Central Table proposals

All items tabled centrally are to be included in this Collective Agreement. (list)

Should no agreement be reached at the central table, the common table issues will revert back to this table for negotiation, including economic increase and duration.

Gender neutral language

The Institute would like to discuss the introduction of gender neutral language.

Article 2

INTERPRETATION AND DEFINITIONS

The Institute would like to discuss grammatical amendments to ensure the French version is using the same, consistent terminology.

2.01 Revise/Add to existing definitions as follows:

“common-law partner”

refers to a person living in a conjugal relationship with an employee for a continuous period of at least one (1) year or a person living in a conjugal relationship of less than one (1) year who has a child with an employee. (« conjoint de fait »)

“hourly rate of pay” / “straight-time”

means a full-time employee’s weekly rate of pay divided by thirty-seven decimal five (37.5) (« taux de rémunération horaire » / « taux ordinaire » « heure normale » « tarif normal ».

“Personnel files” includes pay file, Human Resource file, Occupational Health and Safety file and any file containing information about the employee.

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.

5.02 The Employer will act reasonably, fairly and in good faith in administering this Agreement.

ARTICLE 8

HOURS OF WORK

Days of rest

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

Where operational requirements do not permit two consecutive and concurrent days of rest, all additional hours worked on the sixth (6th) and subsequent consecutive days shall be at overtime rates, in accordance with Article 9.01, until the employee is granted two (2) consecutive and continuous days of rest.

Shift work

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

A period of twenty-four (24) hours or less between shifts or within a shift cycle shall not be considered a day of rest.

Where operational requirements do not permit two consecutive and concurrent days of rest, all additional hours worked on the seventh (7th) and subsequent consecutive days shall be at overtime rates, in accordance with Article 9.01, until the employee is granted two (2) consecutive and continuous days of rest.

8.14 The Institute would like to discuss 8.14 (Final is final) in order to respect work-life balance and personal commitments taken by employees and their families.

1. In order to help in the consideration of the wishes of the employees concerned, a provisional shift schedule shall be prepared by the Employer and shall be posted at least two (2) months in advance
2. Provisional and final shift schedules shall indicate the working hours for each shift. The final shift schedule shall be published at least three (3) weeks prior to the commencement of the said schedule and every effort shall be made by the Employer to ensure that scheduled days of rest are not changed. Where in the opinion of the Employer, briefing of shifts is required, adequate paid time shall be allotted within the shift schedule

8.16

a. In such cases, I i f an employee is given less than one hundred and twenty (120) three hundred and sixty (360) hours’ advance notice of a change in the employee’s shift schedule, the employee will receive compensation at the rate of time and one half (1 1/2) for the first (1st ) seven decimal five(7.5) hours and double (2) time thereafter work performed on the first (1st) on any shift changed, regardless of the number of shifts changed. Subsequent shifts worked on the changed schedule shall be paid for at straight-time and every effort shall be made by the Employer to ensure that scheduled days of rest on the changed schedule are maintained.

b. Notwithstanding 8.16(a),

i. when a change in a shift schedule is required and the employee agrees it is to the employee’s benefit to change the shift schedule, the employee shall be compensated at the straight-time rate for work performed in the first (1st) shift changed and

ii. when an employee requests and the Employer agrees to change the employee’s shift schedule, the employee shall be paid at the straight-time rate for work performed on the first (1st) shift of the revised shift schedule.

The Institute would like a discussion on shift premium and particularly given the Phoenix challenges, the possibility of taking the equivalent of the shift premium in compensation time. PIPSC reserves the right to introduce language at a later date.

(a) An employee working a regularly scheduled shift will receive a shift premium of two three dollars ($ 2 $3 ) per hour for each hour worked, including overtime hours, between 1600 and 0800.

(b) A An MT shift work employee whose hours of work are scheduled between 11 pm 2300 and 7 am 0700 will be paid, in addition to the shift premium outlined in 8.19 (a), an additional premium of one four dollars ( $1 $4) for all hours worked between 11 pm 2300 and 7 am 0700 .

**

8.20 Employees working during the weekend will receive a n additional a weekend premium of two three dollars ( $2 $3 ) per hour for all hours worked, including overtime hours, on Saturday and/or Sunday. However, the foregoing shall not apply in cases where an employee to whom clause 8.02 applies requests to work on Saturday and/or Sunday.

9.06 Upon application by the employee and at the discretion of the Employer , compensation earned under this article may be taken in the form of compensatory leave, which will be calculated at the applicable premium rate laid down in this article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

ARTICLE 12

DESIGNATED PAID HOLIDAYS

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

1. New Year’s Day
2. Good Friday
3. Easter Monday; does not apply to MT employees working shift work
4. Easter Sunday; applies only to MT employees working shift work
5. the day fixed by proclamation of the Governor in Council for celebration of the Sovereign’s birthday
6. Canada Day or July 1^st for shift workers
7. Labour Day
8. the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving
9. Remembrance Day or November 11^th for shift workers
10. Christmas Day
11. Boxing Day
12. 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

m. National Indigenous Peoples Day, and

Renumber

13. n. one (1) additional day when proclaimed by an act of Parliament as a national holiday.

Compensation for work on a paid holiday

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

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

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

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

c. upon application by 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. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

13.09 Travel Status Leave

2. The maximum number of hours off earned under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year and shall accumulate as compensatory leave with pay.

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

17.02 Bereavement leave with pay

Remove the definition of immediate family and introduce NEW definition of family in Article 2.01, as per above.

c. 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.

d. When requested to be taken in two (2) periods

1. The first period must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death and
2. The second period must be taken no later than twelve (12) months from the date of death for the purpose of attending a ceremony.
3. 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.

17.09 Leave Without Pay for the Care of Immediate Family

Remove the definition of immediate family and introduce NEW definition of family in Article 2.01, as per above.

a. Both parties recognize the importance of access to leave for the purpose of care for the immediate family.

b. For the purpose of this article, immediate family is defined as spouse (or common-law partner), children (including foster children or children of spouse or common-law partner), grandchildren, parents (including step-parents or foster parents) or any relative permanently residing in the employee’s household or with whom the employee permanently resides.

b. c. Subject to clause 17.09(b), an An employee shall be granted leave without pay for the Care of Immediate Family in accordance with the following conditions:

1. an employee shall notify the Employer in writing as far in advance as possible but not less than four (4) weeks in advance of the commencement date of such leave, unless, because of urgent or unforeseeable circumstances, such notice cannot be given
2. leave granted under this clause shall be for a minimum period of three (3) weeks
3. the total leave granted under this article shall not exceed five (5) years during an employee’s total period of employment in the public service

iv. leave granted for a period of one (1) year or less shall be scheduled subject to operational requirements.

c. leave granted under this clause for a period of more than three (3) months shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and from the calculation of “service”;

d. time spent on such leave for more than three (3) months shall not be counted for pay increment purposes;

e. time spent on such leave for a period of three (3) months or less, shall be counted for pay increment purposes.

f . d. An employee who has proceeded on leave without pay may change his or her return to work date if such change does not result in additional costs to the Employer.

g. e. All leave granted under Leave Without Pay for the Long-Term Care of a Parent or under Leave Without Pay for the Care and Nurturing of Pre-School Age Children under the terms of the previous Applied Science and Patent Examination collective agreement or other agreements will not count towards the calculation of the maximum amount of time allowed for Care of Immediate Family during an employee’s total period of employment in the public service.

Renumber 17.09 f. and g. accordingly.

Remove the definition of immediate family and introduce NEW definition of family in Article 2.01, as per above.

General

18.01

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

b. An employee is entitled to a personal learning plan which will be jointly developed with the responsible manager. The personal learning plan will be reviewed and updated on an annual basis at the employee’s request. The employer commits to implementing such a plan.

c. The employer commits to report once per year at the local/sectoral consultation meeting, on the use and implementation of learning plans.

a. Status quo

b. Status quo

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

i. To the above end, the employer will set aside a minimum of one opportunity per year, per employee, ensuring that all have access to a minimum of 37.5 paid hours per annum, exclusive of travel, to participate in activities described in section 18.03, 18.04 of the collective agreement, exclusive of mandatory training.

ii. An employee may voluntarily not consume all or part the preceding allotment, in order to take a maximum of 75 hours in another year.

iii. Both parties recognize that timely travel approvals result in lower travel cost, therefore the employer will make every effort to approve the attendance to conferences, conventions, and career development events in a timely fashion.

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

5. 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 .

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

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

Professional development

18.04

1. The parties to this Agreement share a desire to improve professional standards by giving the employees the opportunity on occasion:
1. to participate in workshops, short courses or similar out-service programs to keep up to date with knowledge and skills in their respective fields,
2. to conduct research or perform work related to their normal research programs in institutions or locations other than those of the Employer,
3. to carry out research in the employee’s field of specialization not specifically related to assigned work projects when in the opinion of the Employer such research is needed to enable the employee to perform the employee’s assigned role . ,
4. to participate in language workshops, or courses or immersion programs to attain, improve and/or maintain their language competencies,

v. on the job training, such as acting assignment, short term deployment, secondment.

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).

Selection criteria

18.05

PIPSC would like a discussion on such selection criteria and reserve the right to table language at later date.

18.05

Reverse order of sentences

a. The Employer , on request, will shall consult with the Institute Representative on the Committee the Institute Representative the Departmental Career Development Consultation Committee / Joint Consultation Committee with regard to the establishment of selection criteria at the appropriate departmental level.

Should t T he Employer shall then establish and implement such selection criteria for granting leave under clauses 18.02 through 18.04 for a specified group, a copy of these criteria will be provided to an employee who so requests and to the above-mentioned Institute Representative on the Departmental Career Development Consultation Committee . The Employer, on request, will consult with the Institute Representative on the Committee with regard to the selection criteria.

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

c. Where an employee is refused attendance at a conference, the reason for refusal will be provided in writing, to the employee, with the notice of refusal.

Departmental Career Development Consultation Committee

18.06

NEW 18.06 f) The Departmental Career Development Consultation Committee and/or the Joint Consultation Committee will gather statistics by Department and by classification on the requests made under 18.03 and 18.04 including the number of requests, the nature of the requests and the number of approvals and denials and reasons for denials .

Joint Institute / Treasury Board Career Development Committee

18.07

1. In addition to consultation on career development at the departmental level referred to in clause 18.05, 18.06 , and 37.02, the representatives of the Employer and the Institute agree to establish a joint Institute/Treasury Board Career Development Committee.
2. In establishing this committee, it is understood by the parties that Departments are responsible for the application of the policies related to Career Development.
3. It is understood that no commitment may be made by either party on a subject that is not within their authority or jurisdiction, nor shall any commitment made be construed as to alter, amend, add to or modify the terms of this Agreement.

ARTICLE 25

SAFETY AND HEALTH

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

25.02 Safe and Secure Parking for Shift Workers

Shift work employees required to arrive or depart outside of the hours of 06:00 to 18:00 will be provided with safe and secure parking on premises at the employer’s expense.

ARTICLE 28
USE OF EMPLOYER FACILITIES

ARTICLE 31
LEAVE FOR STAFF RELATIONS MATTERS

31.04 Federal Public Service Labour Relation Board Essential Services Hearing, Arbitration Board, Public Interest Commission Hearings and Alternative Dispute Resolution Process

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

31.12 Meetings between the Institute and management

Where operational requirements permit, the Employer will grant leave with pay, including reasonable preparation, and travel time where applicable, to an employee to attend meetings with management on behalf of the Institute.

37.02 The subjects that may be determined as appropriate for joint consultation will be by mutual agreement of the parties and shall include consultation regarding career development, professional development, and proposed technological, workspace and operational changes , contracting out and any initiatives impacting employees’ efficiency and effectiveness . Consultation may be at the local, regional or national level as determined by the parties required .

Consultation with regards to contracting out shall include, but not be limited to, the influence on working conditions, complexity of tasks, information on contractors in the workplace, future resource and service requirements, skills inventories, knowledge transfer, position vacancies, workload, and Managed Services.

The employer agrees to disclose data on the administration of the official languages departmental training program, including the dollar amounts spent, hours and participants by classification and level.

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

Joint Consultation Committee Meetings

37.05 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 preparation and travel time where applicable.

ARTICLE 40
PART-TIME EMPLOYEES

The Institute would like to discuss the provisions for part-time employees with the Employer and reserves the right to table specific proposals at a later date.

ARTICLE 41
EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

41.01 For the purpose of this article:

1. a formal assessment and/or appraisal of an employee’s performance means any written assessment and/or appraisal by any supervisor of how well the employee has performed assigned tasks during a specified period in the past. A formal assessment and/or appraisal of an employee's assessment must not be based on or reference any competency or behaviour which could be, has been or will be subject to discipline.
2. formal assessment and/or appraisals of employee performance shall be recorded on a form prescribed by the Employer for this purpose.
3. if, during the employee performance review, either the form or instructions have changed they shall be given to the employee.
4. an employee is entitled to a performance assessment on an annual basis.

NEW

Performance appraisal

XX.01 At the beginning of the appraisal period, the employer will clearly articulate and provide in writing to the employee, the required performance standards used to assess their performance.

XX.02 Annual increments are based on experience, at the rate of one step for each completed year on-the-job experience. For the purposes of this paragraph the following shall be considered as on-the-job experience: leave for union activities, paid leave of absence, secondment.

XX.03 Except as provided in subsections XX.04 and XX.05, every employee shall be granted salary increments on his/her salary increment date until he/she reaches the maximum rate in the range of rates for the classification level to which he/she is appointed. For greater clarity, unless specifically authorized in this collective agreement no pay increment may be withheld for performance related reasons.

XX.04 Where an employee’s annual performance evaluation or written performance objectives refer to a need for training, in a particular subject area in order to fulfil a particular work related objective that employee shall be entitled to training required to ensure they can meet that objective.

XX.05 Management shall provide the employee with the training necessary to complete their written performance objectives or any other needs identified in the annual performance evaluation. All hours on training shall be deemed hours worked. All cost associated with training will be borne by the employer.

XX.06 Where such training as referred to in XX.02 – XX.03 is not available, an employee will not be evaluated on those performance objectives that required training.

41.02

a. Status Quo

b. Status Quo

c. The employee will have the right to representation during the creation of an action plan as the result of their performance review.

41.04

Upon written request of an employee, the personnel files of that employee shall be made available once per year for examination by the employee in the presence of an authorized representative of the Employer and at the discretion of the employee, a union representative. The files shall be made available within twenty (20) working days of the receipt of the written request.

ARTICLE 43

SEXUAL HARASSMENT

ARTICLE 45

PENOLOGICAL FACTOR ALLOWANCE

AMOUNT of PFA

45.03

DOMESTIC VIOLENCE

Appendix “A”

ANNUAL RATES OF PAY

The Institute wishes to discuss pay with the Employer and reserves the right to table specific proposals at a later date. This includes proposals on allowances.

Memorandum of Agreement Between the Treasury Board and the Professional Institute of the Public Service of Canada with Respect to Scientific Integrity

The purpose of this MOA is to establish a framework for the joint development of Scientific Integrity policies and guidelines between PIPSC and the Treasury Board and PIPSC and the Departments.

The parties to this Agreement recognize that scientific integrity constitutes an integral part of the department’s and employee’s work. Ensuring and enhancing scientific integrity is vital to the decision making process in the public administration and is the responsibility of all employees. It enables decision makers to draw upon high quality, wide-ranging and robust scientific and social scientific evidence for informed decision making. Scientific integrity involves the application of concepts of transparency, openness, high quality work, avoidance of conflict of interest and ensuring high standards of impartiality and research ethics. In this context, the parties recognize the need to promote a culture of scientific integrity within government science and research.

The Government of Canada firmly believes that government science should be publicly available and is an important part of an evidence-based decision-making process.

The Directive on the Management of Communications stipulates that spokespersons and subject matter experts may speak publicly about their own area of expertise and research, while respecting the Values and Ethics Code for the Public Sector. Deputy Heads have been asked to provide their ongoing attention to the implementation of the policy requirements within their departments that allow government scientists to speak publicly about their work. As part of the implementation, Deputy Heads should communicate directly with the employees of their department to ensure they are aware of the communications policy and how it applies to them.

The parties recognize the importance of balancing the requirements of scientific integrity and those of the Values and Ethics Code for the Public Sector as adopted April 2, 2012.

The principles and guidelines of scientific integrity include the release of scientific information and data to the public in a timely manner and in keeping with the Government of Canada’s Directive on Open Government; the attribution and acknowledgement of the contributions of Government of Canada science/scientists; where appropriate, acknowledgement in official publications or communications where a significant (meaningful) contribution to programs, policy or regulations has been made, including the names and roles of those who made significant contributions to the research.

Further, principles and guidelines on scientific integrity ensure that science is high quality, free from political, commercial, and client interference; ensure the education of employees of the department/agency on the role of science in evidence-based decision making. The Government of Canada recognizes the importance of professional development, and the employee’s role in the development of government policy or advice.

Implementation and governance

Departments that employ more than 10 RE or SP members shall be required to develop and maintain their own Scientific Integrity Policies and Procedures in consultation with PIPSC Representatives in their respective workplaces. Such policies shall address the principles/guidelines outlined above, including the right to speak publicly identified in the collective agreement. This shall be completed within eighteen (18) months of the signing of this MOA. Departments, in consultation with PIPSC, will endeavour to create a common policy that can be used as a model by departments when developing their own Scientific Integrity Policies. This will be completed within the first 6 months of the signing of this collective agreement.

Departments shall report annually at the National Union-Management Consultation Committee (NUMCC) on the progress toward implementing this MOA and departmental policies. In addition, the Governance Committee composed of the Secretary of the Treasury Board, Chief Science Advisor, once appointed and President of PIPSC will meet annually to take stock of progress and decide on course correction. The Governance Committee shall operate in accordance with the document “Terms of Reference: Governance Committee Implementation of Government Wide Scientific Integrity” as agreed to by PIPSC and the Treasury Board signed on XXXXX. This document shall form part of this collective agreement.

**Appendix “E”

Memorandum of Understanding Between the Treasury Board (hereinafter called the Employer) and the Professional Institute of the Public Service of Canada (hereinafter called the Institute) in Respect of an Allowance for Certain Health Canada Employees in the Biological Science Group of the Applied Science and Patent Examination (SP) Bargaining Unit

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

• BI-4 or BI-5 positions;
  or
• BI-5 positions in the HPFB currently supervising BI-4 employees in receipt of the allowance provided herein
  and

who assess the safety and efficacy of Human Therapeutic Products (drugs and devices as defined in section 2 of the Food and Drug Act) through a combination of in-depth scientific assessment of human clinical data, risk/benefit assessment, risk management and communication. The assessment would be undertaken in respect of any of the following:

o pre-market

• biologic manufacturing
• bioavailability

o post-market

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

a. Commencing October 1, 2014 2018 and ending September 30, 2018 , BI employees who perform the duties of the specific positions identified above shall be eligible to receive a Human Drugs Clinical Review Allowance in the following applicable annualized amount to be paid biweekly;

b. the employee shall be paid the daily amount shown below for each calendar day for which the employee is paid pursuant to Appendix “A” of the collective agreement. This daily amount is equivalent to the annual amount set out below for each position and level divided by two hundred and sixty decimal eight eight (260.88);

NOTE: The Institute proposes to restore the historical percentage differential of the allowance with salary and maintain this differential going forward. (as of 2006)

c. The Human Drugs Clinical Review Allowance specified above does not form forms part of an employee’s salary except for the determination of the Supplementary Unemployment Benefit provided for in clauses 17.04, 17.05, 17.07 and 17.08 . ( make it pensionable)

d. The Human Drugs Clinical Review Allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this Memorandum of Understanding.

e. Subject to (f) below, the amount of the Human Drugs Clinical Review Allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee’s substantive position.

f. When a BI employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 46.08, the Human Drugs Clinical Review Allowance payable shall be proportionate to the time at each level.

g. The Human Drugs Clinical Review Allowance shall be increased annually based upon the economic increase applied to the amount the employee is paid pursuant to Appendix “A” of the collective agreement.

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

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

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

This Memorandum of Understanding expires on September 30, 2018.

**Appendix “I”

Memorandum of Agreement on Supporting Employee Wellness