The Professional Institute of the Public Service of Canada
The Professional Institute of the Public Service of Canada
Log in

Tentative Agreement
reached between the Canadian Nuclear Safety Commission and the
Professional Institute of the Public Service of Canada for the
Nuclear Regulatory (NUREG) Group
on September 7, 2017

Article 2 – Definitions

“continuous employment” has the same meaning as specified in the Public Service Terms and Conditions of Employment Regulations Public Service Directive on Terms and Conditions of Employment on the date of signing this Agreement as if an employee of the Canadian Nuclear Safety Commission were appointed to a position under Schedule 1, Part I of the Public Service Staff Labour Relations Act (« emploi continu »)

Article 6 – No Discrimination

6.01 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.

NEW

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

NEW

6.04 (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 (a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

Article 8 – Overtime, Call-back and Standby

NEW

8.13 An employee on standby who is called in to work by the Employer and who reports for work shall be compensated in accordance with Articles 8.05 and 8.06 (Call-back).

Article 10 – Compensation for Overtime, Travelling Time, Stand-by and Call-back

NEW

10.05 Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family 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.

Article 12 – Vacation Leave

12.03 (a) Notwithstanding Article 12.02, at the date of employment, an indeterminate employee who has an annual leave entitlement above fifteen (15) days with a previous employer may be granted the same entitlement, as long as the following criteria are met:

(i) the prior period of employment at a former employer can not be separated by a break in employment of more than one (1) year;

(ii) the employee satisfies the Employer of their entitlements from their previous employer; and

(iii) the entitlement from the previous employer does not exceed thirty (30) days, in which case the entitlement shall be reduced to that level.

12.03 (a) The Employer agrees to accept the unused vacation leave credits up to a maximum of six (6) weeks of an employee who resigns from the Public Service or an organization listed in Schedule V of the Financial Administration Act in order to take a position with the CNSC if the transferring employee is eligible and has chosen to have these credits transferred.

Article 14 – Parental and Family-related Leave/Maternity Allowance

Leave Without Pay for Care and Nurturing

14.03 Subject to operational requirements, an employee shall be granted leave without pay for the care and nurturing of the employee’s pre-school age children; or the long term care of an ill or aged parent or a disabled child or other family permanently residing in the employee’s household or with whom the employee permanently resides, in accordance with the following conditions:

(d) leave granted under this clause for a period of more than three (3) months shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and from the calculation of “service” for the purpose of calculating vacation leave; time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

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

NEW

(f) Compassionate Care Leave

(i) Notwithstanding the definition of “family” found in clause 14.04(a) and notwithstanding paragraphs 14.03(b) and (c) above, an employee who provides the Employer with proof that he or she is in receipt of or awaiting Employment Insurance (EI) Compassionate Care Benefits may be granted leave for periods of less than three weeks while in receipt of or awaiting these benefits.

(ii) Leave granted under this clause may exceed the five (5) year maximum provided in paragraph (c) above only for the periods where the employee provides the Employer with proof that he or she is in receipt of or awaiting Employment Insurance (EI) Compassionate Care Benefits.

(iii) When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for Employment Insurance (EI) Compassionate Care Benefits has been accepted.

(iv) When an employee is notified that their request for Employment Insurance (EI) Compassionate Care Benefits has been denied, paragraphs (i) and (ii) above cease to apply.

Leave with pay for Family-Related Responsibilities

14.04 (a) For the purpose of this clause, family is defined as:

(i) Spouse (or common-law spouse residing with the employee);

(ii) Dependent children (including children of legal or common-law spouse, foster children residing with the employee and ward of the employee);

(iii) Parents (including stepparents or foster parents), father-in-law, mother-in-law;

(iv) Brother, sister, step-brother, step-sister;

(v)Grandparents and grandchildren of the employee;

(vi) any relative permanently residing in the employee’s household or with whom the employee permanently resides, or

(vii) 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 sub-clause 14.04(c) shall not exceed five (5) days in a fiscal year.

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

(i) To take a dependent family member for medical or dental appointments or for appointments with school authorities or adoption agencies. A dependent family member is a family member who is incapable of attending the appointment unaccompanied. An employee is expected to make reasonable efforts to schedule appointments to minimize the employee’s absence from work and must notify the supervisor 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 alternative care arrangements where the illness is of a longer duration;

(iii) For needs directly related to the birth or to the adoption of the employee’s child. This leave may be divided into two (2) periods and granted on separate days;

(iv) To provide for the immediate or temporary care of an elderly family member/child of the employee’s family;

(v) To attend school functions, if the supervisor was notified of the functions as far in advance as possible;

(vi) To provide for the employee’s child in the case of an unforeseeable closure of the school or daycare facility;

(vii) Seven decimal five (7.5) hours out of the thirty-seven decimal five (37.5) hours stipulated above 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 15 – Other Leave With or Without Pay

Bereavement Leave

NEW

15.02 (d) If, during a period of paid leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under clauses (a) and (b) of this article, the employee shall be granted bereavement leave with pay and his or her paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.

Article 21 – Information

21.01 The Employer agrees to provide each bargaining unit employee and all employees hired after the date of signing with a copy of this Agreement. For the purposes of satisfying the Employer’s obligations under this clause, employees may be given electronic access to this Agreement, provided that the Employer advises each employee that the Agreement is available electronically and how it can be accessed.

Article 26 – Employee Performance Review and Employee Files

Employee Files

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

ARTICLE 36 – DURATION

36.01 The duration of this Agreement shall be from April 1, 2014 to March 31, 2018.

Appendix 1 – Salary Grids

April 1, 2013 – old rates

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG1

$32,469

$33,768

$35,119

$36,523

$37,984

$39,503

$41,084

$42,818

REG2

$37,909

$39,425

$41,002

$42,641

$44,349

$46,123

$47,968

$49,993

REG3

$44,257

$46,028

$47,869

$49,781

$51,773

$53,843

$55,998

$58,366

REG4

$51,669

$53,737

$55,885

$58,120

$60,445

$62,863

$65,378

$68,142

REG5

$60,146

$63,034

$66,060

$69,230

$72,554

$76,037

$81,949

  

REG6

$70,224

$73,594

$77,126

$80,830

$84,709

$88,775

$95,673

  

REG7

$84,607

$88,667

$92,923

$97,385

$102,058

$106,956

$115,273

  

REG7TS

$90,018

$94,340

$98,868

$103,614

$108,587

$113,798

$122,604

  

REG8

$95,220

$99,791

$104,581

$109,601

$114,861

$120,374

$126,153

$132,300

 

April 1, 2014 – economic increase 1.25%

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG1

$32,875

$34,190

$35,558

$36,980

$38,459

$39,997

$41,598

$43,353

REG2

$38,383

$39,918

$41,515

$43,174

$44,903

$46,700

$48,568

$50,618

REG3

$44,810

$46,603

$48,467

$50,403

$52,420

$54,516

$56,698

$59,096

REG4

$52,315

$54,409

$56,584

$58,847

$61,201

$63,649

$66,195

$68,994

REG5

$60,898

$63,822

$66,886

$70,095

$73,461

$76,987

$82,973

  

REG6

$71,102

$74,514

$78,090

$81,840

$85,768

$89,885

$96,869

  

REG7

$85,665

$89,775

$94,085

$98,602

$103,334

$108,293

$116,714

  

REG7TS

$91,143

$95,519

$100,104

$104,909

$109,944

$115,220

$124,137

  

REG8

$96,410

$101,038

$105,888

$110,971

$116,297

$121,879

$127,730

$133,954

 

April 1, 2015 – economic increase 1.25%

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG1

$33,286

$34,617

$36,002

$37,442

$38,940

$40,497

$42,118

$43,895

REG2

$38,863

$40,417

$42,034

$43,714

$45,464

$47,284

$49,175

$51,251

REG3

$45,370

$47,186

$49,073

$51,033

$53,075

$55,197

$57,407

$59,835

REG4

$52,969

$55,089

$57,291

$59,583

$61,966

$64,445

$67,022

$69,856

REG5

$61,659

$64,620

$67,722

$70,971

$74,379

$77,949

$84,010

  

REG6

$71,991

$75,445

$79,066

$82,863

$86,840

$91,009

$98,080

  

REG7

$86,736

$90,897

$95,261

$99,835

$104,626

$109,647

$118,173

  

REG7TS

$92,282

$96,713

$101,355

$106,220

$111,318

$116,660

$125,689

  

REG8

$97,615

$102,301

$107,212

$112,358

$117,751

$123,402

$129,327

$135,628

 

April 1, 2016 – restructure

REG1-4 increase 0.5%

REG5-7 restructure of step 7 and add step 8

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG1

$33,452

$34,790

$36,182

$37,629

$39,135

$40,699

$42,329

$44,114

REG2

$39,057

$40,619

$42,244

$43,933

$45,691

$47,520

$49,421

$51,507

REG3

$45,597

$47,422

$49,318

$51,288

$53,340

$55,473

$57,694

$60,134

REG4

$53,234

$55,364

$57,577

$59,881

$62,276

$64,767

$67,357

$70,205

REG5

$61,659

$64,620

$67,722

$70,971

$74,379

$77,949

$81,691

$85,612

REG6

$71,991

$75,445

$79,066

$82,863

$86,840

$91,009

$95,377

$99,955

REG7

$86,736

$90,897

$95,261

$99,835

$104,626

$109,647

$114,910

$120,426

REG7TS

$92,282

$96,713

$101,355

$106,220

$111,318

$116,660

$125,689

  

REG8

$97,615

$102,301

$107,212

$112,358

$117,751

$123,402

$129,327

$135,628

 

April 1, 2016 – economic increase 1.25%

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG1

$33,870

$35,225

$36,634

$38,099

$39,624

$41,208

$42,858

$44,665

REG2

$39,545

$41,127

$42,772

$44,482

$46,262

$48,114

$50,039

$52,151

REG3

$46,167

$48,015

$49,934

$51,929

$54,007

$56,166

$58,415

$60,886

REG4

$53,899

$56,056

$58,297

$60,630

$63,054

$65,577

$68,199

$71,083

REG5

$62,430

$65,428

$68,569

$71,858

$75,309

$78,923

$82,712

$86,682

REG6

$72,891

$76,388

$80,054

$83,899

$87,926

$92,147

$96,569

$101,204

REG7

$87,820

$92,033

$96,452

$101,083

$105,934

$111,018

$116,346

$121,931

REG7TS

$93,436

$97,922

$102,622

$107,548

$112,709

$118,118

$127,260

  

REG8

$98,835

$103,580

$108,552

$113,762

$119,223

$124,945

$130,944

$137,323

 

April 1, 2017 – economic increase 1.25%

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG1

$34,293

$35,665

$37,092

$38,575

$40,119

$41,723

$43,394

$45,223

REG2

$40,039

$41,641

$43,307

$45,038

$46,840

$48,715

$50,664

$52,803

REG3

$46,744

$48,615

$50,558

$52,578

$54,682

$56,868

$59,145

$61,647

REG4

$54,573

$56,757

$59,026

$61,388

$63,842

$66,397

$69,051

$71,972

REG5

$63,210

$66,246

$69,426

$72,756

$76,250

$79,910

$83,746

$87,766

REG6

$73,802

$77,343

$81,055

$84,948

$89,025

$93,299

$97,776

$102,469

REG7

$88,918

$93,183

$97,658

$102,347

$107,258

$112,406

$117,800

$123,455

REG7TS

$94,604

$99,146

$103,905

$108,892

$114,118

$119,594

$128,851

  

REG8

$100,070

$104,875

$109,909

$115,184

$120,713

$126,507

$132,581

$139,040

 

Effective the date of signing of the collective agreement, all employees classified REG1 to REG4 (with the exception of those employees at REG4 who are eligible to receive a terminable allowance as outlined in MOA #4), will receive a $650 signing bonus.

Appendix 3 – Maternity and/or Parental Allowance

5. Maternity allowance payments and/or parental allowance payments made according to Supplemental UneEmployment Insurance Benefit Plan will consist of the following:

(a) Where an employee is subject to a waiting period of two (2) weeks before receiving EI maternity benefits and/or parental benefits, an allowance of ninety-three percent (93%) of the weekly rate of pay for each week of the two (2) week waiting period less any other monies earned during this period.

and/or

(b) For each week that an employee receives maternity, parental, adoption of paternity benefits under the Employment Insurance Act or the Quebec Parental Insurance Plan, the difference between the gross weekly amount of the EI benefit he/she is initially eligible to receive and ninety-three percent (93%) of his/her weekly rate of pay less any other monies earned during the period which result in a decrease in EI maternity, parental, adoption or paternity benefits,

(c) Where an employee has received the full eighteen (18) 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, ninety-three percent (93%) of her weekly rate of pay for each week, less any other monies earned during this period,

(d) Where an employee has received the full thirty-two (32) weeks of parental benefit under Employment Insurance and thereafter remains on parental leave without pay, he or she is eligible to receive a further parental allowance for a period of one (1) week, ninety-three percent (93%) of his or her weekly rate of pay for each week, less any other monies earned during the period, unless said employee has already received the one (1) week of allowance contained in 5 (c) for the same child,

and

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

Memorandum of AGREEMENT #1 – Banked Time

Resigned.

Memorandum of AGREEMENT #2 – Employer Policies

Resigned.

Memorandum of AGREEMENT #3 – Workforce Adjustment

Resigned.

Memorandum of AGREEMENT #4 – Hours of Work

Resigned with the following improvements:

NEW

6. When, because of periodic and temporary operational requirements, the employer varies the normal weekly or daily hours of work, the employer shall ensure employees:

(a) Do not experience a loss of regular earnings;

(b) Work days that are seven decimal five (7.5) consecutive hours, exclusive of a meal period;

(c) Obtain at least two (2) consecutive days of rest at any one time, except when days of rest are separated by a designated paid holiday which is not worked, the consecutive days of rest may be in separate calendar weeks.

7. Within a period where the employer varies the normal weekly or daily hours of work, every reasonable effort shall be made by the employer to:

(a) Avoid excess fluctuations in hours of work;

(b) Consider the wishes of the employee concerned when making arrangements.

NEW - Memorandum of Agreement #5 – Implementation of retroactive payments

Whereas the parties are aware that the new pay system, Phoenix has recently been implemented;

and

Whereas both NUREG and CNSC are seeking to provide NUREG members with an accurate pay cheque after ratification of the collective agreement;

Therefore NUREG agrees without prejudice to allow an implementation period of one hundred and twenty (120) days from the signing of the Collective Agreement which comes into effect April 1st, 2014.

NEW - Memorandum of Agreement #6 – On Supporting Employee Wellness

This Memorandum of Agreement is to give effect to the understanding reached between the Treasury Board Secretariat and the Professional Institute of the Public Service of Canada regarding issues of employee wellness.

The parties agree to 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 and injury that falls outside of the parameters of the EWSP;
  • 100% income replacement during the 3 days (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 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 the Employer (as applicable); 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 CSNC 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 the Nuclear Regulatory (NUREG) Group bargaining table for ratification and inclusion in their collective agreement.
  2. The agreement reached on the EWSP shall not be altered by the NUREG bargaining table.
  3. Future amendments to the EWSP shall require the agreement of the Professional Institute of the Public Service of Canada and the Treasury Board Secretariat. Future amendments shall be negotiated between the parties at a central table made up of the Professional Institute of the Public Service of Canada bargaining team and the Treasury Board Secretariat 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 - Memorandum of Agreement #7 – Vacation Leave in Excess of Allowable Carry-over pay-outs

This Memorandum of Agreement is to give effect to the understanding reached between the Canadian Nuclear Safety Commission and the Professional Institute of the Public Service of Canada regarding the automatic pay-out of vacation leave in excess of an employee’s carry-over entitlements.

The parties agree that for the fiscal year-end at March 31st, 2017 employees who have vacation leave entitlements in excess of their carry-over entitlement (as per article 12.07(a)) will not have that excess vacation leave paid out automatically.

Employees may still have this leave paid out upon their request and subject to the same provisions of article 12.07(a).

Vacation leave in excess of the allowable carry-over can be used by the employee, however all leave in excess of the existing maximum carry-over will be paid out as of March 31, 2018, and at the appropriate rate for which it was earned.

NEW - Memorandum of Agreement #8 – Terminable Allowance

PREAMBLE

In an effort to address retention and recruitment problems, the Employer will provide a terminable allowance to incumbents of specific positions in the Finance and Administration Directorate performing duties that are equivalent to those classified in the Financial Management (FI) group as defined by Treasury Board Secretariat.

APPLICATION

Commencing on April 1, 2014 and ending March 31, 2018, incumbents of positions identified above shall be paid bi-weekly, subject to the following conditions:

  1. The terminable allowance does not form part of the employee’s salary;
  2. Part-time employees shall be paid a pro-rated amount in accordance with their scheduled work week;
  3. An employee is not entitled to the terminable allowance for any periods of leave without pay;
  4. If an employee is required by the employer to perform the duties of a higher classification level in accordance with section 33.03, and that higher level position is also entitled to a terminable allowance, the payable amount shall be proportionate to the time in each level.

2014 Annual Terminable Allowance

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG4

      

$331

$1479

$2533

$3488

$4192

REG5

  

$2607

$3460

$4169

$4733

$5140

$5388

$3176

REG6

  

$10086

$10096

$9939

$9607

$9097

$8780

$7756

REG7

  

$5854

$5624

$5202

$4574

$3728

$3082

$1457

 

2015 Annual Terminable Allowance

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG4

      

$335

$1498

$2564

$3532

$4245

REG5

  

$2640

$3503

$4221

$4792

$5205

$5456

$3216

REG6

  

$10212

$10223

$10063

$9727

$9211

$8889

$7853

REG7

  

$5927

$5694

$5267

$4631

$3774

$3120

$1475

 

2016 Annual Terminable Allowance

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG4

      

$643

$1846

$2948

$3952

$4695

REG5

  

$326

$1095

$1712

$2169

$2462

$2580

$2517

REG6

  

$7675

$7553

$7246

$6759

$6078

$5589

$7125

REG7

  

$2727

$2324

$1719

$896

    

$424

 

2017 Annual Terminable Allowance

 

Step 1

Step 2

Step 3

Step 4

Step 5

Step 6

Step 7

Step 8

REG4

      

$651

$1869

$2985

$4002

$4753

REG5

  

$330

$1109

$1734

$2196

$2492

$2612

$2548

REG6

  

$7771

$7647

$7336

$6844

$6154

$5659

$7214

REG7

  

$2762

$2353

$1740

$907

    

$429

 

NEW - Memorandum of Agreement #9 – Retroactivity Pay during restructuring

Employees at the REG5 to REG7 levels who are at the maximum rate of pay on April 1, 2016 prior to the restructure will move to the maximum rate of pay effective April 1, 2016 upon implementation of the REG5 to REG7 restructure.

Signed at Ottawa, this day of 2017.

Denise Doherty-Delorme PIPSC-NUREG Negotiator
Carole Piette CNSC Negotiator

NUREG Bargaining Team Members: CNSC Bargaining Team Members:

Anne McLay
Tracey Sallie D’Crus
Jennie Esnard
Colin Moses
Jennifer Campbell
Corinne Françoise
Chantal Gagnon
Ben Lootsma

Published on 18 September 2017