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Agreement between the Canada Revenue Agency and the Professional Institute of the Public Service of Canada


Group: Audit, Financial and Scientific (all employees)


Expiry date: December 21, 2022


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RC4300 Rev. 19


Agreement between the Canada Revenue Agency and the Professional Institute of the Public Service of Canada


Group: Audit, Financial and Scientific (all employees)

CODES:



Expiry date: December 21, 2022

Canada Revenue Agency

Workplace Relations and Compensation Directorate Human Resources Branch

395 Terminal Avenue Ottawa ON K1A 0L5


Professional Institute of the Public Service of Canada 250 Tremblay Road

Ottawa ON K1G 3J8 Telephone: 1-613-228-6310

Facsimile: 1-613-228-9048

www.pipsc.ca


Note


Provisions preceded by two asterisks have been the object of changes from the previous collective agreement


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

TABLE OF CONTENTS

Article Subject Page

1 PURPOSE OF AGREEMENT 1

** 2 INTERPRETATION AND DEFINITIONS 1

  1. OFFICIAL TEXTS 3

  2. APPLICATION 4

  3. MANAGEMENT RIGHTS 4

  4. RIGHTS OF EMPLOYEES 4

  5. PUBLICATIONS AND AUTHORSHIP 4

** 8 HOURS OF WORK 5

** 9 OVERTIME 9

  1. CALL-BACK 11

  2. STANDBY 12

  3. DESIGNATED PAID HOLIDAYS 13

  4. TRAVELLING TIME 15

**14 LEAVE – GENERAL 17

  1. VACATION LEAVE 18

  2. SICK LEAVE 23

**17 OTHER LEAVE WITH OR WITHOUT PAY 24


17.01

Validation ...............................................................................................

24

**17.02

Bereavement leave with pay ..................................................................

24

17.03

Maternity leave without pay ...................................................................

25

**17.04

Maternity allowance ...............................................................................

26

17.05

Special maternity allowance for totally disabled employees ..................

28

**17.06

Parental leave without pay .....................................................................

29

**17.07

Parental allowance ................................................................................

30

17.08

Special parental allowance for totally disabled employees ....................

36

17.09

Medical appointment for pregnant employees .......................................

37

17.10

Maternity-related reassignment or leave ................................................

37

17.11

Leave without pay for personal needs ...................................................

38

17.12

Leave without pay for relocation of spouse ............................................

38

**17.13

Leave with pay for family-related responsibilities ...................................

38

17.14

Leave without pay for family-related needs ...........................................

39

**17.15

Court leave with pay ..............................................................................

40

17.16

Leave with pay for participation in a staffing process .............................

40

17.17

Injury-on-duty leave with pay .................................................................

40

17.18

Examination leave .................................................................................

41

17.19

Religious obligations ..............................................................................

41

17.20

Pre-retirement leave ..............................................................................

41

17.21

Personal Leave.......................................................................................

42

**17.22

Caregiving leave ....................................................................................

42

17.23

Leave with or without pay for other reasons ..........................................

42

**17.24

Domestic violence leave .........................................................................

43

18

CAREER DEVELOPMENT ....................................................................................

44

19

SEVERANCE PAY ................................................................................................

47

20

RECLASSIFICATION AND STATEMENT OF DUTIES .........................................

49

21

REGISTRATION FEES ..........................................................................................

49

**22

PROFESSIONAL ACCOUNTING ASSOCIATION

MEMBERSHIP FEE................................................................................................


49

23

TECHNOLOGICAL CHANGE .................................................................................

50

24

SAFETY AND HEALTH ..........................................................................................

51

25

RECOGNITION ......................................................................................................

52

**26

CHECK-OFF ...........................................................................................................

52

27

USE OF EMPLOYER FACILITIES .........................................................................

53

28

INFORMATION.......................................................................................................

54

29

EMPLOYEE REPRESENTATIVES ........................................................................

54

30

LEAVE FOR LABOUR RELATIONS MATTERS.....................................................

55

31

JOB SECURITY......................................................................................................

58

32

CONTRACTING OUT .............................................................................................

58

33

INTERPRETATION OF AGREEMENT ...................................................................

58

34

GRIEVANCE PROCEDURE ...................................................................................

59

35

JOINT CONSULTATION ........................................................................................

67

36

STANDARDS OF DISCIPLINE ...............................................................................

68

37

LABOUR DISPUTES ..............................................................................................

69

38

PART-TIME EMPLOYEES ....................................................................................

69

39

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES ........................

72

40

EMPLOYMENT REFERENCES .............................................................................

73

41

SEXUAL HARASSMENT........................................................................................

73

**42

NO DISCRIMINATION............................................................................................

73

43

IMMUNIZATION .....................................................................................................

74

**44

PAY ADMINISTRATION .........................................................................................

74

45

RESTRICTION ON OUTSIDE EMPLOYMENT ......................................................

76

46

AGREEMENT RE-OPENER...................................................................................

76

**47

DURATION .............................................................................................................

76


** APPENDIX “A”

ANNUAL RATES OF PAY 78

** APPENDIX “B”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE REIMBURSEMENT OF PROFESSIONAL ENGINEERING (P.Eng) ANNUAL

MEMBERSHIP FEES 138

APPENDIX “C”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE REIMBURSEMENT OF CHARTERED BUSINESS VALUATORS OR

LAW SOCIETY PROFESSIONAL MEMBERSHIP FEES 139

APPENDIX “D”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE

REIMBURSEMENT OF APPRAISERS’ PROFESSIONAL MEMBERSHIP FEES 141

APPENDIX “E”

MEMORANDUM OF UNDERSTANDING IN RESPECT OF THE CONTINUED APPLICATION OF CERTAIN PROVISIONS FOR

POSITIONS CONVERTED TO MG 143

** APPENDIX “F”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO A PERSONNEL PSYCHOLOGIST (PS) TERMINABLE ALLOWANCE 144

** APPENDIX “G”

WORK FORCE ADJUSTMENT 146

** APPENDIX “H”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO

IMPLEMENTATION OF THE COLLECTIVE AGREEMENT 175

** APPENDIX “I”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO WORKPLACE HARASSMENT 179

APPENDIX “J”

SEVERANCE PAY – HISTORICAL PROVISIONS FOR THE ELIMINATION OF SEVERANCE PAY FOR VOLUNTARY SEPARATIONS

(RESIGNATION AND RETIREMENT) 180

APPENDIX “K”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO

STANDARDS OF DISCIPLINE 183

** APPENDIX “L”

EMPLOYEE WELLNESS SUPPORT PROGRAM 184

** APPENDIX “M”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO

CLASSIFICATION MATTERS 186

** APPENDIX “N”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO AN EXTENSION

OF AN INITIATIVE REGARDING FLEXIBLE WORKING ARRANGEMENTS 187

** APPENDIX “O”

MEMORANDUM OF UNDERSTANDING WITH RESPECT TO GENDER

INCLUSIVE LANGUAGE 189

ARTICLE 1 PURPOSE OF AGREEMENT

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

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


** ARTICLE 2 INTERPRETATION AND DEFINITIONS

    1. For the purpose of this Agreement:


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


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


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


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


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


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

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


        **


      8. “designated paid holiday”


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


        2. however, for the purpose of the administration of a shift that does not commence and end on the same day, such shift shall be deemed to have been entirely worked:

          1. on the day it commenced where half (1/2) or more of the hours worked fall on that day, or

          2. on the day it terminates where more than half (1/2) of the hours worked fall on that day.


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


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


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


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


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


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


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


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

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


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


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


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


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


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


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


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


    2. Except as otherwise provided in this Agreement, expressions used in this Agreement,


  1. if defined in the Federal Public Sector Labour Relations Act, have the same meaning as given to them in the Federal Public Sector Labour Relations Act,


    and


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


ARTICLE 3 OFFICIAL TEXTS

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

ARTICLE 4 APPLICATION

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


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


ARTICLE 5 MANAGEMENT RIGHTS

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


ARTICLE 6 RIGHTS OF EMPLOYEES

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


ARTICLE 7 PUBLICATIONS AND AUTHORSHIP

Preamble


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


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


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


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




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

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


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


** ARTICLE 8 HOURS OF WORK

    1. General


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


      2. Employees will submit weekly activity and attendance reports as determined by the Employer.


    2. Day work


      **


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


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


        Days of rest


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


        Rest periods


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


        Flexible hours


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

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


        Compressed work week




        1. Notwithstanding the provisions of this Article, upon request of an employee and the concurrence of the Employer, an employee may complete his weekly hours of employment in a period of other than five (5) full days provided that over a period of fourteen (14), twenty-one (21) or twenty-eight (28) calendar days the employee works an average of thirty-seven decimal five (37.5) hours per week. As part of the provisions of this subparagraph, attendance reporting shall be mutually agreed between the employee and the Employer. In every of fourteen (14), twenty-one (21) or

          twenty-eight (28) day period such an employee shall be granted days of rest on such days that are not scheduled as a normal work day for him.


        2. Notwithstanding anything to the contrary contained in this Agreement, the implementation of any variation in hours shall not result in any additional overtime work or additional payment by reason only of such variation, nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this Agreement.


    3. Shift work


      When, because of the operational requirements of the service, hours of work are scheduled for employees on a rotating or irregular basis, they shall be scheduled so that employees work an average

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


      1. The Employer will make every reasonable effort:


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


        2. to avoid excessive fluctuation in hours of work; and

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


      2. The staffing, preparation, posting and administration of shift schedules are the responsibility of the Employer.


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

      4. Provided sufficient advance notice is given and with the approval of the Employer, employees may exchange shifts if there is no increase in cost to the Employer.


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


        Alternate provisions


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


        Variable hours of work


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


      7. Notwithstanding anything to the contrary contained in this Agreement, the implementation of any variation in hours shall not result in any additional overtime work or additional payment by reason only of such variation nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this Agreement.


      Terms and conditions governing the administration of variable hours


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


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


      • INTERPRETATION AND DEFINITION (ARTICLE 2)


        “Daily rate of pay” – shall not apply.


      • OVERTIME (ARTICLE 9)


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


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

      • DESIGNATED PAID HOLIDAYS (ARTICLE 12)


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


      • TRAVELLING TIME (ARTICLE 13)


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


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


      • LEAVE


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


    5. Shift and weekend premiums


**


  1. Shift premium


    An employee on shift work shall receive a shift premium of two dollars and twenty-five cents ($2.25) per hour for all hours (including overtime hours) worked between 16:00 and 08:00 hours. The shift premium will not be paid for hours worked between 08:00 and 16:00 hours.


    **


  2. Weekend premium


    1. Employees shall receive an additional premium of two dollars and twenty-five cents ($2.25) per hour for work on a Saturday and/or Sunday for hours worked as stipulated in subparagraph 8.05(b)(ii) below.


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

** ARTICLE 9 OVERTIME

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


      1. on a normal work day at the rate of time and one-half (1 1/2) for the first

        seven decimal five (7.5) overtime hours worked and double (2) time thereafter;


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


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


        or


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


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


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


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




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


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



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


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


      3. At the request of the employee and subject to the discretion of the Employer, or at the request of the Employer and the concurrence of the employee, an employee may request to liquidate up to a maximum of seventy-five (75) hours of earned but unused compensatory leave credits. The granting of such a request is subject to management discretion. If granted, the employee shall be paid at the employee’s hourly rate of pay as calculated from the classification prescribed in the certificate of appointment of the employee’s substantive position on March 31, of the previous fiscal year.


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

    4. Meal allowance


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


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


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

    5. Reporting pay


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


      (a)


      1. compensation at the applicable overtime rate, or

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

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


        Exclusion provision


        Clause 9.08 applies to employees classified as CS only.


        **


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

by the Employer will also be authorized.


ARTICLE 10 CALL-BACK

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


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


      (a)


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

        Alternate provision


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


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

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


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


    3. Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee’s normal place of work, time spent by the employee reporting to work or returning to their residence shall not constitute time worked.


      Alternate provision


      Clause 10.04 applies to employees classified as CS only.


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


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


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


ARTICLE 11 STANDBY

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


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


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

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


      1. the applicable overtime rate for the time worked; or

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


    5. Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than an employee’s normal place of work, time spent by the employee reporting to work or returning to their residence shall not constitute time worked.


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


      Alternate provisions


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


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


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


ARTICLE 12 DESIGNATED PAID HOLIDAYS

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


  1. New Year’s Day,


  2. Good Friday,


  3. Easter Monday,


  4. the day fixed by proclamation of the Governor in Council for celebration of the Sovereign’s birthday,


  5. Canada Day,


  6. Labour Day,

  7. the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,


  8. Remembrance Day,


  9. Christmas Day,


  10. Boxing Day,


  11. 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


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


12.02


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


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


    1. Designated paid holiday falling on a day of rest


      When a day designated as a paid holiday under clause 12.01 above coincides with an employee’s day

      of rest, the holiday shall be moved to the employee’s first normal working day following his day of rest. When a day that is a designated holiday is so moved to a day on which the employee is on leave with pay, that day shall count as a holiday and not as a day of leave.


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


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


        and


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


    3. Compensation for work on a paid holiday


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

    4. Designated paid holiday coinciding with a day of paid leave


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


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


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


  1. compensation at the applicable overtime rate, or

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


ARTICLE 13 TRAVELLING TIME

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


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


      2. On a normal working day on which the employee travels and works, the employee shall be paid:


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


          and


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


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

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


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


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


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


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


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


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


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


    7. Compensation under this Article shall not be paid for travel time to courses, training sessions, conferences and seminars unless the employee is required to attend by the Employer.


14.01 General

** ARTICLE 14 LEAVE – GENERAL


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


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


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


14.02


**


  1. An employee who does not have access to their leave balances is entitled, once in each fiscal year, to be informed, upon request, of the balance of their leave.


    Except as otherwise specified in this Agreement:


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


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


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


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


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


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

    5. In the event of termination of employment for reasons other than incapacity, death or lay-off, the Employer shall recover from any monies owed the employee an amount equivalent to unearned vacation and sick leave taken by the employee, as calculated from the classification prescribed in his certificate of appointment on the date of the termination of his employment.

      **


    6. An employee shall not earn or be granted leave credits under this Agreement in any month nor in any fiscal year for which leave has already been credited or granted to them under the terms of any other collective agreement to which the Employer is a party or under other rules or regulations of the Employer.


ARTICLE 15 VACATION LEAVE

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


    2. Accumulation of vacation leave credits


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


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


        For employees classified as PS only:


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


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


          For employees classified as SE only:


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


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


        For employees classified as LS only:


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


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

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


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


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


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


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




      1. For the purpose of clause 15.02 above only, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave except where a person who, on leaving the public service, takes or has taken severance pay. However, the above exception shall not apply to an employee who receives severance pay on lay-off and is reappointed to the public service within one (1) year following the date of lay-off.

        For greater certainty, severance termination benefits taken under clauses 19.05 to 19.08 under Appendix “J”, or similar provisions in other collective agreements, do not reduce the calculation of service for employees who have not left the public service.


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


    3. Entitlement to vacation leave with pay


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


    4. Provision for vacation leave


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


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


        1. to provide an employee’s vacation leave in an amount and at such time as the employee may request;

        2. not to recall an employee to duty after he has proceeded on vacation leave.


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


    5. Replacement of vacation leave


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


      1. is granted bereavement leave, or

      2. is granted leave with pay because of illness in the family, or

      3. is granted sick leave on production of a medical certificate, or

      4. is granted court leave in accordance with clause 17.15,the period of vacation leave so displaced shall either be added to the vacation period, if requested by the employee, and approved by the Employer, or reinstated for use at a later date.

    6. Carry-over and liquidation of vacation leave


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


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

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


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


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


    7. Recall from vacation leave


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


      1. in proceeding to his place of duty, and

      2. in returning to the place from which he was recalled if he immediately resumes vacation upon completing the assignment for which he was recalled, but after submitting such accounts as are normally required by the Employer.


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


    1. Cancellation of vacation leave


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

    2. Leave when employment terminates


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


    3. Vacation leave credits for severance pay


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


    4. Abandonment


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


    5. Recovery on termination


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


    6. Appointment to a Schedule I or IV Employer

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



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


    Transitional provisions


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

ARTICLE 16 SICK LEAVE

    1. Credits


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


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


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


        and


      2. the employee has the necessary sick leave credits.


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


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


    5. Where an employee has insufficient or no credits to cover the granting of sick leave with pay under the provision of clause 16.02 above, sick leave with pay may, at the discretion of the Employer, be granted to an employee for a period of up to one hundred and eighty-seven decimal five (187.5) hours, subject to the deduction of such advanced leave from any sick leave credits subsequently earned and, in the event of termination of employment for other than incapacity, death or lay-off, the recovery of the advance from any monies owed the employee.


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


    7. Where, in respect of any period of compensatory leave, an employee is granted sick leave with pay on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period if requested by the employee and approved by the Employer, or reinstated for use at a later date.


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

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


** ARTICLE 17

OTHER LEAVE WITH OR WITHOUT PAY

    1. Validation


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


    2. Bereavement leave with pay


      **

      For the purpose of this clause, “family” is defined per Article 2 and in addition:


      **


      1. A person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee. In this instance, an employee shall be entitled to bereavement leave under 17.02(a) only once during the employee’s total period of employment in the public service.


      2. When a member of the employee’s family dies, the employee shall be entitled to bereavement leave with pay. Such bereavement leave, as determined by the employee, must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death. During such period the employee shall be paid for those days which are not regularly scheduled days of rest for the employee. In addition, the employee may be granted up to

        three (3) days’ leave with pay for the purpose of travel related to the death.


      3. 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.


      4. 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.

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


        **


      6. If, during a period of paid leave, an employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under paragraphs 17.02(a), (b) and (e), the employee shall be granted bereavement leave with pay and their paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.


        **


      7. It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Commissioner may, after considering the particular circumstances involved, grant leave with pay for a period greater than and/or in a manner different than that provided for in paragraphs 17.02(a), (b) and (e).


    3. Maternity leave without pay


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


      2. Notwithstanding paragraph (a):


        1. where the employee has not yet proceeded on maternity leave without pay and her newborn child is hospitalized,


          or


        2. where the employee has proceeded on maternity leave without pay and then returns

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


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


      4. The Employer may require an employee to submit a medical certificate certifying pregnancy.


      5. An employee who has not commenced maternity leave without pay may elect to:


        1. use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates;

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

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


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


    4. Maternity allowance


      **


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


        1. have completed six (6) months of continuous employment before the commencement of their maternity leave without pay,


        2. provide the Employer with proof that they have applied for and are in receipt of maternity benefits under the Employment Insurance Act, or the Quebec Parental Insurance Plan (QPIP) in respect of insurable employment with the Employer,


          and


        3. have signed an agreement with the Employer stating that:


          1. they will return to work within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, on the expiry date of their maternity leave without pay unless the return to work date is modified by the approval of another form of leave;


          2. following their return to work, as described in section (A), they will work for a period equal to the period they were in receipt of the maternity allowance;

          3. should they fail to return to work in accordance with section (A), or should they return to work but fail to work for the total period specified in

            section (B), 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 section (B), or having become disabled as defined in the Public Service Superannuation Act, they will be indebted to the Employer for an amount determined as follows:



            (allowance received)


            ×

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

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


            however, an employee whose specified period of employment expired and who is rehired within the federal public administration as described in section (A), within a period of ninety (90) days or less is not indebted for the amount if their new period of employment is sufficient to meet the obligations specified in section (B).

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


      3. Maternity allowance payments made in accordance with the SUB Plan will consist of the following:


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


        2. for each week that the employee receives a maternity benefit pursuant to section 22 of the Employment Insurance Act or QPIP, the difference between the gross weekly amount of the EI maternity benefit she is eligible to receive and

          ninety-three per cent (93%) of her weekly rate of pay, less any other monies earned during this period which may result in a decrease in EI or QPIP benefits to which she would have been eligible if no extra monies had been earned during this period;


          and


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

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

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


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


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


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


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


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


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


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


    5. Special maternity allowance for totally disabled employees


      1. An employee who:


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


          and

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


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


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

    6. Parental leave without pay


      **


      1. Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for either:


        1. a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option),


          or


        2. a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option),


          beginning on the day on which the child is born or the day on which the child comes into the employee’s care.


          **

      2. Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for either:

        1. a single period of up to thirty-seven (37) consecutive weeks in the fifty-two week (52) period (standard option),


          or


        2. a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option),


          beginning on the day on which the child comes into the employee’s care.)

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


      4. Notwithstanding paragraphs (a) and (b):


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


          or


        2. where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which their child is hospitalized


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


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


      6. The Employer may:


        1. defer the commencement of parental leave without pay at the request of the employee;


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


        3. require an employee to submit a birth certificate or proof of adoption of the child.


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


    7. Parental allowance


      **


      Under the Employment Insurance (EI) benefits plan, parental allowance is payable under two options, either:


      Option 1: standard parental benefits, 17.07 paragraphs (c) to (k), or Option 2: extended parental benefits, 17.07 paragraphs (l) to (t).

      Once an employee elects the standard or extended parental benefits and the weekly benefit top up allowance is set, the decision is irrevocable and shall not be changed should the employee return to work at an earlier date than that originally scheduled.

      Under the Québec Parental Insurance Plan (QPIP), parental allowance is payable only under Option 1: standard parental benefits.


      Parental Allowance Administration


      **


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


        1. have completed six (6) months of continuous employment before the commencement of parental leave without pay,


        2. provide the Employer with proof that they have applied for and are in receipt of parental, paternity or adoption benefits under the Employment Insurance Plan or the Quebec Parental Insurance Plan (QPIP) in respect of insurable employment with the Employer,


          and


        3. have signed an agreement with the Employer stating that:


          1. the employee will return to work within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, on the expiry date of their parental leave without pay, unless the return to work date is modified by the approval of another form of leave;


          2. following their return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the standard parental allowance in addition to the period of time referred to in section 17.04(a)(iii)(B), if applicable. Where the employee has elected the extended parental allowance, following their return to work, as described in section (A), the employee will work for a period equal to sixty percent (60%) of the period the employee was in receipt of the extended parental allowance in addition to the period of time referred to in section 17.04(a)(iii)(B), if applicable;

          3. should the employee fail to return to work in accordance with section (A) or should they return to work but fail to work the total period specified in section (B), 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 section (B), or having become disabled as defined in the Public Service Superannuation Act, the employee will be indebted to the Employer for an amount determined as follows:



            (allowance received)


            ×

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

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


            however, an employee whose specified period of employment expired and who is rehired within the federal public administration as described in section (A), within a period of ninety (90) days or less is not indebted for the amount if their new period of employment is sufficient to meet the obligations specified in section (B).

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


        **


        Option 1 – Standard parental allowance


      3. Parental Allowance payments made in accordance with the SUB Plan will consist of the following:


        1. where an employee on parental leave without pay as described in 17.06(a)(i) and (b)(i), has elected to receive Standard Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, ninety- three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for the waiting period, less any other monies earned during this period;


        2. for each week the employee receives parental, adoption or paternity benefits, under the Employment Insurance Plan or the Québec Parental Insurance Plan, they are eligible to receive the difference between ninety-three per cent (93%) of their weekly rate (and the recruitment and retention “terminable allowance” if applicable) and the parental, adoption or paternity benefits, less any other monies earned during this period which may result in a decrease in their parental, adoption or paternity benefits to which they would have been eligible if no extra monies had been earned during this period;

        3. where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of parental benefit or has divided the full thirty-two (32) weeks of parental benefits with another employee in receipt of the full five (5) weeks paternity under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period;


        4. where an employee has divided the full thirty-seven (37) weeks of adoption benefits with another employee under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period;


        5. where an employee has received the full thirty-five (35) weeks of parental benefit under the Employment Insurance Plan and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child;


        6. where an employee has divided the full forty (40) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) and 17.07(c)(v) for the same child.

          **


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


        **


      5. The parental allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that they are required to repay pursuant to the Employment Insurance Act or the Act Respecting Parental Insurance in Quebec.

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


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


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


          **


      7. The weekly rate of pay referred to in paragraph (f) shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) to which the employee is entitled for the substantive level to which they are appointed.


        **


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

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


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


        **


      11. The maximum combined, shared, maternity and standard parental allowances payable shall not exceed fifty-seven (57) weeks for each combined maternity and parental leave without pay.

        **


        Option 2 - Extended Parental Allowance:


      12. Parental Allowance payments made in accordance with the SUB Plan will consist of the following:


      1. where an employee on parental leave without pay as described in 17.06(a)(ii) and (b)(ii), has elected to receive extended Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for the waiting period, less any other monies earned during this period;

      2. for each week the employee receives parental benefits under the Employment Insurance, they are eligible to receive the difference between fifty-five decimal eight per cent (55.8%) of their weekly rate (and the recruitment and retention “terminable allowance”, if applicable) and the parental benefits, less any other monies earned during this period which may result in a decrease in their parental benefits to which they would have been eligible if no extra monies had been earned during this period;

      3. where an employee has received the full sixty-one (61) weeks of parental benefits under the Employment Insurance and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child;


      4. where an employee has divided the full sixty-nine (69) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 17.04(c)(iii) for the same child;

      1. At the employee’s request, the payment referred to in subparagraph 17.07(l)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance.


      2. The parental allowance to which an employee is entitled is limited to that provided in paragraph

        (l) and an employee will not be reimbursed for any amount that they are required to repay pursuant to the Employment Insurance Act.

      3. The weekly rate of pay referred to in paragraph (l) shall be:


        1. for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of parental leave without pay;


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


      4. The weekly rate of pay referred to in paragraph (l) shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) to which the employee is entitled for the substantive level to which they are appointed.


      5. Notwithstanding paragraph (p), and subject to subparagraph (o)(ii), if on the day immediately preceding the commencement of parental leave without pay an employee is performing an acting assignment for at least four (4) months, the weekly rate shall be the rate (and the recruitment and retention “terminable allowance”, if applicable), the employee was being paid on that day.


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


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


      8. The maximum combined, shared, maternity and extended parental allowances payable shall not exceed eighty-six (86) weeks for each combined maternity and parental leave without pay.


    8. Special parental allowance for totally disabled employees


      1. An employee who:


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

          and

        2. has satisfied all of the other eligibility criteria specified in paragraph 17.07(a), other than those specified in sections (A) and (B) of subparagraph 17.07(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between

          ninety-three percent (93%) of the employee’s rate of pay and the gross amount of his weekly disability benefit under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Plan or via the Government Employees Compensation Act.

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

    9. Medical appointment for pregnant employees


  1. Up to three decimal seven five (3.75) hours of reasonable time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.


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


    1. Maternity-related reassignment or leave


      1. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24th) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child.


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

      3. An employee who has made a request under paragraph (a) is entitled to continue in her current job while the Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Employer:


        1. modifies her job functions or reassigns her, or

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

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


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

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

    2. Leave without pay for personal needs


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


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


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


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


    3. Leave without pay for relocation of spouse


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


    4. Leave with pay for family-related responsibilities


      **


      1. For the purpose of this clause, “family” is defined per Article 2 and, in addition, a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.

      2. The Employer shall grant leave with pay under the following circumstances:


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


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


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


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


        5. to provide time for the employee to make alternative arrangements in the event of fire or flooding to the employee’s residence;


        6. to attend school functions, if the supervisor was notified of the functions as far in advance as possible;


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


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


    5. Leave without pay for family-related needs


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


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


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


    6. Court leave with pay


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


      1. to be available for jury selection;


      2. to serve on a jury; or

        **


      3. by subpoena or summons to attend as a witness in any proceeding held:


        1. in or under the authority of a court of justice;


        2. before a court, judge, justice, magistrate or coroner;


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


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


          or


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


    7. Leave with pay for participation in a staffing process


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


    8. Injury-on-duty leave with pay


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

      1. personal injury accidentally received in the performance of the employee’s duties and not caused by the employee’s willful misconduct,


      2. sickness resulting from the nature of the employee’s employment, or

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

    9. Examination leave


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


    10. Religious obligations


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


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


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


      4. An employee who intends to request leave or time off under this Article must give notice to the Employer as far in advance as possible but no later than four (4) weeks before the requested period of absence.


    11. Pre-retirement leave


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

    12. Personal leave


      1. Subject to operational requirements as determined by the Employer, and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, up to fifteen

        (15) hours of leave with pay for reasons of a personal nature.


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


      **


    13. Caregiving leave


      1. An employee who provides the Employer with proof that they are in receipt of or awaiting Employment Insurance (EI) benefits for Compassionate Care Benefits, Family Caregiver Benefits for Children and/or Family Caregiver Benefits for Adults may be granted leave without pay while in receipt of or awaiting these benefits.


      2. The leave without pay described in 17.22(a) shall not exceed twenty-six (26) weeks for Compassionate Care Benefits, thirty-five (35) weeks for Family Caregiver Benefits for Children and fifteen (15) weeks for Family Caregiver Benefits for Adults, in addition to any applicable waiting period.

      3. When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for Employment Insurance (EI) Compassionate Care Benefits, Family Caregiver Benefits for Children and/or Family Caregiver Benefits for Adults has been accepted.


      4. When an employee is notified that their request for Employment Insurance (EI) Compassionate Care Benefits, Family Caregiver Benefits for Children and/or Family Caregiver Benefits for Adults has been denied, paragraph 17.22(a) above ceases to apply.


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


    14. Leave with or without pay for other reasons


      At its discretion, the Employer may grant:


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


      2. leave with or without pay for purposes other than those specified in this Agreement.

      **


    15. Domestic violence leave


For the purposes of this clause domestic violence is considered to be any form of abuse or neglect that an employee or an employee’s child experiences from someone with whom the employee has or had an intimate relationship.


  1. The parties recognize that employees may be subject to domestic violence in their personal life that could affect their attendance at work.


  2. Upon request, an employee who is subject to domestic violence or who is the parent of a dependent child who is subject to domestic violence from someone with whom the employee has or had an intimate relationship shall be granted domestic violence leave in order to enable the employee, in respect of such violence:

    1. to seek care and/or support for themselves or their dependent child in respect of a physical or psychological injury or disability;

    2. to obtain services from an organization which provides services for individuals who are subject to domestic violence;

    3. to obtain professional counselling;

    4. to relocate temporarily or permanently; or

    5. to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.


  3. The total domestic violence leave with pay which may be granted under this article shall not exceed seventy-five (75) hours in a fiscal year.


  4. The Employer may, in writing and no later than fifteen (15) days after an employee’s return to work, request the employee to provide documentation to support the reasons for the leave. The employee shall provide that documentation only if it is reasonably practicable for them to obtain and provide it.


  5. Notwithstanding paragraphs 17.24(b) to 17.24(c), an employee is not entitled to domestic violence leave if the employee is charged with an offence related to that act or if it is probable, considering the circumstances, that the employee committed that act.

ARTICLE 18 CAREER DEVELOPMENT

    1. General


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


    2. Education leave without pay


      An employee may be granted education leave without pay for varying periods up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for additional or special studies in some field of education in which special preparation is needed to enable him to fill his present role more adequately, or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.


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

      2. Allowances already being received by the employee may, at the discretion of the Employer, be continued during the period of the education leave. The employee shall be notified when the leave is approved, whether such allowances are to be continued in whole or in part.


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


        1. fails to complete the course,


        2. does not resume employment with the Employer on completion of the course, or

        3. ceases to be employed, except by reason of death or lay-off, before termination of

      the period he has undertaken to serve after completion of the course, he shall repay the Employer all allowances paid to him under this clause during the education leave or such lesser sum as shall be determined by the Employer.

    3. Attendance at conferences and conventions


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


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


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


      4. 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.


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


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

      paragraph (d).


    4. Professional development


      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,


          or


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


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

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


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


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


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


    5. Selection criteria


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


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

    6. Agency Career Development Consultation Committee


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

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


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


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


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

ARTICLE 19 SEVERANCE PAY

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


      1. Lay-off

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

          sixty-five (365).


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

          he was granted severance pay under subparagraph 19.01(a)(i).


      2. Rejection on probation


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


      3. Death


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

      4. Termination for cause for reasons of incapacity or incompetence


        1. When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for

          reasons of incapacity, pursuant to section 51(1)(g) of the Canada Revenue Agency Act, one (1) week’s pay for each complete year of continuous employment to a maximum of twenty-eight (28) weeks.

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


    2. Severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit by the public service, a Federal Crown Corporation, the Canadian Forces or the Royal Canadian Mounted Police. Under no circumstances shall the maximum severance pay provided under

      clauses 19.01 and 19.05 be pyramided.


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


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


    4. Appointment to a Schedule I, IV or V Employer


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


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


    6. Appointment from a different bargaining unit

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


  1. Subject to 19.02 above, on the date an indeterminate employee becomes subject to this Agreement, on or after July 10, 2012, they shall be entitled to a severance payment equal to one

    1. week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty

      (30) weeks, based on the employee’s rate of pay of their substantive position on the day preceding the appointment.

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


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


ARTICLE 20 RECLASSIFICATION AND STATEMENT OF DUTIES

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


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


ARTICLE 21 REGISTRATION FEES

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

**ARTICLE 22 PROFESSIONAL ACCOUNTING ASSOCIATION

ANNUAL MEMBERSHIP FEE

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


**


22.01 Subject to paragraphs (a), (b) and (c), the Employer shall reimburse an employee’s payment

of annual membership fees to the Chartered Professional Accountants of Canada (CPA) and to one (1) of their respective provincial bodies.

**


  1. Except as provided under paragraph (b) below, the reimbursement of annual membership fees relates to the payment of an annual fee which is a mandatory requirement by the CPA to

    maintain a professional designation and membership in good standing. This reimbursement will include the payment of the “Office des professions du Québec” (OPQ) annual fee.


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

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


ARTICLE 23 TECHNOLOGICAL CHANGE

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


    2. In this Article “technological change” means:


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


        or


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


    3. Both parties recognize the overall advantages of technological change and will, therefore, encourage and promote technological change in the Employer’s operations. Where technological change is to be implemented, the Employer will seek ways and means of minimizing adverse effects on employees which might result from such changes.


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

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


      1. the nature and degree of change;


      2. the anticipated date or dates on which the Employer plans to effect change;


      3. the location or locations involved.


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


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


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


    7. When, as a result of technological change, the Employer determines that an employee requires new skills or knowledge in order to perform the duties of his substantive position, the Employer will make every reasonable effort to provide the necessary training during the employee’s working hours without loss of pay and at no cost to the employee.


ARTICLE 24 SAFETY AND HEALTH

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

      or occupational illness.


      Clause 24.02 applies to employees classified as CS only.


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

ARTICLE 25 RECOGNITION

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


      • Actuarial Science (AC)

      • Auditing (AU)

      • Chemistry (CH)

      • Commerce (CO)

      • Computer Systems (CS)

      • Economists, Sociologists and Statisticians (ES)

      • Education (ED)

      • Engineering and Land Survey (EN)

      • Financial Management (FI)

      • Library Science (LS)

      • Management Group (MG-AFS)

      • Physical Sciences (PC)

      • Psychology (PS)

      • Scientific Research (SE)

      • Social Science Support (SI)


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


** ARTICLE 26 CHECK-OFF

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


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

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


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


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


      **


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


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


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


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

ARTICLE 27

USE OF EMPLOYER FACILITIES

    1. Reasonable space on bulletin boards including electronic bulletin boards where available, in convenient locations will be made available to the Institute for the posting of official Institute notices. The Institute shall endeavour to avoid requests for posting of notices that the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer, except notices of meetings of their members and elections, the names of Institute representatives, and social and recreational events. Such approval shall not be unreasonably withheld.


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

    3. A duly accredited representative of the Institute may be permitted access to the Employer’s premises to assist in the resolution of a complaint or grievance and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer.


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


ARTICLE 28 INFORMATION

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


28.02


  1. This Agreement and any amendments thereto, will be available electronically.


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


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


ARTICLE 29 EMPLOYEE REPRESENTATIVES

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


    2. The Institute and the Employer shall endeavour in consultation to determine the jurisdiction of each representative, having regard to the plan of organization, the number and distribution of employees at the work place and the administrative structure implied by the grievance procedure. Where the parties are unable to agree in consultation, then any dispute shall be resolved by the grievance/adjudication procedure.


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

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


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


ARTICLE 30

LEAVE FOR LABOUR RELATIONS MATTERS

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


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


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


      1. to an employee who makes a complaint on his own behalf before the FPSLREB, and

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


    2. Applications for certification, representations and interventions with respect to applications for certification

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


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


        and


      2. to an employee who makes personal representations with respect to a certification.


    3. Employee called as a witness

      The Employer will grant leave with pay:


      1. to an employee called as a witness by the FPSLREB, and

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


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

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


    5. Employee called as a witness

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


    6. Adjudication

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


      1. a party to an adjudication, or

      2. the representative of an employee who is a party to an adjudication, or

      3. a witness called by an employee who is party to an adjudication.


    7. Meetings during the grievance process Employee presenting grievance

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


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


        and


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


        and

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


    8. Employee who acts as representative


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


    9. Grievance investigations


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


    1. Contract negotiations meetings


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


    2. Preparatory contract negotiations meetings


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


    3. Meetings between the Institute and management


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


    4. Institute executive council meetings and conventions


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


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


    5. Employee representatives’ training courses


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

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


      This clause applies to employees classified as CS only.


    6. Determination of leave status


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


ARTICLE 31 JOB SECURITY

31.01 Subject to the willingness and capacity of individual employees to accept relocation and retraining, the Employer will make every reasonable effort to ensure that any reduction in the work force will be accomplished through attrition.


ARTICLE 32 CONTRACTING OUT

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


ARTICLE 33 INTERPRETATION OF AGREEMENT

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

ARTICLE 34 GRIEVANCE PROCEDURE

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


      1. within the time limits prescribed in clause 34.11, gives notice that they wish to take advantage of this clause for the purpose of informally resolving a problem without recourse to a formal grievance and facilitating discussions between the employee and their supervisors, it is agreed that the period between the initial discussion and the final response shall not count as elapsed time for the purpose of grievance time limits;


        or,


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


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


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


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


    4. Where the provisions of clauses 34.06, 34.23 or 34.37 cannot be complied with and it is necessary to present a grievance by mail, the grievance shall be deemed to have been presented on the day on which it is postmarked and it shall be deemed to have been received by the Employer on the day it is delivered to the appropriate office. Similarly, the Employer shall be deemed to have delivered a reply at any level on the date on which the letter containing the reply is postmarked, but the time limit within which the grievor may present his grievance at the next higher level shall be calculated from the date on which the Employer’s reply was delivered to the address shown on the grievance form.


    5. A grievance shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the form supplied by the Employer.

      Individual grievances


    6. An employee who wishes to present a grievance at any prescribed level in the grievance procedure shall transmit this grievance to the employee’s immediate supervisor or local officer-in-charge who shall forthwith:


      1. forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level,


        and


      2. provide the employee with a receipt stating the date on which the grievance was received by them.


    7. Presentation of grievance


      1. Subject to subsections (2) to (7), an employee is entitled to present an individual grievance if they feel aggrieved:


        1. by the interpretation or application, in respect of the employee, of


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


            or


          2. a provision of a collective agreement or an arbitral award; or

        2. as a result of any occurrence or matter affecting their terms and conditions of employment.


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


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


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


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

      6. An employee may not present an individual grievance relating to any action taken under any instruction, direction or regulation given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.


      7. For the purposes of subsection (6), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.


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


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


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


      3. Final level – the Commissioner or his authorized representative.


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


    9. Representatives


  1. The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the title of the person so designated together with the title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented.


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


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


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


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


      1. where the decision or offer for settlement is not satisfactory to the employee, within

        ten (10) days after that decision or offer for settlement has been conveyed in writing to the employee by the Employer,


        or

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


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


    5. Where an employee has been represented by the Institute in the presentation of his grievance, the Employer will provide the Institute with a copy of the Employer’s decision at each level of the grievance procedure at the same time that the Employer’s decision is conveyed to the employee.


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


    7. Where it appears that the nature of the grievance is such that a decision cannot be given below a particular level of authority, any or all the levels except the final level may be eliminated by agreement of the Employer and the employee, and, where applicable, the Institute.


    8. Where the Employer demotes or terminates an employee for cause pursuant to

      paragraph 51(1)(f) or (g) of the Canada Revenue Agency Act, the grievance procedure set forth in this Agreement shall apply, except that the grievance may be presented at the final level only.


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


    10. Any employee who fails to present a grievance to the next higher level within the prescribed time limits shall be deemed to have abandoned the grievance unless, due to circumstances beyond his control, he was unable to comply with the prescribed time limits.


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


    12. Reference to adjudication


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


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


        2. a disciplinary action resulting in termination, demotion, suspension or financial penalty.

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

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


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


      Group grievances


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


      1. forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level,


        and


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


    15. Presentation of group grievance


      1. The Institute may present to the Employer a group grievance on behalf of employees in the bargaining unit who feel aggrieved by the interpretation or application, common in respect of those employees, of a provision of a collective agreement or an arbitral award.


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


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


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


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

      6. The Institute may not present a group grievance relating to any action taken under any instruction, direction or regulation given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.

      7. For the purposes of subsection (6), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.

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


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


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


      3. Final level – the Commissioner or his authorized representative.


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


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


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


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


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


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


        or


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


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


    22. Where it appears that the nature of the grievance is such that a decision cannot be given below a particular level of authority, any or all the levels except the final level may be eliminated by agreement of the Employer and the Institute.

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


    24. Opting out of a group grievance


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


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


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


    25. The Institute failing to present a grievance to the next higher level within the prescribed time limits shall be deemed to have abandoned the grievance unless, due to circumstances beyond its control, it was unable to comply with the prescribed time limits.


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


    27. Reference to adjudication


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


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


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


      Policy grievances


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


    29. Presentation of policy grievance


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

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


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


      4. The Institute may not present a policy grievance relating to any action taken under any instruction, direction or regulation given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.


      5. For the purposes of subsection (4), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.


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


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


    32. The Employer and the Institute may present a grievance in the manner prescribed in

      clause 34.37, no later than the twenty-fifth (25th) day after the earlier of the day on which it received notification and the day on which it had knowledge of any act, omission or other matter giving rise to the policy grievance.


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


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


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


    36. Reference to adjudication


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


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


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

    37. Expedited adjudication


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


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


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


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


  4. No witnesses will testify.


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


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


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


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


ARTICLE 35 JOINT CONSULTATION

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


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

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


    4. Joint Consultation Committee meetings


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


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


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


ARTICLE 36 STANDARDS OF DISCIPLINE

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


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


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


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


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


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


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

ARTICLE 37 LABOUR DISPUTES

37.01 If employees are prevented from performing their duties because of a strike or lock-out on the premises of another employer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled.



    1. Definition

      ARTICLE 38

      PART-TIME EMPLOYEES


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


    2. General


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


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


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


    5. Leave will only be provided:


      1. during those periods in which employees are scheduled to perform their duties; or

      2. where it may displace other leave as prescribed by this Agreement.


    6. Designated holidays


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

      part-time employment.

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

    8. Overtime


      1. In the case of a part-time employee, “Overtime” means authorized work performed in excess

        of the seven decimal five (7.5) hours a day or thirty-seven decimal five (37.5) hours a week, but does not include time worked on a holiday.


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


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


Clause 38.10 does not apply to employees classified as CS.


    1. Call-back


      When a part-time employee meets the requirements to receive call-back pay in accordance with Article 10, Call-back, and is entitled to receive the minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate.

    2. Reporting pay


      Subject to 38.04, when a part-time employee meets the requirements to receive reporting pay on a day of rest, in accordance with the reporting pay provision of this Agreement, and is entitled to receive a minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate of pay.


    3. Bereavement leave


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


    4. Vacation leave


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


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

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


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


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


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


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


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


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


    5. Sick leave


      A part-time employee shall earn sick leave credits at the rate of one-quarter (1/4) of the number of hours in an employee’s normal work week for each calendar month in which the employee has received pay for at least twice the number of hours in the employee’s normal work week.


    6. Vacation and sick leave administration


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


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

      full-time employee.


    7. Severance pay


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

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


ARTICLE 39

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

    1. 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 the employee’s assigned tasks during a specified period in the past;


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


    2. Prior to an employee performance review the employee shall be given:


      1. the evaluation form that will be used for the review;


      2. any written document that provides instructions to the person conducting the review.




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

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


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


      3. An employee has the right to make written comments to be attached to the performance review form.


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


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


      1. sign the report in question to indicate that its contents have been read,

        and


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


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


ARTICLE 40 EMPLOYMENT REFERENCES

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


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


ARTICLE 41 SEXUAL HARASSMENT

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


41.02


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


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


** ARTICLE 42 NO DISCRIMINATION

**

42.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national or ethnic origin, religious affiliation, sex, sexual orientation, gender identity or expression, family status, genetic characteristics, marital status, mental or physical disability, conviction for which a pardon has been granted or in respect of which a record suspension has been ordered, or membership or activity in the Institute.

42.02


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


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


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


ARTICLE 43 IMMUNIZATION

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


** ARTICLE 44 PAY ADMINISTRATION

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


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


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


        or


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


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


    4. Pay administration


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


      1. the employee shall receive his pay increment;


      2. the employee’s rate of pay shall be revised;

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


    5. Rates of pay


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


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


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


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


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

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


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


      **


    7. Acting pay


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


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

    8. Performance bonus – Management Group


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


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


ARTICLE 45

RESTRICTION ON OUTSIDE EMPLOYMENT

45.01 Unless otherwise specified by the Employer as being in an area that could represent a conflict of interest, employees shall not be restricted in engaging in other employment outside the hours they are required to work for the Employer.


ARTICLE 46 AGREEMENT RE-OPENER

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


** ARTICLE 47 DURATION

**


    1. This agreement shall expire on December 21, 2022.


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


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

      **


    4. All elements identified in the table of contents form part of this collective agreement.

SIGNED AT OTTAWA, this 23rd day of the month of August, 2019.



THE CANADA REVENUE AGENCY

THE PROFESSIONAL INSTITUTE OF

THE PUBLIC SERVICE OF CANADA


image

** APPENDIX “A”

AC – ACTUARIAL SCIENCE GROUP ANNUAL RATES OF PAY

$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2.0% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2.0% increase to all levels and steps

  5. Effective December 22, 2020 – 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps


AC-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

60881

64641

67612

70579

73553

76524

79490

82455

85999

To:

A

61369

65159

68153

71144

74142

77137

80126

83115

86687


B

62597

66463

69517

72567

75625

78680

81729

84778

88421


C

62723

66596

69657

72713

75777

78838

81893

84948

88598


D

63978

67928

71051

74168

77293

80415

83531

86647

90370


E

64938

68947

72117

75281

78453

81622

84784

87947

91726


F

65913

69982

73199

76411

79630

82847

86056

89267

93102



AC-1


(10)

(11)

(12)

(13)

(14)

(15)

(16)

(17)

From:

$

89525

92857

96049

99259

102980

106839

110701

114564

To:

A

90242

93600

96818

100054

103804

107694

111587

115481


B

92047

95472

98755

102056

105881

109848

113819

117791


C

92232

95663

98953

102261

106093

110068

114047

118027


D

94077

97577

100933

104307

108215

112270

116328

120388


E

95489

99041

102447

105872

109839

113955

118073

122194


F

96922

100527

103984

107461

111487

115665

119845

124027



AC-2


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

104377

107894

111406

114920

118436

122708

127143

131573

136005

To:

A

105213

108758

112298

115840

119384

123690

128161

132626

137094


B

107318

110934

114544

118157

121772

126164

130725

135279

139836


C

107533

111156

114774

118394

122016

126417

130987

135550

140116


D

109684

113380

117070

120762

124457

128946

133607

138261

142919


E

111330

115081

118827

122574

126324

130881

135612

140335

145063


F

113000

116808

120610

124413

128219

132845

137647

142441

147239

AC-3


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

120802

124473

128155

132356

136904

141603

146464

151332

153796

To:

A

121769

125469

129181

133415

138000

142736

147636

152543

155027


B

124205

127979

131765

136084

140760

145591

150589

155594

158128


C

124454

128235

132029

136357

141042

145883

150891

155906

158445


D

126944

130800

134670

139085

143863

148801

153909

159025

161614


E

128849

132762

136691

141172

146021

151034

156218

161411

164039


F

130782

134754

138742

143290

148212

153300

158562

163833

166500


** AC PAY NOTES

** APPENDIX “A”


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


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


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


    **


    Cumulative service for pay increment purposes in acting situations


  3. (a) An indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.


    (b) For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.


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


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


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


    3. Advancement beyond the 10th increment is dependent on the employee having obtained seven

      (7) exams, or becoming an Associate of the Society of Actuaries.

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


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

Table – SOA and CIA Exams

1

Exam P: Probability

2

Exam FM: Financial Mathematics and

VEE ECON: Validation by Educational Experience of Economics and

VEE ACCFIN: Validation by Educational Experience of Accounting and

Finance

3

Exam LTAM: Long-Term Actuarial Mathematics

4

Exam IFM: Investment and Financial Markets

5

Exam STAM: Short-Term Actuarial Mathematics and

Exam SRM: Statistics for Risk Modeling and

VEE MATSTAT: Validation by Educational Experience of Mathematical

Statistics

6

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

and

FAP Exam 1: Fundamentals of Actuarial Practice - Interim Assessment

7

FAP MOD 6 to MOD 8: Fundamentals of Actuarial Practice - Modules 6 to 8

and

FAP Exam 2: Fundamentals of Actuarial Practice - Final Assessment and

Exam PA: Predictive Analytics and

APC: Associateship Professionalism Course

8

FSA Modules: 3 Fellowship Modules and

FSA MOD DMAC: Module Decision Making & Communication and

Exam RPIRM: Retirement Plan Investment and Risk Management

9

Exam FR: Funding and Regulation

10

Exam DA: Design and Accounting

** APPENDIX “A”

AU – AUDITING ANNUAL RATES OF PAY

$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2.0% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2.0% increase to all levels and steps

  5. Effective December 22, 2020 – 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps


AU Developmental

From:

$

50178

to

64605

To:

A

50580

to

65122


B

51592

to

66425


C

51696

to

66558


D

52730

to

67890


E

53521

to

68909


F

54324

to

69943



AU-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

59674

62131

64605

67076

69552

72025

74501

78134

To:

A

60152

62629

65122

67613

70109

72602

75098

78760


B

61356

63882

66425

68966

71512

74055

76600

80336


C

61479

64010

66558

69104

71656

74204

76754

80497


D

62709

65291

67890

70487

73090

75689

78290

82107


E

63650

66271

68909

71545

74187

76825

79465

83339


F

64605

67266

69943

72619

75300

77978

80657

84590



AU-2


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

71133

73579

76024

78472

80917

83365

85808

91152

To:

A

71703

74168

76633

79100

81565

84032

86495

91882


B

73138

75652

78166

80682

83197

85713

88225

93720


C

73285

75804

78323

80844

83364

85885

88402

93908


D

74751

77321

79890

82461

85032

87603

90171

95787


E

75873

78481

81089

83698

86308

88918

91524

97224


F

77012

79659

82306

84954

87603

90252

92897

98683

AU-3


(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

81525

84575

87476

90372

93272

96167

99065

To:

A

82178

85252

88176

91095

94019

96937

99858


B

83822

86958

89940

92917

95900

98876

101856


C

83990

87132

90120

93103

96092

99074

102060


D

85670

88875

91923

94966

98014

101056

104102


E

86956

90209

93302

96391

99485

102572

105664


F

88261

91563

94702

97837

100978

104111

107249



AU-4


(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

91968

95296

98569

101846

105127

108403

111682

To:

A

92704

96059

99358

102661

105969

109271

112576


B

94559

97981

101346

104715

108089

111457

114828


C

94749

98177

101549

104925

108306

111680

115058


D

96644

100141

103580

107024

110473

113914

117360


E

98094

101644

105134

108630

112131

115623

119121


F

99566

103169

106712

110260

113813

117358

120908



AU-5


(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

102299

105632

108963

112292

115623

118950

122276

To:

A

103118

106478

109835

113191

116548

119902

123255


B

105181

108608

112032

115455

118879

122301

125721


C

105392

108826

112257

115686

119117

122546

125973


D

107500

111003

114503

118000

121500

124997

128493


E

109113

112669

116221

119770

123323

126872

130421


F

110750

114360

117965

121567

125173

128776

132378



AU-6


(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

112261

115961

119663

123370

127072

130775

134476

To:

A

113160

116889

120621

124357

128089

131822

135552


B

115424

119227

123034

126845

130651

134459

138264


C

115655

119466

123281

127099

130913

134728

138541


D

117969

121856

125747

129641

133532

137423

141312


E

119739

123684

127634

131586

135535

139485

143432


F

121536

125540

129549

133560

137569

141578

145584


** AU PAY NOTES

** APPENDIX “A”


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

    (52) weeks.


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


    **


    Cumulative service for pay increment purposes in acting situations


  3. (a) An indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.


    (b) For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.


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

** APPENDIX “A”

CH – CHEMISTRY GROUP ANNUAL RATES OF PAY

$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2.0% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2.0% increase to all levels and steps

  5. Effective December 22, 2020 – 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps



CH-1


(1)


(2)

(3)

(4)

(5)

(6)

(7)

From:

$

36558

to

50862

54183

56615

59045

61481

63912

To:

A

36851

to

51269

54617

57068

59518

61973

64424


B

37589

to

52295

55710

58210

60709

63213

65713


C

37665

to

52400

55822

58327

60831

63340

65845


D

38419

to

53448

56939

59494

62048

64607

67162


E

38996

to

54250

57794

60387

62979

65577

68170


F

39581

to

55064

58661

61293

63924

66561

69193



CH-2


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

59669

62600

65535

68467

71417

74339

77119

81177

85239

To:

A

60147

63101

66060

69015

71989

74934

77736

81827

85921


B

61350

64364

67382

70396

73429

76433

79291

83464

87640


C

61473

64493

67517

70537

73576

76586

79450

83631

87816


D

62703

65783

68868

71948

75048

78118

81039

85304

89573


E

63644

66770

69902

73028

76174

79290

82255

86584

90917


F

64599

67772

70951

74124

77317

80480

83489

87883

92281



CH-3


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

71677

75205

78730

82263

85781

89310

92837

94826

98351

To:

A

72251

75807

79360

82922

86468

90025

93580

95585

99138


B

73697

77324

80948

84581

88198

91826

95452

97497

101121


C

73845

77479

81110

84751

88375

92010

95643

97692

101324


D

75322

79029

82733

86447

90143

93851

97556

99646

103351


E

76452

80215

83974

87744

91496

95259

99020

101141

104902


F

77599

81419

85234

89061

92869

96688

100506

102659

106476


CH-4


(1)

(2)

(3)

(4)

(5)

(6)

(7)

From:

$

86145

90089

93733

97369

101007

104646

108285

To:

A

86835

90810

94483

98148

101816

105484

109152


B

88572

92627

96373

100111

103853

107594

111336


C

88750

92813

96566

100312

104061

107810

111559


D

90525

94670

98498

102319

106143

109967

113791


E

91883

96091

99976

103854

107736

111617

115498


F

93262

97533

101476

105412

109353

113292

117231



CH-5


(1)

(2)

(3)

(4)

(5)

(6)

From:

$

99585

103865

108150

112432

116713

120998

To:

A

100382

104696

109016

113332

117647

121966


B

102390

106790

111197

115599

120000

124406


C

102595

107004

111420

115831

120240

124655


D

104647

109145

113649

118148

122645

127149


E

106217

110783

115354

119921

124485

129057


F

107811

112445

117085

121720

126353

130993


** CH PAY NOTES

APPENDIX “A”


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


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


    **


    Cumulative service for pay increment purposes in acting situations


  3. (a) An indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.


    (b) For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.


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

** APPENDIX “A”

CO – COMMERCE ANNUAL RATES OF PAY

$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2.0% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2.0% increase to all levels and steps

  5. Effective December 22, 2020– 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps


CO-DEV

From:

$

29786

to

66029

To:

A

30025

to

66558


B

30626

to

67890


C

30688

to

68026


D

31302

to

69387


E

31772

to

70428


F

32249

to

71485


CO-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

55395

58014

60626

63246

65848

68475

71086

73700

76312

To:

A

55839

58479

61112

63752

66375

69023

71655

74290

76923


B

56956

59649

62335

65028

67703

70404

73089

75776

78462


C

57070

59769

62460

65159

67839

70545

73236

75928

78619


D

58212

60965

63710

66463

69196

71956

74701

77447

80192


E

59086

61880

64666

67460

70234

73036

75822

78609

81395


F

59973

62809

65636

68472

71288

74132

76960

79789

82616



CO-1


(10)

From:

$

78927

To:

A

79559


B

81151


C

81314


D

82941


E

84186


F

85449


CO-2


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

72210

75972

79735

83498

87251

91017

94769

98541

102297

To:

A

72788

76580

80373

84166

87950

91746

95528

99330

103116


B

74244

78112

81981

85850

89709

93581

97439

101317

105179


C

74393

78269

82145

86022

89889

93769

97634

101520

105390


D

75881

79835

83788

87743

91687

95645

99587

103551

107498


E

77020

81033

85045

89060

93063

97080

101081

105105

109111


F

78176

82249

86321

90396

94459

98537

102598

106682

110748



CO-2


(10)

(11)

From:

$

106059

109813

To:

A

106908

110692


B

109047

112906


C

109266

113132


D

111452

115395


E

113124

117126


F

114821

118883



CO-3


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

From:

$

88504

92695

96880

101066

105252

109435

113370

117310

121244

To:

A

89213

93437

97656

101875

106095

110311

114277

118249

122214


B

90998

95306

99610

103913

108217

112518

116563

120614

124659


C

91180

95497

99810

104121

108434

112744

116797

120856

124909


D

93004

97407

101807

106204

110603

114999

119133

123274

127408


E

94400

98869

103335

107798

112263

116724

120920

125124

129320


F

95816

100353

104886

109415

113947

118475

122734

127001

131260



CO-4


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

101045

105616

110148

114407

118657

122917

127170

131427

To:

A

101854

106461

111030

115323

119607

123901

128188

132479


B

103892

108591

113251

117630

122000

126380

130752

135129


C

104100

108809

113478

117866

122244

126633

131014

135400


D

106182

110986

115748

120224

124689

129166

133635

138108


E

107775

112651

117485

122028

126560

131104

135640

140180


F

109392

114341

119248

123859

128459

133071

137675

142283


** CO PAY NOTES

** APPENDIX “A”


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


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


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


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


    **


    Cumulative service for pay increment purposes in acting situations


  3. (a) An indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.


    (b) For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.


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

** APPENDIX “A”

CS – COMPUTER SYSTEMS ANNUAL RATES OF PAY

$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2% increase to all levels and steps

  5. Effective December 22, 2020 – 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps



CS-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

59580

61714

63832

65955

68067

70188

72311

74425

To:

A

60057

62208

64343

66483

68612

70750

72890

75021


B

61259

63453

65630

67813

69985

72165

74348

76522


C

61382

63580

65762

67949

70125

72310

74497

76676


D

62610

64852

67078

69308

71528

73757

75987

78210


E

63550

65825

68085

70348

72601

74864

77127

79384


F

64504

66813

69107

71404

73691

75987

78284

80575



CS-2


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

71396

73682

75969

78259

80546

82832

85117

87402

To:

A

71968

74272

76577

78886

81191

83495

85798

88102


B

73408

75758

78109

80464

82815

85165

87514

89865


C

73555

75910

78266

80625

82981

85336

87690

90045


D

75027

77429

79832

82238

84641

87043

89444

91846


E

76153

78591

81030

83472

85911

88349

90786

93224


F

77296

79770

82246

84725

87200

89675

92148

94623



CS-3


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

From:

$

84502

87404

90313

93219

96125

99034

101936

104842

To:

A

85179

88104

91036

93965

96894

99827

102752

105681


B

86883

89867

92857

95845

98832

101824

104808

107795


C

87057

90047

93043

96037

99030

102028

105018

108011


D

88799

91848

94904

97958

101011

104069

107119

110172


E

90131

93226

96328

99428

102527

105631

108726

111825


F

91483

94625

97773

100920

104065

107216

110357

113503


CS-4


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)


From:

$

96943

100280

103607

106939

110269

113599

116930

120264


To:

A

97719

101083

104436

107795

111152

114508

117866

121227



B

99674

103105

106525

109951

113376

116799

120224

123652



C

99874

103312

106739

110171

113603

117033

120465

123900



D

101872

105379

108874

112375

115876

119374

122875

126378



E

103401

106960

110508

114061

117615

121165

124719

128274



F

104953

108565

112166

115772

119380

122983

126590

130199



CS-5



(1)


(2)


(3)


(4)


(5)


(6)


(7)


(8)


(9)

From:

$

111787

115934

120077

124228

128375

132522

136673

140819

144965

To:

A

112682

116862

121038

125222

129402

133583

137767

141946

146125


B

114936

119200

123459

127727

131991

136255

140523

144785

149048


C

115166

119439

123706

127983

132255

136528

140805

145075

149347


D

117470

121828

126181

130543

134901

139259

143622

147977

152334


E

119233

123656

128074

132502

136925

141348

145777

150197

154620


F

121022

125511

129996

134490

138979

143469

147964

152450

156940

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP WEEKLY, DAILY and HOURLY RATES OF PAY DECEMBER 22, 2018


CS-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

61259

63453

65630

67813

69985

72165

74348

76522


Weekly


1174.08

1216.13

1257.86

1299.70

1341.33

1383.11

1424.95

1466.61


Daily


234.82

243.23

251.57

259.94

268.27

276.62

284.99

293.32


Hourly


31.31

32.43

33.54

34.66

35.77

36.88

38.00

39.11


CS-2











Annual

$

73408

75758

78109

80464

82815

85165

87514

89865


Weekly


1406.93

1451.97

1497.03

1542.16

1587.22

1632.26

1677.28

1722.34


Daily


281.39

290.39

299.41

308.43

317.44

326.45

335.46

344.47


Hourly


37.52

38.72

39.92

41.12

42.33

43.53

44.73

45.93


CS-3











Annual

$

86883

89867

92857

95845

98832

101824

104808

107795


Weekly


1665.19

1722.38

1779.69

1836.96

1894.20

1951.55

2008.74

2065.99


Daily


333.04

344.48

355.94

367.39

378.84

390.31

401.75

413.20


Hourly


44.41

45.93

47.46

48.99

50.51

52.04

53.57

55.09


CS-4











Annual

$

99674

103105

106525

109951

113376

116799

120224

123652


Weekly


1910.34

1976.10

2041.65

2107.31

2172.95

2238.56

2304.20

2369.90


Daily


382.07

395.22

408.33

421.46

434.59

447.71

460.84

473.98


Hourly


50.94

52.70

54.44

56.19

57.95

59.69

61.45

63.20


CS-5











Annual

$

114936

119200

123459

127727

131991

136255

140523

144785

149048

Weekly


2202.85

2284.58

2366.20

2448.00

2529.73

2611.45

2693.25

2774.93

2856.64

Daily


440.57

456.92

473.24

489.60

505.95

522.29

538.65

554.99

571.33

Hourly


58.74

60.92

63.10

65.28

67.46

69.64

71.82

74.00

76.18

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP WEEKLY, DAILY and HOURLY RATES OF PAY DECEMBER 22, 2019


CS-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

62610

64852

67078

69308

71528

73757

75987

78210


Weekly


1199.98

1242.95

1285.61

1328.35

1370.90

1413.62

1456.36

1498.97


Daily


240.00

248.59

257.12

265.67

274.18

282.72

291.27

299.79


Hourly


32.00

33.15

34.28

35.42

36.56

37.70

38.84

39.97


CS-2











Annual

$

75027

77429

79832

82238

84641

87043

89444

91846


Weekly


1437.96

1484.00

1530.05

1576.17

1622.22

1668.26

1714.27

1760.31


Daily


287.59

296.80

306.01

315.23

324.44

333.65

342.85

352.06


Hourly


38.35

39.57

40.80

42.03

43.26

44.49

45.71

46.94


CS-3











Annual

$

88799

91848

94904

97958

101011

104069

107119

110172


Weekly


1701.91

1760.35

1818.92

1877.45

1935.97

1994.58

2053.03

2111.55


Daily


340.38

352.07

363.78

375.49

387.19

398.92

410.61

422.31


Hourly


45.38

46.94

48.50

50.07

51.63

53.19

54.75

56.31


CS-4











Annual

$

101872

105379

108874

112375

115876

119374

122875

126378


Weekly


1952.47

2019.68

2086.67

2153.77

2220.87

2287.91

2355.01

2422.15


Daily


390.49

403.94

417.33

430.75

444.17

457.58

471.00

484.43


Hourly


52.07

53.86

55.64

57.43

59.22

61.01

62.80

64.59


CS-5











Annual

$

117470

121828

126181

130543

134901

139259

143622

147977

152334

Weekly


2251.42

2334.94

2418.37

2501.97

2585.50

2669.02

2752.64

2836.11

2919.62

Daily


450.28

466.99

483.67

500.39

517.10

533.80

550.53

567.22

583.92

Hourly


60.04

62.27

64.49

66.72

68.95

71.17

73.40

75.63

77.86

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP WEEKLY, DAILY and HOURLY RATES OF PAY DECEMBER 22, 2020


CS-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

63550

65825

68085

70348

72601

74864

77127

79384


Weekly


1217.99

1261.60

1304.91

1348.28

1391.46

1434.84

1478.21

1521.47


Daily


243.60

252.32

260.98

269.66

278.29

286.97

295.64

304.29


Hourly


32.48

33.64

34.80

35.95

37.11

38.26

39.42

40.57


CS-2











Annual

$

76153

78591

81030

83472

85911

88349

90786

93224


Weekly


1459.54

1506.27

1553.01

1599.82

1646.56

1693.29

1740.00

1786.72


Daily


291.91

301.25

310.60

319.96

329.31

338.66

348.00

357.34


Hourly


38.92

40.17

41.41

42.66

43.91

45.15

46.40

47.65


CS-3











Annual

$

90131

93226

96328

99428

102527

105631

108726

111825


Weekly


1727.44

1786.76

1846.21

1905.63

1965.02

2024.51

2083.83

2143.23


Daily


345.49

357.35

369.24

381.13

393.00

404.90

416.77

428.65


Hourly


46.07

47.65

49.23

50.82

52.40

53.99

55.57

57.15


CS-4











Annual

$

103401

106960

110508

114061

117615

121165

124719

128274


Weekly


1981.77

2049.98

2117.99

2186.08

2254.20

2322.24

2390.35

2458.49


Daily


396.35

410.00

423.60

437.22

450.84

464.45

478.07

491.70


Hourly


52.85

54.67

56.48

58.30

60.11

61.93

63.74

65.56


CS-5











Annual

$

119233

123656

128074

132502

136925

141348

145777

150197

154620

Weekly


2285.21

2369.98

2454.65

2539.52

2624.29

2709.06

2793.95

2878.66

2963.43

Daily


457.04

474.00

490.93

507.90

524.86

541.81

558.79

575.73

592.69

Hourly


60.94

63.20

65.46

67.72

69.98

72.24

74.51

76.76

79.02

** APPENDIX “A”

CS – COMPUTER SYSTEMS GROUP WEEKLY, DAILY and HOURLY RATES OF PAY DECEMBER 22, 2021


CS-1


(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

(9)

Annual

$

64504

66813

69107

71404

73691

75987

78284

80575


Weekly


1236.28

1280.53

1324.50

1368.52

1412.35

1456.36

1500.38

1544.29


Daily


247.26

256.11

264.90

273.70

282.47

291.27

300.08

308.86


Hourly


32.97

34.15

35.32

36.49

37.66

38.84

40.01

41.18


CS-2











Annual

$

77296

79770

82246

84725

87200

89675

92148

94623


Weekly


1481.45

1528.86

1576.32

1623.83

1671.27

1718.70

1766.10

1813.53


Daily


296.29

305.77

315.26

324.77

334.25

343.74

353.22

362.71


Hourly


39.51

40.77

42.04

43.30

44.57

45.83

47.10

48.36


CS-3











Annual

$

91483

94625

97773

100920

104065

107216

110357

113503


Weekly


1753.35

1813.57

1873.91

1934.22

1994.50

2054.89

2115.09

2175.39


Daily


350.67

362.71

374.78

386.84

398.90

410.98

423.02

435.08


Hourly


46.76

48.36

49.97

51.58

53.19

54.80

56.40

58.01


CS-4











Annual

$

104953

108565

112166

115772

119380

122983

126590

130199


Weekly


2011.52

2080.75

2149.76

2218.87

2288.03

2357.08

2426.21

2495.38


Daily


402.30

416.15

429.95

443.77

457.61

471.42

485.24

499.08


Hourly


53.64

55.49

57.33

59.17

61.01

62.86

64.70

66.54


CS-5











Annual

$

121022

125511

129996

134490

138979

143469

147964

152450

156940

Weekly


2319.50

2405.53

2491.49

2577.62

2663.66

2749.71

2835.86

2921.84

3007.90

Daily


463.90

481.11

498.30

515.52

532.73

549.94

567.17

584.37

601.58

Hourly


61.85

64.15

66.44

68.74

71.03

73.33

75.62

77.92

80.21


** CS PAY NOTES

** APPENDIX “A”


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

    (52) weeks.


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


    **


    Cumulative service for pay increment purposes in acting situations


  3. (a) An indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.


(b) For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

** APPENDIX “A”

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

$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2.0% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2.0% increase to all levels and steps

  5. Effective December 22, 2020 – 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps



EDS-1


(1)

(2)

(3)

(4)

(5)

(6)

From:

$

68378

71944

74532

77114

79690

82273

To:

A

68926

72520

75129

77731

80328

82932


B

70305

73971

76632

79286

81935

84591


C

70446

74119

76786

79445

82099

84761


D

71855

75602

78322

81034

83741

86457


E

72933

76737

79497

82250

84998

87754


F

74027

77889

80690

83484

86273

89071



EDS-2


(1)

(2)

(3)

(4)

From:

$

81928

84494

87047

89600

To:

A

82584

85170

87744

90317


B

84236

86874

89499

92124


C

84405

87048

89678

92309


D

86094

88789

91472

94156


E

87386

90121

92845

95569


F

88697

91473

94238

97003



EDS-3


(1)

(2)

(3)

(4)

From:

$

87433

90194

92940

95688

To:

A

88133

90916

93684

96454


B

89896

92735

95558

98384


C

90076

92921

95750

98581


D

91878

94780

97665

100553


E

93257

96202

99130

102062


F

94656

97646

100617

103593

EDS-4


(1)

(2)

(3)

(4)

From:

$

93752

96589

99427

102259

To:

A

94503

97362

100223

103078


B

96394

99310

102228

105140


C

96587

99509

102433

105351


D

98519

101500

104482

107459


E

99997

103023

106050

109071


F

101497

104569

107641

110708


EDS-5



(1)


(2)


(3)


(4)

From:

$

101055

104159

107229

110298

To:

A

101864

104993

108087

111181


B

103902

107093

110249

113405


C

104110

107308

110470

113632


D

106193

109455

112680

115905


E

107786

111097

114371

117644


F

109403

112764

116087

119409

** APPENDIX “A”

** ED-EDS SUB-GROUP PAY NOTES


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


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

    **


    Cumulative service for pay increment purposes in acting situations


  3. (a) An indeterminate employee who is required to act at a higher occupational group and level shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.


(b) For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, “cumulative” means all periods of acting with the CRA at the same occupational group and level.

** APPENDIX “A”

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

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


LANGUAGE TEACHING 1 EMPLOYEES WILL RECEIVE THE RATE ON THE GRID

DETERMINED BY THEIR EDUCATION AND EXPERIENCE


LANGUAGE TEACHING 2 EMPLOYEES WILL RECEIVE THE RATE ON THE GRID

DETERMINED BY THEIR EDUCATION AND EXPERIENCE PLUS THE SENIOR TEACHER’S ALLOWANCE


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


$) Effective December 22, 2017

  1. Effective December 22, 2018 – 0.8% wage adjustment to all levels and steps

  2. Effective December 22, 2018 – 2.0% increase to all levels and steps

  3. Effective December 22, 2019 – 0.2% wage adjustment to all levels and steps

  4. Effective December 22, 2019 – 2.0% increase to all levels and steps

  5. Effective December 22, 2020 – 1.5% increase to all levels and steps

  6. Effective December 22, 2021 – 1.5% increase to all levels and steps



LEVEL 1








TEACHING








EXPERIENCE

$

A

B

C

D

E

F

1

45805

46172

47096

47191

48135

48858

49591

2

47832

48215

49180

49279

50265

51019

51785

3

49870

50269

51275

51378

52406

53193

53991

4

51913

52329

53376

53483

54553

55372

56203

5

53941

54373

55461

55572

56684

57535

58399

6

55982

56430

57559

57675

58829

59712

60608

7

58021

58486

59656

59776

60972

61887

62816

8

60061

60542

61753

61877

63115

64062

65023

9

62095

62592

63844

63972

65252

66231

67225

10

64137

64651

65945

66077

67399

68410

69437

11

66168

66698

68032

68169

69533

70576

71635

12

68214

68760

70136

70277

71683

72759

73851

13

70260

70823

72240

72385

73833

74941

76066

LEVEL 2








TEACHING








EXPERIENCE

$

A

B

C

D

E

F

1

51780

52195

53239

53346

54413

55230

56059

2

53984

54416

55505

55617

56730

57581

58445

3

56171

56621

57754

57870

59028

59914

60813

4

58370

58837

60014

60135

61338

62259

63193

5

60563

61048

62269

62394

63642

64597

65566

6

62758

63261

64527

64657

65951

66941

67946

7

64954

65474

66784

66918

68257

69281

70321

8

67143

67681

69035

69174

70558

71617

72692

9

69339

69894

71292

71435

72864

73957

75067

10

71535

72108

73551

73699

75173

76301

77446

11

73728

74318

75805

75957

77477

78640

79820

12

75923

76531

78062

78219

79784

80981

82196

13

78114

78739

80314

80475

82085

83317

84567

14

80309

80952