adjudication, the decision on the grievance taken at the final level in the grievance process is final and binding and no further action may be taken under the Federal Public Sector Labour Relations Act.

34.16 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 employee, and, where applicable, the Institute.

34.17 Where the Employer demotes or terminates an employee for cause pursuant to paragraph 51(1)(f) or (g) of the Canada Revenue Agency Act, the grievance procedure set forth in this Agreement shall apply, except that the grievance may be presented at the final level only.

34.18 An employee may by written notice to his immediate supervisor or officer-in-charge withdraw a grievance.

34.19 Any employee 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 his control, he was unable to comply with the prescribed time limits.

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

34.21 Reference to adjudication

(1) An employee may refer to adjudication an individual grievance that has been presented up to and including the final level in the grievance process and that has not been dealt with to the employee’s satisfaction if the grievance is related to:

(a) the interpretation or application in respect of the employee of a provision of a collective agreement or an arbitral award;

(b) a disciplinary action resulting in termination, demotion, suspension or financial penalty.

(2) When an individual grievance has been referred to adjudication and a party to the grievance raises an issue involving the interpretation or application of the Canadian Human Rights Act, that party must, in accordance with the regulations, give notice of the issue to the Canadian Human Rights Commission.

(3) The Canadian Human Rights Commission has standing in adjudication proceedings for the purpose of making submissions regarding an issue referred to in subsection (2).

34.22 Before referring an individual grievance related to matters referred to in subparagraph 34.21(1)(a), the employee must obtain the approval of the Institute.

Group grievances

34.23 The Institute may present a grievance at any prescribed level in the grievance procedure, and shall transmit this grievance to the officer-in-charge who shall forthwith:

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

and

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

34.24 Presentation of group grievance

(1) The Institute may present to the Employer a group grievance 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 a collective agreement or an arbitral award.

(2) In order to present the grievance, the Institute must first obtain the consent of each of the employees concerned in the form provided for by the regulations. The consent of an employee is valid only in respect of the particular group grievance for which it is obtained.

(3) The Institute may not present a group grievance in respect of which an administrative procedure for redress is provided under any Act of Parliament, other than the Canadian Human Rights Act.

(4) Despite subsection (3), the Institute may not present a group grievance in respect of the right to equal pay for work of equal value.

(5) If an employee has, in respect of any matter, availed himself or herself of a complaint procedure established by a policy of the Employer, the Institute may not include that employee as one on whose behalf it presents a group grievance in respect of that matter if the policy expressly provides that an employee who avails himself or herself of the complaint procedure is precluded from participating in a group grievance under this Article.

(6) The Institute may not present a group grievance relating to any action taken under any instruction, direction or regulation 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.

(7) For the purposes of subsection (6), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation 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.

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

(a) Level 1 – first (1st) level of management;

(b) Levels 2 and 3 – intermediate level(s), where such level or levels are established in the Agency;

(c) Final level – the Commissioner or his authorized representative.

Whenever there are four (4) levels in the grievance procedure, the grievor may elect to waive either Level 2 or 3.

34.26 The Employer shall designate a representative at each level in the grievance procedure and shall inform the Institute of the title of the person so designated together with the title and address of the officer-in charge to whom a grievance is to be presented.

34.27 The Institute shall have the right to consult with the Employer with respect to a grievance at each or any level of the grievance procedure.

34.28 The Institute may present a grievance to the first (1st) level of the procedure in the manner prescribed in clause 34.23, no later than the twenty-fifth (25th) day after the earlier of the day on which the aggrieved employees received notification and the day on which they had knowledge of any act, omission or other matter giving rise to the group grievance.

34.29 The Institute may present a grievance at each succeeding level in the grievance procedure beyond the first (1st) level either:

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

or

(b) where the Employer has not conveyed a decision to the Institute within the time prescribed in clause 34.30, within twenty-five (25) days after the Institute presented the grievance at the previous level.

34.30 The Employer shall normally reply to the Institute grievance at any level of the grievance procedure, except the final level, within twenty (20) days after the grievance is presented, and within thirty (30) days when the grievance is presented at the final level.

34.31 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 Institute.

34.32 The Institute may by written notice to the officer-in-charge withdraw a grievance.

34.33 Opting out of a group grievance

(1) An employee in respect of whom a group grievance has been presented may, at any time before a final decision is made in respect of the grievance, notify the Institute that the employee no longer wishes to be involved in the group grievance.

(2) The Institute shall provide to the representatives of the Employer authorized to deal with the grievance, a copy of the notice received pursuant to paragraph (1) above.

(3) After receiving the notice, the Institute may not pursue the grievance in respect of the employee.

34.34 The Institute failing 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 its control, it was unable to comply with the prescribed time limits.

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

34.36 Reference to adjudication

(1) The Institute may refer to adjudication any group grievance that has been presented up to and including the final level in the grievance process and that has not been dealt with to its satisfaction.

(2) When a group grievance has been referred to adjudication and a party to the grievance raises an issue involving the interpretation or application of the Canadian Human Rights Act, that party must, in accordance with the regulations, give notice of the issue to the Canadian Human Rights Commission.

(3) The Canadian Human Rights Commission has standing in adjudication proceedings for the purpose of making submissions regarding an issue referred to in subsection (2).

Policy grievances

34.37 The Employer or the Institute may present a grievance at the prescribed level in the grievance procedure, and forward the grievance to the representative of the Institute or the Employer, as the case may be, authorized to deal with the grievance. The party who receives the grievance shall provide the other party with a receipt stating the date on which the grievance was received by him.

34.38 Presentation of policy grievance

(1) The Employer and the Institute may present a policy grievance to the other in respect of the interpretation or application of the collective agreement or arbitral award as it relates to either of them or to the bargaining unit generally.

(2) Neither the Employer nor the Institute may present a policy grievance in respect of which an administrative procedure for redress is provided under any other Act of Parliament, other than the Canadian Human Rights Act.

(3) Despite subsection (2), neither the Employer nor the Institute may present a policy grievance in respect of the right to equal pay for work of equal value.

(4) The Institute may not present a policy grievance relating to any action taken under any instruction, direction or regulation 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) For the purposes of subsection (4), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation 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.

34.39 There shall be no more than one (1) level in the grievance procedure.

34.40 The Employer and the Institute shall designate a representative and shall notify each other of the title of the person so designated together with the title and address of the officer-in charge to whom a grievance is to be presented.

34.41 The Employer and the Institute may present a grievance in the manner prescribed in clause 34.37, no later than the twenty-fifth (25th) day after the earlier of the day on which it received notification and the day on which it had knowledge of any act, omission or other matter giving rise to the policy grievance.

34.42 The Employer or the Institute shall normally reply to the grievance within sixty (60) days when the grievance is presented.

34.43 The Employer or the Institute, as the case may be, may by written notice to the officer-in-charge abandon a grievance.

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

34.45 Reference to adjudication

(1) A party that presents a policy grievance may refer it to adjudication.

(2) When a policy grievance has been referred to adjudication and a party to the grievance raises an issue involving the interpretation or application of the Canadian Human Rights Act, that party must, in accordance with the regulations, give notice of the issue to the Canadian Human Rights Commission.

(3) The Canadian Human Rights Commission has standing in adjudication proceedings for the purpose of making submissions regarding an issue referred to in subsection (2).

**
34.46 Expedited adjudication

The parties agree that any adjudicable grievance may be referred to the following expedited adjudication process:

(a) At the request of either party, a grievance that has been referred to adjudication may be dealt with through Expedited Adjudication with the consent of both parties.

(b) When the parties agree that a particular grievance will proceed through Expedited Adjudication, the Institute will submit to the Federal Public Sector Labour Relations and Employment Board (FPSLREB) the consent form signed by the grievor or the bargaining agent.

(c) The parties may proceed with or without an Agreed Statement of Facts. When the parties arrive at an Agreed Statement of Facts it will be submitted to the FPSLREB or to the Adjudicator at least forty-eight (48) hours prior to the start of the hearing.

(d) No witnesses will testify.

(e) The Adjudicator will be appointed by the FPSLREB from among its members who have had at least two years’ experience as a member of the Board.

(f) Each Expedited Adjudication session will take place in Ottawa, unless the parties and the FPSLREB agree otherwise. The cases will be scheduled jointly by the parties and the FPSLREB, and will appear on the FPSLREB schedule.

(g) The Adjudicator will make an oral determination at the hearing, which will be recorded and initialed by the representatives of the parties. This will be confirmed in a written determination to be issued by the Adjudicator within five days of the hearing. The parties may, at the request of the Adjudicator, vary the above conditions in a particular case.

(h) The Adjudicator’s determination will be final and binding on all the parties, but will not constitute a precedent. The parties agree not to refer the determination to the Federal Court.

ARTICLE 35

JOINT CONSULTATION

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

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

35.03 Wherever possible, the Employer shall consult with representatives of the Institute at the appropriate level about contemplated changes in conditions of employment or working conditions not governed by this Agreement.

35.04 Joint Consultation Committee meetings

The Consultation Committees shall be composed of mutually agreeable numbers of employees and Employer representatives who shall meet at mutually satisfactory times. Committee meetings shall normally be held on the Employer’s premises during working hours.

35.05 Employees forming the continuing membership of the Consultation Committees shall be protected against any loss of normal pay by reason of attendance at such meetings with management, including reasonable travel time where applicable.

35.06 Joint Consultation Committees are prohibited from agreeing to items that would alter any provision of this Agreement.

** ARTICLE 36

STANDARDS OF DISCIPLINE

36.01 Where written standards of discipline are developed or amended, the Employer agrees to supply sufficient information on the standards of discipline to each employee and to the Institute.

36.02 The Employer agrees to consult with the Institute when existing written Standards of Discipline are to be amended. The Employer further agrees to carefully consider and, where appropriate, introduce Institute recommendations on the matter.

**
36.03 Where an employee is required to attend a meeting on disciplinary matters, the Employer shall notify the employee that the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive a minimum of two (2) working days’ notice of such meeting.

36.04 When an employee is suspended from duty or terminated, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination.

36.05 The Employer shall notify the local representative of the Institute that such suspension or termination has occurred.

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

36.07 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

ARTICLE 37

LABOUR DISPUTES

37.01 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.

ARTICLE 38

PART-TIME EMPLOYEES

38.01 Definition

“Part-time employee” means a person whose normal scheduled hours of work are less than thirty-seven decimal five (37.5) hours per week, but not less than those prescribed in the Federal Public Sector Labour Relations Act.

38.02 General

Part-time employees shall be entitled to the benefits provided under this Agreement in the same proportion as their normal scheduled weekly hours of work compared with the normal weekly hours of work of full-time employees, unless otherwise specified in this Agreement.

38.03 Upon request of an employee and with the concurrence of the Employer, a part-time employee may complete his scheduled weekly hours of work in a manner that permits such an employee to work in excess of seven decimal five (7.5) hours in any one day, provided that over a period of fourteen (14), twenty-one (21), or twenty-eight (28) calendar days, the part-time employee works an average of his scheduled weekly hours of work. As part of the provisions of this clause, attendance reporting shall be mutually agreed between the employee and the Employer.

38.04 The days of rest provisions of this Agreement apply only in a week when a part-time employee has worked five (5) days in a week.

38.05 Leave will only be provided:

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

or

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

38.06 Designated holidays

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

38.07 When a part-time employee is required to work on a day which is prescribed as a designated paid holiday for a full-time employee in clause 12.01 of this Agreement, the employee shall be paid at time and one-half (1 1/2) of the straight-time rate of pay for all hours worked up to the regular daily scheduled hours of work and double (2) time thereafter.

38.08 Overtime

(a) In the case of a part-time employee, “Overtime” means authorized work performed in excess of the seven decimal five (7.5) hours a day or thirty-seven decimal five (37.5) hours a week, but does not include time worked on a holiday.

(b) In the case of a part-time employee whose hours of work are scheduled in accordance with clause 38.03 above, overtime means authorized work performed in excess of the part-time employee’s daily scheduled hours of work, but does not include time worked on a holiday.

38.09 Subject to 38.08, a part-time employee who is required to work overtime shall be paid overtime as specified in Article 9, Overtime, of this Agreement.

Clause 38.10 does not apply to employees classified as CS.

38.10 Call-back

When a part-time employee meets the requirements to receive call-back pay in accordance with Article 10, Call-back, 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.

38.11 Reporting pay

Subject to 38.04, when a part-time employee meets the requirements to receive reporting pay on a day of rest, in accordance with the reporting pay provision 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.

38.12 Bereavement leave

Notwithstanding clause 38.02, there shall be no prorating of a “day” in clause 17.02, Bereavement leave with pay.

38.13 Vacation leave

A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice the number of hours in the employee’s normal work week, at the rate for years of employment established in clause 15.02, Vacation leave, prorated and calculated as follows:

(a) when the entitlement is nine decimal three seven five (9.375) hours a month, .250 multiplied by the number of hours in the employee’s work week per month;

(b) when the entitlement is ten decimal six two five (10.625) hours a month, .282 multiplied by the number of hours in the employee’s work week per month;

(c) when the entitlement is twelve decimal five (12.5) hours a month, .333 multiplied by the number of hours in the employee’s work week per month;

(d) when the entitlement is thirteen decimal seven five (13.75) hours a month, .367 multiplied by the number of hours in the employee’s work week per month;

(e) when the entitlement is fourteen decimal four (14.4) hours a month, .383 multiplied by the number of hours in the employee’s work week per month;

(f) when the entitlement is fifteen decimal six seven five (15.675) hours a month, .417 multiplied by the number of hours in the employee’s work week per month;

(g) when the entitlement is seventeen decimal five (17.5) hours a month, .466 multiplied by the number of hours in the employee’s work week per month;

(h) when the entitlement is eighteen decimal seven five zero (18.750) hours a month, .500 multiplied by the number of hours in the employee’s work week per month.

38.14 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 work week for each calendar month in which the employee has received pay for at least twice the number of hours in the employee’s normal work week.

38.15 Vacation and sick leave administration

(a) For the purposes of administration of clauses 38.13 and 38.14 of this Article, where an employee does not work the same number of hours each week, the normal work week shall be the weekly average calculated on a monthly basis.

(b) An employee whose employment in any month is a combination of both full-time and part-time employment shall not earn vacation or sick leave credits in excess of the entitlement of a full-time employee.

38.16 Severance pay

Notwithstanding the provisions of Article 19, Severance pay, where the period of continuous employment in respect of which a severance benefit is to be paid consists of both full and part-time employment or varying levels of part-time employment, the benefit shall be calculated as follows: the period of continuous employment eligible for severance pay shall be established and the part-time portions shall be consolidated to equivalent full-time. The equivalent full-time period in years shall be multiplied by the full-time weekly pay rate for the appropriate group and level to produce the severance pay benefit.

38.17 The weekly rate of pay referred to in clause 38.16 above shall be the weekly rate of pay to which the employee is entitled for the classification prescribed in the employee’s certificate of appointment, immediately prior to the termination of employment.

ARTICLE 39

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

39.01 For the purpose of this Article,

(a) a formal assessment and/or appraisal of an employee’s performance means any written assessment and/or appraisal by any supervisor of how well the employee has performed the employee’s assigned tasks during a specified period in the past;

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

39.02 Prior to an employee performance review the employee shall be given:

(a) the evaluation form that will be used for the review;

(b) any written document that provides instructions to the person conducting the review.

39.03

(a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. An employee’s signature on the assessment form shall be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.

The employee shall be provided with a copy of the assessment at the time that the assessment is signed by the employee.

(b) The Employer’s representative(s) who assesses an employee’s performance must have observed or been aware of the employee’s performance for at least one-half (1/2) of the period for which the employee’s performance is evaluated.

(c) An employee has the right to make written comments to be attached to the performance review form.

39.04 Upon written request of an employee, the personnel file of that employee shall be made available once per year for the employee’s examination in the presence of an authorized representative of the Employer.

39.05 When a report pertaining to an employee’s performance or conduct is placed on that employee’s personnel file, the employee concerned shall be given an opportunity to:

(a) sign the report in question to indicate that its contents have been read,

and

(b) submit such written representation as the employee may deem appropriate concerning the report and to have such written representations attached to the report.

39.06 In the absence of a management initiated annual performance appraisal, one shall be provided at the employee’s request.

ARTICLE 40

EMPLOYMENT REFERENCES

40.01 At the request of an employee, the Employer shall provide a work reference to a prospective employer of such employee, indicating length of service, principal duties and responsibilities and performance of such duties.

40.02 Personal references requested by a prospective employer outside the public service will not be provided without the written consent of the employee.

ARTICLE 41

SEXUAL HARASSMENT

41.01 The Institute and the Employer recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the work place.

41.02

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

(b) If by reason of paragraph 41.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

** ARTICLE 42

NO DISCRIMINATION

**
42.01 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, gender identity and expression, family status, marital status, mental or physical disability, conviction for which a pardon has been granted, or membership or activity in the Institute.

42.02

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

(b) If by reason of paragraph 42.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

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

ARTICLE 43

IMMUNIZATION

43.01 The Employer shall provide the employee with immunization against communicable diseases where there is a risk of incurring such diseases in the performance of the employee’s duties.

ARTICLE 44

PAY ADMINISTRATION

44.01 Except as provided in clauses 44.01 to 44.08 inclusive and the Notes to Appendix “A” of this Agreement, the terms and conditions governing the application of pay to employees are not affected by this Agreement.

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

(a) the pay specified in Appendix “A” for the classification of the position to which the employee is appointed, if the classification coincides with that prescribed in the employee’s certificate of appointment,

or

(b) the pay specified in Appendix “A” for the classification prescribed in the employee’s certificate of appointment, if that classification and the classification of the position to which the employee is appointed do not coincide.

44.03 The rates of pay set forth in Appendix “A” shall become effective on the date specified therein.

44.04 Pay administration

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

(a) the employee shall receive his pay increment;

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

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

44.05 Rates of pay

(a) Where the rates of pay set forth in Appendix “A” have an effective date prior to the date of signing of the collective agreement, the following shall apply:

(i) “retroactive period” for the purpose of subparagraphs (ii) to (v) means the period from the effective date of the revision up to and including the day before the collective agreement is signed or when an arbitral award is rendered therefore;

(ii) a retroactive upward revision in rates of pay shall apply to employees, former employees or in the case of death, the estates of former employees who were employees in the bargaining group during the retroactive period;

(iii) for initial appointments made during the retroactive period, the rate of pay selected in the revised rates of pay is the rate which is shown immediately below the rate of pay being received prior to the revision;

(iv) for promotions, demotions deployments, transfers or acting situations effective during the retroactive period, the rate of pay shall be recalculated, in accordance with the CRA’s Terms and Conditions of Employment Policy, using the revised rates of pay. If the recalculated rate of pay is less than the rate of pay the employee was previously receiving, the revised rate of pay shall be the rate, which is nearest to, but not less than the rate of pay being received prior to the revision. However, where the recalculated rate is at a lower step in the range, the new rate shall be the rate of pay shown immediately below the rate of pay being received prior to the revision;

(v) no payment or no notification shall be made pursuant to clause 44.05 for one dollar ($1.00) or less.

44.06 This Article is subject to the memorandum of understanding signed by the Treasury Board Secretariat and the Professional Institute of the Public Service of Canada dated July 21, 1982 in respect of red-circled employees.

44.07 Acting pay

When an employee is required by the Employer to substantially perform the duties of a higher classification level on an acting basis for three (3) consecutive working days, the employee shall be paid acting pay calculated from the date on which he commenced to act as if he had been appointed to that higher classification level for the period in which he acts.

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

44.08 Performance bonus – Management Group

(a) At the discretion of the Employer, employees who perform Management Group (MG) duties during the annual performance review period, shall be eligible, subject to the conditions established by the Employer, to receive a lump-sum performance bonus of up to five percent (5%) of the employee’s salary of his or her substantive position on the last day of the annual performance review period.

(b) The lump-sum performance bonus awarded to employees under this clause shall not form part of salary.

ARTICLE 45

RESTRICTION ON OUTSIDE EMPLOYMENT

45.01 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.

ARTICLE 46

AGREEMENT RE-OPENER

46.01 This Agreement may be amended by mutual consent. If either party wishes to amend or vary this Agreement, it shall give to the other party notice of any amendment proposed and the parties shall meet and discuss such proposal not later than one (1) calendar month after receipt of such notice.

** ARTICLE 47

DURATION

**
47.01 This agreement shall expire on December 21, 2018.

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

**
47.03 The provisions of this agreement shall be implemented by the parties within a period of one hundred and twenty (120) days from the date of signing.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

signatures

** APPENDIX “A”

AC – ACTUARIAL SCIENCE GROUP
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

AC-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

56514

60004

62763

65517

68278

71036

73789

76543

79832

To:

A

57221

60755

63548

66336

69132

71924

74712

77500

80830

 

B

57937

61515

64343

67166

69997

72824

75646

78469

81841

 

C

59386

63053

65952

68846

71747

74645

77538

80431

83888

 

D

60129

63842

66777

69707

72644

75579

78508

81437

84937

 

E

60881

64641

67612

70579

73553

76524

79490

82455

85999

 

AC-1

 

(10)

(11)

(12)

(13)

(14)

(15)

(16)

(17)

From:

$

83106

86198

89161

92141

95596

99179

102764

106350

To:

A

84145

87276

90276

93293

96791

100419

104049

107680

 

B

85197

88367

91405

94460

98001

101675

105350

109026

 

C

87327

90577

93691

96822

100452

104217

107984

111752

 

D

88419

91710

94863

98033

101708

105520

109334

113149

 

E

89525

92857

96049

99259

102980

106839

110701

114564

 

AC-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

96892

100158

103418

106679

109943

113910

118027

122139

126253

To:

A

98104

101410

104711

108013

111318

115334

119503

123666

127832

 

B

99331

102678

106020

109364

112710

116776

120997

125212

129430

 

C

101815

105245

108671

112099

115528

119696

124022

128343

132666

 

D

103088

106561

110030

113501

116973

121193

125573

129948

134325

 

E

104377

107894

111406

114920

118436

122708

127143

131573

136005

 

AC-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

112140

115548

118966

122866

127087

131450

135963

140481

142769

To:

A

113542

116993

120454

124402

128676

133094

137663

142238

144554

 

B

114962

118456

121960

125958

130285

134758

139384

144016

146361

 

C

117837

121418

125009

129107

133543

138127

142869

147617

150021

 

D

119310

122936

126572

130721

135213

139854

144655

149463

151897

 

E

120802

124473

128155

132356

136904

141603

146464

151332

153796

 

APPENDIX “A”

** AC PAY NOTES

1.The pay increment period for full-time employees at the AC levels 1 to 5 is fifty-two (52) weeks. The pay increment period for employees working more than half-time but less than full-time is one hundred four (104) weeks. The pay increment period for employees working more than one third time but less than half-time is one hundred fifty-six (156) weeks.

2. (a) The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the AC classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the AC classification prior to the signing date of this Agreement remains unchanged.

(b) The pay increment date for a part-time employee shall be the first (1st) working day following the completion of the weeks specified in this section.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

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

(a) The exams referenced in Pay Note 4 are those exams prescribed by the Society of Actuaries (SOA) and the Canadian Institute of Actuaries (CIA). The exams do not have to be completed in sequential order; however, each element within the exam must be completed in order to be credited with an exam. The exams are listed in the table on the next page.

(b) Progression through the AC-1 pay scales will continue unhindered (see note 2) until the employee has reached the 5th increment. Advancement beyond the 5th increment is dependent on the employee having obtained three (3) exams. Once an employee has attained the 5th increment and has completed the requisite number of exams, progression through the AC-1 pay sales will continue unhindered (see note 2) until the employee has reached the 10th increment.

(c) Advancement beyond the 10th increment is dependent on the employee having obtained seven (7) exams, or becoming an Associate of the Society of Actuaries.

(d) If the employee obtains three (3) exams without having reached the 5th increment, the employee will then advance to the 5th increment and will be awarded one additional increment for each exam over three (3). Additional increments will be awarded retroactively to the date of the exam. At the discretion of the Employer, a newly hired AC-1 could be awarded additional increments for years of experience acquired.

(e) If the employee obtains seven (7) exams without having reached the 10th increment, the employee will advance to the 10th increment and will be awarded one (1) additional increment for each exam over seven (7). Additional increments will be awarded retroactively to the date of the exam. At the discretion of the Employer, a newly hired AC-1 could be awarded additional increments for years of experience acquired.

Table – SOA and CIA Exams

1

Exam P: Probability

2

Exam FM: Financial Mathematics and

 

VEE ECON: Validation by Educational Experience of Economics and

 

VEE CORPFIN: Corporate Finance

3

Exam MLC: Models for Life Contingencies

4

Exam MFE: Models for Financial Economics

5

Exam C: Construction and Evaluation of Actuarial Models and

 

VEE APPSTATS: Applied Statistics

6

FAP MOD 1 to MOD 5: Fundamentals of Actuarial Practice Models 1 to 5 and

 

FAP Exam 1: Interim Assessment

7

FAP MOD 6 to MOD 8: Modules 6 to 8 and

 

FAP Exam 2: Final Assessment and

 

APC: Associateship Professionalism Course

8

FSA Modules (3 Fellowship Modules) and

 

FSA MOD DMAC: Module Decision Making and Communication

9

Exam DP: Design & Pricing

10

Exam CSP: Company/Sponsor Perspective

 

** APPENDIX “A”

AU – AUDITING
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

AU Developmental

       

From:

$

46579

to

59971

To:

A

47162

to

60721

 

B

47752

to

61481

 

C

48946

to

63019

 

D

49558

to

63807

 

E

50178

to

64605

 

AU-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

55394

57675

59971

62265

64563

66859

69158

72532

To:

A

56087

58396

60721

63044

65371

67695

70023

73439

 

B

56789

59126

61481

63833

66189

68542

70899

74357

 

C

58209

60605

63019

65429

67844

70256

72672

76216

 

D

58937

61363

63807

66247

68693

71135

73581

77169

 

E

59674

62131

64605

67076

69552

72025

74501

78134

 

AU-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

66031

68302

70572

72846

75115

77386

79654

84616

To:

A

66857

69156

71455

73757

76054

78354

80650

85674

 

B

67693

70021

72349

74679

77005

79334

81659

86745

 

C

69386

71772

74158

76546

78931

81318

83701

88914

 

D

70254

72670

75085

77503

79918

82335

84748

90026

 

E

71133

73579

76024

78472

80917

83365

85808

91152

 

AU-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

75679

78509

81203

83892

86583

89272

91962

To:

A

76625

79491

82219

84941

87666

90388

93112

 

B

77583

80485

83247

86003

88762

91518

94276

 

C

79523

82498

85329

88154

90982

93806

96633

 

D

80518

83530

86396

89256

92120

94979

97841

 

E

81525

84575

87476

90372

93272

96167

99065

 

AU-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

85372

88463

91501

94543

97589

100630

103674

To:

A

86440

89569

92645

95725

98809

101888

104970

 

B

87521

90689

93804

96922

100045

103162

106283

 

C

89710

92957

96150

99346

102547

105742

108941

 

D

90832

94119

97352

100588

103829

107064

110303

 

E

91968

95296

98569

101846

105127

108403

111682

 

AU-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

94964

98057

101149

104240

107333

110421

113509

To:

A

96152

99283

102414

105543

108675

111802

114928

 

B

97354

100525

103695

106863

110034

113200

116365

 

C

99788

103039

106288

109535

112785

116030

119275

 

D

101036

104327

107617

110905

114195

117481

120766

 

E

102299

105632

108963

112292

115623

118950

122276

 

AU-6

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

104213

107647

111083

114523

117961

121398

124834

To:

A

105516

108993

112472

115955

119436

122916

126395

 

B

106835

110356

113878

117405

120929

124453

127975

 

C

109506

113115

116725

120341

123953

127565

131175

 

D

110875

114529

118185

121846

125503

129160

132815

 

E

112261

115961

119663

123370

127072

130775

134476

 

 

APPENDIX “A”

** AU PAY NOTES

1.The pay increment period for full-time and part-time employees at the AU levels 1 to 6 is fifty-two (52) weeks.

2.The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the AU classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the AU classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. For employees in the AU DEV scale of rates, refer to Pay Increment and Pay Adjustment Administration for Developmental Scale of Rates at the end of Appendix “A”.

** APPENDIX “A”

CH – CHEMISTRY GROUP
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

CH-1

       

(3)

(4)

(5)

(6)

(7)

From:

$

33935

to

47213

50297

52555

54811

57071

59328

To:

A

34360

to

47804

50926

53212

55497

57785

60070

 

B

34790

to

48402

51563

53878

56191

58508

60821

 

C

35660

to

49613

52853

55225

57596

59971

62342

 

D

36106

to

50234

53514

55916

58316

60721

63122

 

E

36558

to

50862

54183

56615

59045

61481

63912

 

CH-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

55389

58110

60834

63557

66295

69008

71588

75356

79126

To:

A

56082

58837

61595

64352

67124

69871

72483

76298

80116

 

B

56784

59573

62365

65157

67964

70745

73390

77252

81118

 

C

58204

61063

63925

66786

69664

72514

75225

79184

83146

 

D

58932

61827

64725

67621

70535

73421

76166

80174

84186

 

E

59669

62600

65535

68467

71417

74339

77119

81177

85239

 

CH-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

66537

69812

73085

76363

79630

82906

86180

88025

91298

To:

A

67369

70685

73999

77318

80626

83943

87258

89126

92440

 

B

68212

71569

74924

78285

81634

84993

88349

90241

93596

 

C

69918

73359

76798

80243

83675

87118

90558

92498

95936

 

D

70792

74276

77758

81247

84721

88207

91690

93655

97136

 

E

71677

75205

78730

82263

85781

89310

92837

94826

98351

 

CH-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

79967

83628

87011

90387

93764

97143

100520

To:

A

80967

84674

88099

91517

94937

98358

101777

 

B

81980

85733

89201

92661

96124

99588

103050

 

C

84030

87877

91432

94978

98528

102078

105627

 

D

85081

88976

92575

96166

99760

103354

106948

 

E

86145

90089

93733

97369

101007

104646

108285

 

CH-5

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

92444

96416

100395

104371

108344

112322

To:

A

93600

97622

101650

105676

109699

113727

 

B

94770

98843

102921

106997

111071

115149

 

C

97140

101315

105495

109672

113848

118028

 

D

98355

102582

106814

111043

115272

119504

 

E

99585

103865

108150

112432

116713

120998

 

APPENDIX “A”

** CH PAY NOTES

1. The pay increment period for full-time and part-time employees at the CH levels 1 to 5 other than those paid in that part of the CH-1 scale of rates between steps 1 and 2 is fifty-two (52) weeks.

2. The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the CH classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the CH classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. For employees in the CH-1 scale of rates between steps 1 and 2, refer to Pay Increment and Pay Adjustment Administration for Developmental Scale of Rates at the end of Appendix “A”.

** APPENDIX “A”

CO – COMMERCE
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

CO-DEV

       

From:

$

27649

to

61293

To:

A

27995

to

62060

 

B

28345

to

62836

 

C

29054

to

64407

 

D

29418

to

65213

 

E

29786

to

66029

 

CO-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

51423

53852

56277

58710

61126

63564

65988

68415

70839

To:

A

52066

54526

56981

59444

61891

64359

66813

69271

71725

 

B

52717

55208

57694

60188

62665

65164

67649

70137

72622

 

C

54035

56589

59137

61693

64232

66794

69341

71891

74438

 

D

54711

57297

59877

62465

65035

67629

70208

72790

75369

 

E

55395

58014

60626

63246

65848

68475

71086

73700

76312

 

CO-1

 

(10)

From:

$

73267

To:

A

74183

 

B

75111

 

C

76989

 

D

77952

 

E

78927

 

CO-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

67032

70524

74017

77511

80994

84490

87974

91475

94962

To:

A

67870

71406

74943

78480

82007

85547

89074

92619

96150

 

B

68719

72299

75880

79461

83033

86617

90188

93777

97352

 

C

70437

74107

77777

81448

85109

88783

92443

96122

99786

 

D

71318

75034

78750

82467

86173

89893

93599

97324

101034

 

E

72210

75972

79735

83498

87251

91017

94769

98541

102297

 

CO-2

 

(10)

(11)

From:

$

98453

101939

To:

A

99684

103214

 

B

100931

104505

 

C

103455

107118

 

D

104749

108457

 

E

106059

109813

 

CO-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

82158

86047

89932

93819

97704

101588

105241

108898

112551

To:

A

83185

87123

91057

94992

98926

102858

106557

110260

113958

 

B

84225

88213

92196

96180

100163

104144

107889

111639

115383

 

C

86331

90419

94501

98585

102668

106748

110587

114430

118268

 

D

87411

91550

95683

99818

103952

108083

111970

115861

119747

 

E

88504

92695

96880

101066

105252

109435

113370

117310

121244

 

CO-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

93799

98044

102249

106204

110149

114103

118052

122003

To:

A

94972

99270

103528

107532

111526

115530

119528

123529

 

B

96160

100511

104823

108877

112921

116975

121023

125074

 

C

98564

103024

107444

111599

115745

119900

124049

128201

 

D

99797

104312

108788

112994

117192

121399

125600

129804

 

E

101045

105616

110148

114407

118657

122917

127170

131427

 

APPENDIX “A”

** CO PAY NOTES

1.(a) The pay increment period for full-time employees at the CO levels 1 to 4 is fifty-two (52) weeks.

(b) Except for CO-DEV a part-time employee shall be eligible to receive a pay increment when the employee has worked a total of fifty two (52) weeks at the straight-time hourly rate of pay during a period of employment provided that the maximum rate for the employee’s level is not exceeded.

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

(b) The pay increment date for a part-time employee shall be the first (1st) working day following the completion of the weeks specified in this section.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. For employees in the CO-DEV scale of rates, refer to Pay Increment and Pay Adjustment Administration for Developmental Scale of Rates at the end of Appendix “A”.

** APPENDIX “A”

CS – COMPUTER SYSTEMS
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

CS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

55307

57287

59254

61224

63186

65155

67125

69088

To:

A

55999

58004

59995

61990

63976

65970

67965

69952

 

B

56699

58730

60745

62765

64776

66795

68815

70827

 

C

58117

60199

62264

64335

66396

68465

70536

72598

 

D

58844

60952

63043

65140

67226

69321

71418

73506

 

E

59580

61714

63832

65955

68067

70188

72311

74425

 

CS-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

66276

68399

70521

72646

74769

76892

79013

81134

To:

A

67105

69254

71403

73555

75704

77854

80001

82149

 

B

67944

70120

72296

74475

76651

78828

81002

83176

 

C

69643

71873

74104

76337

78568

80799

83028

85256

 

D

70514

72772

75031

77292

79551

81809

84066

86322

 

E

71396

73682

75969

78259

80546

82832

85117

87402

 

CS-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

78442

81136

83837

86535

89232

91932

94627

97324

To:

A

79423

82151

84885

87617

90348

93082

95810

98541

 

B

80416

83178

85947

88713

91478

94246

97008

99773

 

C

82427

85258

88096

90931

93765

96603

99434

102268

 

D

83458

86324

89198

92068

94938

97811

100677

103547

 

E

84502

87404

90313

93219

96125

99034

101936

104842

 

CS-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

89992

93089

96177

99271

102362

105453

108547

111641

To:

A

91117

94253

97380

100512

103642

106772

109904

113037

 

B

92256

95432

98598

101769

104938

108107

111278

114450

 

C

94563

97818

101063

104314

107562

110810

114060

117312

 

D

95746

99041

102327

105618

108907

112196

115486

118779

 

E

96943

100280

103607

106939

110269

113599

116930

120264

 

CS-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

103770

107620

111467

115321

119170

123021

126874

130721

134571

To:

A

105068

108966

112861

116763

120660

124559

128460

132356

136254

 

B

106382

110329

114272

118223

122169

126116

130066

134011

137958

 

C

109042

113088

117129

121179

125224

129269

133318

137362

141407

 

D

110406

114502

118594

122694

126790

130885

134985

139080

143175

 

E

111787

115934

120077

124228

128375

132522

136673

140819

144965

 

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP
WEEKLY, DAILY and HOURLY RATES OF PAY
DECEMBER 22, 2014

CS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

55999

58004

59995

61990

63976

65970

67965

69952

 

Weekly

 

1073.27

1111.70

1149.86

1188.09

1226.16

1264.37

1302.61

1340.69

 

Daily

 

214.65

222.34

229.97

237.62

245.23

252.87

260.52

268.14

 

Hourly

 

28.62

29.65

30.66

31.68

32.70

33.72

34.74

35.75

 

 

CS-2

                   

Annual

$

67105

69254

71403

73555

75704

77854

80001

82149

 

Weekly

 

1286.13

1327.32

1368.50

1409.75

1450.94

1492.14

1533.29

1574.46

 

Daily

 

257.23

265.46

273.70

281.95

290.19

298.43

306.66

314.89

 

Hourly

 

34.30

35.40

36.49

37.59

38.69

39.79

40.89

41.99

 

 

CS-3

                   

Annual

$

79423

82151

84885

87617

90348

93082

95810

98541

 

Weekly

 

1522.21

1574.50

1626.90

1679.26

1731.60

1784.00

1836.28

1888.63

 

Daily

 

304.44

314.90

325.38

335.85

346.32

356.80

367.26

377.73

 

Hourly

 

40.59

41.99

43.38

44.78

46.18

47.57

48.97

50.36

 

 

CS-4

                   

Annual

$

91117

94253

97380

100512

103642

106772

109904

113037

 

Weekly

 

1746.34

1806.44

1866.38

1926.40

1986.39

2046.38

2106.41

2166.46

 

Daily

 

349.27

361.29

373.28

385.28

397.28

409.28

421.28

433.29

 

Hourly

 

46.57

48.17

49.77

51.37

52.97

54.57

56.17

57.77

 

 

CS-5

                   

Annual

$

105068

108966

112861

116763

120660

124559

128460

132356

136254

Weekly

 

2013.72

2088.43

2163.08

2237.87

2312.56

2387.29

2462.05

2536.72

2611.43

Daily

 

402.74

417.69

432.62

447.57

462.51

477.46

492.41

507.34

522.29

Hourly

 

53.70

55.69

57.68

59.68

61.67

63.66

65.65

67.65

69.64

 

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP
WEEKLY, DAILY and HOURLY RATES OF PAY
DECEMBER 22, 2015

CS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

56699

58730

60745

62765

64776

66795

68815

70827

 

Weekly

 

1086.69

1125.61

1164.23

1202.95

1241.49

1280.19

1318.90

1357.46

 

Daily

 

217.34

225.12

232.85

240.59

248.30

256.04

263.78

271.49

 

Hourly

 

28.98

30.02

31.05

32.08

33.11

34.14

35.17

36.20

 

 

CS-2

                   

Annual

$

67944

70120

72296

74475

76651

78828

81002

83176

 

Weekly

 

1302.21

1343.91

1385.62

1427.38

1469.09

1510.81

1552.48

1594.14

 

Daily

 

260.44

268.78

277.12

285.48

293.82

302.16

310.50

318.83

 

Hourly

 

34.73

35.84

36.95

38.06

39.18

40.29

41.40

42.51

 

 

CS-3

                   

Annual

$

80416

83178

85947

88713

91478

94246

97008

99773

 

Weekly

 

1541.25

1594.18

1647.25

1700.26

1753.26

1806.31

1859.25

1912.24

 

Daily

 

308.25

318.84

329.45

340.05

350.65

361.26

371.85

382.45

 

Hourly

 

41.10

42.51

43.93

45.34

46.75

48.17

49.58

50.99

 

 

CS-4

                   

Annual

$

92256

95432

98598

101769

104938

108107

111278

114450

 

Weekly

 

1768.17

1829.04

1889.72

1950.49

2011.23

2071.97

2132.74

2193.54

 

Daily

 

353.63

365.81

377.94

390.10

402.25

414.39

426.55

438.71

 

Hourly

 

47.15

48.77

50.39

52.01

53.63

55.25

56.87

58.49

 

 

CS-5

                   

Annual

$

106382

110329

114272

118223

122169

126116

130066

134011

137958

Weekly

 

2038.91

2114.55

2190.13

2265.85

2341.48

2417.13

2492.83

2568.44

2644.09

Daily

 

407.78

422.91

438.03

453.17

468.30

483.43

498.57

513.69

528.82

Hourly

 

54.37

56.39

58.40

60.42

62.44

64.46

66.48

68.49

70.51

 

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP
WEEKLY, DAILY and HOURLY RATES OF PAY
DECEMBER 22, 2016

CS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

58844

60952

63043

65140

67226

69321

71418

73506

 

Weekly

 

1127.80

1168.20

1208.28

1248.47

1288.45

1328.60

1368.79

1408.81

 

Daily

 

225.56

233.64

241.66

249.69

257.69

265.72

273.76

281.76

 

Hourly

 

30.07

31.15

32.22

33.29

34.36

35.43

36.50

37.57

 

 

CS-2

                   

Annual

$

70514

72772

75031

77292

79551

81809

84066

86322

 

Weekly

 

1351.46

1394.74

1438.04

1481.37

1524.67

1567.94

1611.20

1654.44

 

Daily

 

270.29

278.95

287.61

296.27

304.93

313.59

322.24

330.89

 

Hourly

 

36.04

37.19

38.35

39.50

40.66

41.81

42.97

44.12

 

 

CS-3

                   

Annual

$

83458

86324

89198

92068

94938

97811

100677

103547

 

Weekly

 

1599.55

1654.48

1709.56

1764.57

1819.57

1874.64

1929.57

1984.57

 

Daily

 

319.91

330.90

341.91

352.91

363.91

374.93

385.91

396.91

 

Hourly

 

42.65

44.12

45.59

47.06

48.52

49.99

51.46

52.92

 

 

CS-4

                   

Annual

$

95746

99041

102327

105618

108907

112196

115486

118779

 

Weekly

 

1835.06

1898.21

1961.19

2024.26

2087.30

2150.34

2213.39

2276.51

 

Daily

 

367.01

379.64

392.24

404.85

417.46

430.07

442.68

455.30

 

Hourly

 

48.93

50.62

52.30

53.98

55.66

57.34

59.02

60.71

 

 

CS-5

                   

Annual

$

110406

114502

118594

122694

126790

130885

134985

139080

143175

Weekly

 

2116.03

2194.53

2272.96

2351.54

2430.04

2508.53

2587.11

2665.59

2744.08

Daily

 

423.21

438.91

454.59

470.31

486.01

501.71

517.42

533.12

548.82

Hourly

 

56.43

58.52

60.61

62.71

64.80

66.89

68.99

71.08

73.18

 

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP
WEEKLY, DAILY and HOURLY RATES OF PAY
DECEMBER 22, 2017

CS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

59580

61714

63832

65955

68067

70188

72311

74425

 

Weekly

 

1141.90

1182.80

1223.40

1264.09

1304.57

1345.22

1385.91

1426.42

 

Daily

 

228.38

236.56

244.68

252.82

260.91

269.04

277.18

285.28

 

Hourly

 

30.45

31.54

32.62

33.71

34.79

35.87

36.96

38.04

 

 

CS-2

                   

Annual

$

71396

73682

75969

78259

80546

82832

85117

87402

 

Weekly

 

1368.37

1412.18

1456.01

1499.90

1543.74

1587.55

1631.34

1675.14

 

Daily

 

273.67

282.44

291.20

299.98

308.75

317.51

326.27

335.03

 

Hourly

 

36.49

37.66

38.83

40.00

41.17

42.33

43.50

44.67

 

 

CS-3

                   

Annual

$

84502

87404

90313

93219

96125

99034

101936

104842

 

Weekly

 

1619.56

1675.18

1730.93

1786.63

1842.32

1898.08

1953.70

2009.39

 

Daily

 

323.91

335.04

346.19

357.33

368.46

379.62

390.74

401.88

 

Hourly

 

43.19

44.67

46.16

47.64

49.13

50.62

52.10

53.58

 

 

CS-4

                   

Annual

$

96943

100280

103607

106939

110269

113599

116930

120264

 

Weekly

 

1858.00

1921.96

1985.72

2049.58

2113.40

2177.23

2241.07

2304.97

 

Daily

 

371.60

384.39

397.14

409.92

422.68

435.45

448.21

460.99

 

Hourly

 

49.55

51.25

52.95

54.66

56.36

58.06

59.76

61.47

 

 

CS-5

                   

Annual

$

111787

115934

120077

124228

128375

132522

136673

140819

144965

Weekly

 

2142.50

2221.98

2301.38

2380.94

2460.42

2539.90

2619.46

2698.92

2778.38

Daily

 

428.50

444.40

460.28

476.19

492.08

507.98

523.89

539.78

555.68

Hourly

 

57.13

59.25

61.37

63.49

65.61

67.73

69.85

71.97

74.09

 

APPENDIX “A”

** CS PAY NOTES

1.The pay increment period for full-time and part-time employees at the CS levels 1 to 5 is fifty-two (52) weeks.

2.The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the CS classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the CS classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

** APPENDIX “A”

ED-EDS – EDUCATION SERVICES SUB-GROUP
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

EDS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

63474

66784

69187

71584

73976

76373

To:

A

64268

67619

70052

72479

74901

77328

 

B

65072

68465

70928

73385

75838

78295

 

C

66699

70177

72702

75220

77734

80253

 

D

67533

71055

73611

76161

78706

81257

 

E

68378

71944

74532

77114

79690

82273

 

EDS-2

 

(1)

(2)

(3)

(4)

From:

$

76053

78434

80805

83175

To:

A

77004

79415

81816

84215

 

B

77967

80408

82839

85268

 

C

79917

82419

84910

87400

 

D

80916

83450

85972

88493

 

E

81928

84494

87047

89600

 

EDS-3

 

(1)

(2)

(3)

(4)

From:

$

81162

83727

86275

88826

To:

A

82177

84774

87354

89937

 

B

83205

85834

88446

91062

 

C

85286

87980

90658

93339

 

D

86353

89080

91792

94506

 

E

87433

90194

92940

95688

 

EDS-4

 

(1)

(2)

(3)

(4)

From:

$

87029

89664

92297

94927

To:

A

88117

90785

93451

96114

 

B

89219

91920

94620

97316

 

C

91450

94218

96986

99749

 

D

92594

95396

98199

100996

 

E

93752

96589

99427

102259

 

EDS-5

 

(1)

(2)

(3)

(4)

From:

$

93808

96690

99540

102390

To:

A

94981

97899

100785

103670

 

B

96169

99123

102045

104966

 

C

98574

101602

104597

107591

 

D

99807

102873

105905

108936

 

E

101055

104159

107229

110298

 

APPENDIX “A”

** ED-EDS SUB-GROUP PAY NOTES

1.The pay increment period for full-time and part-time employees at the ED-EDS levels 1 to 5 is fifty-two (52) weeks.

2.The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the ED-EDS classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the ED-EDS classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

 

** APPENDIX “A”

ED-LAT – LANGUAGE TEACHING SUB-GROUP
ANNUAL RATES OF PAY

THE SALARY TO BE PAID TO EMPLOYEES AT LEVELS ED-LAT –01 AND 02 SHALL BE DETERMINED AS FOLLOWS:

LANGUAGE TEACHING 1 EMPLOYEES WILL RECEIVE THE RATE ON THE GRID

DETERMINED BY THEIR EDUCATION AND EXPERIENCE

LANGUAGE TEACHING 2 EMPLOYEES WILL RECEIVE THE RATE ON THE GRID DETERMINED BY THEIR EDUCATION AND EXPERIENCE

PLUS THE SENIOR TEACHER’S ALLOWANCE

SENIOR TEACHER’S ALLOWANCE (LANGUAGE TEACHING LAT-02) – $4000 PER ANNUM

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

  LEVEL 1
TEACHING
EXPERIENCE

$

A

B

C

D

E

1

42519

43051

43590

44680

45239

45805

2

44401

44957

45519

46657

47241

47832

3

46293

46872

47458

48645

49254

49870

4

48190

48793

49403

50639

51272

51913

5

50073

50699

51333

52617

53275

53941

6

51967

52617

53275

54607

55290

55982

7

53859

54533

55215

56596

57304

58021

8

55754

56451

57157

58586

59319

60061

9

57641

58362

59092

60570

61328

62095

10

59537

60282

61036

62562

63345

64137

11

61423

62191

62969

64544

65351

66168

12

63322

64114

64916

66539

67371

68214

13

65221

66037

66863

68535

69392

70260

 

LEVEL 2
TEACHING
EXPERIENCE

$

A

B

C

D

E

1

48066

48667

49276

50508

51140

51780

2

50111

50738

51373

52658

53317

53984

3

52143

52795

53455

54792

55477

56171

4

54184

54862

55548

56937

57649

58370

5

56220

56923

57635

59076

59815

60563

6

58256

58985

59723

61217

61983

62758

7

60296

61050

61814

63360

64152

64954

8

62328

63108

63897

65495

66314

67143

9

64366

65171

65986

67636

68482

69339

10

66404

67235

68076

69778

70651

71535

11

68440

69296

70163

71918

72817

73728

12

70479

71360

72252

74059

74985

75923

13

72512

73419

74337

76196

77149

78114

14

74550

75482

76426

78337

79317

80309

 

LEVEL 3
TEACHING
EXPERIENCE

$

A

B

C

D

E

1

50777

51412

52055

53357

54024

54700

2

52815

53476

54145

55499

56193

56896

3

54847

55533

56228

57634

58355

59085

4

56890

57602

58323

59782

60530

61287

5

58923

59660

60406

61917

62691

63475

6

60962

61725

62497

64060

64861

65672

7

63001

63789

64587

66202

67030

67868

8

65036

65849

66673

68340

69195

70060

9

67075

67914

68763

70483

71365

72258

10

69113

69977

70852

72624

73532

74452

11

71150

72040

72941

74765

75700

76647

12

73187

74102

75029

76905

77867

78841

13

75221

76162

77115

79043

80032

81033

14

77262

78228

79206

81187

82202

83230

 

LEVEL 4
TEACHING
EXPERIENCE

$

A

B

C

D

E

1

54133

54810

55496

56884

57596

58316

2

56280

56984

57697

59140

59880

60629

3

58434

59165

59905

61403

62171

62949

4

60576

61334

62101

63654

64450

65256

5

62725

63510

64304

65912

66736

67571

6

64868

65679

66500

68163

69016

69879

7

67023

67861

68710

70428

71309

72201

8

69171

70036

70912

72685

73594

74514

9

71312

72204

73107

74935

75872

76821

10

73465

74384

75314

77197

78162

79140

11

75616

76562

77520

79458

80452

81458

12

77761

78734

79719

81712

82734

83769

13

79907

80906

81918

83966

85016

86079

14

82053

83079

84118

86221

87299

88391

 

APPENDIX “A”

ED-LAT SUB-GROUP
PAY NOTES

1. An employee is entitled to be paid at the rate of pay on the pay grid as determined by his or her education and experience.

2. Changes in rates of pay

a) Except as provided in notes (b), (c) and (d) below, in applying the new rates of pay an employee retains his or her step in the salary grid.

b) An employee shall be entitled to be paid on a higher rate in the range of rates for the education level in which he or she is being paid on the first Monday following the date on which the employee attains the requisite experience.

c) Notwithstanding the preceding paragraph, if, on April 1, 1999, an employee is moved from the first increment of the education level in which he or she is being paid to the second increment as a direct result of the first increment being deleted, the pay increment date of this employee shall be April 1 from then on.

d) It is up to the employee to submit to the Employer the documents proving that he or she has higher educational qualifications than those of the education level in which he or she is being paid, within ninety (90) days following the date of issuance of the official transcript of such additional qualifications. The employee shall be granted retroactive pay, if he or she meets the requirements, either from the date of issuance of the official transcript of additional qualifications if it is submitted within ninety (90) days or from the date the official transcript was submitted to the Employer, in all other cases.

e) It is the employee’s responsibility to submit to the Employer within ninety (90) days following the date on which he or she enters the public service all documents that will establish his or her rate of pay. No retroactive changes shall be made to his or her rate of pay after the prescribed ninety (90) day deadline.

3. Education levels

Education Level 1 (B.A.):

This level requires a Bachelor’s or equivalent degree recognized by a Canadian university. Education Level 2 (B.A. + 1):

Education Level 2 (B.A.):

a) this level requires an Honour’s Bachelor’s or equivalent degree recognized by a Canadian university,

or

b) Bachelor’s or equivalent degree recognized by a Canadian university plus one (1) further year of teacher education as defined in Note 5.

Education Level 3 (B.A. + 2):

a) this level requires an Honour’s Bachelor’s or equivalent degree recognized by a Canadian university, plus one (1) further year of teacher education as defined in Note 5,

or

b) a Bachelor’s or equivalent degree recognized by a Canadian university plus two (2) further years of teacher education as defined in Note 5.

Education Level 4 (B.A. + 3):

a) this level requires an Honour’s Bachelor’s or equivalent degree, recognized by a Canadian university plus two (2) further years of teacher education as defined in Note 5,

or

b) a Bachelor’s or equivalent degree recognized by a Canadian university plus three (3) further years of teacher education as defined in Note 5.

4. Experience

a) Within the pay range for each educational level, experience is recognized by the granting of one increment for each year of teaching experience prior to appointment. An employee with no experience will be appointed at the first rate in the range. For each year of experience after appointment, an employee will receive one additional increment provided that service has been satisfactory.

b) A full year of experience prior to appointment will be allowed for any of the following:

(i) any full academic year at an establishment, recognized or accredited by a school board or provincial Department of Education, that is, eight (8) months (university teaching), ten (10) months (elementary and secondary school teaching) or eleven (11) to twelve (12) months (government teaching or a recognized commercial school);

(ii) any portion of an academic year of six (6) months or more;

(iii) any portion of an academic year, in whole months, at an establishment recognized and accredited by a school board or provincial Department of Education, which total a full academic year, as defined in (i) above;

(iv) second language teaching at night school or on some other part-time basis in the amount of four hundred (400) hours at an establishment recognized and accredited by a school board or provincial Department of Education,

provided that, in all cases, no more than one (1) full year is credited during a twelve (12)-month calendar year.

c) Any service rendered by an employee on duties classified in the Education Group shall be used in determining the employee’s increment step on the LAT pay grid.

5. Miscellaneous

Teacher Education, for the purposes of this pay plan shall consist of any one or combination of the following:

a) A year of study resulting in a recognized teaching certificate or diploma.

b) A year of university study, completion of which is officially certified by an educational establishment, in any one of the following related fields: Anthropology, Social Communications, Education, History, Journalism, Linguistics (including courses in foreign languages and translation), Literature, Philosophy, Psychology, Political Science, Social Work, Sociology and Theology.

6. An employee appointed to a position in the Language-Teaching Sub-Group prior to November 22, 1988, will not have his or her Education Level lowered solely by the application of pay notes 3 and 5.

This provision will cease to apply to an employee when he or she leaves the Language Teaching Sub-Group.

** APPENDIX “A”

EN – ENGINEERING
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

EN-ENG-1

       

From:

$

42834

to

53123

To:

A

43370

to

53788

 

B

43913

to

54461

 

C

45011

to

55823

 

D

45574

to

56521

 

E

46144

to

57228

 

EN-ENG-2

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

53380

55611

58009

60234

62463

64696

To:

A

54048

56307

58735

60987

63244

65505

 

B

54724

57011

59470

61750

64035

66324

 

C

56093

58437

60957

63294

65636

67983

 

D

56795

59168

61719

64086

66457

68833

 

E

57505

59908

62491

64888

67288

69694

 

EN-ENG-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

64489

67203

69997

72787

75568

78359

81149

83937

To:

A

65296

68044

70872

73697

76513

79339

82164

84987

 

B

66113

68895

71758

74619

77470

80331

83192

86050

 

C

67766

70618

73552

76485

79407

82340

85272

88202

 

D

68614

71501

74472

77442

80400

83370

86338

89305

 

E

69472

72395

75403

78411

81405

84413

87418

90422

 

EN-ENG-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

75763

78787

81813

84840

87872

90898

93927

To:

A

76711

79772

82836

85901

88971

92035

95102

 

B

77670

80770

83872

86975

90084

93186

96291

 

C

79612

82790

85969

89150

92337

95516

98699

 

D

80608

83825

87044

90265

93492

96710

99933

 

E

81616

84873

88133

91394

94661

97919

101183

 

EN-ENG-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

86878

90415

93930

97467

100998

104539

108078

To:

A

87964

91546

95105

98686

102261

105846

109429

 

B

89064

92691

96294

99920

103540

107170

110797

 

C

91291

95009

98702

102418

106129

109850

113567

 

D

92433

96197

99936

103699

107456

111224

114987

 

E

93589

97400

101186

104996

108800

112615

116425

 

EN-ENG-6

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

97273

101026

104776

108533

112286

116041

119795

To:

A

98489

102289

106086

109890

113690

117492

121293

 

B

99721

103568

107413

111264

115112

118961

122810

 

C

102215

106158

110099

114046

117990

121936

125881

 

D

103493

107485

111476

115472

119465

123461

127455

 

E

104787

108829

112870

116916

120959

125005

129049

 

APPENDIX “A”

** EN-ENG PAY NOTES

1.(a) The pay increment period for full-time employees at the EN-ENG levels 2 to 6 is fifty-two (52) weeks.

(b) Part-time employees at the EN-ENG levels 2 to 6 shall be eligible to receive a pay increment when the employee has worked a total of fifty-two (52) weeks at the hourly rate of pay provided that the maximum rate for the employee’s level is not exceeded.

2.The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the EN classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the EN classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. For employees in the EN-ENG-1 scale of rates, refer to Pay Increment and Pay Adjustment Administration for Developmental Scale of Rates at the end of Appendix “A”.

** APPENDIX “A”

ES – ECONOMICS, SOCIOLOGY AND STATISTICS
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

ES-1

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

47293

48949

50663

52435

55005

57576

To:

A

47885

49561

51297

53091

55693

58296

 

B

48484

50181

51939

53755

56390

59025

 

C

49697

51436

53238

55099

57800

60501

 

D

50319

52079

53904

55788

58523

61258

 

E

50948

52730

54578

56486

59255

62024

 

ES-2

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

53445

54761

56088

58053

60692

63330

To:

A

54114

55446

56790

58779

61451

64122

 

B

54791

56140

57500

59514

62220

64924

 

C

56161

57544

58938

61002

63776

66548

 

D

56864

58264

59675

61765

64574

67380

 

E

57575

58993

60421

62538

65382

68223

 

ES-3

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

62924

65292

67493

69861

73042

76220

To:

A

63711

66109

68337

70735

73956

77173

 

B

64508

66936

69192

71620

74881

78138

 

C

66121

68610

70922

73411

76754

80092

 

D

66948

69468

71809

74329

77714

81094

 

E

67785

70337

72707

75259

78686

82108

 

ES-4

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

75297

78060

80446

83075

86855

90635

To:

A

76239

79036

81452

84114

87941

91768

 

B

77192

80024

82471

85166

89041

92916

 

C

79122

82025

84533

87296

91268

95239

 

D

80112

83051

85590

88388

92409

96430

 

E

81114

84090

86660

89493

93565

97636

 

ES-5

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

85564

88197

91286

94570

98872

103178

To:

A

86634

89300

92428

95753

100108

104468

 

B

87717

90417

93584

96950

101360

105774

 

C

89910

92678

95924

99374

103894

108419

 

D

91034

93837

97124

100617

105193

109775

 

E

92172

95010

98339

101875

106508

111148

 

ES-6

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

96227

99649

102657

105770

110582

115393

To:

A

97430

100895

103941

107093

111965

116836

 

B

98648

102157

105241

108432

113365

118297

 

C

101115

104711

107873

111143

116200

121255

 

D

102379

106020

109222

112533

117653

122771

 

E

103659

107346

110588

113940

119124

124306

 

ES-7

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

105308

108337

111339

114487

119699

124909

To:

A

106625

109692

112731

115919

121196

126471

 

B

107958

111064

114141

117368

122711

128052

 

C

110657

113841

116995

120303

125779

131254

 

D

112041

115265

118458

121807

127352

132895

 

E

113442

116706

119939

123330

128944

134557

 

ES-8

       

From:

$

110675

to

133674

To:

A

112059

to

135345

 

B

113460

to

137037

 

C

116297

to

140463

 

D

117751

to

142219

 

E

119223

to

143997

 

APPENDIX “A”

** ES PAY NOTES

1.The pay increment period for full-time employees at the ES levels 1 to 8 is fifty-two (52) weeks. Part-time employees shall be eligible to receive a pay increment when the employee has worked a total of fifty-two (52) weeks at the hourly rate of pay provided that the maximum rate for the employee’s level is not exceeded.

2.The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the ES classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the ES classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. 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.

 

** APPENDIX “A”

FI – FINANCIAL MANAGEMENT
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

FI-DEVELOPMENTAL

       

From:

$

27127

to

51812

To:

A

27467

to

52460

 

B

27811

to

53116

 

C

28507

to

54444

 

D

28864

to

55125

 

E

29225

to

55815

 

FI-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

50733

53079

55427

57770

60115

62465

64813

67156

69773

To:

A

51368

53743

56120

58493

60867

63246

65624

67996

70646

 

B

52011

54415

56822

59225

61628

64037

66445

68846

71530

 

C

53312

55776

58243

60706

63169

65638

68107

70568

73319

 

D

53979

56474

58972

61465

63959

66459

68959

71451

74236

 

E

54654

57180

59710

62234

64759

67290

69821

72345

75164

 

FI-1

 

(10)

From:

$

72390

To:

A

73295

 

B

74212

 

C

76068

 

D

77019

 

E

77982

 

FI-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

61754

64621

67487

70351

73218

76083

78946

82131

85318

To:

A

62526

65429

68331

71231

74134

77035

79933

83158

86385

 

B

63308

66247

69186

72122

75061

77998

80933

84198

87465

 

C

64891

67904

70916

73926

76938

79948

82957

86303

89652

 

D

65703

68753

71803

74851

77900

80948

83994

87382

90773

 

E

66525

69613

72701

75787

78874

81960

85044

88475

91908

 

FI-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

 

From:

$

78143

81429

84725

88012

91303

94959

98620

102281

 

To:

A

79120

82447

85785

89113

92445

96146

99853

103560

 
 

B

80109

83478

86858

90227

93601

97348

101102

104855

 
 

C

82112

85565

89030

92483

95942

99782

103630

107477

 
 

D

83139

86635

90143

93640

97142

101030

104926

108821

 
 

E

84179

87718

91270

94811

98357

102293

106238

110182

 

 

FI-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

87269

90971

94676

98385

102092

106206

110319

114430

To:

A

88360

92109

95860

99615

103369

107534

111698

115861

 

B

89465

93261

97059

100861

104662

108879

113095

117310

 

C

91702

95593

99486

103383

107279

111601

115923

120243

 

D

92849

96788

100730

104676

108620

112997

117373

121747

 

E

94010

97998

101990

105985

109978

114410

118841

123269

 

 

APPENDIX “A”

** FI PAY NOTES

1.(a) The pay increment period for full-time and part-time employees at the FI levels 1 to 4 is fifty-two (52) weeks.

(b) Part-time employees shall be eligible to receive a pay increment when the employee has worked a total of fifty-two (52) weeks at the hourly rate of pay provided that the maximum rate for the employee’s level is not exceeded.

2.The pay increment date for a full-time employee, appointed on or after date of signing of this Agreement, to a position in the FI classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the FI classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. For employees in the FI-Development scale of rates, refer to Pay Increment and Pay Adjustment Administration for Developmental Scale of Rates at the end of Appendix “A”.

** APPENDIX “A”

LS – LIBRARY SCIENCE
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

LS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

56654

58411

60165

61924

63675

65429

67187

68942

70700

To:

A

57363

59142

60918

62699

64471

66247

68027

69804

71584

 

B

58081

59882

61680

63483

65277

67076

68878

70677

72479

 

C

59534

61380

63222

65071

66909

68753

70600

72444

74291

 

D

60279

62148

64013

65885

67746

69613

71483

73350

75220

 

E

61033

62925

64814

66709

68593

70484

72377

74267

76161

 

LS-2

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

62652

64716

66781

68845

70915

72986

To:

A

63436

65525

67616

69706

71802

73899

 

B

64229

66345

68462

70578

72700

74823

 

C

65835

68004

70174

72343

74518

76694

 

D

66658

68855

71052

73248

75450

77653

 

E

67492

69716

71941

74164

76394

78624

 

LS-3

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

73286

75642

77993

80346

82702

85056

To:

A

74203

76588

78968

81351

83736

86120

 

B

75131

77546

79956

82368

84783

87197

 

C

77010

79485

81955

84428

86903

89377

 

D

77973

80479

82980

85484

87990

90495

 

E

78948

81485

84018

86553

89090

91627

 

LS-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

75876

78609

81342

84081

86818

89550

92287

To:

A

76825

79592

82359

85133

87904

90670

93441

 

B

77786

80587

83389

86198

89003

91804

94610

 

C

79731

82602

85474

88353

91229

94100

96976

 

D

80728

83635

86543

89458

92370

95277

98189

 

E

81738

84681

87625

90577

93525

96468

99417

 

LS-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

91481

94477

97467

100454

103450

106444

109437

To:

A

92625

95658

98686

101710

104744

107775

110805

 

B

93783

96854

99920

102982

106054

109123

112191

 

C

96128

99276

102418

105557

108706

111852

114996

 

D

97330

100517

103699

106877

110065

113251

116434

 

E

98547

101774

104996

108213

111441

114667

117890

 

 

APPENDIX “A”

** LS PAY NOTES

1. The pay increment period for full-time and part-time employees at the LS levels 1 to 5 is fifty-two (52) weeks.

2. The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the LS classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the LS classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

 

** APPENDIX “A”

MG-AFS – MANAGEMENT
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

MG-AFS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

52227

53919

55663

57468

59331

61253

63236

65282

67332

To:

A

52880

54593

56359

58187

60073

62019

64027

66099

68174

 

B

53541

55276

57064

58915

60824

62795

64828

66926

69027

 

C

54880

56658

58491

60388

62345

64365

66449

68600

70753

 

D

55566

57367

59223

61143

63125

65170

67280

69458

71638

 

E

56261

58085

59964

61908

63915

65985

68121

70327

72534

 

MG-AFS-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

57113

58965

60872

62847

64882

66984

69151

71392

73633

To:

A

57827

59703

61633

63633

65694

67822

70016

72285

74554

 

B

58550

60450

62404

64429

66516

68670

70892

73189

75486

 

C

60014

61962

63965

66040

68179

70387

72665

75019

77374

 

D

60765

62737

64765

66866

69032

71267

73574

75957

78342

 

E

61525

63522

65575

67702

69895

72158

74494

76907

79322

 

MG-AFS-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

61428

63418

65473

67593

69782

72043

74377

76785

79193

To:

A

62196

64211

66292

68438

70655

72944

75307

77745

80183

 

B

62974

65014

67121

69294

71539

73856

76249

78717

81186

 

C

64549

66640

68800

71027

73328

75703

78156

80685

83216

 

D

65356

67473

69660

71915

74245

76650

79133

81694

84257

 

E

66173

68317

70531

72814

75174

77609

80123

82716

85311

 

MG-AFS-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

65290

67785

70376

73061

75853

78751

81758

84880

87999

To:

A

66107

68633

71256

73975

76802

79736

82780

85941

89099

 

B

66934

69491

72147

74900

77763

80733

83815

87016

90213

 

C

68608

71229

73951

76773

79708

82752

85911

89192

92469

 

D

69466

72120

74876

77733

80705

83787

86985

90307

93625

 

E

70335

73022

75812

78705

81714

84835

88073

91436

94796

 

MG-AFS-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

78324

81316

84423

87647

90994

94468

98075

101820

105567

To:

A

79304

82333

85479

88743

92132

95649

99301

103093

106887

 

B

80296

83363

86548

89853

93284

96845

100543

104382

108224

 

C

82304

85448

88712

92100

95617

99267

103057

106992

110930

 

D

83333

86517

89821

93252

96813

100508

104346

108330

112317

 

E

84375

87599

90944

94418

98024

101765

105651

109685

113721

 

MG-AFS-6

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

86068

89357

92769

96313

99991

103811

107774

111889

116006

To:

A

87144

90474

93929

97517

101241

105109

109122

113288

117457

 

B

88234

91605

95104

98736

102507

106423

110487

114705

118926

 

C

90440

93896

97482

101205

105070

109084

113250

117573

121900

 

D

91571

95070

98701

102471

106384

110448

114666

119043

123424

 

E

92716

96259

99935

103752

107714

111829

116100

120532

124967

 

APPENDIX “A”

** MG-AFS PAY NOTES

1. The pay increment period for full-time and part-time employees at the MG-AFS levels 1 to 6 is fifty-two (52) weeks.

2. The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the MG-AFS classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the MG-AFS classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

 

** APPENDIX “A”

PC – PHYSICAL SCIENCES
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

PC-1

       

(3)

(4)

(5)

(6)

(7)

From:

$

33561

to

55076

57409

59784

62152

64527

66903

To:

A

33981

to

55765

58127

60532

62929

65334

67740

 

B

34406

to

56463

58854

61289

63716

66151

68587

 

C

35267

to

57875

60326

62822

65309

67805

70302

 

D

35708

to

58599

61081

63608

66126

68653

71181

 

E

36155

to

59332

61845

64404

66953

69512

72071

 

PC-2

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

65552

68153

70740

73340

75931

78523

To:

A

66372

69005

71625

74257

76881

79505

 

B

67202

69868

72521

75186

77843

80499

 

C

68883

71615

74335

77066

79790

82512

 

D

69745

72511

75265

78030

80788

83544

 

E

70617

73418

76206

79006

81798

84589

 

PC-3

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

78985

81981

84995

87988

90991

93990

To:

A

79973

83006

86058

89088

92129

95165

 

B

80973

84044

87134

90202

93281

96355

 

C

82998

86146

89313

92458

95614

98764

 

D

84036

87223

90430

93614

96810

99999

 

E

85087

88314

91561

94785

98021

101249

 

PC-4

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

91513

94713

97915

101118

104319

107521

To:

A

92657

95897

99139

102382

105623

108866

 

B

93816

97096

100379

103662

106944

110227

 

C

96162

99524

102889

106254

109618

112983

 

D

97365

100769

104176

107583

110989

114396

 

E

98583

102029

105479

108928

112377

115826

 

PC-5

 

(1)

(2)

(3)

(4)

(5)

From:

$

103096

106635

110189

113744

117296

To:

A

104385

107968

111567

115166

118763

 

B

105690

109318

112962

116606

120248

 

C

108333

112051

115787

119522

123255

 

D

109688

113452

117235

121017

124796

 

E

111060

114871

118701

122530

126356

 

APPENDIX “A”

** PC PAY NOTES

1. The pay increment period for full-time and part-time employees at the PC levels 1 to 5 other than those paid in that part of the PC-1 scale of rates between steps 1 and 2 is fifty-two (52) weeks.

2. The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the PC classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the PC classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. For employees in the PC-1 scale of rates between steps 1 and 2, refer to Pay Increment and Pay Adjustment Administration for Developmental Scale of Rates at the end of Appendix “A”.

 

** APPENDIX “A”

PS – PSYCHOLOGY
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

PS-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

45501

47576

49659

51734

53817

55895

57976

60063

62147

To:

A

46070

48171

50280

52381

54490

56594

58701

60814

62924

 

B

46646

48774

50909

53036

55172

57302

59435

61575

63711

 

C

47813

49994

52182

54362

56552

58735

60921

63115

65304

 

D

48411

50619

52835

55042

57259

59470

61683

63904

66121

 

E

49017

51252

53496

55731

57975

60214

62455

64703

66948

 

PS-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

58751

61351

63951

66555

69153

71760

74360

76961

To:

A

59486

62118

64751

67387

70018

72657

75290

77924

 

B

60230

62895

65561

68230

70894

73566

76232

78899

 

C

61736

64468

67201

69936

72667

75406

78138

80872

 

D

62508

65274

68042

70811

73576

76349

79115

81883

 

E

63290

66090

68893

71697

74496

77304

80104

82907

 

PS-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

69063

72045

75029

78006

81000

83992

86985

To:

A

69927

72946

75967

78982

82013

85042

88073

 

B

70802

73858

76917

79970

83039

86106

89174

 

C

72573

75705

78840

81970

85115

88259

91404

 

D

73481

76652

79826

82995

86179

89363

92547

 

E

74400

77611

80824

84033

87257

90481

93704

 

PS-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

77640

81056

84468

87889

91305

94721

98137

To:

A

78611

82070

85524

88988

92447

95906

99364

 

B

79594

83096

86594

90101

93603

97105

100607

 

C

81584

85174

88759

92354

95944

99533

103123

 

D

82604

86239

89869

93509

97144

100778

104413

 

E

83637

87317

90993

94678

98359

102038

105719

 

PS-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

86998

90882

94773

98650

102350

105956

109562

To:

A

88086

92019

95958

99884

103630

107281

110932

 

B

89188

93170

97158

101133

104926

108623

112319

 

C

91418

95500

99587

103662

107550

111339

115127

 

D

92561

96694

100832

104958

108895

112731

116567

 

E

93719

97903

102093

106270

110257

114141

118025

 

 

APPENDIX “A”

** PS PAY NOTES

1. The pay increment period for full-time and part-time employees at the PS levels 1 to 5 is fifty-two (52) weeks.

2. The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the PS classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the PS classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

 

** APPENDIX “A”

SE – SCIENTIFIC RESEARCH
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

SUBGROUP: RESEARCH SCIENTIST

SE-RES-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

53344

56153

58959

61770

64575

67378

70187

72996

To:

A

54011

56855

59696

62543

65383

68221

71065

73909

 

B

54687

57566

60443

63325

66201

69074

71954

74833

 

C

56055

59006

61955

64909

67857

70801

73753

76704

 

D

56756

59744

62730

65721

68706

71687

74675

77663

 

E

57466

60491

63515

66543

69565

72584

75609

78634

 

SE-RES-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

66242

70364

74488

78616

82739

86857

90986

95108

99224

To:

A

67071

71244

75420

79599

83774

87943

92124

96297

100465

 

B

67910

72135

76363

80594

84822

89043

93276

97501

101721

 

C

69608

73939

78273

82609

86943

91270

95608

99939

104265

 

D

70479

74864

79252

83642

88030

92411

96804

101189

105569

 

E

71360

75800

80243

84688

89131

93567

98015

102454

106889

 

SE-RES-2

 

(10)

From:

$

103341

To:

A

104633

 

B

105941

 

C

108590

 

D

109948

 

E

111323

 

SE-RES-3

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

83712

87016

90320

93623

96929

100234

103537

106840

110144

To:

A

84759

88104

91449

94794

98141

101487

104832

108176

111521

 

B

85819

89206

92593

95979

99368

102756

106143

109529

112916

 

C

87965

91437

94908

98379

101853

105325

108797

112268

115739

 

D

89065

92580

96095

99609

103127

106642

110157

113672

117186

 

E

90179

93738

97297

100855

104417

107976

111534

115093

118651

 

SE-RES-3

 

(10)

From:

$

113453

To:

A

114872

 

B

116308

 

C

119216

 

D

120707

 

E

122216

 

SE-RES-4

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

100253

103921

107590

111259

114925

118592

122261

125929

To:

A

101507

105221

108935

112650

116362

120075

123790

127504

 

B

102776

106537

110297

114059

117817

121576

125338

129098

 

C

105346

109201

113055

116911

120763

124616

128472

132326

 

D

106663

110567

114469

118373

122273

126174

130078

133981

 

E

107997

111950

115900

119853

123802

127752

131704

135656

 

SE-RES-5

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

109771

113789

117806

121822

125841

129858

133873

137891

To:

A

111144

115212

119279

123345

127415

131482

135547

139615

 

B

112534

116653

120770

124887

129008

133126

137242

141361

 

C

115348

119570

123790

128010

132234

136455

140674

144896

 

D

116790

121065

125338

129611

133887

138161

142433

146708

 

E

118250

122579

126905

131232

135561

139889

144214

148542

 

 

SUBGROUP: RESEARCH MANAGER

 

SE-REM-1

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

85408

88715

92020

95321

98627

101929

105234

108539

111843

To:

A

86476

89824

93171

96513

99860

103204

106550

109896

113242

 

B

87557

90947

94336

97720

101109

104495

107882

111270

114658

 

C

89746

93221

96695

100163

103637

107108

110580

114052

117525

 

D

90868

94387

97904

101416

104933

108447

111963

115478

118995

 

E

92004

95567

99128

102684

106245

109803

113363

116922

120483

 

SE-REM-1

 

(10)

From:

$

115144

To:

A

116584

 

B

118042

 

C

120994

 

D

122507

 

E

124039

 

SE-REM-2

 

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

98484

101821

105159

108502

111843

115181

118521

121860

125198

To:

A

99716

103094

106474

109859

113242

116621

120003

123384

126763

 

B

100963

104383

107805

111233

114658

118079

121504

124927

128348

 

C

103488

106993

110501

114014

117525

121031

124542

128051

131557

 

D

104782

108331

111883

115440

118995

122544

126099

129652

133202

 

E

106092

109686

113282

116883

120483

124076

127676

131273

134868

 

SE-REM-2

 

(10)

From:

$

128542

To:

A

130149

 

B

131776

 

C

135071

 

D

136760

 

E

138470

 

APPENDIX “A”

SE PAY NOTES

PAY INCREMENT

1. The pay increment period for full-time and part-time employees is twelve (12) months and the pay increment date is April 1. A pay increment shall be to the next higher rate in the scale of rates.

2. (a) Notwithstanding Pay Note 1, full-time and part-time employees who are initially appointed from outside the public service or are promoted into the Scientific Research classification or promoted between the RES and REM classifications shall be considered for a first (1st) pay increment on the first (1st) of April immediately following the employee’s date of appointment, provided:

(i) the employee’s appointment date was on or before the preceding October 1,

and

(ii) the employee has earned at least six (6) complete months’ pay.

(b) Notwithstanding Pay Note 1, a full-time employee who is transferred to the Scientific Research classification shall be considered for a first pay increment on the first (1st) of April immediately following the employee’s date of appointment, provided the employee did not receive an increment in his former classification since the preceding October 1.

(c) If an employee does not meet the requirements in (a) or (b) above, the employee shall not be eligible for a first pay increment until the next following increment date of April 1.

(d) A complete month, for the purpose of this clause, is one in which the employee has earned at least ten (10) days’ pay.

PAY ADJUSTMENT

3. An employee shall, on the relevant effective date of adjustment to rates of pay, be paid in the scale of rates at the rate shown immediately below his former rate.

4. Notwithstanding Pay Note 3, where in the retroactive period, an employee was paid on initial appointment at a rate of pay above the minimum, or was promoted or transferred and paid at a rate of pay above the rate specified by the regulations for promotion or transfer, he shall be paid in the new scale of rates at the rate shown immediately below his former rate, unless he was otherwise informed in writing prior to his appointment that a negotiated pay increase would not apply to him, in which case he shall be paid at the rate of pay nearest to but not less than the rate of pay at which he was appointed.

** APPENDIX “A”

SI – SOCIAL SCIENCE SUPPORT
ANNUAL RATES OF PAY

$) Effective December 22, 2013

A) Effective December 22, 2014 – 1.25% increase to all levels and steps

B) Effective December 22, 2015 – 1.25% increase to all levels and steps

C) Effective December 22, 2016 – 2.5% restructuring to all levels and steps

D) Effective December 22, 2016 – 1.25% increase to all levels and steps

E) Effective December 22, 2017 – 1.25% increase to all levels and steps

 

SI-1

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

47293

48949

50663

52435

55005

57576

To:

A

47885

49561

51297

53091

55693

58296

 

B

48484

50181

51939

53755

56390

59025

 

C

49697

51436

53238

55099

57800

60501

 

D

50319

52079

53904

55788

58523

61258

 

E

50948

52730

54578

56486

59255

62024

 

SI-2

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

53445

54761

56088

58053

60692

63330

To:

A

54114

55446

56790

58779

61451

64122

 

B

54791

56140

57500

59514

62220

64924

 

C

56161

57544

58938

61002

63776

66548

 

D

56864

58264

59675

61765

64574

67380

 

E

57575

58993

60421

62538

65382

68223

 

SI-3

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

58757

60489

62215

63936

66158

68380

To:

A

59492

61246

62993

64736

66985

69235

 

B

60236

62012

63781

65546

67823

70101

 

C

61742

63563

65376

67185

69519

71854

 

D

62514

64358

66194

68025

70388

72753

 

E

63296

65163

67022

68876

71268

73663

 

SI-4

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

62924

65292

67493

69861

73042

76220

To:

A

63711

66109

68337

70735

73956

77173

 

B

64508

66936

69192

71620

74881

78138

 

C

66121

68610

70922

73411

76754

80092

 

D

66948

69468

71809

74329

77714

81094

 

E

67785

70337

72707

75259

78686

82108

 

SI-5

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

75297

78060

80446

83075

86855

90635

To:

A

76239

79036

81452

84114

87941

91768

 

B

77192

80024

82471

85166

89041

92916

 

C

79122

82025

84533

87296

91268

95239

 

D

80112

83051

85590

88388

92409

96430

 

E

81114

84090

86660

89493

93565

97636

 

SI-6

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

85564

88197

91286

94570

98872

103178

To:

A

86634

89300

92428

95753

100108

104468

 

B

87717

90417

93584

96950

101360

105774

 

C

89910

92678

95924

99374

103894

108419

 

D

91034

93837

97124

100617

105193

109775

 

E

92172

95010

98339

101875

106508

111148

 

SI-7

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

96227

99649

102657

105770

110582

115393

To:

A

97430

100895

103941

107093

111965

116836

 

B

98648

102157

105241

108432

113365

118297

 

C

101115

104711

107873

111143

116200

121255

 

D

102379

106020

109222

112533

117653

122771

 

E

103659

107346

110588

113940

119124

124306

 

SI-8

 

(1)

(2)

(3)

(4)

(5)

(6)

From:

$

105308

108337

111339

114487

119699

124909

To:

A

106625

109692

112731

115919

121196

126471

 

B

107958

111064

114141

117368

122711

128052

 

C

110657

113841

116995

120303

125779

131254

 

D

112041

115265

118458

121807

127352

132895

 

E

113442

116706

119939

123330

128944

134557

 

APPENDIX “A”

** SI PAY NOTES

1.The pay increment period for full-time and part-time employees at the SI levels 1 to 8 is fifty-two (52) weeks.

2.The pay increment date for an employee, appointed on or after date of signing of this Agreement, to a position in the SI classification upon promotion, demotion or from outside the public service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the SI classification prior to the signing date of this Agreement remains unchanged.

Cumulative service for pay increment purposes in acting situations

3. (a) Effective the date of signing of this Agreement, and on a go forward basis, an indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

(b) Effective the date of signing of this Agreement, and on a go forward basis, for the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

Transitional provision

For employees who are acting on the date of signing of this Agreement and whose acting period meets the previous threshold of six (6) weeks or more, the full period of acting service will continue to count as “cumulative” service.

For employees who are acting on the date of signing of this Agreement and whose acting period, as of that date, did not meet the previous threshold of six (6) weeks or more, only the acting service from the date of signing of this Agreement onward will count as “cumulative” service.

4. 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.

APPENDIX “A”

** DEV PAY NOTES

PAY INCREMENT AND PAY ADJUSTMENT ADMINISTRATION FOR DEVELOPMENTAL
SCALE OF RATES

1. The DEV scale of rates includes only employees being paid in the following groups and levels:

AU DEV

CH-1 scale of rates between steps 1 and 2

CO-DEV

EN-ENG-1

FI-DEV

PC-1 scale of rates between steps 1 and 2

2. The pay increment period for a full-time employee paid in any of the DEV scale of rates is six (6) months. A part-time employee paid in any of the DEV scale of rates shall be eligible for a pay increment when the employee has worked a total of twenty six (26) weeks at the hourly rate of pay. The pay increment date shall be the first day following completion of the weeks specified in this clause.

3. For employees paid in any of the DEV scale of rates, with the exception of the AU-DEV, an increase at the end of the increment period shall be to a rate in the pay range which is four hundred dollars ($400) higher than the rate at which the employee is being paid, or such higher amount that the Employer may determine, up to the maximum of the pay range.

4. For employees paid in the AU-DEV scale of rates, an increase at the end of the increment period shall be to a rate in the pay range which is one decimal five percent (1.5%) higher than the rate at which the employee is being paid.

5. An employee paid in any of the DEV scale of rates, with the exception of the AU-DEV, shall have his pay adjusted to a step:

(a) Effective December 22, 2014, in the “A” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

(b) Effective December 22, 2015, in the “B” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

(c) Effective December 22, 2016, in the “C” scale of rates that is nearest to but not more than two decimal five percent (2.5%) higher than his former rate of pay.

(d) Effective December 22, 2016, in the “D” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

(e) Effective December 22, 2017, in the “E” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

Paragraph 6 applies only to employees classified as AU-DEV

6. An employee paid in AU-DEV scale of rates shall have his pay adjusted to a step:

(a) Effective December 22, 2014, in the “A” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

(b) Effective December 22, 2015, in the “B” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

(c) Effective December 22, 2016, in the “C” scale of rates that is nearest to but not more than two decimal five percent (2.5%) higher than his former rate of pay.

(d) Effective December 22, 2016, in the “D” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

(e) Effective December 22, 2017, in the “E” scale of rates that is nearest to but not more than one decimal two five percent (1.25%) higher than his former rate of pay.

APPENDIX “B”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF SPECIFIC PROVISIONS APPLYING TO EMPLOYEES CLASSIFIED AS ED-LAT ONLY: PEDAGOGICAL BREAK

Notwithstanding the general provisions of this Agreement, the following specific provisions shall apply to employees classified as ED-LAT only:

Pedagogical break

Employees shall be granted a pedagogical break which will include all calendar days between December 25 and January 2 inclusively. During this period, employees are entitled to four (4) days of leave with pay, in addition to three (3) designated paid holidays as provided for under clause 12.01 of this Agreement.

Should January 2 coincide with an employee’s day of rest or with a day to which a designated paid holiday has been moved by application of clause 12.03, the day shall be moved to the employee’s first scheduled working day following the pedagogical break.

If an employee performs authorized work during the pedagogical break on a day other than a designated paid holiday or a normal day of rest, the employee shall receive compensation based upon his normal daily rate of pay, in addition to his usual pay for the day.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

** APPENDIX “C”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE REIMBURSEMENT OF CHARTERED BUSINESS VALUATORS OR LAW SOCIETY PROFESSIONAL MEMBERSHIP FEES

Preamble

The parties agree that in respect to the reimbursement of annual membership fees in the Canadian Institute of Chartered Business Valuators (CBV/EEE) and to one of its provincial-territorial organizations or membership in a provincial-territorial law society.

Application

Subject to the eligibility requirements and conditions referred to below, the Employer shall reimburse an employee’s payment of a professional annual membership fee in an accounting organization in accordance with Article 22 of the collective agreement between the CRA and PIPSC-Audit, Financial and Scientific bargaining unit as well as reimburse an employee’s payment in one of the following:

  • a provincial-territorial law society, or
  • the Canadian Institute of Chartered Business Valuators (CBV/EEE) and to one of its provincial-territorial organizations.

**
Eligibility

Reimbursement of annual membership fees in a provincial-territorial law society are limited to the minimum annual fees that will allow the employee to maintain his or her ability to return to the private sector as a practicing lawyer (in some provinces this may be a non-practicing membership) and applies to employees of the Appeals Branch, the Legislative Policy and Regulatory Affairs Branch, the International, Large Business and Investigations Branch or the Domestic Compliance Programs Branch who are classified as AU and provide technical opinions as required by the Employer.

Reimbursement of annual membership fees in the Canadian Institute of Chartered Business Valuators (CBV/EEE) and to one of its provincial-territorial organizations applies to employees who are classified as AU and, as required by the Employer, provide business equity valuation services including the ability to testify in courts of law as experts in business valuation.

Conditions

Subject to the conditions outlined below, the reimbursement of annual membership fees relates to the payment of an annual fee which is a mandatory requirement by one of the governing organizations identified in this memorandum of understanding to maintain a professional designation and/or a membership in good standing.

It is understood that portions of fees or charges of an administrative nature such as the following, are not subject to reimbursement in accordance with this memorandum of understanding: service charges for the payment of fees on an installment or post-dated basis; late payment charges or penalties; initiation fees; reinstatement fees to maintain a membership in good standing; or payments of arrears for re-admission to a professional organization.

As a condition for reimbursement of professional membership fees made pursuant to this memorandum of understanding, employees shall be required to provide receipts to validate payments made.

The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

This memorandum of understanding will be effective on the date of signing.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

** APPENDIX “D”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE REIMBURSEMENT OF APPRAISERS’ PROFESSIONAL MEMBERSHIP FEES

**
Preamble

The purpose of this memorandum of understanding is to confirm an agreement reached between the Professional Institute of the Public Service of Canada and the Canada Revenue Agency (CRA) with respect to the reimbursement of annual membership fees in the “Appraisal Institute of Canada” or, the “Ordre professionnel des évaluateurs agréés du Québec”, as well as the “American Society of Appraisers”.

**
Application

Subject to the eligibility requirements and conditions referred to below, the Employer shall reimburse an employee’s payment of a professional annual membership fee in an accounting organization in accordance with Article 22 of the collective agreement between the CRA and PIPSC-Audit, Financial and Scientific bargaining unit as well as reimburse an employee’s payment in the following:

  • the “Appraisal Institute of Canada,”
  • the “Ordre professionnel des évaluateurs agréés du Québec,” and
  • the “American Society of Appraisers.”

**
Eligibility

The reimbursement of annual membership fees are limited to employees classified as SI, who are required by the Employer to provide real estate or machinery and equipment appraisal services including the ability to testify in courts of law as experts in appraisals.

**
Conditions

Subject to the conditions outlined below, the reimbursement of annual membership fees relates to the payment of an annual fee that is a mandatory requirement by one of the governing organizations identified in this memorandum of understanding to maintain a membership in good standing and a professional designation in one of the following:

Accredited Appraiser Canadian Institute (A.A.C.I.),
Canadian Residential Appraiser (C.R.A.) or,
Évaluateur agréé du Québec (E.A.).

In addition, the above-noted conditions apply to a professional designation as an Accredited Senior Appraiser (ASA) as a member of the American Society of Appraisers.

The reimbursement of annual membership fees relates to fees assessed for “regular” members of one of either the “Appraisal Institute of Canada” or the “Ordre professionnel des évaluateurs agréés du Québec”, as well as the “American Society of Appraisers”, and excludes payment of annual fees assessed for other types of membership categories including, but not limited to: student members, candidates or retired members, or, members of foreign associations. This reimbursement will include the payment of “Office des professions du Québec” (OPQ) annual fee.

It is understood that portions of fees or charges of an administrative nature, such as the following, are not subject to reimbursement in accordance with this memorandum of understanding: service charges for the payment of fees on an installment or post-dated basis, late payment charges or penalties, initiation fees, reinstatement fees to maintain a membership in good standing, or payments of arrears for re-admission to a professional organization.

As a condition for reimbursement of professional membership fees made pursuant to this memorandum of understanding, employees shall be required to provide receipts to validate payments made.

This letter of understanding will be effective on the date of signing.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

APPENDIX “E”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE CONTINUED APPLICATION OF CERTAIN PROVISIONS FOR
POSITIONS CONVERTED TO MG

Preamble

The purpose of this memorandum of understanding is to confirm an agreement reached by the Employer and the Institute concerning the continued application of the alternate carry-over provision for vacation leave in accordance with paragraph 15.07(d) for employees classified as AU who are converted to the MG Group, as well as reimbursement of recognized professional annual membership fees for AFS bargaining unit members converted to the MG Group.

Application

1. Professional annual membership fees

Subject to the conditions and criteria established in accordance with: Article 22, Professional accounting annual membership fee; Appendix “F”, Memorandum of understanding in respect of the reimbursement of chartered business valuators or law society professional membership fees; and, Appendix “G”, Memorandum of understanding in respect of the reimbursement of appraisers’ professional membership fees; the parties further agree to maintain the reimbursement of recognized and agreed to professional annual membership fees for employees of the AFS bargaining unit who were eligible for such reimbursement based on their former group and level prior to conversion to MG.

2. Subsequent appointments to the MG Group

The parties further recognize that employees who are subsequently appointed to the MG Group following conversion, will continue to be subject to the specific benefits provided in the MOU based on the same conditions and principles as specified above for employees who were converted to the MG Group.

The reimbursement of professional annual membership fees will cease should the MG employee, to whom they are provided, be appointed to another position for which such benefits do not apply.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

APPENDIX “F”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE
PROFESSIONAL DEVELOPMENT OF EMPLOYEES CLASSIFIED CS

Preamble

The purpose of this memorandum of understanding is to confirm an agreement reached by the Employer and the Institute concerning career development.

Application

During the term of the agreement, the Employer undertakes to consult with the CRA-AFS bargaining unit as a key stakeholder in the development of a comprehensive program intended to ensure that employees are given the tools, mechanisms and processes to enable them to analyze, plan and implement personal learning and development programs.

The Employer intends that the proposed program will address requirements necessary for employees to fully understand the skills and competencies required to achieve advancement in the IT profession in CRA and to understand the vehicles and mechanisms available to the employee in achieving those skills, including an assignment opportunity program which effectively balances the employee’s developmental objectives and needs and the program requirements of the Employer.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

** APPENDIX “G”

WORK FORCE ADJUSTMENT APPENDIX TO INSTITUTE – AUDIT, FINANCIAL, AND SCIENTIFIC COLLECTIVE AGREEMENT

Table of Contents

GENERAL

Application

Collective agreement

Objectives

**Definitions

Monitoring

References

Enquiries

PART I – ROLES AND RESPONSIBILITIES

**1.1 CRA

**1.2 Employees

PART II – OFFICIAL NOTIFICATION

2.1 CRA

PART III – RELOCATION OF A WORK UNIT

3.1 General

PART IV – RETRAINING

4.1 General

4.2 Surplus employees

4.3 Laid-off persons

PART V – SALARY PROTECTION

5.1 Lower-level position

PART VI – OPTIONS FOR EMPLOYEES

**6.1 General

**6.2 Voluntary programs

**6.3 Alternation

**6.4 Options

6.5 Retention payment

PART VII – SPECIAL PROVISIONS REGARDING ALTERNATIVE
DELIVERY INITIATIVES

Preamble

7.1 Definitions

7.2 General

7.3 Responsibilities

7.4 Notice of alternative delivery initiatives

7.5 Job offers from new employers

7.6 Application of other provisions of the appendix

7.7 Lump-sum payments and salary top-up allowances

7.8 Reimbursement

**7.9 Vacation leave credits and severance pay

ANNEX A – STATEMENT OF PENSION PRINCIPLES

**ANNEX B – TRANSITION SUPPORT MEASURE

GENERAL

Any reference to sending notice to the Institute shall include the President of the AFS group and the President of PIPSC.

Application

This Appendix to the Audit, Financial, and Scientific collective agreement applies to the members of the AU, CO, AC, EN, CH, PS, SE, FI, ES, SI, LS, ED, MG PC and CS occupational groups represented by the Professional Institute of the Public Service of Canada (Institute) for whom the Canada Revenue Agency (CRA) is the Employer. Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.

Collective agreement

With the exception of those provisions for which the CRA Staffing Program is responsible, this Appendix is part of this Agreement.

Notwithstanding the Job Security article of the collective agreement, in the event of conflict between the present Work Force Adjustment appendix and that article, the present Work Force Adjustment appendix will take precedence.

Objectives

It is the policy of the CRA to maximize employment opportunities for indeterminate employees affected by work force adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.

To this end, every indeterminate employee whose services will no longer be required because of a work force adjustment situation and for whom the Commissioner knows or can predict employment availability will receive a guarantee of a reasonable job offer within the CRA. Those employees for whom the Commissioner cannot provide the guarantee will have access to transitional employment arrangements (as per Part VI and VII).

In the case of surplus employees for whom the Commissioner cannot provide the guarantee of a reasonable job offer within the CRA, the CRA is committed to assist these employees in finding alternative employment in the public service (Schedule I and IV of the Financial Administration Act).

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Definitions

Accelerated lay-off (mise en disponibilité accélérée) – occurs when a surplus employee makes a request to the Commissioner, in writing, to be laid off at an earlier date than that originally scheduled, and the Commissioner concurs. Lay-off entitlements begin on the actual date of lay-off.

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

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

Alternative delivery initiative (diversification des modes de prestation des services) – is the transfer of any work, undertaking or business to any employer that is outside the CRA.

Commissioner (commissaire) – has the same meaning as in the definition of section 2 of the Canada Revenue Agency Act (CRA Act), and also means his or her official designate as per section 37(1) and (2) of the Canada Revenue Agency Act.

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Education allowance
(indemnité d’étude) – is one of the options provided to an indeterminate employee affected by normal work force adjustment for whom the Commissioner cannot guarantee a reasonable job offer. The education allowance is a cash payment, equivalent to the Transitional Support Measure (see Annex B ), plus a reimbursement of tuition from a recognized learning institution, books and relevant equipment costs, up to a maximum of fifteen thousand dollars ($15,000).

Guarantee of a reasonable job offer (garantie d’une offre d’emploi raisonnable) – is a guarantee of an offer of indeterminate employment within the CRA provided by the Commissioner to an indeterminate employee who is affected by work force adjustment. The Commissioner will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom he or she knows or can predict employment availability in the CRA. Surplus employees in receipt of this guarantee will not have access to the options available in Part VI of this Appendix.

Laid-off person (personne mise en disponibilité) – is a person who has been laid-off pursuant to section 51(1)(g) of the Canada Revenue Agency Act and who still retains a preferred status for reappointment within the CRA as per the Staffing Program Directive on Preferred Status.

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

Lay-off preferred status (statut privilégié de mise en disponibilité) – a person who has been laid off is entitled to a preferred status for appointment without recourse to a position in the CRA for which, in the opinion of the CRA, he or she is qualified. This preferred status is accorded for fifteen (15) months following the lay-off date, or following the termination date, pursuant to subsection 51(1)(g) of the Canada Revenue Agency Act.

Opting employee (employé/employée optant(e)) – is an indeterminate employee whose services will no longer be required because of a work force adjustment situation and who has not received a guarantee of a reasonable job offer from the Commissioner and who has one hundred and twenty (120)days to consider the options of Part 6.3 of this Appendix.

Pay (rémunération) – has the same meaning as “rate of pay” in this Agreement.

Preferred status administration system (système d’administration du statut privilégié) – is a system under the CRA staffing program to facilitate appointments of individuals entitled to preferred status for appointmentwithin the CRA.

Preferred status for reinstatement (statut privilégié de réintégration) – is a preferred status for appointment accorded under the CRA staffing program to certain individuals salary-protected under this Appendix for the purpose of assisting them to re-attain an appointment level equivalent to that from which they were declared surplus.

Reasonable job offer (offre d’emploi raisonnable) – is an offer of indeterminate employment within the CRA, normally at an equivalent level but could include lower levels. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee’s headquarters as defined in the CRA Travel Policy. In Alternative Delivery situations, a reasonable offer is one that meets the criteria set out in Type 1 and Type 2 of Part VII of this Appendix. A reasonable job offer is also an offer from a Financial Administration Act (FAA) Schedule I, IV and V employer, providing that:

(a)  the appointment is at a rate of pay and an attainable salary maximum not less than the employee’s current salary and attainable maximum that would be in effect on the date of offer;

(b)  it is a seamless transfer of all employee benefits including recognition of years of service for the definition of continuous employment and accrual of benefits, including the transfer of sick leave credits, severance pay and accumulated vacation leave credits.

Relocation (réinstallation) – is the authorized geographic move of a surplus employee or laid-off person from one place of duty to another place of duty, beyond what, according to local custom, is a normal commuting distance.

Relocation of work unit (réinstallation d’une unité de travail) – is the authorized move of a work unit of any size to a place of duty beyond what, according to local custom, is normal commuting distance from the former work location and from the employee’s current residence.

Retraining (recyclage) – is on-the-job training or other training intended to enable affected employees, surplus employees, and laid-off persons to qualify for known or anticipated vacancies within the CRA.

Surplus employee (employé/employée excédentaire) – is an indeterminate employee who has been formally declared surplus, in writing, by the Commissioner.

Surplus preferred status (statut privilégié d’excédentaire) – is under the CRA Staffing Program an entitlement of preferred status for appointment within the CRA of surplus employees to permit them to be appointed to other positions in the CRA without recourse.

Surplus status (statut d’excédentaire) – an indeterminate employee is in surplus status from the date he or she is declared surplus until the date of lay-off, until he or she is indeterminately appointed to another position, until his or her surplus status is rescinded, or until the person resigns.

Transition Support Measure (mesure de soutien à la transition) – is one of the options provided to an opting employee for whom the Commissioner cannot guarantee a reasonable job offer. The Transition Support Measure is a cash payment based on the employee’s years of service, as per Annex B.

Twelve-month surplus preferred status period in which to secure a reasonable job offer (statut privilégié d’employé/employée excédentaire d’une durée de douze mois pour trouver une offre d’emploi raisonnable) – is one of the options provided to an opting employee for whom the Commissioner cannot guarantee a reasonable job offer.

Work force adjustment (réaménagement des effectifs) – is a situation that occurs when the Commissioner decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, a relocation in which the employee does not wish to relocate, or an alternative delivery initiative.

Monitoring

The application of the Work Force Adjustment appendix will be monitored by the CRA.

References

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

Canada Revenue Agency Act

Canada Labour Code, Part 1

CRA policy on termination of Employment in Alternative Delivery Situations

CRA Relocation Policy

CRA Staffing Program Directive on Preferred Status

CRA Travel Policy

Financial Administration Act

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

Federal Public Sector Labour Relations Act, sections 79.1 and 81

Public Service Superannuation Act, section 40.1

Enquiries

Enquiries about this Appendix should be referred to the Institute, or the responsible officers in the CRA headquarters Work Force Adjustment Unit.

Enquiries by employees pertaining to entitlements to a preferred status for appointmentshould be directed to the CRA human resource advisors.

PART I

ROLES AND RESPONSIBILITIES

1.1 CRA

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

1.1.2The CRA shall carry out effective human resource planning to minimize the impact of work force adjustment situations on indeterminate employees, and on the CRA.

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1.1.3
The CRA shall:

(a) establish work force adjustment committees, where appropriate, to advise and consult on the work force adjustment situations; and

(b) notify the Institute of the responsible officers who will administer this Appendix.

1.1.4The CRA shall establish systems to facilitate redeployment or retraining of the CRA’s affected employees, surplus employees, and laid-off persons.

1.1.5 When the Commissioner 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 Commissioner 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:

  • is being provided a guarantee of a reasonable job offer from the Commissioner and that the employee will be in surplus status from that date on,

or

  • is an opting employee and has access to the options of section 6.3 of this Appendix because the employee is not in receipt of a guarantee of a reasonable job offer from the Commissioner.

Where applicable, the communication should also provide the information relative to the employee’s possible lay-off date.

1.1.6 The Commissioner will be expected to provide a guarantee of a reasonable job offer for those employees subject to work force adjustment for whom they know or can predict employment availability in the CRA.

1.1.7 Where the Commissioner cannot provide a guarantee of a reasonable job offer, he will provide one hundred and twenty (120) days to consider the three (3) options outlined in Part VI of this Appendix to all opting employees before a decision is required of them. If the employee fails to select an option, the employee will be deemed to have selected option (a), twelve (12)-month surplus preferred status period in which to secure a reasonable job offer.

1.1.8 The Commissioner shall make a determination to either provide a guarantee of a reasonable job offer or access to the options set out in 6.3 of this Appendix, upon request of any indeterminate affected employee who can demonstrate that his or her duties have already ceased to exist.

1.1.9 The CRA shall advise and consult with the Instituterepresentatives as completely as possible regarding any work force adjustment situation as soon as possible after the decision has been made and throughout the process and will make available to the bargaining agent the name and work location of affected employees.

1.1.10 Where an employee is not considered suitable for appointment, the CRA shall advise in writing the employee and the Institute indicating the reasons for the decision.

1.1.11 The CRA shall provide that employee with a copy of this Appendix simultaneously with the official notification to an employee to whom this Appendix applies that he or she has become subject to work force adjustment.

1.1.12The Commissioner shall apply this Appendix so as to keep actual involuntary lay-offs to a minimum, and lay-offs shall normally only occur where an individual has refused a reasonable job offer, or is not mobile, or cannot be retrained within two (2) years, or is laid-off at his or her own request.

1.1.13 The CRA is responsible to counsel and advise its affected employees on their opportunities of finding continuing employment in the CRA.

1.1.14 Appointment of surplus employees to alternative positions, whether with or without retraining, shall normally be at a level equivalent to that previously held by the employee, but this does not preclude appointment to a lower level. The CRA shall avoid appointment to a lower level except where all other avenues have been exhausted.

1.1.15 The CRA shall appoint as many of their surplus employees or laid-off persons as possible, or identify alternative positions (both actual and anticipated) for which individuals can be retrained.

1.1.16The CRA shall relocate surplus employees and laid-off individuals, if necessary.

1.1.17 Relocation of surplus employees and laid-off individuals shall be undertaken when the individuals indicate that they are willing to relocate and relocation will enable their redeployment or reappointment, providing that there are no available local affected employees, surplus employees, and laid-off persons qualified and interested or who could qualify with retraining.

1.1.18 The cost of travelling to interviews for possible appointments and of relocation to the new location shall be borne by the CRA. Such cost shall be consistent with the CRA Travel and Relocation policies.

1.1.19 For the purposes of the Relocation policy, 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.

1.1.20 For the purpose of the Travel Policy, laid-off persons travelling to interviews for possible reappointment to the CRA are deemed to be “other persons travelling on government business.”

1.1.21 For the preferred status period, the CRA shall pay the salary costs, and other authorized costs such as tuition, travel, relocation, and retraining for surplus employees and laid-off persons, as provided in the collective agreement and CRA policies; all authorized costs of lay-off; and salary protection upon lower level appointment.

1.1.22 The CRA shall protect the indeterminate status and the surplus preferred status of a surplus indeterminate employee appointed to a term position under this Appendix.

**
1.1.23
The CRA shall review the use of private temporary agency personnel, consultants, contractors, their use of contracted out services, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, the CRA shall not engage or re-engage such temporary agency personnel, consultants, contractors, contracted out services, nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.

1.1.24 Nothing in the foregoing shall restrict the Employer’s right to engage or appoint persons to meet short-term, non-recurring requirements. Surplus employees and laid-off persons shall be given preferred status even for these short-term work opportunities.

1.1.25 The CRA may lay off an employee at a date earlier than originally scheduled when the surplus employee requests to do so in writing.

**
1.1.26
The CRA shall provide surplus employees with a lay-off notice at least one (1) month before the proposed lay-off date, if appointment efforts have been unsuccessful. Such notice shall be sent to the Institute.

1.1.27 When a surplus employee refuses a reasonable job offer, he or she shall be subject to lay-off one (1) month after the refusal, however not before six (6) months after the surplus declaration date.

1.1.28 The CRA is to presume that each employee wishes to be redeployed unless the employee indicates the contrary in writing.

1.1.29 The CRA shall inform and counsel affected and surplus employees as early and as completely as possible and shall, in addition, assign a counselor to each opting and surplus employee and laid-off person to work with them throughout the process. Such counseling is to include explanations and assistance concerning:

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

(b) the Work Force Adjustment appendix;

(c) the Preferred Status Administration System and how it works from the employee’s perspective (referrals, interviews or “boards,” feedback to the employee, how the employee can obtain job information and prepare for an interview, etc.);

(d) preparation of a curriculum vitae or resume;

(e) the employee’s rights and obligations;

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

**
(g) alternatives that might be available to the employee (the alternation process, appointment, relocation, retraining, lower-level employment, term employment, retirement including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, education allowance, pay in lieu of unfulfilled surplus period, resignation, accelerated lay-off);

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

(i) the meaning of a guarantee of reasonable job offer, a twelve-month surplus preferred status period in which to secure a reasonable job offer, a Transition Support Measure, an education allowance;

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

**
(k) the options for employees not in receipt of a guarantee of a reasonable job offer, the one hundred and twenty (120)-day consideration period that includes access to the alternation process;

**
(l) advising employees to seek out proposed alternations and submit requests for approval as soon as possible after being informed they will not be receiving a guarantee of a reasonable offer;

(m) preparation for interviews;

(n) repeat counselling as long as the individual is entitled to preferred status and has not been appointed;

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

(p) the assistance to be provided in finding alternative employment in the public service (Schedules I, IV and V of the FAA) to a surplus employee for whom the Commissioner cannot provide a guarantee of a reasonable job offer within the CRA; and

**
(q) advising employees of the right to be represented by the Institute in the application of this Appendix.

1.1.30 The CRA shall ensure that, when it is required to facilitate appointment, a retraining plan is prepared and agreed to in writing by the CRA and the employee.

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

1.1.32 Any surplus employee who resigns under this Appendix shall be deemed, for the purposes of severance pay and retroactive remuneration, to be involuntarily laid off on the day as of which the Commissioner accepts in writing the employee’s resignation.

1.1.33 The CRA shall establish and modify staffing procedures to ensure the most effective and efficient means of maximizing the redeployment of surplus employees and the appointment of laid-off persons.

1.1.34 The CRA shall actively market surplus employees and laid-off persons within the CRA unless the individuals have advised the CRA in writing that they are not available for appointment.

1.1.35 The CRA shall determine, to the extent possible, the occupations within the CRA where there are skill shortages for which surplus employees or laid-off persons could be retrained.

1.1.36 The CRA shall provide information to the Institute on the numbers and status of their members who are in the Preferred Status Administration System.

1.1.37 The CRA shall, wherever possible, ensure that Preferred Status for Reinstatement is given to all employees who are subject to salary protection.

1.2 Employees

1.2.1 Employees have the right to be represented by the Institute in the application of this Appendix.

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

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

(b) seeking information about their entitlements and obligations;

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

(d) ensuring that they can be easily contacted by the CRA and attending appointments related to placement opportunities;

(e) seriously considering job opportunities presented to them, including retraining and relocation possibilities, specified period appointments and lower-level appointments.

1.2.3 Opting employees are responsible for:

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

(b) communicating their choice of options, in writing, to their manager no later than one hundred and twenty (120) days after being declared opting; and

**
(c) submitting the alternation request to management before the close of the one hundred and twenty (120) day period, if arranging an alternation with an unaffected employee.

PART II

OFFICIAL NOTIFICATION

2.1 CRA

2.1.1 In any work force adjustment situation, which is likely to involve ten (10) or more indeterminate employees covered by this appendix, the CRA shall notify, under no circumstances less than
forty-eight (48) hours before the situation is announced, in writing and in confidence, the Institute. This information is to include the identity and location of the work unit(s) involved; the expected date of the announcement; the anticipated timing of the situation; and the number of employees, by group and level, who will be affected.

PART III

RELOCATION OF A WORK UNIT

3.1 General

3.1.1 In cases where a work unit is to be relocated, the CRA shall provide all employees whose positions are to be relocated with the opportunity to choose whether they wish to move with the position or be treated as if they were subject to a work force adjustment situation.

3.1.2 Following written notification, employees must indicate, within a period of six (6) months, their intention to move. If the employee’s intention is not to move with the relocated position, the Commissioner can either provide the employee with a guarantee of a reasonable job offer or access to the options set out in section 6.3 of this Appendix.

3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.16 to 1.1.19.

3.1.4 Although the CRA will endeavour to respect employee location preferences, nothing precludes the CRA from offering the relocated position to employees in receipt of a guarantee of a reasonable job offer from the Commissioner, after having spent as much time as operations permit looking for a reasonable job offer in the employee’s location preference area.

3.1.5 Employees who are not in receipt of a guarantee of a reasonable job offer shall become opting employees and have access to the options set out in Part VI of this Appendix.

PART IV

RETRAINING

4.1 General

4.1.1 To facilitate the redeployment of affected employees, surplus employees, and laid-off persons the CRA shall make every reasonable effort to retrain such persons for:

(a) existing vacancies, or

(b) anticipated vacancies identified by management.

4.1.2 The CRA shall be responsible for identifying situations where retraining can facilitate the appointment of surplus employees and laid-off persons.

4.1.3 Subject to the provisions of 4.1.2, the Commissioner shall approve up to two (2) years of retraining.

4.2 Surplus employees

4.2.1A surplus employee is eligible for retraining providing:

(a) retraining is needed to facilitate the appointment of the individual to a specific vacant position or will enable the individual to qualify for anticipated vacancies in occupations or locations where there is a shortage of qualified candidates; and

(b) there are no other available surplus preferred status employees and preferred status laid-off persons who qualify for the position.

4.2.2 The CRA is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the employee and the delegated manager.

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 is entitled to be paid in accordance with his or her current appointment, unless the CRA is willing to appoint the employee indeterminately, conditional on successful completion of retraining, in which case the retraining plan shall be included in the letter of offer.

4.2.5 When a retraining plan has been approved, the proposed lay-off date shall be extended to the end of the retraining period, subject to 4.2.3.

4.2.6 An employee unsuccessful in retraining may be laid off at the end of the surplus period, provided that the CRA has been unsuccessful in making the employee a reasonable job offer.

4.2.7 In addition to all other rights and benefits granted pursuant to this section, an employee who is guaranteed a reasonable job offer, is also guaranteed, subject to the employee’s willingness to relocate, training to prepare the surplus employee for appointment to a position pursuant to section 4.1.1, such training to continue for one (1) year or until the date of appointment to another position, whichever comes first. Appointment to this position is subject to successful completion of the training.

4.3 Laid-off persons

4.3.1 A laid-off person shall be eligible for retraining providing:

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

(b) the individual meets the minimum requirements set out in the Staffing Program Directive on Staffing Requirements for appointment to the group concerned;

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

(d) the CRA cannot justify a decision not to retrain the individual.

4.3.2 When an individual is offered an appointment conditional on successful completion of retraining, a retraining plan shall be included in the letter of offer. If the individual accepts the conditional offer, he or she will be appointed on an indeterminate basis to the full level of the position after having successfully completed training and being assessed as qualified for the position. When an individual accepts an appointment to a position with a lower maximum rate of pay than the position from which he or she was laid-off, the employee will be salary protected in accordance with part V.

PART V

SALARY PROTECTION

5.1 Lower-level position

5.1.1 Surplus employees and laid-off persons appointed to a lower-level position under this Appendix shall have their salary and pay equity equalization payments, if any, protected in accordance with the salary protection provisions of this Agreement, or, in the absence of such provisions, the appropriate provisions of the Regulations Respecting Pay on Reclassification or Conversion.

5.1.2 Employees whose salary is protected pursuant to section 5.1.1 will continue to benefit from salary protection until such time as they are appointed or deployed into a position with a maximum rate of pay that is equal to or higher than the maximum rate of pay of the position from which they were declared surplus or laid-off.

PART VI

OPTIONS FOR EMPLOYEES

6.1 General

6.1.1 The Commissioner will be expected to provide a guarantee of a reasonable job offer for those affected employees for whom he knows or can predict employment availability. Employees in receipt of this guarantee would not have access to the choice of options below.

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6.1.2
Employees who are not in receipt of a guarantee of a reasonable job offer from the Commissioner have one hundred and twenty (120) days to consider the three (3) options below before a decision is required of them, and the employee may also participate in the alternation process in accordance with section 6.3 of this Appendix within the one hundred and twenty (120)-day window before a decision is required of them in 6.1.3.

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6.1.3
The opting employee must choose, in writing, one 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 having made a written choice. The CRA shall send a copy of the employee’s choice to the Institute.

6.1.4 If the employee fails to select an option, the employee will be deemed to have selected option (a), twelve-month surplus preferred status period in which to secure a reasonable job offer at the end of the one hundred and twenty (120)-day window.

6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the one hundred and twenty (120)-day opting period and prior to the written acceptance of the Transition Support Measure (TSM) or the education allowance option, the employee is ineligible for the TSM, the pay in lieu of unfulfilled surplus period or the education allowance.

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6.1.6
A copy of any letter under this part and any notice of lay-off issued by the Employer shall be sent forthwith to the Institute.

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6.2 Voluntary programs

The CRA shall establish internal voluntary departure programs for work force adjustment situations involving five or more employees working at the same group and level within the same work unit. Such programs shall:

(a) be the subject of meaningful consultations with the WFA committees;

(b) not be used to exceed reduction targets. Where reasonably possible, the CRA will identify the number of positions for reduction in advance of the voluntary programs commencing;

(c) take place after affected letters have been delivered to employees;

(d) take place before the CRA engages in its retention process;

(e) provide for a minimum of 30 calendar days for employees to decide whether they wish to participate;

(f) allow employees to select options 6.3.1(b), (c)(i) or (c)(ii);

(g) provide that when the number of volunteers is larger than the required number of positions to be eliminated volunteers will be selected based on seniority (total years of service in the public service, whether continuous or discontinuous).

6.3 Alternation

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

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6.3.2

(a) Only opting and surplus employees who are surplus as a result of having chosen option (a) may alternate into an indeterminate position that remains in the CRA.

(b) If an alternation is proposed for a surplus employee, as opposed to an opting employee, the Transition Support Measure that is available to the alternate under 6.4.1(b) or 6.4.1(c)(i) shall be reduced by one week for each completed week between the beginning of the employee’s surplus priority period and the date the alternation is proposed.

6.3.3 An indeterminate employee wishing to leave the CRA may express an interest in alternating with an opting employee. Management will decide, however, whether a proposed alternation will result in retaining the skills required to meet the ongoing needs of the position and the CRA.

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

6.3.5 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.

6.3.6 An alternation should normally occur between employees at the same group and level. When the two positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. They are considered equivalent when the maximum rate of pay for the higher paid position is no more than six per cent (6 %) higher than the maximum rate of pay for the lower paid position.

**
6.3.7
An alternation must occur on a given date, i.e. two (2) employees directly exchange positions on the same day. There is no provision in alternation for a “domino” effect or for “future considerations.”

For clarity, the alternation of positions shall take place on a given date after approval but may take place after the one hundred and twenty (120)-day opting period, such as when the processing of the approved alternation is delayed due to administrative requirements.

6.4 Options

6.4.1 Only opting employees who are not in receipt of the guarantee of a reasonable job offer from the Commissioner will have access to the choice of options below:

(a) Twelve (12)-month surplus preferred status period in which to secure a reasonable job offer is time-limited. Should a reasonable job offer not be made within a period of twelve months, the employee will be laid off in accordance with the Canada Revenue Agency Act. Employees who choose or are deemed to have chosen this option are surplus employees.

(i) At the request of the employee, this twelve (12) month surplus preferred status period shall be extended by the unused portion of the one hundred and twenty (120)-day opting period referred to in 6.1.2 which remains once the employee has selected in writing option (a).

(ii) When a surplus employee who has chosen, or who is deemed to have chosen, option (a) offers to resign before the end of the twelve (12)-month surplus preferred status period, the Commissioner may authorize a lump-sum payment equal to the surplus employee’s regular pay for the balance of the surplus period, up to a maximum of six (6) months. The amount of the lump-sum payment for the pay in lieu cannot exceed the maximum of that which he or she would have received had they chosen option (b), the Transition Support Measure.

(iii) The CRA will make every reasonable effort to market a surplus employee in the CRA within the employee’s surplus period within his or her preferred area of mobility.

or

**
(b) Transition Support Measure (TSM) is a cash payment, based on the employee’s years of service (see Annex B) made to an opting employee. The TSM shall be paid in one (1) or two (2) lump-sum amounts, at the employee’s request, over a maximum two (2)-year period. Employees choosing this option must resign but will be considered to be laid-off for purposes of severance pay.

or

**
(c) Education allowance is a Transitional Support Measure (see option (b) above) plus an amount of not more than fifteen thousand dollars ($15,000) for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and relevant equipment. Employees choosing option (c) could either:

**
(i) resign from the CRA but be considered to be laid-off for severance pay purposes on the date of their departure. The TSM shall be paid in one (1) or two (2) lump-sum amounts, at the employee’s request, over a maximum two (2)-year period;

or

**
(ii) delay their departure date and go on leave without pay for a maximum period of two (2) years, while attending the learning institution. The TSM shall be paid in one (1) or two (2) lump-sum amounts over a maximum two (2) year period. During this period, employees could continue to be CRA benefit plan members and contribute both employer and employee share to the benefits plans and the Public Service Superannuation Plan. At the end of the two (2) year leave without pay period, unless the employee has found alternate employment in the CRA, the employee will be laid off in accordance with the Canada Revenue Agency Act.

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

6.4.3 The TSM, pay in lieu of unfulfilled surplus period and the education allowance cannot be combined with any other payment under the Work Force Adjustment appendix.

6.4.4In the cases of pay in lieu of unfulfilled surplus period, option (b) and option (c)(i), the employee will not be granted preferred status for reappointment upon acceptance of his or her resignation.

6.4.5 Employees choosing option (c)(ii) who have not provided the CRA 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 CRA, and be considered to be laid-off for purposes of severance pay.

**
6.4.6
All opting employees will be entitled to up to one thousand dollars ($1,000) counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial and job placement counselling services.

6.4.7 An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an education allowance and is re-appointed to the CRA shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the TSM or education allowance was paid.

**
6.4.8
Notwithstanding section 6.4.7, an opting employee who has received an education allowance will not be required to reimburse tuition expenses, costs of books and relevant equipment, for which he or she cannot get a refund.

6.4.9 The Commissioner shall ensure that pay in lieu of unfulfilled surplus period is only authorized where the employee’s work can be discontinued on the resignation date and no additional costs will be incurred in having the work done in any other way during that period.

6.4.10 If a surplus employee who has chosen, or is deemed to have chosen, option (a) refuses a reasonable job offer at any time during the twelve (12)-month surplus preferred status period, the employee is ineligible for pay in lieu of unfulfilled surplus period.

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

6.5 Retention payment

6.5.1 There are three (3) situations in which an employee may be eligible to receive a retention payment. These are total facility closures, relocation of work units and alternative delivery initiatives.

6.5.2All employees accepting retention payments will not be granted a preferred status for reappointment in the CRA.

6.5.3 An individual who has received a retention payment and, as applicable, is either reappointed to the CRA 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 by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the lump sum was paid.

6.5.4 The provisions of 6.5.5 shall apply in total facility closures where the CRA jobs are to cease, and:

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

(b) retraining and relocation costs are prohibitive, or

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

6.5.5 Subject to 6.5.4, the Commissioner shall pay to each employee who is asked to remain until closure of the work unit and offers a resignation from the CRA to take effect on that closure date, a sum equivalent to six (6) months’ pay payable upon the day on which the CRA operation ceases, provided the employee has not separated prematurely.

6.5.6 The provisions of 6.5.7 shall apply in relocation of work units where CRA work units:

(a) are being relocated, and

(b) when the Commissioner of the CRA decides that, in comparison to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of workplace relocation, and

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

6.5.7 Subject to 6.5.6, the Commissioner shall pay to each employee who is asked to remain until the relocation of the work unit and offers a resignation from the CRA to take effect on the relocation date, a sum equivalent to six (6) months’ pay payable upon the day on which the CRA operation relocates, provided the employee has not separated prematurely.

6.5.8The provisions of 6.5.9 shall apply in alternative delivery initiatives:

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

(b) when the Commissioner of the CRA decides that, compared to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of the transfer to the new employer; and

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

6.5.9 Subject to 6.5.8, the Commissioner shall pay to each employee who is asked to remain until the transfer date and who offers a resignation from the CRA 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.

PART VII

SPECIAL PROVISIONS REGARDING
ALTERNATIVE DELIVERY INITIATIVES

Preamble

The administration of the provisions of this part will be guided by the following principles:

(a) fair and reasonable treatment of employees;

(b) value for money and affordability; and

(c) maximization of employment opportunities for employees.

The parties recognize:

  • the union’s need to represent employees during the transition process;
  • the Employer’s need for greater flexibility in organizing the CRA.

7.1 Definitions

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 CRA to any body that is outside the CRA.

For the purposes of this part, a reasonable job offer (offre d’emploi raisonnable) is an offer of employment received from a new employer in the case of a Type 1 or Type 2 transitional employment arrangement, as determined in accordance with section 7.2.2.

For the purposes of this part, a termination of employment (licenciement de l’employé/employée) is the termination of employment referred to in paragraph 51(1)(g) of the Canada Revenue Agency Act.

7.2 General

The CRA will, as soon as possible after the decision is made to proceed with an Alternative Service Delivery (ASD) initiative, and if possible, not less than one hundred and eighty (180) days prior to the date of transfer, provide notice to the Institute of its intention.

The notice to the Institute will include: 1) the program being considered for ASD, 2) the reason for the ASD and 3) the type of approach anticipated for the initiative (e.g. transfer to province, commercialization).

A joint Work Force Adjustment (WFA)-Alternative Service Delivery (ASD) committee will be created for ASD initiatives and will have equal representation from the CRA and the union. By mutual agreement the committee may include other participants. The joint WFA-ASD committee will define the rules of conduct of the committee.

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

1. Commercialization

In cases of commercialization where tendering will be part of the process, the members of the joint WFA-ASD committee shall make every reasonable effort to come to an agreement on the criteria related to human resources issues (e.g. terms and conditions of employment, pension and health care benefits, the take-up number of employees) to be used in the request for proposal (RFP) process. The committee will respect the contracting rules of the federal government.

2. Creation of a new Agency

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

3. Transfer to existing Employers

In all other ASD initiatives where an employer-employee relationship already exists the parties will hold meaningful consultations to clarify the terms and conditions that will apply upon transfer.

In the cases of commercialization and creation of new agencies consultation opportunities will be given to the union; however, in the event that agreements are not possible, the CRA may still proceed with the transfer.

7.2.1 The provisions of this Part apply only in the case of alternative delivery initiatives and are in exception to other provisions of this Appendix. Employees who are affected by alternative delivery initiatives and who receive job offers from the new employer shall be treated in accordance with the provisions of this Part and, only where specifically indicated will other provisions of this Appendix apply to them.

7.2.2 There are three (3) types of transitional employment arrangements resulting from alternative delivery initiatives:

(a) Type 1 (Full Continuity)

Type 1 arrangements meet all of the following criteria:

(i) legislated successor rights apply. Specific conditions for successor rights applications will be determined by the labour legislation governing the new employer;

(ii) recognition of continuous employment in the public service, as defined in the Public Service Terms and Conditions of Employment Regulations, for purposes of determining the employee’s entitlements under the collective agreement continued due to the application of successor rights;

(iii) pension arrangements according to the Statement of Pension Principles set out in Annex A, or, in cases where the test of reasonableness set out in that statement is not met, payment of a lump-sum to employees pursuant to section 7.7.3;

(iv) transitional employment guarantee: a two (2) year minimum employment guarantee with the new employer;

(v) coverage in each of the following core benefits: health benefits, Long-Term Disability (LTD) Insurance and dental plan;

(vi) short-term disability bridging: recognition of the employee’s earned but unused sick leave credits up to maximum of the new employer’s LTD waiting period.

(b) Type 2 (Substantial Continuity)

Type 2 arrangements meet all of the following criteria:

(i) the average new hourly salary offered by the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is eighty five per cent (85%) or greater of the group’s current CRA hourly remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are the same;

(ii) the average annual salary of the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is eighty five per cent (85%) or greater of CRA annual remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are different;

(iii) pension arrangements according to the Statement of Pension Principles as set out in Annex A, or in cases where the test of reasonableness set out in that statement is not met, payment of a lump-sum to employees pursuant to section 7.7.3;

(iv) transitional employment guarantee: employment tenure equivalent to that of the permanent work force in receiving organizations or a two (2) year minimum employment guarantee;

(v) coverage in each area of the following core benefits: health benefits, Long-Term Disability (LTD) Insurance (LTD) and dental plan;

(vi) short-term disability arrangement.

(c) Type 3 (Lesser Continuity)

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

7.2.3 For Type 1 and Type 2 transitional employment arrangements, the offer of employment from the new employer will be deemed to constitute a reasonable job offer for purposes of this Part.

7.2.4 For Type 3 transitional employment arrangements, an offer of employment from the new employer will not be deemed to constitute a reasonable job offer for purposes of this part.

7.3 Responsibilities

7.3.1 The Commissioner will be responsible for deciding, after considering the criteria set out above, which of the Type 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 CRA of their decision within the allowed period.

7.4 Notice of alternative delivery initiatives

7.4.1 Where alternative delivery initiatives are being undertaken, the CRA shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether they wish to accept the offer.

7.4.2 Following written notification, employees must indicate within a period of sixty (60) days their intention to accept the employment offer, except in the case of Type 3 arrangements, where the CRA may specify a period shorter than sixty (60) days, but not less than thirty (30) days.

7.5 Job offers from new employers

7.5.1 Employees subject to this appendix (see Application) and who do not accept the reasonable job offer from the new employer in the case of Type 1 or 2 transitional employment arrangements will be given four (4) months’ notice of termination of employment and their employment will be terminated at the end of that period or on a mutually agreed upon date before the end of the four (4) month notice period. Where the employee was, at the satisfaction of the CRA, unaware of the offer or incapable of indicating an acceptance of the offer, he or sheis deemed to have accepted the offer before the date on which the offer is to be accepted.

7.5.2 The Commissioner 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 Commissioner in accordance with the provisions of the other parts of this Appendix. For greater certainty, those who are declared surplus will be subject to the provisions of the Directive on Preferred Status for appointment within the CRA.

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 CRA for operational reasons provided that this does not create a break in continuous service between the CRA and the new employer.

7.6 Application of other provisions of the appendix

7.6.1 For greater certainty, the provisions of Part II, Official Notification, and section 6.4, Retention Payment, will apply in the case of an employee who refuses an offer of employment in the case of a Type 1 or 2 transitional employment arrangement. A payment under section 6.4 may not be combined with a payment under the other section.

7.7 Lump-sum payments and salary top-up allowances

7.7.1 Employees who are subject to this Appendix (see Application) and who accept the offer of employment from the new employer in the case of Type 2 transitional employment arrangements will receive a sum equivalent to three (3) months’ pay, payable upon the day on which the CRA work or function is transferred to the new employer. The CRA will also pay these employees an eighteen (18)-month salary top-up allowance equivalent to the difference between the remuneration applicable to their CRA 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 CRA work or function is transferred to the new employer.

7.7.2 In the case of individuals who accept an offer of employment from the new employer in the case of a Type 2 arrangement whose new hourly or annual salary falls below eighty per cent (80%) of their former CRA hourly or annual remuneration, the CRA will pay an additional six (6) months of salary top-up allowance for a total of twenty four (24)-months under this section and section 7.7.1. The salary top-up allowance equivalent to the difference between the remuneration applicable to their CRA 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 CRA work or function is transferred to the new employer.

7.7.3 Employees who accept the reasonable job offer from the successor employer in the case of a Type 1 or Type 2 transitional employment arrangement where the test of reasonableness referred to in the Statement of Pension Principles set out in Annex A is not met, that is, where the actuarial value (cost) of the new employer’s pension arrangements are less than 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 CRA 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 CRA work or function is transferred to the new employer. The CRA will also pay these employees a twelve (12)-month salary top-up allowance equivalent to the difference between the remuneration applicable to their CRA 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 CRA 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 Reimbursement

7.8.1 An individual who receives a lump-sum payment and salary top-up allowance pursuant to subsection 7.7.1, 7.7.2, 7.7.3 or 7.7.4 and who is reappointed to the CRA at any point during the period covered by the total of the lump-sum payment and salary top-up allowance, if any, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of re-appointment to the end of the original period covered by the total of the lump-sum payment and salary top-up allowance, if any.

7.8.2 An individual who receives a lump-sum payment pursuant to subsection 7.6.1 and, as applicable, is either reappointed to the CRA or hired by the new employer at any point covered by the lump-sum payment, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of the reappointment or hiring to the end of the original period covered by the lump-sum payment.

7.9 Vacation leave credits and severance pay

7.9.1 Notwithstanding the provisions of the employee’s collective agreement concerning vacation leave, an employee who accepts a job offer pursuant to this part may choose not to be paid for earned but unused vacation leave credits, provided that the new employer will accept these credits.

**
7.9.2
Notwithstanding the provisions of the employee’s collective agreement concerning severance pay, an employee who accepts a reasonable job offer pursuant to this Part will not be paid severance pay where successor rights apply and/or, in the case of a Type 2 transitional employment arrangement, when the new employer recognizes the employee’s years of continuous employment in the CRA for severance pay purposes and provides severance pay entitlements similar to the employee’s severance pay entitlements at the time of the transfer. However, an employee who has a severance termination benefit entitlement under the terms of paragraphs 19.06(b) or (c) of Appendix “J” shall be paid this entitlement at the time of transfer.

7.9.3 Where:

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

(b) the severance provisions of the collective agreement are extracted from the collective agreement prior to the date of transfer to another non-federal public sector employer,

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

(d) the employment of an employee who accepts a job offer from the new employer in a Type 3 transitional employment arrangement is terminated on the transfer of the function to the new employer.

The employee shall be deemed, for purposes of severance pay, to be involuntarily laid off on the day on which employment in the CRA terminates.

ANNEX A – STATEMENT OF PENSION PRINCIPLES

1. The new employer will have in place, or Her Majesty in right of Canada will require the new employer to put in place, reasonable pension arrangements for transferring employees. The test of “reasonableness” will be that the actuarial value (cost) of the new employer pension arrangements will be at least six decimal five per cent (6.5%) of pensionable payroll, which in the case of defined-benefit pension plans will be as determined by the Assessment Methodology developed by Towers Perrin for the Treasury Board, dated October 7, 1997. This Assessment Methodology will apply for the duration of this Agreement. Where there is no reasonable pension arrangement in place on the transfer date or no written undertaking by the new employer to put such reasonable pension arrangement in place effective on the transfer date, subject to the approval of Parliament and a written undertaking by the new employer to pay the employer costs, Public Service Superannuation Act (PSSA) coverage could be provided during a transitional period of up to a year.

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

3. Her Majesty in right of Canada will seek portability arrangements between the Public Service Superannuation Plan and the pension plan of the new employer where a portability arrangement does not yet exist. Furthermore, Her Majesty in right of Canada will seek authority to permit employees the option of counting their service with the new employer for vesting and benefit thresholds under the PSSA.

** ANNEX B – TRANSITION SUPPORT MEASURE

Years of Service (see note below)

Transition Support Measure (TSM)
(Payment in weeks’ pay)

0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35

10
22
24
26
28
30
32
34
36
38
40
42
44
46
48
50
52
52
52
52
52
52
52
52
52
52
52
52
52
52
49
46
43
40
37
34

 

Years of Service (see note below)

Transition Support Measure (TSM)
(Payment in weeks’ pay)

36
37
38
39
40
41
42
43
44
45

31
28
25
22
19
16
13
10
07
04

 

For indeterminate seasonal and part-time employees, the TSM will be pro-rated in the same manner as severance pay under the terms of the collective agreement.

Severance pay provisions of the collective agreement are in addition to the TSM.

Note: Years of service are the total number of years of service, both continuous and discontinuous, in the CRA and in any department, Agency or other portions of the public service specified in Schedule I, IV or V of the Financial Administration Act (FAA).

** APPENDIX “H”

MEMORANDUM OF UNDERSTANDING
WITH RESPECT TO IMPLEMENTATION OF THE COLLECTIVE
AGREEMENT

This memorandum is to give effect to the understanding reached between the Employer and the Professional Institute of the Public Service of Canada in respect of a temporary measure for the implementation period of the collective agreement with bi-weekly consultation with the AFS national executive.

The provisions of this Agreement shall be implemented by the parties within a period of one hundred and fifty (150) days from the date of signing.

This memorandum of understanding will expire one hundred and fifty-one (151) days after the date of signing of the collective agreement.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

** APPENDIX “I”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO CONCERNS IDENTIFIED BY PIPSC PERTAINING TO AUDITOR RELATED WORK

This memorandum is to give effect to the understanding reached between the CRA and the PIPSC in negotiation for the renewal of the Audit, Financial and Scientific (AFS) collective agreement.

A number of concerns were brought forth by the PIPSC-AFS bargaining team relating to the nature of audit related work being performed at the Agency. Accordingly, the parties agree to establish and participate in a working committee during the life of this Agreement, to assess the nature of work with respect to the Auditor (AU-1 and AU-2 levels) jobs.

The Agency and the Union have created the AU Development Program, which included consultation prior to its implementation. To assist in ensuring the Program’s success and address any concerns that may arise, the AU Development Committee will continue as the AU Development Program Implementation Committee.

The committee members further agree to meet within one hundred and twenty (120) days of the signing date of this Agreement to establish terms of reference. The committee will submit information and identify issues to support discussions at the next round of negotiations no later than one hundred and twenty (120) days prior to the expiry of this Agreement. This information will be used to support discussions at the next round of negotiations.

Time spent by the members of the committee shall be considered time worked. All other costs will be the responsibility of each party.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

afs-ca-signature-block.jpg

 

** APPENDIX “J”

SEVERANCE PAY

Historical provisions for the elimination of severance pay for voluntary separations (resignation and retirement)

This Appendix is to reflect the language agreed to by the Employer and the Professional Institute of the Public Service of Canada for the elimination of severance pay for voluntary separations (resignation and retirement) on July 10, 2012. These historical provisions are being reproduced to reflect the agreed language in cases of deferred payment.

ARTICLE 19

SEVERANCE PAY

Effective on the date of signing this Collective Agreement, paragraphs 19.01(b) and (d) are no longer in effect in this Collective Agreement; as a result, the accrual of continuous employment for severance pay on resignation and retirement will cease.

19.01 Under the following circumstances and subject to clause 19.02, an employee shall receive severance benefits calculated on the basis of his weekly rate of pay:

(b) Resignation

On resignation, subject to paragraph 19.01(d) and with ten (10) or more years of continuous employment, one-half (1/2) week’s pay for each complete year of continuous employment up to a maximum of twenty-six (26) years with a maximum benefit of thirteen (13) weeks’ pay.

(d) Retirement

On retirement, when an employee is entitled to an immediate annuity or to an immediate annual allowance under the Public Service Superannuation Act, a severance payment in respect of the employee’s complete period of continuous employment, comprised of one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty five (365), to a maximum of thirty (30) weeks’ pay.

19.05 Severance Termination

(a) Subject to 19.02 above, indeterminate employees on the date of signing this Collective Agreement, shall be entitled to a severance payment equal to one (1) weeks’ pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) weeks’ pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks.

(b) Subject to 19.02 above, determinate employees on the date of signing this Collective Agreement shall be entitled to a severance payment equal to one (1) weeks’ pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.

Terms of Payment

19.06 Options

The amount to which an employee is entitled shall be paid, at the employee’s discretion, either:

(a) as a single payment at the rate of pay of the employee’s substantive position as of the date of signing this Collective Agreement, or

(b) as a single payment at the time of the employee’s termination of employment from the public service, based on the rate of pay of the employee’s substantive position at the date of termination of employment from the public service, or

(c) as a combination of (a) and (b), pursuant to 19.07(c).

19.07 Selection of Option

(a) The Employer will advise the employee of his or her years of continuous employment no later than three (3) months following the official date of signing of the collective agreement.

(b) The employee shall advise the Employer of the term of payment option selected within six (6) months from the official date of signing of the collective agreement.

(c) The employee who opts for the option described in 19.06(c) must specify the number of complete weeks to be paid out pursuant to 19.06(a) and the remainder to be paid out pursuant to 19.06(b).

(d) An employee who does not make a selection under 19.07(b) will be deemed to have chosen option 19.06(b).

19.08 Appointment from a Different Bargaining Unit

This clause applies in a situation where an employee is appointed into a position in the Audit, Financial and Scientific (AFS) bargaining unit from a position outside the AFS bargaining unit where, at the date of appointment, provisions similar to those in 19.01(b) and (d) are still in force, unless the appointment is only on a temporary basis.

(a) Subject to 19.02 above, on the date an indeterminate employee becomes subject to this Agreement, on or after the date of signing this Collective Agreement, he or she shall be entitled to a severance payment equal to one (1) weeks’ pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) weeks’ pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his or her substantive position on the day preceding the appointment.

(b) Subject to 19.02 above, on the date a determinate employee becomes subject to this Agreement, on or after the date of signing of this Collective Agreement, he or she shall be entitled to severance payment payable under 19.06(b), equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his or her substantive position on the day preceding the appointment.

(c) An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in 19.06; however the selection of which option must be made within three (3) months of being appointed to the bargaining unit.

** APPENDIX “K”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO STANDARDS OF DISCIPLINE

This memorandum is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada in respect of employees in the Audit, Financial and Scientific bargaining unit.

To address the Institute’s concerns regarding employees placed on unpaid suspension pending the outcome of an investigation, the Employer is committed to engaging in meaningful ongoing consultation with the Institute when an investigation goes beyond sixty (60) business days from the start of a formal investigation. This consultation will include discussions with Internal Affairs and Fraud Control Division and the Human Resources Branch.

Discussions are to begin following the signing of the collective agreement.

Time spent by the members of the committee shall be considered time worked. All other costs will be the responsibility of each party.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

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** APPENDIX “L”

EMPLOYEE WELLNESS SUPPORT PROGRAM

A memorandum of agreement (MOA) on Supporting Employee Wellness (see below) was signed by the Professional Institute of the Public Service of Canada (PIPSC) and the Treasury Board of Canada Secretariat (TBS) on December 7, 2016.

Once the TBS and PIPSC reach agreement on tentative EWSP language and program design, that agreement will be provided to the Canada Revenue Agency (CRA) and PIPSC-AFS bargaining table for ratification and inclusion in their collective agreement.

MEMORANDUM OF AGREEMENT ON SUPPORTING EMPLOYEE WELLNESS

This memorandum of agreement is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada (hereinafter referred to as “the parties”) regarding issues of employee wellness.

The parties will create an Employee Wellness Support Program (EWSP) which will focus on improving employee wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury.

Key features

The EWSP will incorporate the following key features:

  • contained in collective agreements
  • benefits for up to 26 weeks (130 working days) with income support replacement at 100%
  • the annual allotment shall be 9 days of paid sick leave for illness or injury that falls outside of the parameters of the EWSP
  • 100% income replacement during the 3 day (working) qualification period when the employee’s claim is approved
  • qualifying chronic or episodic illnesses will be exempt of the waiting period
  • the qualification period will be waived in cases of hospitalization or recurrence of a prior illness or injury approved under EWSP within 30 days
  • employees are entitled to carry over a maximum of 3 days of unused sick leave credits remaining at the end of the fiscal year, for use in the following fiscal year
  • the accumulation of current sick leave credits will cease once the EWSP is implemented. Employees with banked sick leave in excess of 26 weeks, will be entitled to carry over those excess days to provide extended coverage at 100% income replacement prior to accessing LTD
  • travel time for diagnosis and treatment
  • internal case management and return to work services focused on supporting employees when ill or injured
  • an employee on EWSP will be considered to be on leave with pay and
  • full costs of administering the EWSP to be borne by Employer
  • increase the quantum of family related leave by one (1) day

Process

The parties agree to create a technical committee and a steering committee, with a long-term focus and commitment from senior leadership of the parties. The steering committee and technical committee will be established within 60 days of signing. The committees will be comprised of an equal number of Employer representatives and Union representatives. The steering committee is responsible for determining the composition of the technical committee.

All time spent by employees in support of the Technical Committee shall be deemed to be leave with pay for union activities. Leave with pay will be granted for employees engaged in these activities, including preparation and travel time.

The technical committee will develop all agreements and documents needed to support the implementation of an EWSP during the next round of collective bargaining. This work shall be completed within one year of signing. The technical committee shall provide interim recommendations for review by the steering committee on the following matters through a series of regular meetings:

  • consequential changes to existing leave provisions within the collective agreements, and the Long-Term Disability (LTD) Plan
  • definitions
  • eligibility conditions for a new EWSP
  • assessment and adjudication processes
  • internal case management and return to work services
  • workplace accommodations
  • creation of a Centre for Workplace Well-Being
  • governance of the EWSP, including dispute resolution mechanisms
  • coverage of operational stress injuries and other injuries sustained by employees deployed in military operations
  • harassment
  • domestic violence and
  • other measures that would support an integrated approach to the management of health for federal public service employees

The technical committee shall review practices from other Canadian jurisdictions and employers that might be instructive for the Public Service, recognizing that not all workplaces are the same. Federal public service health and safety committees will be consulted as required by the steering committee, as well as leading Canadian experts in the health and disability management field.

The steering committee is to approve a work plan for the technical committee and timelines for interim reports within 4 months of signing. The technical committee work plan may be amended from time to time by mutual consent of the steering committee members.

Dates may be extended by mutual agreement of the steering committee members. The technical committee terms of reference may be amended from time to time by mutual consent of the steering committee members.

The parties agree if an agreement is not reached within 18 months from the establishment of the Technical Committee, or at any time before that time, to jointly appoint a mediator within 30 days.

Integration into collective agreements

(a) Once the parties reach agreement on tentative EWSP language and program design, that agreement will be provided to individual PIPSC bargaining tables for ratification and inclusion in their collective agreements

(b) The agreement reached on the EWSP shall not be altered by any bargaining tables

(c) Future amendments to the EWSP shall require the agreement of the Institute and the Employer. Future amendments shall be negotiated between the parties at a central table made up of an Institute bargaining team and an Employer bargaining team

Annex

The parties agree that the following subject areas shall be discussed by the Technical Committee, including but not limited to:

(a) income support during appeal process

(b) updates and changes to the Long-Term Disability Plan

(c) medical appointments

(d) treatment plans

(e) enhanced treatment coverage

(f) negative sick leave banks

(g) utility for sick leave banks

(h) disability management office

(i) transitional provisions such as employees on sick leave at date of transition

(j) additional sick leave days for health care professionals

(k) allotment of sick leave days (earned vs annual advance)

(l) services provided by the Centre for Workplace Well-Being

(m) privacy considerations

(n) definition of chronic and episodic illnesses

(o) shift workers

** APPENDIX “M”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO CLASSIFICATION MATTERS

This memorandum is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada in respect of employees in the Audit, Financial and Scientific bargaining unit.

The Employer recognizes the relevance and concerns that the Institute has in terms of internal relativity between classification standards.

The Employer is committed to engaging in meaningful consultation with the Institute with respect to utilizing the Agency Classification Standard to evaluate the work performed by the employees in the occupational groups currently covered by the Audit, Financial and Scientific bargaining unit. A working group will be established to review current classification issues and potential opportunities for improvement no later than sixty (60) days following the signing of the tentative this agreement.

The working group will provide regular updates to both the Employer and Union to facilitate discussions at the National Union Management Consultation Committee (NUMCC). The matter will be a standing item on future scheduled NUMCC meetings.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

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** APPENDIX “N”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO A COMPARABILITY STUDY TO THE AUDITOR GROUP IN THE CORE PUBLIC ADMINISTRATION

The Union and the Employer agree to engage the services of a third party to conduct a comparability study of the value of work and compensation of Auditors (AU) working at the Canada Revenue Agency with their comparator group of auditors (AV group) working in the core public administration. The third party will provide its findings to the parties for discussion during the next round of collective bargaining.

The work will commence no later than one hundred and twenty (120) days from the date of signing of the collective agreement and will be completed prior to notice to bargaining being served for the next round of negotiations. The deadline for completion of the work may be extended by mutual consent of both parties to this agreement.

SIGNED AT OTTAWA, this 29th day of the month of March, 2018.

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