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CFIA S&A - Detailed Ratification Package - 2019

PAY PROPOSAL

Annual Rates of Pay

The Parties agree to proposal on Rates of Pay as follows:

    1. a. Effective October 1, 2014 – Economic Increase of 1.25%
    2. b. Effective October 1, 2015 – Economic Increase of 1.25%
    3. c. Effective October 1, 2016 – Economic Increase of 1.25%
    4. d. Effective October 1, 2017 – Economic Increase of 1.25%

Pay Grid Restructuring

ES Classification

The Parties agree to the following proposal on the pay rate restructure for its ES Group, effective in year 3 (October 1, 2016) of the Collective  Agreement, prior to the implementation of the 1.25% economic increase as follows:

ES-01

Add a 1% step at the maximum

ES-02

Drop Step 1 and add a 3% step at the maximum

ES-03

Drop Step 1 and add a 3% step at the maximum

ES-04

Drop Step 1 and add a 4% step at the maximum

ES-05

Drop Step 1 and add a 3% step at the maximum

ES-06

Drop Step 1 and add a 3% step at the maximum

ES-07

Drop Step 1 and add a 4% step at the maximum

PG Classification

The Parties agree to a pay rate restructure for its Purchasing and Supply (PG) Group to provide the following in year 3, prior to the implementation of the economic increase as follows:

  • 1% market adjustment effective October 1, 2016
  • 1.25% increase to the maximum rate of pay for the PG-01 to PG-04 levels

SE-RES Classification

The Parties agree to wage adjustments for all of its research scientist (SE-RES) levels, effective October 1, 2016 and prior to applying the 1.25% economic increase, to align the maximum rate of pay at each SE-RES level with the maximum rate of pay for the corresponding SE-RES level in the core public administration Research (RE) Group as detailed below:

  • SE-RES-01: wage adjustment of 0.3% at the maximum
  • SE-RES-02: wage adjustment of 0.04% at the maximum
  • SE-RES-03: wage adjustment of 1.1% at the maximum
  • SE-RES-04: wage adjustment of 1.1% at the maximum
  • SE-RES-05: wage adjustment of 1.05% at the maximum

SE-REM Classification

  • Effective October 1, 2014 – Economic Increase of 1.25%
  • Effective October 1, 2015 – Economic Increase of 1.25%
  • Effective October 1, 2016 – Economic Increase of 1.25%
  • Effective October 1, 2017 – Economic Increase of 1.25%

 SR Classification

The Parties agree as follows: 

AG/BI/CH Classifications will be converted to the SR Classification as of April 1, 2015.

The Employer proposes the following pay rate restructures effective October 1, 2016 and prior to applying the 1.25% economic increase, as detailed below:

  • SR-01 (current AG, BI, CH level 1): remove first step and add a new 2.6% step at the maximum;
  • SR-03 (current. AG, BI, CH level 3): remove first step and add a new 1.47% step at the maximum;
  • SR-04 (current. AG, BI, CH level 4): remove first step and add a new 1.18% step after the current maximum, then add a new 3.77% step at the maximum; and
  • SR-05 (current. AG, BI, CH level 5): remove first step and add a new 1.99% step after the current maximum, then add a new 2.65% step at the maximum

In addition to the above pay rate restructures, the Employer will provide a one-time lump sum payment of Five Thousand Three Hundred and Fifty Dollars ($5,350) to employees at the SR-03 level and Six Thousand Dollars ($6,000) to employees at the SR-02 level.

For greater clarity, the lump sum payment would apply to:

  • Full-time employees who, at date of signing of the S&A Collective Agreement, have substantively occupied a SR-02 or SR-03 position for a period of no less than three months;
  • Part-time employees working more than one third of the regular hours who, at date of signing of the S&A Collective Agreement, have substantively occupied a SR-02 or SR-03 position for a period of no less than three months. The lump sum payment for part-time is pro-rated in the same proportion as the part-time employee’s assigned work week (as compared to normal regular weekly hours of work);
  • Employees on leave without pay for reasons of sick leave, maternity leave, or parental leave who, at date of signing of the S & A collective agreement, have substantively occupied a SR-02 or SR-03 position for a period of no less than three months;
  • Persons acting in a SR-02 or SR-03 position for a period of one year or more at the date of signing of the S&A Collective Agreement.

The lump sum payment would not apply to:

  • Full-time or part-time employees who, at date of signing of the S&A Collective Agreement, have substantively occupied a SR-02 or SR-03 position for a period of less than three months;
  • ‘As and When Required’/casual workers;
  • Students;
  • SR-02 and SR-03 terms working less than three months;
  • Persons acting in a SR-02 or SR-03 position for a period of less than one year at the date of signing of the S&A collective agreement;
  • Employees on leave without pay for reasons of sick leave, maternity leave, or parental leave who, at date of signing of the S&A collective agreement, have substantively occupied a SR-02 or SR-03 position for a period of less than three months; and,
  • Substantive SR-02 or SR-03 employees on leave without pay for reasons other than sick leave, maternity leave, or parental leave.

THE PARTIES TENTATIVELY AGREE TO AMEND THE COLLECTIVE AGREEMENT AS FOLLOWS:

ARTICLE B1 – HOURS OF WORK

 NEW

 B1.07 When operational requirements permit, two (2) rest periods of fifteen (15) minutes each shall be provided during each normal work day.

 ARTICLE B10 – LEAVE GENERAL

B10.03      An employee is entitled, once in each fiscal year, to have access to information regarding be informed, upon request, of the balance of his vacation or sick leave with pay credits.

B10.10      (a)     When an employee becomes subject to this Agreement, the employee's earned daily leave credits shall be converted into hours on the basis of one day being equal to seven decimal five (7.5) hours.

(b)     When an employee ceases to be subject to this Agreement, the employee's earned hourly leave credits shall be converted into days on the basis of seven decimal five (7.5) hours being equal to one day.

ARTICLE B11 – VACATION LEAVE

B11.17      (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 (1st) day of the month following the employee's second (2nd) anniversary of service, as defined in clause B11.03.

(b)     Transitional Provisions

Effective on the date of signing of the Collective Agreement, employees with more than two (2) years of service, as defined in clause B11.03, shall be credited a one-time entitlement of thirty-seven decimal five (37.5) hours of vacation leave with pay.

(c)(b)The vacation leave credits provided in clauses B11.17 (a) and (b) above shall be excluded from the application of paragraph B11.07 (a) and (b) dealing with Carry-over and Liquidation.

ARTICLE B13 – BEREVEMENT LEAVE

B13.01  For the purpose of this clause, immediate family is defined as father, mother (or alternatively stepfather, stepmother or foster parent), brother, sister, spouse (including common-law partner), child (including child of common-law partner), stepchild or ward of the employee, grandparent, grandchild, father-in-law, or mother-in-law, and any relative permanently residing in the employee's household or with whom the employee permanently resides.

a. When a member of an employee's immediate family dies, the employee:

i     shall be entitled to a bereavement period of seven (7) consecutive calendar days. Such bereavement period, as determined by the employee, must include the day of the memorial commemorating the deceased, or must 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 that 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.

iii   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.

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

c e    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 President may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in paragraph B13.01 (a) (i) and sub-clause (c)(d).

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

ARTICLE B14 – MATERNITY AND PARENTAL LEAVE WITHOUT PAY

B14.02   Maternity and/or Parental Allowance

(a)   An employee who has been granted maternity and/or parental leave without pay shall be paid an allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described below providing he or she:

(i)    has completed six (6) months of continuous employment before the commencement of the leave,

(ii)   provides the Employer with proof of application for and receipt of pregnancy or parental benefits in accordance with Employment Insurance or the Québec Parental Insurance Plan in respect of insurable employment with the Employer, and

(iii) signed an agreement with the Employer stating that he or she will return to work following the approved leave period (unless modified by a period of other approved leave) for a period equal to that for which an allowance was paid.

(b)   Should an employee fail to return to work for the Employer, Parks Canada, The Canada Revenue Agency or the Core Public Administration or fail to work the period specified in B14.02 (a) (iii), for reasons other than death, lay-off, 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 B14.02 (a) (iii), or having become disabled within the meaning of the Public Service Superannuation Act, the employee shall repay to the Employer on a pro rata basis as follows:

 

[allowance X [remaining period to be worked following return to work]

received]              ________________________________________________

                              total period to be worked as specified in (a)(iii)]

 

However, an employee whose specified period of employment expired and who is rehired by the Employer, Parks Canada, The Canada Revenue Agency or the Core Public Administration within a period of five (5) ninety (90) days or less is not indebted for the amount if the new period of employment is sufficient to meet the obligations specified in (a) (iii).

(c)   For the purpose of B14.02 (a) (iii) and (b), 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 B14.02 (a) (iii), without activating the recovery provisions described in B14.02 (b).

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

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

and

(ii) For each week the employee receives maternity, parental, adoption or paternity benefits under the Employment Insurance or the Québec Parental Insurance Plan, he or she is eligible to receive the difference between ninety-three percent (93%) of his or her weekly rate of pay and the maternity, parental, adoption or paternity benefits less any other monies earned during this period which may result in a decrease in the maternity, parental, adoption or paternity benefits to which the employee would have been eligible if no extra monies had been earned during this period.

(iii) 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 Québec Parental Insurance Plan and thereafter remains on parental leave without pay, she is eligible to receive a further parental allowance for a period of two (2) weeks, ninety-three percent (93%) of her weekly rate of pay for each week, less any other monies earned during this period.

(iv) where an employee has received the full fifteen (15) weeks of maternity benefit under Employment Insurance 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.

(v) where an employee has received the full thirty-five (35) weeks of parental benefit under Employment Insurance and thereafter remains on parental leave without pay, he/she 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 B14.02 (d)(iv) for the same child.

(e)  At the employee's request, the payment referred to in B14.02 (d) (i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI Employment Insurance or Québec Parental Insurance Plan maternity or EI Employment Insurance or Québec Parental Insurance Plan parental benefits.

…

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

ARTICLE B17 – LEAVE WITH PAY FOR THE CARE OF IMMEDIATE FAMILY

B17.04      All leave granted under leave without pay for the care and nurturing of the employee’s pre-school age children or under leave without pay for the long-term care of a parent under the terms of previous collective agreements between the Canadian Food Inspection Agency and the Professional Institute of the Public Service of Canada 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 Canadian Food Inspection Agency and in the Public Service.

B17.05      Transitional Provisions

These transitional provisions are applicable to employees who have been granted and have proceeded on leave on or after the date of signature of this agreement:

(a) An employee who, on the date of signature of this agreement, is on Leave Without Pay for the Care and Nurturing of Pre-school Age Children or on Leave Without Pay for the Long-Term Care of a Parent under the terms of the agreement expired on September 30, 2003, continues on that leave for the approved duration or until the employee’s return to work, if the employee returns to work before the end of the approved leave.

(b) An employee who becomes a member of the bargaining unit on or after the date of signature of this agreement and who is on Leave Without Pay for the Care and Nurturing of Pre-School Age Children or on Leave Without Pay for the Long-Term Care of a Parent under the terms of another agreement, continues on that leave for the approved duration or until the employee’s return to work, if the employee returns to work before the end of the approved leave. 

 ARTICLE B20 – LEAVE WITH PAY FOR FAMILY RELATED RESPONSIBILITIES

B20.01  (a) For the purpose of this Article, family is defined as spouse (or common-law partner resident with the employee), child (including foster child or child of legal or common-law partner and ward of the employee), or parents (including step-parent or foster parent), father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents and grandchildren of the employee, and any relative permanently residing in the employee's household or with whom the employee permanently resides, or any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

(b) The total leave with pay which may be granted under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.

(c)  Subject to sub-clause B20.01 (b), the Employer shall grant leave with pay under the following circumstances:

i.    up to seven decimal five (7.5) hours to take a dependent family member for medical or dental appointments, or for appointments with school authorities or adoption agencies, if the supervisor was notified of the appointment as far in advance as possible;

ii.   to provide for the immediate and temporary care of a sick 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.  to provide for the immediate and temporary care of an elderly member of the employee's family;

iv.  fifteen (15) hours' leave with pay for needs directly related to the birth or to the adoption of the employee's child which may be divided into two (2) periods and granted on separate days.

v    seven decimal five (7.5) hours out of the thirty-seven decimal five (37.5) hours stipulated in B20.01 (c) may be used:

a)v         to attend school functions, if the supervisor was notified of the function as far in advance as possible;

b)vi to provide for the employee's child in the case of an unforeseeable closure of the school or daycare facility;

c)vii  seven decimal five (7.5) hours out of the thirty-seven decimal five (37.5) hours stipulated in B20.01 (b) 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.

 ARTICLE B25 – OTHER LEAVE WITH PAY

 In any fiscal year, an employee is entitled to no more than fifteen (15) hours of combined personal and volunteer leave.

 *Effective on April 1, 2018, the clause Volunteer Leave is deleted from the collective agreement.

 B25.02     Volunteer Leave

Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, up to seven decimal five (7.5) hours of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign.

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

 *Effective on April 1, 2018, the previous provision is replaced with the following:

 B25.03     Personal Leave

Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, fifteen (15)  up to seven decimal five (7.5) hours leave with pay for reasons of a personal nature. This leave can be taken in periods of seven decimal five (7.5) hours or three decimal seven five (3.75) hours each.

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

ARTICLE C3 – INFORMATION

C3.02 The Employer agrees to supply each employee with access to an electronic a copy of the Collective Agreement and any amendments thereto.  For the purpose of satisfying the Employer’s obligation under this clause, for employees who choose not to receive a printed copy of the Collective Agreement, electronic access to the Agreement will be made available.  Employees opting to receive electronic access may use the Employer’s equipment to print a copy or portion thereof.

 ARTICLE C5 – LEAVE FOR STAFF RELATIONS MATTERS

 C5.02

Applications for Certification, Representations and Interventions with Respect to Applications for Certification

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

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

and

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

C5.10

Contract Negotiations Meetings

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

C5.11

Preparatory Contract Negotiations Meetings

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

 C5.13

Institute Meetings and Conventions

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

C5.14

Stewards Training Courses

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

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

NEW:

C5.15             Effective January 1, 2019, leave granted to an employee under C5.02, C5.10, C5.11, C5.13, and C5.14(a) will be with pay; the Institute will reimburse the Employer for the salary and benefit costs of the employee during the period of approved leave with pay according to the terms established by joint agreement. 

 ARTICLE E1 – PAY

 E1.06        Rates of Pay

Where the rates of pay set forth in Appendix "A" have an effective date prior to the date of signing of this collective agreement, the following shall apply:

(e)    in order for former employees or, in the case of death, for former employees’ representatives to receive payment in accordance with clause (c), the Employer shall notify by registered mail such individuals at their last known address that they have thirty (30) days from the date of receipt of the registered letter to request in writing such payment, after which time any obligation upon the Employer to provide payment ceases;

 ARTICLE E4 – DURATION

 E4.01     The duration of this Collective Agreement shall be from the date it is signed to September 30, 201 4 8.

 IMPLEMENTATION

The Parties herein agree that the provisions of this Collective Agreement shall be implemented by the Parties within a period of one hundred and twenty (120) days from the date of signing.

APPENDIX B

 EMPLOYMENT TRANSITION

 The Parties agree to meet in an editorial committee to discuss and seek agreement on Employment Transition in Appendix B to be in line with agreements made at the central table between TBS and PIPSC and as included in the VM and IN Collective Agreements.

 NEW APPENDIX F

 MEMORANDUM OF AGREEMENT ON SUPPORTING EMPLOYEE WELLNESS

  1. Further to the Memorandum of Agreement on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada in section 2  below:

The Canadian Food Inspection Agency and the Professional Institute of the Public Service of Canada (PIPSC) agree to undertake the necessary steps in order to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury.

  1. Memorandum of Agreement on Supporting Employee Wellness B etween Treasury Board and the Professional Institute of the Public Service of Canada

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
  • full costs of administering the EWSP to be borne by Employer and
  • 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. The Employer will grant leave with pay 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 Plan (LTD)
  • 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

1. 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.

2. The agreement reached on the EWSP shall not be altered by any bargaining tables.

3. 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 of Workplace Well-being

m. privacy considerations

n. definition of chronic and episodic illnesses

o. shift workers

 

NEW APPENDIX G

 Memorandum of Agreement

Between

the Canadian Food Inspection Agency

and

the Professional Institute of the Public Service of Canada

with Respect to Scientific Integrity

This Memorandum of Agreement (MOA) will be appended to the S&A Collective Agreement and referred to in the Collective Agreement.

The following clause will be added to the collective agreement at clause A6.02:

Employees shall have the right to express themselves on science and their research, while respecting the Values and Ethics Code for the Public Sector adopted on April 2, 2012 without being designated as an official media spokesperson. 

The purpose of this MOA is to establish a framework for the joint development of a Scientific Integrity policy and guidelines between PIPSC and the CFIA.

The parties to this Agreement recognize that scientific integrity constitutes an integral part of the Agency’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. Along with other Deputy Heads, the CFIA’s President has been asked to provide their ongoing attention to the implementation of the policy requirements within the CFIA that allow government scientists to speak publicly about their work. As part of the implementation, the President of CFIA should communicate directly with the employees of the Agency 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 of high quality, free from political, commercial, and client interference; and ensure the education of employees of the 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:

The CFIA shall be required to develop its own Scientific Integrity Policy and Procedures in consultation with PIPSC Representatives. Such policies shall address the principles/guidelines outlined above, including the right to speak publicly as identified in the Collective Agreement. This shall be completed within eighteen (18) months of the signing of this MOA. The parties note that departments in the core public administration, in consultation with PIPSC, will endeavour to create a common policy that can be used as a model by the CFIA when developing their own Scientific Integrity Policy.

The CFIA shall report annually at the National Union-Management Consultation Committee (NUMCC) on the progress toward implementing this MOA and a CFIA policy. In addition, the Secretary of the Treasury Board, the Chief Science Advisor, once appointed and the President of PIPSC, will meet annually to take stock of progress and decide on course correction.

The Parties agree that the deadlines in this MOU can only be extended by mutual agreement in writing.

NEW Letter of Understanding Concerning the Integration of the Talent Management Questionnaire Results with the Work Planning of the Learning Directorate

Letter of Understanding

Between

The Professional Institute of the Public Service of Canada (PIPSC)

Scientific and Analytical (S&A) Group Bargaining Unit

And

The Canadian Food Inspection Agency (the Employer)

Concerning

The Integration of the Talent Management Questionnaire Results with

the Work Planning of the Learning Directorate

The Parties recognize the importance of maintaining employees’ scientific and/or professional expertise.  

Recognizing that the CFIA’s Talent Management Questionnaire (TMQ) collects significant amounts of information with respect to proposed learning and development, and seeking to understand what training and developmental needs employees are identifying;

The Parties agree to the following;

The Union and Employer will undertake a review of the information in the Learning and Development Section of the Talent Management Questionnaire of employees in the PIPSC S&A Bargaining Unit. This review can be undertaken by the CFIA Career Development Committee, if both parties agree.

This review will include:

  1. The Employer will compile the information on learning and development contained in TMQs for the 2016/2017 and 2017/2018 fiscal years into a spreadsheet or appropriate, available information management tool agreed upon with the Union. All names shall be excluded. The Employer will design the spreadsheet or information management tool and input the compiled information. This will be completed within three (3) months of signing of the renewal Collective Agreement for the 2016/2017 fiscal year, and within six (6) months of the completion of the 2017/2018 TMQ process for the data related to that fiscal year. Upon completion it will be shared with the Union;
  2. The Parties will each undertake a review of the data within 3 months of its compilation for each year; and,
  3. Upon completion of their respective reviews, the Parties will make recommendations to the Learning Directorate. The Learning Directorate will consider the recommendations of the parties for the purposes of its work planning.   

Upon completion, the review will be assessed by the Career Development Committee. The Career Development Committee will make a recommendation to the Employer on whether or not this review process should become a regular part of the CFIA’s learning and development strategy.

This Letter of Understanding will not form part of the collective agreement. It will expire when all the actions and deadlines are complete.