Health Services (SH)- Canada.ca

Code	Group
207	Dentistry (DE)
213	Nutrition and Dietetics (ND)
217	Medicine (MD)
219	Nursing (NU)
220	Occupational and Physical Therapy (OP)
221	Pharmacy (PH)
223	Psychology (PS)
226	Social Work (SW)
228	Veterinary Medicine (VM)

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Erratum

Note

This Erratum is to correct Appendices “F” and “L” in the Health Services (SH) group collective agreement, expiry September 30, 2022. This document has been updated and includes the correct effective dates of the Appendices, which are from October 1, 2018 to September 30, 2022.

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Article 1: purpose of agreement

1.01 The purpose of this agreement is to maintain harmonious and mutually beneficial relationships between the Employer, the employees and the Institute, to set forth certain terms and conditions of employment relating to remuneration, hours of work, employee benefits and general working conditions affecting employees covered by this agreement.

1.02 The parties to this agreement share a desire to improve the quality of the public service of Canada, 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 public service in which members of the bargaining units are employed.

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Article 2: interpretation and definitions

2.01 For the purpose of this agreement:

“bargaining unit” (« unité de négociation »): means the employees of the Employer in the group described in Article 25 (recognition);
“common-law partner” (« conjoint de fait »): means a person living in a conjugal relationship with an employee for a continuous period of at least one year;
“compensatory leave” (« congé compensatoire »): means leave with pay in lieu of the payment for overtime, work performed on a designated holiday, travelling time compensated at overtime rate and call-back. 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;
“continuous employment” (« emploi continu »): has the same meaning as specified in the Directive on Terms and Conditions of Employment on the date of signing of this agreement;
“daily rate of pay” (« taux de rémunération journalier »): means an employee‘s weekly rate of pay divided by five (5);
“day of rest” (« jour de repos »): 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 his position other than by reason of his being on leave;
“designated paid holiday” (« jour férié désigné payé »): means the twenty-four (24) hour period commencing at 00:01 hours of a day designated as a holiday in this agreement;
“double time” (« tarif double »): means two (2) times the employee’s hourly rate of pay;
“employee” (« employé »): means a person so defined by the Federal Public Sector Labour Relations Act and who is a member of the bargaining unit;
“Employer” (« Employeur »): means Her Majesty in right of Canada as represented by the Treasury Board of Canada, and includes any person authorized to exercise the authority of the Treasury Board of Canada;
“headquarters area” (« région du lieu d’affectation »): has the same meaning as given to the expression in the Travel Directive;
“hourly rate of pay” (« taux de rémunération horaire »): means a full-time employee’s weekly rate of pay divided by thirty-seven decimal five (37.5);
“Institute” (« Institut »): means the Professional Institute of the Public Service of Canada;
“lay-off” (« mise en disponibilité »): means the termination of an employee’s employment because of lack of work or because of the discontinuance of a function;
“leave” (« congé »): means authorized absence from duty;
“membership dues” (« cotisations syndicales »): 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;
“overtime” (« heures supplémentaires »): means work required by the Employer, to be performed by the employee in excess of his daily hours of work;
“spouse” (« époux »): 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;
“straight-time rate” (« tarif normal »): means the employee hourly rate of pay;
“time and one half” (« tarif et demi »): means one and one half (1 1/2) times the employee’s hourly rate of pay;
“weekly rate of pay” (« taux de rémunération hebdomadaire »): means an employee’s annual rate of pay divided by 52.176.

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

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
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.

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Article 3: official texts

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

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Article 4: application

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

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

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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.

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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.

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Article 7: publications and authorship

Preamble

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

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

7.02 The Employer agrees that publications prepared by an employee, within the scope of his employment, will be retained on appropriate departmental 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 departmental publications.

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

7.04

The Employer may suggest revisions to a publication and may withhold approval to publish.
When approval for publication is withheld, the author(s) shall be so informed in writing of the reasons, if requested by the employee.
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.

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**Article 8: hours of work and shift work

8.01

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.

Clauses 8.02 to 8.07 do not apply to NU employees on shift work

**

8.02 Hours of work: general

This paragraph does not apply to the DE, MD and NU Groups.
The scheduled workweek shall be thirty-seven decimal five (37.5) hours and the scheduled workday shall be seven decimal five (7.5) consecutive hours, exclusive of a meal period, between the hours of 6:00 am and 6:00 pm. The normal workweek shall be Monday to Friday inclusive.
Subparagraphs (i) to (v) apply to the NU Group only.
1. For employees engaged in non-shift work, the normal workweek shall be thirty-seven decimal five (37.5) hours and the normal workday shall be seven decimal five (7.5) consecutive hours, exclusive of a meal period, between the hours of 6:00 am and 6:00 pm.
2. When normal hours, other than those provided in subparagraph 8.02(b)(i), are in existence when this agreement is signed, the Employer, on request, will consult with the Institute on such hours of work and in such consultation establish that such hours are required to meet the needs of the public and/or the efficient operation of the service. Where normal hours are to be changed so that they are different from those specified in paragraph 8.02(b), the Employer, except in cases of emergency, will consult in advance with the Institute on such hours of work and, in such consultation, will establish that such hours are required to meet the needs of the public and/or the efficient operation of the Service.
3. It is understood that consultation may be held at the local level and will be referred to the appropriate Employer and Institute levels before implementation.
4. Within five (5) days of notification of consultation served by either party, the Institute shall notify the Employer in writing of the representative authorized to act on behalf of the Institute for consultation purposes.
5. When operational requirements permit, an employee shall not be scheduled to work in excess of fifty-two decimal five (52.5) hours without at least two (2) consecutive days of rest.
Subparagraphs (i) to (iii) apply to the DE and MD Groups only.
1. The normal hours of work shall average thirty-seven decimal five (37.5) hours per week over each four (4) week period. Subject to the approval of the Employer, the hours of work shall be arranged to suit an employee’s individual duties.
2. A reconciliation of hours of work will be made by the employee and the immediate supervisor for each four (4) week period. In computing the hours of work within the period, vacation and other leaves of absence will account for seven decimal five (7.5) hours per day.
3. Where operational requirements permit, the normal workweek shall be Monday through Friday.
This paragraph only applies to ND-DITs in hospitals.

The workweek of Dieticians, in the ND Group, employed in hospitals may be varied to accommodate local operational requirements provided that such variations are not contrary to the provisions of clause 8.04.

8.03 Flexible hours

This clause does not apply to employees in the MD and DE Groups.

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).

8.04 Days of rest

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

8.05 Monthly attendance registers

Employees will submit monthly attendance registers; only those hours of overtime and absences need be specified.

8.06 Compressed workweek

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 twenty-one (21) or a period of 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 clause, attendance reporting shall be mutually agreed between the employee and the Employer. In every twenty-one (21) day period or in every twenty-eight (28) day period such an employee shall be granted days of rest on such days as are not scheduled as a normal workday for him.

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.

Implementation of this clause is subject to Article 46 (variation in hours of work).

8.07 When operational requirements permit, two (2) rest periods of fifteen (15) minutes each shall be provided during each normal workday.

Clauses 8.08 to 8.25 apply only to NU employees on shift work

8.08 Shift work: definitions

“shift schedule” means the arrangement of shifts over a given period of time and includes days of rest and designated paid holidays;
“shift work” means rotation through two (2) or more periods of eight (8) hours or longer where operational requirements necessitate sixteen (16) or twenty-four (24) hours coverage each day or where the requirements of the position would normally necessitate rotation but the employee, with the approval of the Employer, works on permanent evening or night duty.

8.09 Scheduled workweek and scheduled workday

Hours of work shall be scheduled so that employees, over a minimum period of four (4) weeks work:

1. an average of thirty-seven decimal five (37.5) hours per week,
  and
2. an average of five (5) days per week;
seven decimal five (7.5) hours per day;
the commencement and/or end of each shift may be varied by fifteen (15) minutes to provide for the continuity of care and/or an appropriate length of the meal period;
the daily hours of work shall be consecutive and exclusive of meal periods;
1. notwithstanding subparagraph 8.09(a)(ii) and paragraph 8.09(b), upon the request of a three-quarters majority of the employees affected and with the concurrence of the Employer, hours of work may be modified provided no shift exceeds twelve (12) hours or is less than seven decimal five (7.5) hours;
2. implementation of subparagraph 8.09(e)(i) is subject to Article 46 (variation in hours of work).

8.10

When operational requirements permit, an employee shall receive four (4) days’ rest in every two (2) week period and scheduled so that two (2) consecutive days of rest are received at a time. Upon request of an employee and with the concurrence of the Employer, the employee’s days of rest may be split.
Employees shall receive one (1) out of two (2) weekends (Saturday and Sunday) off duty, except:
1. when other scheduling is authorized by mutual agreement,
2. in Correctional Service Canada, wherever possible, employees shall receive one (1) out of two (2) weekends off duty. However, employees shall be granted one (1) out of three (3) weekends off duty.
An employee may meet with local management to offer scheduling suggestions to provide the maximum number of weekends off duty.

8.11 Where an employee’s scheduled shift does not commence and end on the same day, such shift shall be considered for all purposes to have been entirely worked:

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

Accordingly, the first (1st) day of rest will be considered to start immediately after midnight of the calendar day on which the employee worked or is considered to have worked his last scheduled shift; and the second (2nd) day of rest will start immediately after midnight of the employee’s first (1st) day of rest, or immediately after midnight of an intervening designated paid holiday if days of rest are separated thereby.

8.12 The standard shift cycle will be scheduled as follows:

12 midnight to 8 am
8 am to 4 pm
4 pm to 12 midnight

or

11:30 pm to 7:30 am
7:30 am to 3:30 pm
3:30 pm to 11:30 pm

or

11:00 pm to 7:00 am
7:00 am to 3:00 pm
3:00 pm to 11:00 pm

8.13

Where standard shift cycles are to be changed so that they are different from those specified in clause 8.12, the Employer, except in cases of emergency, will consult in advance with the Institute on the timing of such cycles and in such consultation establish that such cycles are required to meet the needs of the public and/or the efficient operation of the service.
It is understood that consultation may be held at the local level and will be referred to the appropriate Employer/Institute levels before implementation.
It is understood by the parties that the provisions of clause 8.12 will not be applicable in respect of employees whose workweek is less than thirty-seven decimal five (37.5) hours per week.

8.14 Scheduling of shifts

The Employer shall set up a shift schedule which shall cover a minimum period of four (4) weeks, posted two (2) weeks in advance, which will cover the normal requirements of the work area.

8.15

The staffing, preparation, posting and administration of shift schedules are the responsibility of the Employer.
When a change in the shift schedule is required, the Employer shall make every reasonable effort to notify employees on leave before they return to work.

8.16 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.

8.17 Every reasonable effort shall be made by the Employer to consider the wishes of the majority of employees concerned in the arrangements of shifts within a shift schedule. Consideration shall be given to an employee’s request for permanent evening or night duty.

8.18 An employee who normally rotates shifts shall be scheduled to work the majority of shifts on day duty whenever possible. For purposes of verification, a period of twelve (12) complete weeks commencing with the start of a shift schedule will be used or such longer period as may be mutually agreeable with the staff concerned.

8.19 There shall be a time period of at least fifteen (15) hours elapsing between changes to scheduled shifts, except in cases of emergency. Upon request of an employee, and with the concurrence of the Employer, the time period elapsing between changes to scheduled shifts may be shorter than fifteen (15) hours.

8.20

An employee who is required to change his scheduled shift without receiving at least seventy-two (72) hours’ notice in advance of the starting time of such change in the scheduled shift, shall be paid for the first (1st) shift worked on the revised schedule at the rate of time and one half (1 1/2). Subsequent shifts worked on the revised schedule shall be paid for at the hourly rate of pay.
In addition, where an employee reports for work without notice of a change in his shift schedule, the employee shall receive four (4) hours’ pay at straight-time, should his service not be required.
When a change in the shift schedule is required, the Employer shall make every reasonable effort to personally notify employees on leave before they return to work.

8.21 Notwithstanding anything to the contrary contained in this agreement, the implementation of any variation in hours (subparagraph 8.09(e)(i)) shall not result in any additional overtime work or additional payment by reason only of such variation, nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this agreement.

8.22 Within five (5) days of notification of consultation served by either party, the Institute shall notify the Employer in writing of the representative authorized to act on behalf of the Institute for consultation purposes.

8.23 Where operational requirements permit the meal period will be as close to the middle of the shift as possible and will be taken at a location other than the place of duty.

8.24 When operational requirements permit, two (2) rest periods of fifteen (15) minutes each shall be provided during each normal workday.

8.25 When operational requirements permit, an employee shall not be scheduled to work in excess of fifty-two decimal five (52.5) hours without at least two (2) consecutive days of rest. Upon request of an employee and with the concurrence of the Employer, the employee’s days of rest may be split.

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Article 9: overtime

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

Paragraphs 9.01(a) and 9.01(b) do not apply to the MD and DE Groups

1. time and one half (1 1/2), except as provided for in subparagraph 9.01(a)(ii);
2. double (2) time for all hours of overtime worked in excess of seven decimal five (7.5) consecutive hours of overtime in any contiguous period, and for all hours worked on the second (2nd) or subsequent day of rest. Second or subsequent day of rest means the second (2nd) or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest;
3. notwithstanding subparagraph (ii) above, if, in an unbroken series of consecutive and contiguous calendar days of rest, the Employer permits the employee to work the required overtime on a day of rest requested by the employee, then the compensation shall be at time and one half (1 1/2) for the first day worked.
on a holiday, the employee shall be paid, in addition to the pay that he would have been granted had he not worked on the holiday:
1. one and one half (1 1/2) times his hourly rate of pay for the first (1st) seven decimal five (7.5) hours worked;
  and
2. two (2) times his hourly rate of pay for hours worked in excess of seven decimal five (7.5) hours;
3. when an employee works on a holiday following a day of rest on which the employee also worked and received overtime in accordance with subparagraph 9.01(a)(ii), the employee shall be paid, in addition to the pay that he would have been granted had he not worked on the holiday, two (2) times his hourly rate of pay for all time worked.
This paragraph applies to the MD and DE Groups only.

When an employee is required by the Employer to work overtime, the employee shall be compensated at the rate of one and one half (1 1/2) times the employee’s hourly rate of pay for each hour worked in excess of the normal hours of work for each four (4) week period.

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

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

9.04 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. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee’s hourly rate of pay on September 30.

9.05 When a payment is being made as a result of the application of this article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment, or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first (1st) pay period after September 30 of the next following fiscal year.

9.06

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 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 the employee in order to take a meal either at or adjacent to his place of work.
When an employee works overtime continuously extending four (4) hours or more beyond the period provided in (a) above, the employee shall be reimbursed for one 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 the employee in order that he may take a meal break either at or adjacent to his place of work.
Paragraphs 9.06(a) and (b) shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.

9.07

Subject to operational requirements of the service and except in case of emergency, the Employer shall make every reasonable effort to avoid excessive overtime and to allocate overtime work on an equitable basis among readily available employees who are deemed qualified by the Employer.
Provided provisions of paragraph 9.07(a) are met, the Employer endeavours to allocate overtime first to those employees who have indicated a willingness to work overtime.

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**Article 10: call-back

10.01 This clause does not apply to DE and MD Groups

When an employee is called back to work or when an employee who is on standby duty is called back to work by the Employer any time outside his normal working hours the employee shall be entitled to the greater of:

a minimum of three (3) hours’ pay at the applicable overtime,
or
compensation at the applicable overtime rate for each hour worked.

**

10.02 An employee who receives a call to duty or responds to a telephone or data line call while on standby duty, may at the discretion of the Employer, work at the employee’s residence or at another place to which the Employer agrees. In such instances, the employee shall be paid the greater of:

compensation at the applicable overtime rate for any time worked,
or
compensation equivalent to two (2) hours’ pay at the straight-time rate, which shall apply only the first time an employee performs work during an eight (8) hour period, starting when the employee first commences the work.

For greater clarity, this clause does not apply to employees of Indigenous Services Canada in the NU Group at nursing stations, health centres and health stations.

10.03 This clause applies to the NU Group only

With respect to employees of Indigenous Services Canada in the NU Group at nursing stations, health centres and health stations, when there is no on-duty supervision, call-back calculated in accordance with clause 10.01 will be paid once in each three (3) hour period.

10.04 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. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee’s hourly rate of pay on September 30.

**

10.05 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 the employee shall be reimbursed for reasonable expenses incurred as follows:

the kilometric rate normally paid by the Employer where the employee travels by means of their own automobile;
or
out-of-pocket expense for other means of commercial transportation.

10.06 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 (1st) pay period after September 30 of the next following fiscal year.

Clause 10.07 applies to the DE and MD Groups only

10.07 When an employee is called back to work without prior notice at any time outside his normal hours of work, for work not contiguous to his normal hours of work, the employee shall be entitled to the greater of:

Credit for all hours worked for the purpose of:
1. subparagraph 8.02(c)(i),
  or
2. paragraph 9.01(c) if the hours worked are in excess of the normal hours of work for the applicable four (4) week period,
or
A minimum:
1. credit of four (4) hours of work for the purpose of subparagraph 8.02(c)(i),
  or
2. four (4) hours’ pay at the employee’s hourly rate of pay if the hours worked are in excess of the normal hours of work for the applicable four (4) week period,
except that either minimum shall only apply once during a single period of eight (8) hours.

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Article 11: standby

11.01 When the Employer requires an employee to be readily 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 the employee has been designated as being on standby duty.

11.02 An employee on standby who is called in to work by the Employer and who reports for work shall be compensated in accordance with those clauses of Article 10 (call-back), which are applicable to him.

11.03 An employee required to be on standby duty shall be available during his period of standby at a known telecommunication number and be readily able to return for duty as quickly as possible if called.

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

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Article 12: designated paid holidays

For greater certainty, full-time employees who do not work on a designated paid holiday are entitled to seven decimal five (7.5) hours’ pay at the straight-time rate.

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

New Year’s Day,
Good Friday,
Easter Monday,
the day fixed by proclamation of the Governor in Council for celebration of the Sovereign’s birthday,
Canada Day,
Labour Day,
the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,
Remembrance Day,
Christmas Day,
Boxing Day,
one 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 (1st) Monday in August,
and
one additional day when proclaimed by an act of Parliament as a national holiday.

12.02 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).

12.03 Designated paid holiday falling on a day of rest

When a day designated as a paid holiday under clause 12.01 coincides with an employee’s day of rest, the holiday shall be moved to the employee’s first (1st) normal working day following his day of rest.

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

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

12.05 Compensation for work on a designated paid holiday

Paragraph 12.05(a) does not apply to the NU Group

Compensation for work on a designated paid holiday will be in accordance with Article 9 (overtime).

Paragraphs 12.05(b) and 12.05(c) apply only to the NU Group

Entitlement
On a designated paid holiday, an employee shall be entitled, in addition to the pay he would have been granted had he not worked on the holiday:
1. 1. one and one half (1 1/2) times his hourly rate of pay for the first (1st) seven decimal five (7.5) hours worked;
    and
  2. two (2) times his hourly rate of pay for hours worked in excess of seven decimal five (7.5) hours;
  or
2. when an employee works on a holiday following a day of rest on which the employee also worked and received overtime in accordance with subparagraph 9.01(a)(ii), two (2) times his hourly rate of pay for all time worked.
Compensation
The entitlement earned according to paragraph 12.05(b) shall be compensated:
1. 1. by a payment;
    or
  2. upon request and with the approval of the Employer, or at the request of the Employer and the concurrence of the employee, in the form of compensatory leave with pay. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee’s hourly rate of pay on September 30;
    or
  3. upon request and with the approval of the Employer, or at the request of the Employer and the concurrence of the employee, a combination of a payment and a lieu day, as follows:
    1. leave with pay (straight-time rate of pay) to be taken at a later date comprising; a day (7.5 hours) in lieu of the holiday;
    2. plus, if the employee’s normal scheduled daily hours are greater than seven decimal five (7.5) hours, the number of hours equal to the difference between the employee’s normal scheduled daily hours and seven decimal five (7.5) hours;
      and
    3. payment for the entitlement not already compensated under subparagraph 12.05(c)(i)(C)(I).
2. Subject to operational requirements and adequate advance notice, the Employer shall grant leave with pay mentioned in subparagraph 12.05(c)(i)(C) at such times as the employee may request.
3. When in a fiscal year an employee has not been granted all of his leave with pay mentioned in subparagraph 12.05(c)(i)(C) as requested by him such leave shall be carried over for one (1) year at the employee’s request.
4. In the absence of such request, unused leave with pay shall be paid off at the employee’s straight-time rate of pay in effect when the leave with pay was earned.

12.06 Designated paid holiday coinciding with a day of paid leave

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

12.07 Subject to operational requirements, when an employee works both Christmas Day and Boxing Day of the same year, the Employer will endeavour not to schedule the employee for the same days in the following year, provided there is no additional cost to the Employer and unless otherwise requested by the employee.

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Article 13: travelling time

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

On a normal working day on which the employee travels but does not work, the employee shall receive his regular pay for the day.
On a normal working day on which the employee travels and works, the employee shall be paid:
1. his 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 twelve (12) hours’ pay at the straight-time rate in any day.
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 twelve (12) hours’ pay at the straight-time rate.

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

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.
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 workplace, as applicable, direct to the employee’s destination and, upon his return, direct back to the employee’s residence or workplace.
In the event that an alternate time of departure and/or means of travel is requested by the employee, the Employer may authorize such alternate arrangements in which case compensation for travelling time shall not exceed that which would have been payable under the Employer’s original determination.

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

13.04 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. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee’s hourly rate of pay on September 30.

13.05 When a payment is being made as a result of the application of this article, the Employer will endeavour to make such payment within six (6) weeks following the end of the pay period for which the employee requests payment, or, if payment is required to liquidate compensatory leave outstanding at the expiry of the fiscal year, the Employer will endeavour to make such payment within six (6) weeks of the commencement of the first (1st) pay period after September 30 of the next following fiscal year.

13.06 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 on hours of work, overtime and designated paid holidays.

13.07 Travelling time shall include time necessarily spent at each stopover en route provided that such stopover does not include an overnight stay.

13.08 Compensation under this article shall not be paid for travel time to courses, training sessions, conferences and seminars unless so provided for in the Article 18 (career development).

13.09 Travel status leave

An employee who is required to travel outside his headquarters area on government business, as these expressions are defined by the Employer, and is away from his permanent residence for forty (40) nights during a fiscal year shall be granted seven decimal five (7.5) hours of time off with pay. The employee shall be credited with one (1) additional seven decimal five (7.5) hours of time off for each additional twenty (20) nights that the employee is away from his permanent residence to a maximum of eighty (80) additional nights.
The maximum number of hours off earned under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year and shall accumulate as compensatory leave with pay.
This leave with pay is deemed to be compensatory leave and is subject to the Article 9.04.
The provisions of this clause do not apply when the employee travels to attend courses, training sessions, professional conferences and seminars, unless the employee is required by the Employer.

13.10 When an employee is required to work in more than one location during a period of duty, transportation between such locations shall be provided, or paid for, by the Employer.

13.11 When an employee is required to report for work and reports under the conditions described in paragraph 9.01(a) and clause 10.01, and is required to use transportation services other than normal public transportation services, the employee shall be reimbursed for reasonable round trip expenses incurred as follows:

kilometric rate at the rate normally paid to an employee when authorized by the Employer to use the employee’s automobile when the employee travels by means of his own automobile,
or
out-of-pocket expenses for other means of commercial transportation.

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Article 14: leave, general

14.01 When the employment of an employee who has been granted more vacation or sick leave with pay than the employee has earned is terminated by death or layoff, the employee is considered to have earned the amount of leave with pay granted to the employee.

14.02 An employee is entitled, once in each fiscal year, to be informed, upon request, of the balance of his vacation or sick leave with pay credits.

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

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

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

14.06

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 day being equal to seven decimal five (7.5) hours.
Earned leave credits or other leave entitlements shall be equal to seven decimal five (7.5) hours per day.
When leave is granted, it will be granted on an hourly basis and the number of hours debited for each day of leave shall be equal to the number of hours of work scheduled for the employee for the day in question.
Notwithstanding the above, in clause 17.02 (bereavement leave with pay), a “day” will mean a calendar day.

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Article 15: vacation leave

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

15.02 Accumulation of vacation leave credits

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

Paragraph 15.02(a) applies only to the MD Group

twelve decimal five (12.5) hours until the month in which the employee’s sixteenth (16th) anniversary of service occurs;

Paragraphs 15.02(b) and (c) do not apply to the MD Group

nine decimal three seven five (9.375) hours until the month in which the employee’s first (1st) anniversary of service occurs;
twelve decimal five (12.5) hours commencing with the month in which the employee’s first (1st) anniversary of service occurs;
thirteen decimal seven five (13.75) hours commencing with the month in which the employee’s sixteenth (16th) anniversary of service occurs;
fourteen decimal four (14.4) hours commencing with the month in which the employee’s seventeenth (17th) anniversary of service occurs;
fifteen decimal six two five (15.625) hours days commencing with the month in which the employee’s eighteenth (18th) anniversary of service occurs;
sixteen decimal eight seven five (16.875) hours per month commencing with the month in which the employee’s twenty-seventh (27th) anniversary of service occurs;
eighteen decimal seven five (18.75) hours per month commencing with the month in which the employee’s twenty-eighth (28th) anniversary of service occurs.

15.03

For the purpose of clause 15.02 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 the purpose of paragraph 15.03(a) only, effective April 1, 2012, on a going-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 the vacation leave credits.

For greater certainty, severance payments taken under clauses 19.05 to 19.08, or similar provisions in other collective agreements, do not reduce the calculation of service for persons who have not yet left the public service.

15.04 Entitlement to vacation leave with pay

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

15.05 Approval, denial or cancellation of a request for vacation leave

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

15.06 Provision for vacation leave

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

to provide an employee’s vacation leave in an amount and at such time as the employee may request;
not to recall an employee to duty after they have proceeded on vacation leave.

15.07 Replacement of vacation leave

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

is granted bereavement leave,
or
is granted sick leave on production of a medical certificate,
or
is granted leave with pay because of illness in the immediate family,

the period of vacation leave so displaced shall either be added to the vacation period, if requested by the employee, and approved by the Employer, or reinstated for use at a later date.

15.08 Carry-over

Where in any vacation year an employee has not been granted all the vacation leave credited to them, the unused portion of the vacation leave shall be carried over.
Liquidation
During any vacation year, upon application by the employee and at the discretion of the Employer earned but unused vacation leave credits shall be compensated at the employee’s hourly rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment of their substantive position on March 31.

15.09 Recall from vacation leave

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

in proceeding to the place of duty,
and
in returning to the place from which he was recalled if the employee immediately resumes vacation upon completing the assignment for which he was recalled,

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

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

15.11 Cancellation or alteration of vacation leave

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

15.12 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 hours of earned but unused vacation leave with pay to the employee’s credit by the hourly rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment on the date of the termination of employment.

15.13 Vacation leave credits for severance pay

Where the employee requests, the Employer shall grant the employee earned but 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, and the tenth (10th) year of continuous employment in the case of resignation.

15.14 Abandonment

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

15.15 Recovery on termination

In the event of the termination of employment for reasons other than 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 the employee’s classification on the date of termination.

15.16 Appointment to a separate agency

Notwithstanding clauses 15.12 and 15.13 an employee who resigns to accept an appointment with an organization as defined in Schedule V of the Financial Administration Act may choose not to be paid for unused vacation leave credits, provided that the appointing organization will accept such credits.

15.17 Appointment from a separate agency

The Employer agrees to accept the unused vacation leave credits up to a maximum of two hundred and sixty-two decimal five (262.5) hours of an employee who resigns from an organization as defined in Schedule V of the Financial Administration Act in order to take a position with the Employer if the transferring employee is eligible and has chosen to have these credits transferred.

15.18

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

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Article 16: sick leave

16.01 Credits

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

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

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
the employee has the necessary sick leave credits.

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

16.04 An employee shall not be granted sick leave with pay during any period the employee is under suspension or on leave of absence without pay.

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

16.06 Where an employee has insufficient or no credits to cover the granting of sick leave with pay under the provision of clause 16.02, 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 death or lay-off, the recovery of the advance from any monies owed the employee.

16.07 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.

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**Article 17: other leave with or without pay

17.01 General

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

**

17.02 Bereavement leave with pay

For the purpose of this clause, family is defined as father, mother (or, alternatively, stepfather, stepmother or foster parent), brother, sister, stepbrother, stepsister, spouse (including common-law partner resident with the employee), child (including child of common-law partner), grandchild, grandparent, stepchild, foster child or ward of the employee, father-in-law, mother-in-law, son-in-law, daughter-in-law any other relative permanently residing in the employee’s household or with whom the employee permanently resides, or, subject to paragraph 17.02(g) below, 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.

When a member of the employee’s family dies, an employee:
1. shall be entitled to a single bereavement period of seven (7) consecutive calendar days. Such bereavement period, as determined by the employee, must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death. During such period the employee shall be paid for those days which are not regularly scheduled days of rest;
2. in addition, the employee may be granted up to three (3) days’ leave with pay for the purpose of travel related to the death.
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.
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.
An employee is entitled to up to one (1) day’s bereavement leave with pay for the purpose related to the death of the employee’s brother-in-law, sister-in-law or grandparent of spouse.
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 deputy head of a department or their delegate may, after considering the particular circumstances involved, grant leave with pay for a period greater or in a manner other than that provided for in subparagraph 17.02(a) (i) and (b).
If, during a period of sick leave or vacation leave, an employee is bereaved in circumstances under which the employee would have been eligible for bereavement leave under this clause, the employee shall be granted bereavement leave with pay and the sick leave or vacation leave credits shall be restored to the extent of any concurrent bereavement leave granted.
An employee shall be entitled to bereavement leave with pay for a person who stands in the place of a relative for the employee whether or not there is a degree of consanguinity between such person and the employee only once in their career in the federal public administration.

17.03 Maternity leave without pay

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.
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.
The extension described in paragraph (b) shall end not later than fifty-two (52) weeks after the termination date of pregnancy.
The Employer may require an employee to submit a medical certificate certifying pregnancy.
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.
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.
Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes.

**

17.04 Maternity allowance

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 paragraph (c) to (i), provided that she:
1. has completed six (6) months of continuous employment before the commencement of her maternity leave without pay,
2. provides the Employer with proof that she has applied for and is in receipt of maternity benefits under the Employment Insurance or the Quebec Parental Insurance Plan in respect of insurable employment with the Employer,
  and
3. has signed an agreement with the Employer stating that:
  1. she 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 her maternity leave without pay unless the return-to-work date is modified by the approval of another form of leave;
  2. following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of the maternity allowance;
  3. should she fail to return to work in accordance with section (A), or should she return to work but fail to work for the total period specified in section (B), 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, she will be indebted to the Employer for an amount determined as follows:
    
    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 her new period of employment is sufficient to meet the obligations specified in section (B).
For the purpose of sections (a)(iii)(B) and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).
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 maternity benefits, ninety-three per cent (93%) of her weekly rate of pay and the recruitment and retention “terminable allowance” 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 under the Employment Insurance or the Quebec Parental Insurance Plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate of pay and the recruitment and retention “terminable allowance” and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit 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 Employment Insurance and thereafter remains on maternity leave without pay, she is eligible to receive a further maternity allowance for a period of one (1) week, ninety-three per cent (93%) of her weekly rate of pay, less any other monies earned during this period.
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 or the Quebec Parental Insurance maternity benefits.
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 Act Respecting Parental Insurance in Quebec.
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.
The weekly rate of pay referred to in paragraph (f) shall be the rate and the recruitment and retention “terminable allowance” to which the employee is entitled for her substantive level to which she is appointed.
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 and the recruitment and retention “terminable allowance” she was being paid on that day.
Where an employee becomes eligible for a pay increment or pay revision that would increase the maternity allowance, the allowance shall be adjusted accordingly.
Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

17.05 Special maternity allowance for totally disabled employees

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 or Quebec Parental Insurance 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 recruitment and retention “terminable allowance” and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.
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 under the Employment Insurance or the Quebec Parental Insurance Plan had she not been disqualified from Employment Insurance or Quebec Parental Insurance maternity benefits for the reasons described in subparagraph 17.05(a)(i).

**

17.06 Parental leave without pay

Where an employee has or will have the actual care and custody of a newborn child (including the newborn child of a common-law partner), 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.
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 (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 comes into the employee’s care.
Notwithstanding paragraphs (a) and (b) above, at the request of an employee and at the discretion of the Employer, the leave referred to with the paragraphs (a) and (b) above may be taken in two (2) periods.
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 his or her child is hospitalized,
the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care.
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 leave.
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.
Leave granted under this clause shall count for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.

**

17.07 Parental allowance

Under the Employment Insurance (EI) benefits plan, parental allowance is payable under two (2) options, either:

Option 1: standard parental benefits, paragraphs 17.07(c) to (k),
or
Option 2: extended parental benefits, paragraphs 17.07(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 Quebec Parental Insurance Plan (QPIP), parental allowance is payable only under Option 1: standard parental benefits.

Parental allowance administration

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 he:
1. has completed six (6) months of continuous employment before the commencement of parental leave without pay,
2. provides the Employer with proof that he or she has applied for and is in receipt of parental, paternity or adoption benefits under the Employment Insurance Plan or Quebec Parental Insurance Plan in respect of insurable employment with the Employer,
  and
3. has 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 his or her parental leave without pay, unless the return-to-work date is modified by the approval of another form of leave;
  2. following his or her return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the 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 his or her 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 he or she fail to return to work as described in section (A) or should he or she 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, he or she will be indebted to the Employer for an amount determined as follows:
    
    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 his or her new period of employment is sufficient to meet the obligations specified in section (B).
For the purpose of sections (a)(iii)(B) and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).

Option 1: standard parental allowance

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 his or her 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 or the Quebec Parental Insurance Plan, he or she is eligible to receive the difference between ninety-three per cent (93%) of his or her weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) and the parental, adoption or paternity benefit, less any other monies earned during this period which may result in a decrease in his/her parental, adoption or paternity benefit to which he or she 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 Quebec 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 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 Quebec 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 Employment Insurance Plan and thereafter remains on parental leave without pay, he or she is eligible to receive a further parental allowance for a period of one (1) week, at ninety-three per cent (93%) of her 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 subparagraph 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 subparagraphs 17.07(c)(iii) and 17.07(c)(v) for the same child.
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.
The parental allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that he or she is required to repay pursuant to the Employment Insurance Act or the Act Respecting Parental Insurance in Quebec.
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.
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 she or he is appointed.
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.
Where an employee becomes eligible for a pay increment or pay revision that would increase the parental allowance, the allowance shall be adjusted accordingly.
Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.
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

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 subparagraphs 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 his or her 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, he or she is eligible to receive the difference between fifty-five decimal eight per cent (55.8%) of his or her 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 his or her parental benefits to which he or she 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, he or she is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of his or her 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 subparagraph 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 subparagraph 17.04(c)(iii) for the same child;
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.
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 he or she is required to repay pursuant to the Employment Insurance Act.
The weekly rate of pay referred to in paragraphs (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.
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 he or she is appointed.
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.
Where an employee becomes eligible for a pay increment or pay revision while in receipt of the allowance, the allowance shall be adjusted accordingly.
Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.
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.

17.08 Special parental allowance for totally disabled employees

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 or Quebec Parental Insurance Plan 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 per cent (93%) of the employee’s rate of pay and the recruitment and retention “terminable allowance,” and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.
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, paternity, or adoption benefits under Employment Insurance or the Quebec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Quebec Parental Insurance Plan benefits for the reasons described in subparagraph 17.08(a)(i).

**

17.09 Leave without pay for the care of immediate family

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

For the purpose of this clause, immediate family is defined as any relative permanently residing in the employee’s household or with whom the employee permanently resides, and the employee’s spouse (or common-law partner resident with the employee), children (including foster children or children of a spouse or common-law partner), grandchildren, parents (including step-parents or foster parent), or 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.
Subject to paragraph (a), up to five (5) years leave without pay during an employee’s total period of employment in the public service may be granted for the personal long-term care of the employee’s family. Leave granted under this paragraph shall be for a minimum period of three (3) weeks.
An employee shall notify the Employer in writing as far in advance as possible but not less than four (4) weeks in advance of the commencement date of such leave, unless, because of urgent or unforeseeable circumstances, such notice cannot be given.
Leave granted under this clause for a period of more than three (3) months shall be deducted from the calculation of continuous employment for the purposes of calculating severance pay and from the calculation of service for the purposes of calculating vacation leave.
Time spent on such leave shall not be counted for pay increment purposes.
Leave granted under leave without pay for the care and nurturing of preschool age children or under leave without pay for the long-term care of a parent under the terms of other agreements will not count towards the calculation of the maximum amount of time allowed for care of immediate family during an employee’s total period of employment in the public service.
An employee who has proceeded on leave without pay may change his return-to-work date if such change does not result in additional costs to the Employer.

**

17.10 Caregiving leave

An employee who provides the Employer with proof that he or she is 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.
The leave without pay described in paragraph 17.20(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.
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.
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 17.20(a) above ceases to apply.
Leave granted under this clause shall count for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.

17.11 Leave without pay for personal needs

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

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.
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.
An employee is entitled to leave without pay for personal needs only once under each of (a) and (b) of this clause during his total period of employment in the public service. Leave without pay granted under this clause may not be used in combination with maternity or parental leave without the consent of the Employer.
Leave granted under (a) of 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.
Leave without pay granted under (b) of this clause shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave for the employee involved. Time spent on such leave shall not be counted for pay increment purposes.

17.12 Leave without pay for relocation of spouse

At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse or common-law partner is permanently relocated and up to five (5) years to an employee whose spouse or common-law partner is temporarily relocated.
Leave without pay granted under this clause shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave for the employee involved except where the period of such leave is less than three (3) months. Time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

17.13 Leave with pay for family-related responsibilities

**

For the purpose of this clause, family is defined as the employee’s spouse (or common-law partner resident with the employee), children (including foster children and children of legal or common-law partner) parents (including step-parents or foster parents), father-in-law, mother-in-law, brother, sister, stepbrother, stepsister, grandchild, grandparents of the employee, any relative permanently residing in the employee’s household or with whom the employee permanently resides, or 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.
The total leave with pay which may be granted under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.
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 herself, 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. leave with pay 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 with pay for needs directly related to the birth or to the adoption of the employee’s child;
4. leave with pay to attend school functions, if the supervisor was notified of the functions as far in advance as possible;
5. leave with pay to provide for the employee’s child in the case of an unforeseeable closure of the school or care facility;
6. seven decimal five (7.5) hours out of the thirty-seven decimal five (37.5) hours stipulated in paragraph 17.12(b) above may be used to attend an appointment with a legal or paralegal representative for non-employment-related matters, or with a financial or other professional representative, if the supervisor was notified of the appointment as far in advance as possible.
Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family under paragraph 17.12(c) (ii) above, 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.

17.14 Court leave with pay

Leave with pay shall be given to every employee, other than an employee already on leave without pay, on education leave, or under suspension who is required:

to be available for jury selection;
to serve on a jury;
or
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 umpire or a person or body of persons authorized by law to make an inquiry and to compel the attendance of witnesses before it.

17.15 Personnel selection leave with pay

Where an employee participates in a personnel selection process, including the appeal process where applicable, for a position in the public service, as defined in Schedule I and IV of the Financial Administration Act, the employee is entitled to leave with pay for the period during which the employee’s presence is required for purposes of the selection 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 clause applies equally in respect of the personnel selection processes related to deployment.

17.16 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 workers’ compensation board that the employee is unable to perform his duties because of:
1. personal injury accidentally received in the performance of the employee’s duties and not caused by the employee’s wilful misconduct,
2. sickness resulting from the nature of the employee’s employment,
  or
3. over-exposure to radioactivity or other 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 by him for loss of wages in settlement of any claim the employee may have in respect of such injury, sickness or exposure, providing, however, that such amount does not stem from a personal disability policy for which the employee or the employee’s agent has paid the premium.
Where operational requirements permit, the Employer will grant leave with pay to an employee who is:
1. a party to a provincial workers’ compensation hearing
  or
2. a witness called by an employee who is party to a provincial workers’ compensation hearing.

17.17 Examination leave

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

17.18 Religious observance

The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his religious obligations.
Employees may, in accordance with the provisions of this agreement, request annual leave, compensatory leave or leave without pay for other reasons in order to fulfill their religious obligations.
Notwithstanding paragraph 17.17(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.
An employee who intends to request leave or time off under this article must give notice to the Employer as far in advance as possible but no later than four (4) weeks before the requested period of absence.

**

17.19 Maternity-related reassignment or leave

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 fetus or child. On being informed of the cessation of current job function, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative.
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.
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.
Where reasonably practicable, the Employer shall modify the employee’s job functions or reassign her.
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.
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.
Notwithstanding clause (e), for an employee working:
1. in an institution at Correctional Service Canada where she is in direct and regular contact with offenders,
  and
2. for Indigenous Services Canada NU-CHNs who are permanently assigned in nursing stations situated in remote and isolated First Nations communities (Type 1 and 2 according to Health Canada’s Community Workload Increase System (CWIS)),
3. OP and NUs in the Department of National Defence who provide direct and regular health care to patients,

and, if 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 with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on maternity leave without pay or the termination date of the pregnancy, whichever comes first.

17.20 Medical appointment for pregnant employees

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

**

17.21 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.

The parties recognize that employees may be subject to domestic violence in their personal life that could affect their attendance at work.
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.
The total domestic violence leave with pay which may be granted under this clause shall not exceed seventy-five (75) hours in a fiscal year.
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.
Notwithstanding paragraphs 17.21(b) to 17.21(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.

**

17.22 Other leave with pay

At its discretion, the Employer may grant leave with pay for purposes other than those specified in this agreement, and when circumstances not directly attributable to the employee prevent his reporting for duty.
Personal leave
Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, up to fifteen (15) hours of leave with pay for reasons of a personal nature. This leave can be taken in periods of seven decimal five (7.5) hours or three decimal seventy-five (3.75) hours each.

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 leave at such times as the employee may request.
Quarantine leave
Where an employee provides a medical certificate placing him under quarantine, he shall be granted leave with pay during the quarantine period.

When an employee is diagnosed with an illness during the quarantine period, paragraph 17.22(c) shall cease to apply.

17.23 Other leave without pay

At its discretion, the Employer may grant leave without pay for purposes other than those specified in this agreement, including enrolment in the Canadian Armed Forces and election to a full-time municipal office.

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Article 18: career development

18.01 General

In order for the government to meet its mandate, given the evolution and increased complexity of the scope of practice, 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.

The Employer endeavours to respond in a timely fashion to requests for career development.

18.02 Education leave

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 the employee 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.
An employee on education leave without pay under this clause shall receive an allowance in lieu of salary equivalent to from fifty per cent (50%) to one hundred per cent (100%) of the employee’s 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.
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.
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,
the employee shall repay the Employer all allowances paid to him under this clause during the education leave or such lesser sum as shall be determined by the Employer.

18.03 Attendance at conferences and conventions

The parties to this agreement recognize that attendance or participation at conferences, conventions, symposia, scientific meetings, workshops and other gatherings of a similar nature contributes to the maintenance of high professional standards.
In order to benefit from an exchange of knowledge and experience, an employee shall have the opportunity on occasion to attend conferences and conventions which are related to the employee’s field of specialization, subject to operational constraints.
The Employer may grant leave with pay and reasonable travel expenses including registration fees to attend such gatherings, subject to budgetary and operational constraints.
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.
An employee invited to participate in a conference or convention in an official capacity, such as to present a formal address or to give a course related to the employee’s field of employment, may be granted leave with pay for this purpose and may, in addition, be reimbursed for the payment of convention or conference registration fees and reasonable travel expenses.
An employee shall not be entitled to any compensation under Article 9 (overtime) and Article 13 (travelling time) in respect of hours the employee is in attendance at or travelling to or from a conference or convention under the provisions of this clause, except as provided by paragraph (d).
Subject to budgetary and operational constraints, the Employer shall make every reasonable effort to accommodate shift changes or rest day changes to facilitate attendance at conferences, conventions, symposia, scientific meetings, workshops and other gatherings of a similar nature, while on duty.

18.04 Professional development

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, similar out-service programs or continuing education courses to keep up to date with knowledge and skills in their respective fields, to acquire continuing profession specific credits required to complete or maintain current licensing/registration standards.
2. to conduct research or perform work related to their normal research programs in institutions or locations other than those of the Employer, including, subject to the Employer’s approval, presentation of the results of such research to external bodies.
  or
3. to carry out research in the employee’s field of specialization not specifically related to the employee’s 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 including, subject to the Employer’s approval, presentation of the results of such research to external bodies.
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).
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.
When an employee is selected by the Employer for professional development under this clause the Employer will consult with the employee before determining the locations and duration of the program of work or studies to be undertaken.
An employee selected for professional development under this clause shall continue to receive his normal compensation including any increase for which the employee may become eligible. The employee shall not be entitled to any compensation under Article 9 (overtime) and Article 13 (travelling time) while on professional development under this clause.
1. 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.
Subparagraph (f)(ii) applies only to Indigenous Services Canada’s NU-CHN’s in the First Nations and Inuit Health (FNIH).
1. An employee on the Primary Care Skills Program shall be deemed to be on travel status.
Subject to budgetary and operational constraints, the Employer shall make every reasonable effort to accommodate shift changes or rest day changes to facilitate attendance at workshops, short courses, similar out-service programs or continuing education courses while on duty.

18.05 Selection criteria

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.
The parties to this collective agreement acknowledge the mutual benefits to be derived from consultation on career development. To this effect, the Employer, upon request, will consult with the Institute as prescribed in Article 36 (joint consultation).

18.06 Departmental Career Development Consultation Committee

The parties to this collective 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 at the departmental level either through the existing Joint Consultation Committee or through the creation of a Departmental Career Development Consultation Committee. A consultation committee as determined by the parties, may be established at the local, regional or national level.
The Departmental Consultation Committee 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.
Employees forming the continuing membership of the Departmental 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.
The Employer recognizes the use of such committees for the purpose of providing information, discussing the application of policy, promoting understanding and reviewing problems.
It is understood that no commitment may be made by either party on a subject that is not within their authority or jurisdiction, nor shall any commitment made be construed as to alter, amend, add to or modify the terms of this agreement.

18.07 Joint Institute / Treasury Board Career Development Committee

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

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Article 19: severance pay

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

Lay-off
1. On the first (1st) lay off pay 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 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 (2nd) 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 19.01(a)(i) above.
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.
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.
Termination for cause for reasons of incapacity or unsatisfactory performance
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 12(1)(e) of the Financial Administration Act, 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), with a maximum benefit 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 reasons of termination for cause of reasons of unsatisfactory performance pursuant to Section 12(1)(d) of the Financial Administration Act, one week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.

19.02 The period of continuous employment used in the calculation of 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 this article 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 V or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of clause 19.02.

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

19.04 Appointment to a separate agency

An employee who resigns to accept an appointment with an organization as defined in Schedule V of the Financial Administration Act shall be paid any outstanding payment in lieu of severance if applicable under Appendix V.

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

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Article 20: statement of duties

20.01 At time of hiring or at any other time upon written request, an employee shall be entitled to a complete and current statement of the duties and responsibilities of his position, including the position’s classification level and the position rating form.

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Article 21: registration fees

21.01 The Employer shall reimburse an employee for the payment of membership, registration or other related fees to organizations or governing bodies when the Employer is satisfied that the payment of such fees is a requirement for the continuation of the performance of the duties of the employee’s position.

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Article 22: responsibility for pharmaceutical services

This article applies to the PH Group only

22.01 The Employer recognizes that the monitoring of pharmaceutical services shall be performed by a pharmacist. The Employer will make every reasonable effort to ensure that correct pharmaceutical services, as determined by the Employer, will be provided within the Employer’s institutions. The Employer encourages the employee to make proposals for improvement of the Employer’s pharmaceutical services.

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Article 23: technological change

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

23.02 In this article “technological change” means:

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

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

23.04 The Employer agrees to provide as much advance notice as is practicable but, except in cases of emergency, not less than one hundred and eighty (180) days’ written notice to the Institute of the introduction or implementation of technological change.

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

the nature and degree of change;
the anticipated date or dates on which the Employer plans to effect change;
the location or locations involved.

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

the approximate number, class and location of employees likely to be affected by the change;
the effect the change may be expected to have on working conditions or terms and conditions of employment on employees.

23.07 When, as a result of technological change, the Employer determines that an employee requires new skills or knowledge in order to perform the duties of his substantive position, the Employer will make every reasonable effort to provide the necessary training during the employee’s working hours and at no cost to the employee.

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Article 24: safety and health

24.01 The Employer shall continue to make all reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Institute and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury or occupational illness, including critical incident stress management services consistent with Treasury Board Policy on Employee Assistance Program.

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

24.03 The Employer shall provide for a pre-placement and periodic health evaluation for employees at risk as determined by the Employer in accordance with the Occupational Health Evaluation Standard.

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Article 25: recognition

25.01 The Employer recognizes the Institute as the exclusive bargaining agent for all employees described in the certificate issued by the Public Service Labour Relations Board on June 20, 2011, covering employees of the Health Services Group.

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

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Article 26: check-off

26.01 The Employer will as a condition of employment deduct an amount equal to the amount of the membership dues from the monthly pay of all employees in the bargaining unit.

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

26.03 For the purpose of applying clause 26.01, deductions from pay for each employee in respect of each month will start with the first (1st) full month of employment to the extent that earnings are available.

26.04 An employee who satisfies the Institute as to the bona fides of his or her claim and declares in an affidavit that he is a member of a religious organization 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 registered pursuant to the Income Tax Act, other than the religious organization named in the affidavit, equal to dues, shall not be subject to this article, provided that the affidavit submitted by the employee is countersigned by an official representative of the religious organization involved. A copy of the affidavit will be provided to the Institute. The Institute will inform the Employer accordingly.

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

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

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

26.08 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.

26.09 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.

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Article 27: use of Employer facilities

27.01 Access by an Institute representative

An accredited representative of the Institute may be permitted access to the Employer’s premises on stated Institute business and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer.

27.02 Bulletin boards

Reasonable space on bulletin boards including electronic bulletin boards, where available will be made available to the bargaining agent for the posting of official notices, in convenient locations determined by the Employer and the Institute. Notices or other material shall require the prior approval of the Employer, except notices relating to the business affairs of the Institute and social and recreational events. The Employer shall have the right to refuse the posting of any information which he considers adverse to his interests or to the interests of any of his representatives.
In Indigenous Services Canada nursing stations and health centres, the Employer agrees the Institute can use the fax machines for the purpose stipulated in paragraph 27.02(a), subject to the same conditions.

27.03 Institute literature

The Employer will continue its practice of making available to the Institute a specific location on its premises for the storage and placement of a reasonable quantity of Institute files and literature.

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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, employing department, geographical location, classification of the employee and shall be provided within one 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 The Employer agrees to supply each employee with a copy of the collective agreement and any amendments thereto. For the purpose of satisfying the Employer’s obligation under this clause, employees may be given electronic access to the collective agreement. Where electronic access to the agreement is unavailable or impractical, the employee shall be supplied upon request with a printed copy of the agreement.

28.03 Upon the written request of an employee, the Employer shall make available at a mutually satisfactory time National Joint Council agreements listed in clause 35.03 which have a direct bearing on the requesting employee’s terms and conditions of employment.

28.04

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.
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 those programs exist.

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Article 29: stewards

29.01 The Employer acknowledges the exclusive right of the Institute to appoint Stewards and other Institute representatives from amongst the members of bargaining units for which the Institute is the certified bargaining agent.

29.02 The Employer and the Institute shall, by mutual agreement, determine the area of jurisdiction of each Steward, having regard to the plan of organization and the distribution of employees.

29.03 The Institute shall inform the Employer promptly and in writing of the names of its Stewards, their jurisdiction, and of any subsequent changes.

29.04 Leave for stewards

Operational requirements permitting, the Employer shall grant leave with pay to an employee to enable the employee to carry out the employee’s functions as a Steward on the Employer’s premises. When the discharge of these functions requires an employee who is a Steward to leave his normal place of work, the employee shall report his return to his supervisor whenever practicable.
1. Scheduled paid leave for Stewards shall not be cancelled by the Employer unless there is an urgent operational requirement.
2. In the case of cancellation of such leave, the Employer shall give the written reason thereof, upon written request from the Steward.

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Article 30: leave for labour relations matters

30.01 Federal Public Sector Labour Relations and Employment Board hearings

Complaints made to the Federal Public Sector Labour Relations and Employment Board pursuant to section 190(1) of the Federal Public Sector Labour Relations Act

Where operational requirements permit, in cases of complaints made to the Federal Public Sector Labour Relations and Employment Board pursuant to section 190(1) of the FPSLRA alleging a breach of sections 157, 186(1)(a), 186(1)(b), 186(2)(a)(i), 186(2)(b), 187, 188(a) or 189(1) of the FPSLRA, the Employer will grant leave with pay:

to an employee who makes a complaint on his own behalf before the Federal Public Sector Labour Relations and Employment Board,
and
to an employee who acts on behalf of an employee making a complaint, or who acts on behalf of the Institute making a complaint.

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

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

to an employee who represents the Institute in an application for certification or in an intervention,
and
to an employee who makes personal representations with respect to a certification.

30.03 Employee called as a witness

The Employer will grant leave with pay:

to an employee called as a witness by the Federal Public Sector Labour Relations and Employment Board,
and
where operational requirements permit, to an employee called as a witness by an employee or the Institute.

30.04 Arbitration Board, Public Interest Commission hearings and Alternative Dispute Resolution Process

When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees representing the Institute before an Arbitration Board, Public Interest Commission or an Alternative Dispute Resolution Process.

30.05 Employee called as a witness

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

30.06 Adjudication

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

a party to an adjudication,
or
the representative of an employee who is a party to an adjudication,
or
a witness called by an employee who is party to an adjudication.

30.07 Meetings during the grievance process

Employee presenting grievance

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

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
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.

30.08 Employee who acts as representative

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

30.09 Grievance investigations

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

30.10 Contract negotiations meetings

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

30.11 Preparatory contract negotiations meetings

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

30.12 Meetings between the Institute and management

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

30.13 Institute official meetings and conventions

Where operational requirements permit, the Employer will grant leave without pay to a reasonable number of employees to attend meetings and conventions provided in the constitution and the by-laws of the Institute.

30.14 Employee representatives training courses

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.
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.

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Article 31: illegal strikes

31.01 The Federal Public Sector Labour Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment, for participation in an illegal strike as defined in the Federal Public Sector Labour Relations Act.

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Article 32: interpretation of agreement

32.01 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 an employee from availing himself or herself of the grievance procedure provided in this agreement.

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Article 33: dispute resolution

33.01 The Employer and the Institute agree it is appropriate to resolve disputes at the level where they occur without necessarily invoking the filing of a grievance, and preferably at the lowest possible level of management with the involvement of an Institute representative. Accordingly, when disputes might arise, the manager and the Institute representative endeavour to foster open co-operation, frank exchanges of views and a quest for innovative solutions.

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Article 34: grievance procedure

34.01 In cases of alleged misinterpretation or misapplication arising out of agreements concluded by the National Joint Council of the public service on items which may be included in a collective agreement and which the parties to this agreement have endorsed, the grievance procedure will be in accordance with section 15 of the NJC by-laws.

34.02 Individual grievances

Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act, an employee may present an individual grievance to the Employer if he or she feels aggrieved:

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 the collective agreement or an arbitral award;
  or
as a result of any occurrence or matter affecting his or her terms and conditions of employment.

34.03 Group grievances

Subject to and as provided in section 215 of the Federal Public Sector Labour Relations Act, the Institute may present a group grievance to the Employer 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 the collective agreement or an arbitral award.

In order to present a group grievance, the Institute must first obtain the written consent of each of the employees concerned.
A group grievance must relate to employees in a single portion of the federal public administration.

34.04 Policy grievances

Subject to and as provided in section 220 of the Federal Public Sector Labour Relations Act, the Institute or the Employer may present a policy grievance in respect of the interpretation or application of the collective agreement or an arbitral award.

A policy grievance may be presented by the Institute only at the final step of the grievance procedure, to an authorized representative of the Employer. The Employer shall inform the Institute of the name, title and address of this representative.

The grievance procedure for a policy grievance by the Employer shall also be composed of a single step, with the grievance presented to an authorized representative of the Institute. The Institute shall inform the Employer of the name, title and address of this representative.

34.05

For the purposes of this article, a grievor is an employee or, in the case of a group or policy grievance, a steward, Institute staff person or other authorized representative appointed by the Institute.
No person shall seek by intimidation, by threat of dismissal or by any other kind of threat to cause a grievor to abandon a grievance or refrain from exercising the right to present a grievance, as provided in this collective agreement.
The parties recognize the value of informal discussion between employees and their supervisors and between the Institute and the Employer to the end that problems might be resolved without recourse to a formal grievance. When notice is given that an employee or the Institute, within the time limits prescribed in clause 34.12, wishes to take advantage of this clause, 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.

34.06 A grievor wishing to present a grievance at any prescribed step in the grievance procedure, shall transmit this grievance to the employee’s immediate supervisor or local officer-in-charge who shall forthwith:

forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate step,
and
provide the grievor with a receipt stating the date on which the grievance was received.

34.07 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.

34.08 Subject to and as provided for in the Federal Public Sector Labour Relations Act, a grievor who feels treated unjustly or aggrieved by an action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance in the manner prescribed in clause 34.06, except that:

where there is another administrative procedure provided by or under any act of Parliament to deal with the grievor’s specific complaint such procedure must be followed,
and
where the grievance relates to the interpretation or application of this collective agreement or an arbitral award, an employee is not entitled to present the grievance unless he has the approval of and is represented by the Institute.

34.09 There shall be three (3) steps in the grievance procedure. These levels shall be as follows:

Step 1: first level of management;
Step 2: intermediate level;
Final step: chief executive or an authorized representative.

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

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

34.11 An employee who so desires, may be assisted and/or represented by the Institute when presenting a grievance at any step. The Institute shall have the right to consult with the Employer with respect to a grievance at each or any step of the grievance procedure.

34.12 A grievor may present a grievance to the first step of the procedure in the manner prescribed in clause 34.06, not later than the twenty-fifth (25th) day after the date on which the grievor is notified or on which the grievor first becomes aware of the action or circumstances giving rise to the grievance. The Employer may present a policy grievance in the manner prescribed in clause 34.04 not later than the twenty-fifth (25th) day after the date on which the Employer is notified orally or in writing or on which the Employer first becomes aware of the action or circumstances giving rise to the policy grievance.

34.13 A grievor may present a grievance at each succeeding step in the grievance procedure beyond the first step either:

where the decision or settlement is not satisfactory to the grievor, within ten (10) days after that decision or settlement has been conveyed in writing to the grievor by the Employer,
or
where the Employer has not conveyed a decision to the grievor within the time prescribed in clause 34.14, within fifteen (15) days after presentation by the grievor of the grievance at the previous step.

34.14 The Employer shall normally reply to a grievance at any step of the grievance procedure, except the final step, within ten (10) days after the grievance is presented, and within twenty (20) days where the grievance is presented at the final step except in the case of a policy grievance, to which the Employer shall normally respond within thirty (30) days. The Institute shall normally reply to a policy grievance presented by the Employer within thirty (30) days.

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

34.16 Where a grievance has been presented up to and including the final step 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 step in the grievance process is final and binding and no further action may be taken under the Federal Public Sector Labour Relations Act.

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

34.18 Where the provisions of clause 34.06 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 of the department or agency concerned. Similarly, the Employer shall be deemed to have delivered a reply at any step on the date on which the letter containing the reply is postmarked, but the time limit within which the grievor may present the grievance at the next higher step shall be calculated from the date on which the Employer’s reply was delivered to the address shown on the grievance form.

34.19 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the grievor and, where appropriate the Institute representative, except as provided in clause 34.21.

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

34.21 Where the Employer demotes or terminates an employee pursuant to paragraph 12(1)(c), (d) or (e) of the Financial Administration Act, the grievance procedure set forth in this agreement shall apply except that:

the grievance may be presented at the final step only,
and
the twenty (20) day time limit within which the Employer is to reply at the final step may be extended to a maximum of forty (40) days by mutual agreement of the Employer and the appropriate representative of the Institute.

34.22 A grievor may by written notice to the immediate supervisor or officer-in-charge abandon a grievance.

34.23 Any grievor who fails to present a grievance to the next higher step within the prescribed time limits shall be deemed to have abandoned the grievance unless, due to circumstances beyond the grievor’s control, the grievor was unable to comply with the prescribed time limits.

34.24 Where a grievance has been presented up to and including the final step in the grievance procedure with respect to:

the interpretation or application of a provision of this collective agreement or related arbitral award,
or
termination of employment or demotion pursuant to paragraph 12(1)(c), (d) or (e) of the Financial Administration Act,
or
disciplinary action resulting in suspension or financial penalty,

and the grievance has not been resolved, it may be referred to adjudication in accordance with the provisions of the Federal Public Sector Labour Relations Act and Regulations.

34.25 Where a grievance that may be presented by an employee to adjudication is a grievance relating to the interpretation or application in respect of the employee of a provision of this agreement or an arbitral award, the employee is not entitled to refer the grievance to adjudication unless the Institute signifies in prescribed manner:

its approval of the reference of the grievance to adjudication,
and
its willingness to represent the employee in the adjudication proceedings.

34.26 Expedited adjudication

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

The Professional Institute of the Public Service of Canada and the Treasury Board Secretariat agree to establish a process of expedited adjudication, which may be reviewed at any time by the parties and the Federal Public Sector Labour Relations and Employment Board (FPSLREB). The framework is set out below.

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.
Future cases may be identified for this process by either party, subject to the consent of the parties.
When the parties agree that a particular grievance will proceed through expedited adjudication, the Institute will submit to the FPSLREB the consent form signed by the grievor or the bargaining agent.
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.
No witnesses will testify.
The adjudicator will be appointed by the FPSLREB from among any of the members of the chairperson group, or any of its members who have had at least two (2) years, experience as a member of the Board.
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 hearing schedule.
The adjudicator will make an oral determination at the hearing which will be recorded and initialled by the representatives of the parties. This will be confirmed in a written determination to be issued by the adjudicator within five (5) days of the hearing. The parties may, at the request of the adjudicator, vary the above conditions in a particular case.
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.

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Article 35: National Joint Council agreements

35.01 Agreements concluded by the National Joint Council (NJC) of the Public Service on items which may be included in a collective agreement, and which the parties to this agreement have endorsed after December 6, 1978, and as amended from time to time, will form part of this collective agreement, subject to the Federal Public Sector Labour Relations Act (FPSLRA) and any legislation by Parliament that has been or may be, as the case may be, established pursuant to any act specified in section 113(b) of the FPSLRA.

35.02 The NJC items which may be included in a collective agreement are those items which parties to the NJC agreements have designated as such or upon which the Chairman of the Federal Public Sector Labour Relations and Employment Board has made a ruling pursuant to paragraph (c) of the NJC memorandum of understanding which became effective December 6, 1978, as amended from time to time.

35.03 The following directives, policies or regulations, as amended from time to time by National Joint Council recommendation and which have been approved by the Treasury Board of Canada, form part of this collective agreement:

NJC directives

Bilingualism Bonus Directive
Commuting Assistance Directive
First Aid to the General Public: Allowance for Employees
Foreign Service Directives
Isolated Posts and Government Housing Directive
Memorandum of Understanding on Definition of Spouse
NJC Relocation Directive
Public Service Health Care Plan Directive
Travel Directive
Uniforms Directive

Occupational health and safety

Motor Vehicle Operations Directive
Occupational Health and Safety Directive
Pesticides Directive

35.04 During the term of this collective agreement, other directives, policies or regulations may be added to the above-noted list.

35.05 Grievances in regard to the above directives, policies or regulations shall be filed in accordance with clause 34.01 of the article on grievance procedure in this collective agreement.

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Article 36: joint consultation

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

36.02 The subjects that may be determined as appropriate for joint consultation will be by mutual agreement of the parties and shall include consultation regarding career development, professional responsibilities and standards, quality of client services and workload. Consultation may be at the local, regional or national level as determined by the parties.

36.03 Wherever possible, the Employer shall consult with representatives of the Institute at the appropriate level about contemplated changes in conditions of employment or working conditions not governed by this agreement. Both parties agree to consult in a timely manner so that the opinions of the consulted party can be taken into consideration before a decision is taken.

Joint Consultation Committee meetings

36.04 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.

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

36.06 Joint Consultation Committees are prohibited from agreeing to items which would alter any provision of this collective agreement.

36.07 Without prejudice to the position the Employer or the Institute may wish to take in the future about the desirability of having the subjects dealt with by the provisions of collective agreements, the following subjects as they affect employees covered by this agreement, shall be regarded as appropriate subjects of consultation involving the Employer and the Institute during the term of this agreement:

pay administration;
relocation directive;
training;
cafeterias, mobile canteens, washrooms, restrooms, showers, locker facilities and recreational facilities;
parking privileges;
payment of school fees and costs of transportation to school for children of employees;
provision of uniforms and protective clothing;
provision to the Institute of departmental manuals and Treasury Board directives;
shift scheduling patterns.

36.08 With respect to the subjects listed in clause 36.07, the Employer agrees that new policies will not be introduced and existing regulations or directives will not be cancelled or amended by the Treasury Board in such a way as to affect employees covered by this agreement until such time as the Institute has been given a reasonable opportunity to consider and to consult on the Employer’s proposals.

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**Article 37: standards of discipline

37.01 Where written departmental 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.

37.02 When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing concerning him or to render a disciplinary decision concerning him, the employee is entitled to have, at his request, a representative of the Institute attend the meeting. Where practicable, the employee shall receive a minimum of two (2) days’ notice of such a meeting as well as its purpose.

37.03 At any administrative inquiry, hearing or investigation conducted by the Employer, where the actions of an employee may have had a bearing on the events or circumstances leading thereto, and the employee is required to appear at the administrative inquiry, hearing or investigation being conducted, he may be accompanied by a representative of the Institute. Where practicable, the employee shall receive a minimum of two (2) days’ notice of such administrative inquiry, hearing or investigation being conducted as well as its purpose. The unavailability of the representative will not delay the inquiry, hearing or investigation more than forty-eight (48) hours from the time of notification to the employee.

37.04 Subject to the Access to Information Act and Privacy Act, the Employer shall provide the employee access to the information used during the disciplinary investigation.

37.05 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.

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

37.07 The Employer shall notify the local representative of the Institute as soon as possible that such suspension or termination has occurred.

**

37.08 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. This period will automatically be extended by the length of any single period of leave without pay in excess of six (6) months.

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Article 38: labour disputes

38.01 If employees whose normal duties are performed on the premises of another Employer are prevented from performing their duties because of a strike or lock-out on this other Employer’s premises, the employees shall report the matter to the Employer and the Employer will consider measures designed to ensure that, so long as work is available, the employees affected are not denied regular pay and benefits to which they would normally be entitled.

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Article 39: part-time employees

39.01 Definition

Part-time employee means a person whose normal scheduled hours of work are less than thirty-seven decimal five (37.5) hours per week, but not less than those prescribed in the Federal Public Sector Labour Relations Act.
Notwithstanding the provisions of paragraph 39.01(a), NU-CHN’s in FNIH, (known as regular part-time employees), whose normal scheduled hours of work average less than thirty-seven decimal five (37.5) hours per week, and whose hours are averaged over the period prescribed in the certificate of appointment, shall be subject to the provisions of this article.

39.02 General

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

39.03 Part-time employees shall be paid at the hourly rate of pay for all work performed up to seven decimal five (7.5) hours in a day or thirty-seven decimal five (37.5) hours in a week unless the employee is working other daily or weekly hours of work as prescribed pursuant to Article 8 (hours of work and shift work).

39.04 The days of rest provisions of this collective agreement apply only in a week when a part-time employee has worked five (5) days and a minimum of thirty-seven decimal five (37.5) hours in a week at the hourly rate of pay.

39.05 Leave will only be provided:

during those periods in which employees are scheduled to perform their duties;
or
where it may displace other leave as prescribed by this agreement.

39.06 Designated holidays

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

39.07 Subject to Article 9 (overtime), 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 according to paragraph 9.01(b) for all hours worked on the holiday.

39.08 Overtime

“Overtime” means work required by the Employer, to be performed by the employee, in excess of those hours prescribed in clause 39.03 but does not include time worked on a holiday.

39.09 Subject to Article 9 (overtime), a part-time employee who is required to work overtime shall be paid at time and one half (1 1/2) for all overtime hours worked. The provisions of clause 9.04 (compensatory leave) do not apply.

39.10 Call-back

When a part-time employee is called back to work or when a part-time employee who is on standby duty is called back to work by the Employer anytime outside his normal working hours, and such employee is not entitled to overtime in accordance with the present article, the employee shall be entitled to the greater of:
1. a minimum of three (3) hours’ pay at the straight-time rate;
  or
2. compensation at the applicable rate for all hours worked.
When a part-time employee is entitled to overtime in accordance with the present article the employee shall be paid in accordance with Article 10 (call-back) of this agreement.
Notwithstanding (a) or (b), when a part-time FNIH nurse who is on standby duty on a designated paid holiday is called back to work during the weekend following the designated paid holiday, the employee shall be entitled to overtime in accordance with the present article. The employee shall be paid in accordance with Article 10 (call-back) of this agreement regardless of the number of hours worked in that week.

39.11 Vacation leave

A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice (2) the number of hours in the employee’s normal workweek, at the rate for years of employment established in clause 15.02, pro-rated and calculated as follows:

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 workweek per month;
when the entitlement is twelve decimal five (12.5) hours a month, .333 multiplied by the number of hours in the employee’s workweek per month;
when the entitlement is thirteen decimal seven five (13.75) hours a month, .367 multiplied by the number of hours in the employee’s workweek per month;
when the entitlement is fourteen decimal four (14.4) hours a month, .383 multiplied by the number of hours in the employee’s workweek per month;
when the entitlement fifteen decimal six two five (15.625) hours a month, .417 multiplied by the number of hours in the employee’s workweek per month;
when the entitlement is sixteen decimal eight seven five (16.875) hours a month, .450 multiplied by the number of hours in the employee’s workweek per month;
when the entitlement is eighteen decimal seven five (18.75) hours a month, .500 multiplied by the number of hours in the employee’s workweek per month.

39.12 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 workweek for each calendar month in which the employee has received pay for at least twice (2) the number of hours in the employee’s normal workweek.

39.13 Vacation and sick leave administration

For the purposes of administration of clauses 39.11 and 39.12, where an employee does not work the same number of hours each week, the normal workweek shall be the weekly average calculated on a monthly basis.
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.

39.14 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.

39.15 The weekly rate of pay referred to in clause 39.14 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.

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Article 40: employee performance review and employee files

40.01 For the purpose of this article,

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 his assigned tasks during a specified period in the past;
formal assessment and/or appraisals of employee performance shall be recorded on a form prescribed by the Employer for this purpose.

40.02

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 his concurrence with the statements contained on the form.
A copy of the employee’s assessment form shall be provided to him at the time the assessment is signed by the employee.
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.

40.03 When an employee disagrees with the assessment and/or appraisal of his work the employee shall have the right to present written counter arguments to the manager(s) or committee(s) responsible for the assessment and/or appraisal decision.

40.04 Upon written request of an employee, all the personnel files of that employee shall be made available for his examination in the presence of an authorized representative of the Employer.

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

a copy of the report placed on their file;
an opportunity to sign the report in question to indicate that its contents have been read;
and
an opportunity to submit such written representation as the employee may deem appropriate concerning the report and to have such written representations attached to the report.

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Article 41: employment references

41.01 On application by an employee, the Employer shall provide personal references to the prospective Employer of such employee, indicating length of service, principal duties and responsibilities and performance of such duties.

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Article 42: sexual harassment

42.01 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 workplace.

42.02

Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.
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 sexual harassment. The selection of the mediator will be by mutual agreement.

42.04 Upon request by the complainant(s) and/or respondent(s) an official copy of the investigation report shall be provided to them by the Employer subject to the Access to Information Act and Privacy Act.

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Article 43: no discrimination

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

43.02

Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of a complaint.
If by reason of paragraph 43.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

43.03 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.

43.04 Upon request by the complainant(s) and/or respondent(s) an official copy of the investigation report shall be provided to them by the Employer subject to the Access to Information Act and Privacy Act.

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**Article 44: Correctional Service Specific Duty Allowance

**

44.01 The Correctional Service Specific Duty Allowance (CSSDA) shall be payable to incumbents of specific positions in the bargaining unit which are in Correctional Service Canada (CSC). The allowance provides additional compensation to an incumbent of a position who performs certain duties or responsibilities specific to CSC (that is, custody of inmates, the regular supervision of offenders, or the support of programs related to the conditional release of those offenders) within penitentiaries or community parole offices as defined in the Corrections and Conditional Release Act, and/or CSC Commissioner Directives.

**

44.02 The value of the CSSDA shall be two thousand ($2,000) annually. Except as prescribed in clause 44.03 below, this allowance shall be paid on a biweekly basis for any month in which an employee performs the duties for a minimum period of ten (10) days in a position to which the CSSDA applies.

**

44.03 Where the employee’s basic monthly pay entitlement (including any applicable allowances) in the position to which he or she is temporarily acting or assigned is less than his or her monthly pay entitlement, plus the CSSDA in his or her substantive position, the employee shall retain the CSSDA applicable to his or her substantive position for the duration of that temporary period.

44.04 An employee will be entitled to receive the CSSDA, in accordance with 44.01:

during any period of paid leave up to a maximum of sixty (60) consecutive calendar days;
or
during the full period of paid leave where an employee is granted injury-on-duty leave with pay because of an injury resulting from an act of violence from one or more inmates.

44.05 The CSSDA shall not form part of an employee’s salary except for the purposes of the following benefit plans:

Public Service Superannuation Act
Public Service Disability Insurance Plan
Canada Pension Plan
Quebec Pension Plan
Employment Insurance
Government Employees Compensation Act
Flying Accidents Compensation Regulations

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Article 45: pay

45.01 Except as provided in clauses 45.01 to 45.10 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.

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

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

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

45.04 Only rates of pay and compensation for overtime which has been paid to an employee during the retroactive period will be recomputed and the difference between the amount paid on the old rates of pay and the amount payable on the new rates of pay will be paid to the employee.

45.05 Pay administration

When two (2) 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:

the employee shall receive their pay increment;
the employee’s rate of pay shall be revised;
the employee’s rate of pay on appointment shall be established in accordance with this agreement.

45.06 Rates of pay

The rates of pay set forth in Appendix “A” shall become effective on the dates specified.
Where the rates of pay set forth in Appendix “A” have an effective date prior to the date of signing of this 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 therefor;
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 groups identified in Article 25 of this agreement 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 Directive on Terms and Conditions of Employment, 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 paragraph 45.06(b) for one dollar ($1.00) or less.

45.07 This article is subject to the memorandum of understanding signed by the Employer and the Professional Institute of the Public Service of Canada dated July 21, 1982, in respect of red-circled employees.

45.08 Overpayment

Should there be an error made in pay calculations resulting in an overpayment, the employee shall be notified beforehand in writing of the requirement for repayment to the Employer and the intended repayment schedule. The Employer will discuss the proposed schedule with the employee prior to putting it into effect.

45.09 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 the number of consecutive working days indicated in (i) or (ii), the employee shall be paid acting pay calculated from the date on which the employee commenced to act as if the employee had been appointed to that higher classification level for the period in which the employee acts.
1. two (2) working days: ND-DIT and OP Level 1, and NU-CHN and NU-HOS Levels 1 to 4;
2. four (4) working days: all other employees.
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.

45.10 New classification standard

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 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.

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Article 46: variation in hours of work

46.01 Principle

The following conditions shall apply to employees to whom the provisions of clause 8.06 (compressed workweek) and subparagraph 8.09(e)(i) (shift longer than seven decimal five (7.5) hours) of Article 8 apply.

It is agreed that the implementation of any variation in hours shall not result under any circumstances in any additional expenditure or cost by reason of such variation.

Before changing the hours of work approved under Article 8.09(e)(i), the Employer shall consult with the Institute. Such consultation shall be held no later than two (2) months prior to the modification of the hours of work agreed to under Article 8.09(e)(i).

During the consultation, the Employer shall provide the Union with the relevant information (such as statistics and rationale) in support of the proposed change.

46.02 General application

Conversion to hours
1. The provisions of the collective agreement which specify days shall be converted to hours based on a seven decimal five (7.5) hour day as follows:
  - five twelfths (5/12) day = 3.125 hours
  - one (1) day = 7.500 hours
  - one and one quarter (1 1/4) days = 9.375 hours
  - one and two thirds (1 2/3) days = 12.500 hours
  - one and eleven twelfths (1 11/12) days = 14.375 hours
  - two and one twelfth (2 1/12) days = 15.625 hours
  - two and one half (2 1/2) days = 18.750 hours
2. Notwithstanding the above, in clause 17.02 (bereavement leave with pay) and Article 34 (grievance procedure), a day will have the same meaning as the provisions of the collective agreement.
Implementation and termination
Effective the date on which clause 8.06 and paragraph 8.09(c) of Article 8 (hours of work and shift work), apply or cease to apply to an employee, the accrued vacation and sick leave credits shall be converted to days or hours, as applicable.
Leave: usage
When leave is granted, it will be granted on an hourly basis with the hours debited for each day of leave being the same as the hours the employee would normally have been scheduled to work on that day.

46.03 Specific applications

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

Article 2: interpretation and definitions
Paragraph 2.01(c): “daily rate of pay” shall not apply.
Article 9: overtime
1. Overtime compensation shall only be applicable on a normal workday for hours in excess of the employee’s scheduled daily hours of work.
2. The provision of two (2) times the straight-time hourly rate still applies when a designated paid holiday(s) separates the period of consecutive and contiguous days of rest provided the requirements of subparagraph 46.03(b)(i) above are met.
Article 12: designated paid holiday
A designated holiday shall account for seven decimal five (7.5) hours.
Article 13: travelling time
Overtime compensation referred to in clause 13.01 shall only be applicable on a normal workday for hours in excess of the employee’s scheduled daily hours of work.
Article 15: vacation leave
Leave when employment terminates

When an employee dies or otherwise ceases to be employed, he or his estate shall be paid an amount equal to the product obtained by multiplying the number of hours of earned but unused vacation and furlough leave with pay to his credit by the hourly rate of pay as calculated from the rate specified in his certificate of appointment prior to the termination of his employment.

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Article 47: shift and weekend premiums

47.01

An employee on shift work shall receive a shift premium of two dollars ($2.00) per hour for all hours worked between 1600 and 0800 hours. The shift premium will not be paid for hours worked between 0800 and 1600 hours.

47.02

Employees shall receive an additional premium of two dollars ($2.00) per hour for work on a Saturday and/or Sunday for hours worked as stipulated in (b) below.
Weekend premiums shall be payable in respect of all regularly scheduled hours at straight-time rates worked on Saturday and/or Sunday.

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Article 48: shift principle

48.01

When a full-time employee is required to attend one of the following proceedings outside a period which extends before or beyond three (3) hours his scheduled hours of work on a day during which he would be eligible for a shift premium, the employee may request that his hours of work on that day be scheduled between 7 am and 6 pm.
1. Federal Public Sector Labour Relations and Employment Board proceedings
  Clauses 30.01, 30.02, 30.04, 30.05 and 30.06.
2. Contract negotiation and preparatory contract negotiation meetings
  Clauses 30.10 and 30.11.
3. Personnel selection process
  Article 17.14.
4. To write provincial certification examinations which are a requirement for the continuation of the performance of the duties of the employee’s position.
5. Training courses which the employee is required to attend by the Employer.
6. Provincial workers’ compensation hearings.
In no case will the employee be required to report back for work on his next scheduled work period without at least twelve (12) hours of rest; nor will the employee lose any portion of his regular pay because the employee reported for work later than the scheduled start of the shift.
In every case, such request will be granted provided there is no increase in cost to the Employer.
Notwithstanding paragraph (c), proceedings described in subparagraph 48.01(a)(v) are not subject to the condition that there be no increase in cost to the Employer.

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Article 49: contracting out

49.01 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.

49.02 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 workforce will be accomplished through attrition.

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Article 50: dangerous goods

50.01 An employee certified pursuant to the Transportation of Dangerous Goods Act and who is assigned the responsibility for packaging and labelling of dangerous goods for shipping in accordance with the above act, shall receive a daily allowance of three dollars and fifty cents ($3.50) for each day they are required to package and label dangerous goods for shipping, to a maximum of seventy-five dollars ($75) in a month where the employee maintains such certification.

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Article 51: agreement re-opener

51.01 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.

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**Article 52: duration

52.01 The duration of this collective agreement shall be from the date it is signed to September 30, 2022.

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

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

**

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

Signed at Ottawa, this 30th day of the month of August, 2019.

The Treasury Board of Canada	The Professional Institute of the Public Service of Canada
Sandra Hassan Luc Presseau Daniel Daoust Geoff Anderson Bonnie Beach Josh Bowen Stéphane Chartrand Donna Davis Sheila Lacroix LCol Brandy McKenna Jennifer Morse Jennifer Pennock	Debi Daviau Jean-Paul Leduc Ivette Suarez Adam Fenwick Bruno Gagnon Eric Massey Donald Moisan Colin Muise Peter Rodrigues Ian Shaw Richard J. Smith Ginette Tardiff

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**Appendix “A”

DE: Dentistry Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
X) Effective October 1, 2018 - Wage Adjustment^{table 1 note 1}
A) Effective October 1, 2018^{table 1 note 1}
B) Effective October 1, 2019^{table 1 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

DE-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	84,849	88,988	93,121	97,250	101,386	105,515	109,735
X) Wage Adjustment - October 1, 2018^{table 1 note 1}	86,334	90,545	94,751	98,952	103,160	107,362	111,655
A) October 1, 2018^{table 1 note 1}	88,061	92,356	96,646	100,931	105,223	109,509	113,888
B) October 1, 2019^{table 1 note 1}	89,822	94,203	98,579	102,950	107,327	111,699	116,166
C) October 1, 2020	91,169	95,616	100,058	104,494	108,937	113,374	117,908
D) October 1, 2021	92,537	97,050	101,559	106,061	110,571	115,075	119,677
Table 1 Notes Table 1 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 1 note 1 referrer

DE-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	92,138	96,630	101,131	105,615	110,108	114,606	119,189
X) Wage Adjustment - October 1, 2018^{table 2 note 1}	93,750	98,321	102,901	107,463	112,035	116,612	121,275
A) October 1, 2018^{table 2 note 1}	95,625	100,287	104,959	109,612	114,276	118,944	123,701
B) October 1, 2019^{table 2 note 1}	97,538	102,293	107,058	111,804	116,562	121,323	126,175
C) October 1, 2020	99,001	103,827	108,664	113,481	118,310	123,143	128,068
D) October 1, 2021	102,486	105,384	110,294	115,183	120,085	124,990	129,989
Table 2 Notes Table 2 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 2 note 1 referrer

DE-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	100,233	105,130	110,023	114,922	119,812	124,711	129,697
X) Wage Adjustment - October 1, 2018^{table 3 note 1}	101,987	106,970	111,948	116,933	121,909	126,893	131,967
A) October 1, 2018^{table 3 note 1}	104,027	109,109	114,187	119,272	124,347	129,431	134,606
B) October 1, 2019^{table 3 note 1}	106,108	111,291	116,471	121,657	126,834	132,020	137,298
C) October 1, 2020	107,700	112,960	118,218	123,482	128,737	134,000	139,357
D) October 1, 2021	109,316	114,654	119,991	125,334	130,668	136,010	141,447
Table 3 Notes Table 3 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 3 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the DE levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment for an employee appointed on or after 14 May 1981 to a position in the bargaining unit 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 bargaining unit prior to the application of the date mentioned above, remains unchanged.

Pay adjustment administration

All employees being paid at the DE levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employee’s former rate of pay.

MD: Medicine Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
A) Effective October 1, 2018^{table 4 note 1}
B) Effective October 1, 2019^{table 4 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

Medical Officer Sub-Group

MD-MOF-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	127,344	132,577	137,820	143,063	148,303	153,547	158,792	164,027
A) October 1, 2018^{table 4 note 1}	129,891	135,229	140,576	145,924	151,269	156,618	161,968	167,308
B) October 1, 2019^{table 4 note 1}	132,489	137,934	143,388	148,842	154,294	159,750	165,207	170,654
C) October 1, 2020	134,476	140,003	145,539	151,075	156,608	162,146	167,685	173,214
D) October 1, 2021	136,493	142,103	147,722	153,341	158,957	164,578	170,200	175,812
Table 4 Notes Table 4 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 4 note 1 referrer

MD-MOF-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	157,408	162,865	168,324	173,780	179,445	184,875
A) October 1, 2018^{table 5 note 1}	160,556	166,122	171,690	177,256	183,034	188,573
B) October 1, 2019^{table 5 note 1}	163,767	169,444	175,124	180,801	186,695	192,344
C) October 1, 2020	166,224	171,986	177,751	183,513	189,495	195,229
D) October 1, 2021	168,717	174,566	180,417	186,266	192,337	198,157
Table 5 Notes Table 5 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 5 note 1 referrer

MD-MOF-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4
$) October 1, 2017	179,718	186,052	192,107	197,915
A) October 1, 2018^{table 6 note 1}	183,312	189,773	195,949	201,873
B) October 1, 2019^{table 6 note 1}	186,978	193,568	199,868	205,910
C) October 1, 2020	189,783	196,472	202,866	208,999
D) October 1, 2021	192,630	199,419	205,909	212,134
Table 6 Notes Table 6 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 6 note 1 referrer

MD-MOF-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4
$) October 1, 2017	199,371	205,924	212,317	218,452
A) October 1, 2018^{table 7 note 1}	203,358	210,042	216,563	222,821
B) October 1, 2019^{table 7 note 1}	207,425	214,243	220,894	227,277
C) October 1, 2020	210,536	217,457	224,207	230,686
D) October 1, 2021	213,694	220,719	227,570	234,146
Table 7 Notes Table 7 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 7 note 1 referrer

Medical Specialist Sub-Group

MD-MSP-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3
$) October 1, 2017	185,748	191,539	198,129
A) October 1, 2018^{table 8 note 1}	189,463	195,370	202,092
B) October 1, 2019^{table 8 note 1}	193,252	199,277	206,134
C) October 1, 2020	196,151	202,266	209,226
D) October 1, 2021	199,093	205,300	212,364
Table 8 Notes Table 8 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, retroactive amounts owed resulting from rate changes will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase. Changes to the pay rates will not appear on employees’ pay statements. Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 8 note 1 referrer

MD-MSP-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3
$) October 1, 2017	207,208	213,061	219,719
A) October 1, 2018^{table 9 note 1}	211,352	217,322	224,113
B) October 1, 2019^{table 9 note 1}	215,579	221,668	228,595
C) October 1, 2020	218,813	224,993	232,024
D) October 1, 2021	222,095	228,368	235,504
Table 9 Notes Table 9 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, retroactive amounts owed resulting from rate changes will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase. Changes to the pay rates will not appear on employees’ pay statements. Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 9 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the MD-MOF levels 1 to 4 and at the MD-MSP levels 1 to 2 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment for an employee appointed on or after 9 April 1981 to a position in the bargaining unit 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 bargaining unit prior to the application of the date mentioned above, remains unchanged.

Pay adjustment administration

All employees being paid in the MD-MOF levels 1 to 4 and at the MD-MSP levels 1 to 2 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employee’s former rate of pay.

ND: Nutrition and Dietetics Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
X) Effective October 1, 2018 - Wage Adjustment^{table 10 note 1}
A) Effective October 1, 2018^{table 10 note 1}
B) Effective October 1, 2019^{table 10 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

Sub-Group: Dietitian

ND-DIT-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	67,720	69,426	71,238	73,073	74,908	76,824	78,823	80,824
X) Wage Adjustment - October 1, 2018^{table 10 note 1}	68,905	70,641	72,485	74,352	76,219	78,168	80,202	82,238
A) October 1, 2018^{table 10 note 1}	70,283	72,054	73,935	75,839	77,743	79,731	81,806	83,883
B) October 1, 2019^{table 10 note 1}	71,689	73,495	75,414	77,356	79,298	81,326	83,442	85,561
C) October 1, 2020	72,764	74,597	76,545	78,516	80,487	82,546	84,694	86,844
D) October 1, 2021	73,855	75,716	77,693	79,694	81,694	83,784	85,964	88,147
Table 10 Notes Table 10 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 10 note 1 referrer

ND-DIT-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	75,983	78,014	80,056	82,392	84,612	86,833
X) Wage Adjustment - October 1, 2018^{table 11 note 1}	77,313	79,379	81,457	83,834	86,093	88,353
A) October 1, 2018^{table 11 note 1}	78,859	80,967	83,086	85,511	87,815	90,120
B) October 1, 2019^{table 11 note 1}	80,436	82,586	84,748	87,221	89,571	91,922
C) October 1, 2020	81,643	83,825	86,019	88,529	90,915	93,301
D) October 1, 2021	82,868	85,082	87,309	89,857	92,279	94,701
Table 11 Notes Table 11 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 11 note 1 referrer

ND-DIT-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	81,727	83,922	86,332	88,709	91,188	93,666
X) Wage Adjustment - October 1, 2018^{table 12 note 1}	83,157	85,391	87,843	90,261	92,784	95,305
A) October 1, 2018^{table 12 note 1}	84,820	87,099	89,600	92,066	94,640	97,211
B) October 1, 2019^{table 12 note 1}	86,516	88,841	91,392	93,907	96,533	99,155
C) October 1, 2020	87,814	90,174	92,763	95,316	97,981	100,642
D) October 1, 2021	89,131	91,527	94,154	96,746	99,451	102,152
Table 12 Notes Table 12 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 12 note 1 referrer

ND-DIT-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	93,599	96,176	98,759	101,337	103,914	106,494
X) Wage Adjustment - October 1, 2018^{table 13 note 1}	95,237	97,859	100,487	103,110	105,732	108,358
A) October 1, 2018^{table 13 note 1}	97,142	99,816	102,497	105,172	107,847	110,525
B) October 1, 2019^{table 13 note 1}	99,085	101,812	104,547	107,275	110,004	112,736
C) October 1, 2020	100,571	103,339	106,115	108,884	111,654	114,427
D) October 1, 2021	102,080	104,889	107,707	110,517	113,329	116,143
Table 13 Notes Table 13 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 13 note 1 referrer

Sub-Group: Advisory

ND-ADV-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	70,276	72,444	74,823	77,175	79,626	82,072
X) Wage Adjustment - October 1, 2018^{table 14 note 1}	71,506	73,712	76,132	78,526	81,019	83,508
A) October 1, 2018^{table 14 note 1}	72,936	75,186	77,655	80,097	82,639	85,178
B) October 1, 2019^{table 14 note 1}	74,395	76,690	79,208	81,699	84,292	86,882
C) October 1, 2020	75,511	77,840	80,396	82,924	85,556	88,185
D) October 1, 2021	76,644	79,008	81,602	84,168	86,839	89,508
Table 14 Notes Table 14 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 14 note 1 referrer

ND-ADV-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	79,384	82,168	84,944	87,724	90,631	93,541
X) Wage Adjustment - October 1, 2018^{table 15 note 1}	80,773	83,606	86,431	89,259	92,217	95,178
A) October 1, 2018^{table 15 note 1}	82,388	85,278	88,160	91,044	94,061	97,082
B) October 1, 2019^{table 15 note 1}	84,036	86,984	89,923	92,865	95,942	99,024
C) October 1, 2020	85,297	88,289	91,272	94,258	97,381	100,509
D) October 1, 2021	86,576	89,613	92,641	95,672	98,842	102,017
Table 15 Notes Table 15 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 15 note 1 referrer

ND-ADV-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	88,681	92,043	95,408	98,759	102,114	104,861	107,611
X) Wage Adjustment - October 1, 2018^{table 16 note 1}	90,233	93,654	97,078	100,487	103,901	106,696	109,494
A) October 1, 2018^{table 16 note 1}	92,038	95,527	99,020	102,497	105,979	108,830	111,684
B) October 1, 2019^{table 16 note 1}	93,879	97,438	101,000	104,547	108,099	111,007	113,918
C) October 1, 2020	95,287	98,900	102,515	106,115	109,720	112,672	115,627
D) October 1, 2021	96,716	100,384	104,053	107,707	111,366	114,362	117,361
Table 16 Notes Table 16 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 16 note 1 referrer

Sub-Group: Home Economist

ND-HME-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	70,590	72,390	74,205	76,096	78,061	80,031
X) Wage Adjustment - October 1, 2018^{table 17 note 1}	71,825	73,657	75,504	77,428	79,427	81,432
A) October 1, 2018^{table 17 note 1}	73,262	75,130	77,014	78,977	81,016	83,061
B) October 1, 2019^{table 17 note 1}	74,727	76,633	78,554	80,557	82,636	84,722
C) October 1, 2020	75,848	77,782	79,732	81,765	83,876	85,993
D) October 1, 2021	76,986	78,949	80,928	82,991	85,134	87,283
Table 17 Notes Table 17 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 17 note 1 referrer

ND-HME-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	75,267	77,361	79,472	81,582	83,768	85,896	88,023
X) Wage Adjustment - October 1, 2018^{table 18 note 1}	76,584	78,715	80,863	83,010	85,234	87,399	89,563
A) October 1, 2018^{table 18 note 1}	78,116	80,289	82,480	84,670	86,939	89,147	91,354
B) October 1, 2019^{table 18 note 1}	79,678	81,895	84,130	86,363	88,678	90,930	93,181
C) October 1, 2020	80,873	83,123	85,392	87,658	90,008	92,294	94,579
D) October 1, 2021	82,086	84,370	86,673	88,973	91,358	93,678	95,998
Table 18 Notes Table 18 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 18 note 1 referrer

ND-HME-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	82,270	84,591	86,902	89,310	91,810	94,196	96,580
X) Wage Adjustment - October 1, 2018^{table 19 note 1}	83,710	86,071	88,423	90,873	93,417	95,844	98,270
A) October 1, 2018^{table 19 note 1}	85,384	87,792	90,191	92,690	95,285	97,761	100,235
B) October 1, 2019^{table 19 note 1}	87,092	89,548	91,995	94,544	97,191	99,716	102,240
C) October 1, 2020	88,398	90,891	93,375	95,962	98,649	101,212	103,774
D) October 1, 2021	89,724	92,254	94,776	97,401	100,129	102,730	105,331
Table 19 Notes Table 19 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 19 note 1 referrer

ND-HME-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	92,650	95,554	98,443	101,328	104,322	107,314
X) Wage Adjustment - October 1, 2018^{table 20 note 1}	94,271	97,226	100,166	103,101	106,148	109,192
A) October 1, 2018^{table 20 note 1}	96,156	99,171	102,169	105,163	108,271	111,376
B) October 1, 2019^{table 20 note 1}	98,079	101,154	104,212	107,266	110,436	113,604
C) October 1, 2020	99,550	102,671	105,775	108,875	112,093	115,308
D) October 1, 2021	101,043	104,211	107,362	110,508	113,774	117,038
Table 20 Notes Table 20 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.79%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.86%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 20 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the ND-DIT levels 1 to 4, ND-ADV levels 1 to 3 and ND-HME levels 1 to 4 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment date for an employee, appointed on or after date of signing of this collective agreement, to a position in the bargaining unit 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 bargaining unit prior to the signing date of this collective agreement, remains unchanged.

Pay adjustment administration

All employees being paid in the ND-DIT levels 1 to 4, ND-ADV levels 1 to 3 and ND-HME level 1 to 4 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, C and D scales of rates shown immediately below the employee’s former rate of pay.

Rate of pay on appointment

1. The rate of pay on initial appointment shall be no less than:
  
  Subparagraphs (i), (ii), (iii) and (iv) apply to ND-ADV-1, ND-DIT-1, and ND-HME-2 only.
  1. the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
  2. the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
  3. the third rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
  4. the fourth rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
  Subparagraph (v) applies to ND-ADV-1, ND-DIT-1 and ND-HME-2 only.
  1. the fifth rate of the salary scale for persons with four (4) years, but less than five (5) years of recent and relevant experience;
  Subparagraph (vi) applies to ND-DIT-1 and ND-HME-2 only.
  1. the sixth rate of the salary scale for persons with five (5) years, but less than six (6) years of recent and relevant experience;
  Subparagraph (vii) applies to ND-DIT-1 only.
  1. the seventh rate of the salary scale for persons with six (6) years, but less than seven (7) years of recent and relevant experience.

OP: Occupational and Physical Therapy Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
A) Effective October 1, 2018^{table 21 note 1}
B) Effective October 1, 2019^{table 21 note 1}
X) Effective within 180 days of signing - Restructure
C) Effective October 1, 2020
D) Effective October 1, 2021

Zone 1 (Quebec)

(Zone 1 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 2 to National Rates of Pay)

OP-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	78,486	80,516	82,607	84,703	86,800	88,887	90,986	93,082
A) October 1, 2018^{table 21 note 1}	81,233	83,334	85,498	87,668	89,838	91,998	94,171	96,340
B) October 1, 2019^{table 21 note 1}	82,858	85,001	87,208	89,421	91,635	93,838	96,054	98,267
C) October 1, 2020	83,479	85,639	87,862	90,092	92,322	94,542	96,774	99,004
D) October 1, 2021	84,105	86,281	88,521	90,768	93,014	95,251	97,500	99,747
Table 21 Notes Table 21 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 21 note 1 referrer

OP-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	83,281	85,489	87,774	90,059	92,351	94,635	96,924	99,215
A) October 1, 2018^{table 22 note 1}	86,196	88,481	90,846	93,211	95,583	97,947	100,316	102,688
B) October 1, 2019^{table 22 note 1}	87,920	90,251	92,663	95,075	97,495	99,906	102,322	104,742
C) October 1, 2020	88,579	90,928	93,358	95,788	98,226	100,655	103,089	105,528
D) October 1, 2021	89,243	91,610	94,058	96,506	98,963	101,410	103,862	106,319
Table 22 Notes Table 22 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 22 note 1 referrer

OP-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	88,445	90,839	93,315	95,794	98,265	100,740	103,221	105,698
A) October 1, 2018^{table 23 note 1}	91,541	94,018	96,581	99,147	101,704	104,266	106,834	109,397
B) October 1, 2019^{table 23 note 1}	93,372	95,898	98,513	101,130	103,738	106,351	108,971	111,585
C) October 1, 2020	94,072	96,617	99,252	101,888	104,516	107,149	109,788	112,422
D) October 1, 2021	94,778	97,342	99,996	102,652	105,300	107,953	110,611	113,265
Table 23 Notes Table 23 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 23 note 1 referrer

Zone 2 (Atlantic, Ontario, Manitoba, Saskatchewan, Alberta, British Columbia, Yukon and Northern Territories)

OP-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	74,433	76,460	78,486	80,516	82,607	84,703
A) October 1, 2018^{table 24 note 1}	77,038	79,136	81,233	83,334	85,498	87,668
B) October 1, 2019^{table 24 note 1}	78,579	80,719	82,858	85,001	87,208	89,421
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (hyperlink) (Zone 1 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 2 to National Rates of Pay)
Table 24 Notes Table 24 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 24 note 1 referrer

OP-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	78,879	81,083	83,281	85,489	87,774	90,059
A) October 1, 2018^{table 25 note 1}	81,640	83,921	86,196	88,481	90,846	93,211
B) October 1, 2019^{table 25 note 1}	83,273	85,599	87,920	90,251	92,663	95,075
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (hyperlink) (Zone 1 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 2 to National Rates of Pay)
Table 25 Notes Table 25 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 25 note 1 referrer

OP-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	83,669	86,055	88,445	90,839	93,315	95,794
A) October 1, 2018^{table 26 note 1}	86,597	89,067	91,541	94,018	96,581	99,147
B) October 1, 2019^{table 26 note 1}	88,329	90,848	93,372	95,898	98,513	101,130
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (hyperlink) (Zone 1 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 2 to National Rates of Pay)
Table 26 Notes Table 26 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 26 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the OP levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment date for an employee, appointed on or after date of signing of this collective agreement, to a position in the bargaining unit 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 bargaining unit prior to the signing date of this collective agreement, remains unchanged.

Pay adjustment administration

Employees in Zone 2 will move to the rate of pay that is closest to but not less than their substantive rate of pay of the Zone 1/National Rates of Pay “X” scale of rates.
All employees being paid in the Zone 1/National Rates of Pay and Zone 2 scale of rates, on the relevant effective dates in Appendix A, be paid in the A, B, X, C and D scales of rates shown immediately below the employees’ former rate of pay.

Rate of pay on appointment

1. The rate of pay on initial appointment shall be no less than:
  1. the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
  2. the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
  3. the third (3rd) rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
  4. the fourth (4th) rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
  5. Where there are more than four (4) experience increments at level OP-1, persons will be granted one (1) experience increment for each additional year of recent and relevant experience to the maximum of the level of the pay scale.

PH: Pharmacy Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
X) Effective October 1, 2018 - Wage Adjustment^{table 27 note 1}
A) Effective October 1, 2018^{table 27 note 1}
B) Effective October 1, 2019^{table 27 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

PH-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	83,828	86,635	89,537	92,439	95,344
X) October 1, 2018 - Wage Adjustment^{table 27 note 1}	85,295	88,151	91,104	94,057	97,013
A) October 1, 2018^{table 27 note 1}	87,001	89,914	92,926	95,938	98,953
B) October 1, 2019^{table 27 note 1}	88,741	91,712	94,785	97,857	100,932
C) October 1, 2020	90,072	93,088	96,207	99,325	102,446
D) October 1, 2021	91,423	94,484	97,650	100,815	103,983
Table 27 Notes Table 27 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, retroactive amounts owed resulting from rate changes will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements. Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 27 note 1 referrer

PH-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	90,151	93,755	97,741	101,727	105,712
X) October 1, 2018 - Wage Adjustment^{table 28 note 1}	91,729	95,396	99,451	103,507	107,562
A) October 1, 2018^{table 28 note 1}	93,564	97,304	101,440	105,577	109,713
B) October 1, 2019^{table 28 note 1}	95,435	99,250	103,469	107,689	111,907
C) October 1, 2020	96,867	100,739	105,021	109,304	113,586
D) October 1, 2021	98,320	102,250	106,596	110,944	115,290
Table 28 Notes Table 28 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, retroactive amounts owed resulting from rate changes will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements. Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 28 note 1 referrer

PH-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	99,738	103,730	107,878	112,026	116,177
X) October 1, 2018 - Wage Adjustment^{table 29 note 1}	101,483	105,545	109,766	113,986	118,210
A) October 1, 2018^{table 29 note 1}	103,513	107,656	111,961	116,266	120,574
B) October 1, 2019^{table 29 note 1}	105,583	109,809	114,200	118,591	122,985
C) October 1, 2020	107,167	111,456	115,913	120,370	124,830
D) October 1, 2021	108,775	113,128	117,652	122,176	126,702
Table 29 Notes Table 29 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, retroactive amounts owed resulting from rate changes will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements. Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 29 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the PH levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment for an employee appointed on or after 20 April 1982 to a position in the bargaining unit 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 bargaining unit prior to the application of the date mentioned above, remains unchanged.

Pay adjustment administration

All employees being paid in the PH level 1 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employee’s former rate of pay.
Where no rates of pay are shown immediately below the employee’s former rate of pay, the employee will move to the rate of pay of the “X” scales of rates that is closest to but not less than their substantive rate of pay.
All employees being paid in the PH levels 2 and 3 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, C and D scales of rates shown immediately below the employee’s former rate of pay.

PS: Psychology Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
X) Effective October 1, 2018 - Wage Adjustment^{table 30 note 1}
A) Effective October 1, 2018^{table 30 note 1}
B) Effective October 1, 2019^{table 30 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

PS-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	49,897	52,081	54,261	56,441	58,626	60,805	62,992
X) October 1, 2018 - Wage Adjustment^{table 30 note 1}	50,895	53,123	55,346	57,570	59,799	62,021	64,252
A) October 1, 2018^{table 30 note 1}	51,913	54,185	56,453	58,721	60,995	63,261	65,537
B) October 1, 2019^{table 30 note 1}	52,951	55,269	57,582	59,895	62,215	64,526	66,848
C) October 1, 2020	53,745	56,098	58,446	60,793	63,148	65,494	67,851
D) October 1, 2021	54,551	56,939	59,323	61,705	64,095	66,476	68,869
Table 30 Notes Table 30 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 30 note 1 referrer

PS-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	64,348	67,071	69,806	72,527	75,261	77,991
X) October 1, 2018 - Wage Adjustment^{table 31 note 1}	65,635	68,412	71,202	73,978	76,766	79,551
A) October 1, 2018^{table 31 note 1}	66,948	69,780	72,626	75,458	78,301	81,142
B) October 1, 2019^{table 31 note 1}	68,287	71,176	74,079	76,967	79,867	82,765
C) October 1, 2020	69,311	72,244	75,190	78,122	81,065	84,006
D) October 1, 2021	70,351	73,328	76,318	79,294	82,281	85,266
Table 31 Notes Table 31 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 31 note 1 referrer

PS-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	78,586	81,838	85,086	88,350	91,620
X) October 1, 2018 - Wage Adjustment^{table 32 note 1}	80,158	83,475	86,788	90,117	93,452
A) October 1, 2018^{table 32 note 1}	81,761	85,145	88,524	91,919	95,321
B) October 1, 2019^{table 32 note 1}	83,396	86,848	90,294	93,757	97,227
C) October 1, 2020	84,647	88,151	91,648	95,163	98,685
D) October 1, 2021	85,917	89,473	93,023	96,590	100,165
Table 32 Notes Table 32 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 32 note 1 referrer

PS-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	88,414	92,136	95,865	99,592	103,319
X) October 1, 2018 - Wage Adjustment^{table 33 note 1}	90,182	93,979	97,782	101,584	105,385
A) October 1, 2018^{table 33 note 1}	91,986	95,859	99,738	103,616	107,493
B) October 1, 2019^{table 33 note 1}	93,826	97,776	101,733	105,688	109,643
C) October 1, 2020	95,233	99,243	103,259	107,273	111,288
D) October 1, 2021	96,661	100,732	104,808	108,882	112,957
Table 33 Notes Table 33 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 33 note 1 referrer

PS-5: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	99,131	103,370	107,606	111,643	115,575
X) October 1, 2018 - Wage Adjustment^{table 34 note 1}	101,114	105,437	109,758	113,876	117,887
A) October 1, 2018^{table 34 note 1}	103,136	107,546	111,953	116,154	120,245
B) October 1, 2019^{table 34 note 1}	105,199	109,697	114,192	118,477	122,650
C) October 1, 2020	106,777	111,342	115,905	120,254	124,490
D) October 1, 2021	108,379	113,012	117,644	122,058	126,357
Table 34 Notes Table 34 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 34 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the PS levels 1 to 5 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment date for an employee, appointed on or after date of signing of this collective agreement, to a position in the bargaining unit 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 bargaining unit prior to the signing date of this collective agreement, remains unchanged.

Pay adjustment administration

All employees being paid in the PS levels 1 and 2 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, C and D scales of rates shown immediately below the employee’s former rate of pay.
All employees being paid in the PS levels 3 to 5 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employee’s former rate of pay.

SW: Social Work Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
X) Effective October 1, 2018 - Wage Adjustment^{table 35 note 1}
A) Effective October 1, 2018^{table 35 note 1}
B) Effective October 1, 2019^{table 35 note 1}
Y) Effective within 180 after signing - Restructure
C) Effective October 1, 2020
D) Effective October 1, 2021

Sub-Group: Social Welfare

SW-SCW-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	51,587	53,670	55,760	57,848	59,937	62,027	64,116
X) October 1, 2018 - Wage Adjustment^{table 35 note 1}	52,619	54,743	56,875	59,005	61,136	63,268	65,398
A) October 1, 2018^{table 35 note 1}	53,671	55,838	58,013	60,185	62,359	64,533	66,706
B) October 1, 2019^{table 35 note 1}	54,744	56,955	59,173	61,389	63,606	65,824	68,040
C) October 1, 2020	55,565	57,809	60,061	62,310	64,560	66,811	69,061
D) October 1, 2021	56,398	58,676	60,962	63,245	65,528	67,813	70,097
Table 35 Notes Table 35 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 35 note 1 referrer

SW-SCW-1 Clinical Social Workers: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	67,451	69,536	71,623	73,713	75,802	77,891	79,979
X) October 1, 2018 - Wage Adjustment^{table 36 note 1}	68,800	70,927	73,055	75,187	77,318	79,449	81,579
A) October 1, 2018^{table 36 note 1}	70,176	72,346	74,516	76,691	78,864	81,038	83,211
B) October 1, 2019^{table 36 note 1}	71,580	73,793	76,006	78,225	80,441	82,659	84,875
C) October 1, 2020	72,654	74,900	77,146	79,398	81,648	83,899	86,148
D) October 1, 2021	73,744	76,024	78,303	80,589	82,873	85,157	87,440
Table 36 Notes Table 36 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 36 note 1 referrer

SW-SCW-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	56,962	59,276	61,594	63,909	66,223	68,538
X) October 1, 2018 - Wage Adjustment^{table 37 note 1}	58,101	60,462	62,826	65,187	67,547	69,909
A) October 1, 2018^{table 37 note 1}	59,263	61,671	64,083	66,491	68,898	71,307
B) October 1, 2019^{table 37 note 1}	60,448	62,904	65,365	67,821	70,276	72,733
C) October 1, 2020	61,355	63,848	66,345	68,838	71,330	73,824
D) October 1, 2021	62,275	64,806	67,340	69,871	72,400	74,931
Table 37 Notes Table 37 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 37 note 1 referrer

SW-SCW-2 Clinical Social Workers: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	69,807	72,116	74,438	76,754	79,061	81,382
X) October 1, 2018 - Wage Adjustment^{table 38 note 1}	71,203	73,558	75,927	78,289	80,642	83,010
A) October 1, 2018^{table 38 note 1}	72,627	75,029	77,446	79,855	82,255	84,670
B) October 1, 2019^{table 38 note 1}	74,080	76,530	78,995	81,452	83,900	86,363
C) October 1, 2020	75,191	77,678	80,180	82,674	85,159	87,658
D) October 1, 2021	76,319	78,843	81,383	83,914	86,436	88,973
Table 38 Notes Table 38 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 38 note 1 referrer

SW-SCW-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	63,740	66,339	68,935	71,539	74,144	76,741
X) October 1, 2018 - Wage Adjustment^{table 39 note 1}	65,015	67,666	70,314	72,970	75,627	78,276
A) October 1, 2018^{table 39 note 1}	66,315	69,019	71,720	74,429	77,140	79,842
B) October 1, 2019^{table 39 note 1}	67,641	70,399	73,154	75,918	78,683	81,439
C) October 1, 2020	68,656	71,455	74,251	77,057	79,863	82,661
D) October 1, 2021	69,686	72,527	75,365	78,213	81,061	83,901
Table 39 Notes Table 39 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 39 note 1 referrer

SW-SCW-3 Clinical Social Workers: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	72,804	75,404	77,998	80,604	83,208	85,803
X) October 1, 2018 - Wage Adjustment^{table 40 note 1}	74,260	76,912	79,558	82,216	84,872	87,519
A) October 1, 2018^{table 40 note 1}	75,745	78,450	81,149	83,860	86,569	89,269
B) October 1, 2019^{table 40 note 1}	77,260	80,019	82,772	85,537	88,300	91,054
C) October 1, 2020	78,419	81,219	84,014	86,820	89,625	92,420
D) October 1, 2021	79,595	82,437	85,274	88,122	90,969	93,806
Table 40 Notes Table 40 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 40 note 1 referrer

SW-SCW-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	72,814	75,449	78,075	80,709	83,353	85,980	N/A	N/A
X) October 1, 2018 - Wage Adjustment^{table 41 note 1}	74,270	76,958	79,637	82,323	85,020	87,700	N/A	N/A
A) October 1, 2018^{table 41 note 1}	75,755	78,497	81,230	83,969	86,720	89,454	N/A	N/A
Y) Restructure will be effective within 180 days after the signing of the collective agreement	77,270	80,067	82,855	85,648	88,454	91,243	N/A	N/A
B) October 1, 2019^{table 41 note 1}	N/A	N/A	82,855	85,648	88,454	91,243	94,327	97,515
C) October 1, 2020	N/A	N/A	84,098	86,933	89,781	92,612	95,742	98,978
D) October 1, 2021	N/A	N/A	85,359	88,237	91,128	94,001	97,178	100,463
Table 41 Notes Table 41 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 41 note 1 referrer

SW-SCW-5: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	86,362	89,568	92,775	95,984	99,191	102,402
X) October 1, 2018 - Wage Adjustment^{table 42 note 1}	88,089	91,359	94,631	97,904	101,175	104,450
A) October 1, 2018^{table 42 note 1}	89,851	93,186	96,524	99,862	103,199	106,539
B) October 1, 2019^{table 42 note 1}	91,648	95,050	98,454	101,859	105,263	108,670
C) October 1, 2020	93,023	96,476	99,931	103,387	106,842	110,300
D) October 1, 2021	94,418	97,923	101,430	104,938	108,445	111,955
Table 42 Notes Table 42 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 42 note 1 referrer

Sub-Group: Chaplain

SW-CHA-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	54,215	56,328	58,431	60,546	62,659
X) October 1, 2018 - Wage Adjustment^{table 43 note 1}	55,299	57,455	59,600	61,757	63,912
A) October 1, 2018^{table 43 note 1}	56,405	58,604	60,792	62,992	65,190
B) October 1, 2019^{table 43 note 1}	57,533	59,776	62,008	64,252	66,494
C) October 1, 2020	58,396	60,673	62,938	65,216	67,491
D) October 1, 2021	59,272	61,583	63,882	66,194	68,503
Table 43 Notes Table 43 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 43 note 1 referrer

SW-CHA-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	61,708	64,124	66,542	68,964	71,376
X) October 1, 2018 - Wage Adjustment^{table 44 note 1}	62,942	65,406	67,873	70,343	72,804
A) October 1, 2018^{table 44 note 1}	64,201	66,714	69,230	71,750	74,260
B) October 1, 2019^{table 44 note 1}	65,485	68,048	70,615	73,185	75,745
C) October 1, 2020	66,467	69,069	71,674	74,283	76,881
D) October 1, 2021	67,464	70,105	72,749	75,397	78,034
Table 44 Notes Table 44 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 44 note 1 referrer

SW-CHA-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	72,251	74,736	77,237	79,714	82,223
X) October 1, 2018 - Wage Adjustment^{table 45 note 1}	73,696	76,231	78,782	81,308	83,867
A) October 1, 2018^{table 45 note 1}	75,170	77,756	80,358	82,934	85,544
B) October 1, 2019^{table 45 note 1}	76,673	79,311	81,965	84,593	87,255
C) October 1, 2020	77,823	80,501	83,194	85,862	88,564
D) October 1, 2021	78,990	81,709	84,442	87,150	89,892
Table 45 Notes Table 45 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 2% wage adjustment for a compounded total of 4.04%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 6.121%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 45 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the SW-SCW levels 1 to 5 and at the SW-CHA levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment date for an employee, appointed on or after date of signing of this collective agreement, to a position in the bargaining unit 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 bargaining unit prior to the signing date of this collective agreement, remains unchanged.

Pay adjustment administration

All employees being paid in the SW-SCW levels 1 to 5 and SW-CHA levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employee’s former rate of pay.

VM: Veterinary Medicine Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
X) Effective October 1, 2018 - Wage Adjustment^{table 46 note 1}
A) Effective October 1, 2018^{table 46 note 1}
B) Effective October 1, 2019^{table 46 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

VM-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	70,028	72,884	75,717	78,573	81,719
X) October 1, 2018 - Wage Adjustment^{table 46 note 1}	71,253	74,159	77,042	79,948	83,149
A) October 1, 2018^{table 46 note 1}	74,678	75,642	78,583	81,547	84,812
B) October 1, 2019^{table 46 note 1}	72,132	77,155	80,155	83,178	86,508
C) October 1, 2020	75,244	78,312	81,357	84,426	87,806
D) October 1, 2021	76,373	79,487	82,577	85,692	89,123
Table 46 Notes Table 46 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 46 note 1 referrer

VM-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	81,708	84,916	88,117	91,319	94,969
X) October 1, 2018 - Wage Adjustment^{table 47 note 1}	83,138	86,402	89,659	92,917	96,631
A) October 1, 2018^{table 47 note 1}	84,801	88,130	91,452	94,775	98,564
B) October 1, 2019^{table 47 note 1}	86,497	89,893	93,281	96,671	100,535
C) October 1, 2020	87,794	91,241	94,680	98,121	102,043
D) October 1, 2021	89,111	92,610	96,100	99,593	103,574
Table 47 Notes Table 47 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 47 note 1 referrer

VM-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	90,078	93,633	97,207	100,774	104,803
X) October 1, 2018 - Wage Adjustment^{table 48 note 1}	91,654	95,272	98,908	102,538	106,637
A) October 1, 2018^{table 48 note 1}	93,487	97,177	100,886	104,589	108,770
B) October 1, 2019^{table 48 note 1}	95,357	99,121	102,904	106,681	110,945
C) October 1, 2020	96,787	100,608	104,448	108,281	112,609
D) October 1, 2021	98,239	102,117	106,015	109,905	114,298
Table 48 Notes Table 48 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 48 note 1 referrer

VM-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	101,234	104,514	107,731	110,554	114,146
X) October 1, 2018 - Wage Adjustment^{table 49 note 1}	103,006	106,343	109,616	112,489	116,144
A) October 1, 2018^{table 49 note 1}	105,066	108,470	111,808	114,739	118,467
B) October 1, 2019^{table 49 note 1}	107,167	110,639	114,044	117,034	120,836
C) October 1, 2020	108,775	112,299	115,755	118,790	122,649
D) October 1, 2021	110,407	113,983	117,491	120,572	124,489
Table 49 Notes Table 49 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 49 note 1 referrer

VM-5: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5
$) October 1, 2017	110,966	114,159	117,357	120,554	124,174
X) October 1, 2018 - Wage Adjustment^{table 50 note 1}	112,908	116,157	119,411	122,664	126,347
A) October 1, 2018^{table 50 note 1}	115,166	118,480	121,799	125,117	128,874
B) October 1, 2019^{table 50 note 1}	117,469	120,850	124,235	127,619	131,451
C) October 1, 2020	119,231	122,663	126,099	129,533	133,423
D) October 1, 2021	121,019	124,503	127,990	131,476	135,424
Table 50 Notes Table 50 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase and 1.75% wage adjustment for a compounded total of 3.785%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.861%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 50 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at the VM levels 1 to 5 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment date for an employee, appointed on or after date of signing of this collective agreement, to a position in the bargaining unit 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 bargaining unit prior to the signing date of this collective agreement, remains unchanged.

Pay adjustment administration

All employees being paid in the VM levels 1 to 5 scale of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, C and D scales of rates shown immediately below the employee’s former rate of pay.

Top of page

**Appendix “A-1”

NU: Nursing Group
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
A) Effective October 1, 2018^{table 51 note 1}
B) Effective October 1, 2019^{table 51 note 1}
X) Effective within 180 days of signing - Restructure
C) Effective October 1, 2020
D) Effective October 1, 2021

Zone 1 (Atlantic, Quebec, Ontario and Manitoba)

NU-HOS-1 / NU-CHN-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2
$) October 1, 2017	71,728	72,496
A) October 1, 2018^{table 51 note 1}	74,238	75,033
B) October 1, 2019^{table 51 note 1}	75,723	76,534
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 51 Notes Table 51 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 51 note 1 referrer

NU-HOS-2 / NU-CHN-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	73,267	75,260	76,712	78,162	81,279	83,069
A) October 1, 2018^{table 52 note 1}	75,831	77,894	79,397	80,898	84,124	85,976
B) October 1, 2019^{table 52 note 1}	77,348	79,452	80,985	82,516	85,806	87,696
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 52 Notes Table 52 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 52 note 1 referrer

NU-HOS-3 / NU-CHN-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	76,708	78,133	79,570	81,010	82,446	83,878	85,310
A) October 1, 2018^{table 53 note 1}	79,393	80,868	82,355	83,845	85,332	86,814	88,296
B) October 1, 2019^{table 53 note 1}	80,981	82,485	84,002	85,522	87,039	88,550	90,062
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 53 Notes Table 53 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 53 note 1 referrer

NU-HOS-4 / NU-CHN-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	79,318	80,843	82,382	83,922	85,463	87,001	88,533	90,315
A) October 1, 2018^{table 54 note 1}	82,094	83,673	85,265	86,859	88,454	90,046	91,632	93,476
B) October 1, 2019^{table 54 note 1}	83,736	85,346	86,970	88,596	90,223	91,847	93,465	95,346
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 54 Notes Table 54 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 54 note 1 referrer

NU-HOS-5 / NU-CHN-5: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	83,331	85,067	86,805	88,551	90,281	91,774	93,782	95,797
A) October 1, 2018^{table 55 note 1}	86,248	88,044	89,843	91,650	93,441	94,986	97,064	99,150
B) October 1, 2019^{table 55 note 1}	87,973	89,805	91,640	93,483	95,310	96,886	99,005	101,133
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 55 Notes Table 55 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 55 note 1 referrer

NU-HOS-6 / NU-CHN-6: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	88,035	90,105	92,174	94,257	96,315	98,385	100,502	102,813
A) October 1, 2018^{table 56 note 1}	91,116	93,259	95,400	97,556	99,686	101,828	104,020	106,411
B) October 1, 2019^{table 56 note 1}	92,938	95,124	97,308	99,507	101,680	103,865	106,100	108,539
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 56 Notes Table 56 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 56 note 1 referrer

NU-HOS-7 / NU-CHN-7: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	95,947	98,604	101,259	103,913	106,563	109,225	111,871	114,532
A) October 1, 2018^{table 57 note 1}	99,305	102,055	104,803	107,550	110,293	113,048	115,786	118,541
B) October 1, 2019^{table 57 note 1}	101,291	104,096	106,899	109,701	112,499	115,309	118,102	120,912
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 57 Notes Table 57 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 57 note 1 referrer

NU-HOS-8 / NU-CHN-8: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8	Step 9
$) October 1, 2017	97,228	100,459	103,683	106,917	109,825	113,369	116,595	119,403	122,207
A) October 1, 2018^{table 58 note 1}	100,631	103,975	107,312	110,659	113,669	117,337	120,676	123,582	126,484
B) October 1, 2019^{table 58 note 1}	102,644	106,055	109,458	112,872	115,942	119,684	123,090	126,054	129,014
X) Restructure will be effective within 180 days after the signing of the collective agreement	Restructure National Rates of Pay (Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 1 to National Rates of Pay)
Table 58 Notes Table 58 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on n employees’ pay statements upon implementation of prospective salary increases. Return to table 58 note 1 referrer

Zone 2 (Saskatchewan, Alberta, British Columbia, Northwest Territories, and Indigenous Services Canada NU-CHN in remote and isolated communities (CWIS Type 1 and 2))

(Zone 2 will be retitled “National Rates of Pay” on the effective date of the Restructure of Zone 2 to National Rates of Pay)

NU-HOS-1 / NU-CHN-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2
$) October 1, 2017	73,757	74,645
A) October 1, 2018^{table 59 note 1}	76,338	77,258
B) October 1, 2019^{table 59 note 1}	77,865	78,803
C) October 1, 2020	78,449	79,394
D) October 1, 2021	79,037	79,989
Table 59 Notes Table 59 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 59 note 1 referrer

NU-HOS-2 / NU-CHN-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	75,539	77,317	79,099	80,882	82,657	84,443
A) October 1, 2018^{table 60 note 1}	78,183	80,023	81,867	83,713	85,550	87,399
B) October 1, 2019^{table 60 note 1}	79,747	81,623	83,504	85,387	87,261	89,147
C) October 1, 2020	80,345	82,235	84,130	86,027	87,915	89,816
D) October 1, 2021	80,948	82,852	84,761	86,672	88,574	90,490
Table 60 Notes Table 60 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 60 note 1 referrer

NU-HOS-3 / NU-CHN-3: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
$) October 1, 2017	76,067	77,802	79,534	81,266	82,994	84,728	86,462
A) October 1, 2018^{table 61 note 1}	78,729	80,525	82,318	84,110	85,899	87,693	89,488
B) October 1, 2019^{table 61 note 1}	80,304	82,136	83,964	85,792	87,617	89,447	91,278
C) October 1, 2020	80,906	82,752	84,594	86,435	88,274	90,118	91,963
D) October 1, 2021	81,513	83,373	85,228	87,083	88,936	90,794	92,653
Table 61 Notes Table 61 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 61 note 1 referrer

NU-HOS-4 / NU-CHN-4: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	78,562	80,424	82,270	84,141	85,994	87,850	89,701	91,559
A) October 1, 2018^{table 62 note 1}	81,312	83,239	85,149	87,086	89,004	90,925	92,841	94,764
B) October 1, 2019^{table 62 note 1}	82,938	84,904	86,852	88,828	90,784	92,744	94,698	96,659
C) October 1, 2020	83,560	85,541	87,503	89,494	91,465	93,440	95,408	97,384
D) October 1, 2021	84,187	86,183	88,159	90,165	92,151	94,141	96,124	98,114
Table 62 Notes Table 62 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 62 note 1 referrer

NU-HOS-5 / NU-CHN-5: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	82,303	84,411	86,514	88,622	90,721	92,835	94,943	97,047
A) October 1, 2018^{table 63 note 1}	85,184	87,365	89,542	91,724	93,896	96,084	98,266	100,444
B) October 1, 2019^{table 63 note 1}	86,888	89,112	91,333	93,558	95,774	98,006	100,231	102,453
C) October 1, 2020	87,540	89,780	92,018	94,260	96,492	98,741	100,983	103,221
D) October 1, 2021	88,197	90,453	92,708	94,967	97,216	99,482	101,740	103,995
Table 63 Notes Table 63 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 63 note 1 referrer

NU-HOS-6 / NU-CHN-6: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	86,462	88,982	91,505	94,019	96,547	99,069	101,592	104,115
A) October 1, 2018^{table 64 note 1}	89,488	92,096	94,708	97,310	99,926	102,536	105,148	107,759
B) October 1, 2019^{table 64 note 1}	91,278	93,938	96,602	99,256	101,925	104,587	107,251	109,914
C) October 1, 2020	91,963	94,643	97,327	100,000	102,689	105,371	108,055	110,738
D) October 1, 2021	92,653	95,353	98,057	100,750	103,459	106,161	108,865	111,569
Table 64 Notes Table 64 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 64 note 1 referrer

NU-HOS-7 / NU-CHN-7: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8
$) October 1, 2017	95,424	98,304	101,187	104,064	106,941	109,820	112,696	115,574
A) October 1, 2018^{table 65 note 1}	98,764	101,745	104,729	107,706	110,684	113,664	116,640	119,619
B) October 1, 2019^{table 65 note 1}	100,739	103,780	106,824	109,860	112,898	115,937	118,973	122,011
C) October 1, 2020	101,495	104,558	107,625	110,684	113,745	116,807	119,865	122,926
D) October 1, 2021	102,256	105,342	108,432	111,514	114,598	117,683	120,764	123,848
Table 65 Notes Table 65 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 65 note 1 referrer

NU-HOS-8 / NU-CHN-8: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7	Step 8	Step 9
$) October 1, 2017	97,226	100,459	103,684	106,917	109,825	113,370	116,595	119,402	122,207
A) October 1, 2018^{table 66 note 1}	100,629	103,975	107,313	110,659	113,669	117,338	120,676	123,581	126,484
B) October 1, 2019^{table 66 note 1}	102,642	106,055	109,459	112,872	115,942	119,685	123,090	126,053	129,014
C) October 1, 2020	103,412	106,850	110,280	113,719	116,812	120,583	124,013	126,998	129,982
D) October 1, 2021	104,188	107,651	111,107	114,572	117,688	121,487	124,943	127,950	130,957
Table 66 Notes Table 66 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BBࢭ, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment inclusive of an economic increase and wage adjustments for a compounded total of 3.536%. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 5.606%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 66 note 1 referrer

Pay notes

Pay increment for full-time and part-time employees

The pay increment period for employees at levels NU-HOS-1 and NU-CHN-1 is six (6) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than six (6) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment period for employees at the NU-HOS levels 2 to 6 and at the NU-CHN levels 2 to 8 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
The pay increment date for an employee, appointed on or after 19 April 1982 to a position in the bargaining unit 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 bargaining unit prior to the application date above, remains unchanged.

Pay adjustment administration

Employees in Zone 1 will move to the rate of pay that is closest to but not less than their substantive rate of pay of the Zone 2/National Rates of Pay “B” scale of rates.
All employees being paid in the Zone 1 and Zone 2/National Rates of Pay scale of rates, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employees’ former rate of pay.

Indigenous Services Canada NU-CHN in remote and isolated communities

1. “Remote community (type 1)” means a community with no scheduled flights, minimal telephones or radio services and no road access.
2. “Isolated community (type 2)” means a community with scheduled flights, good telephone services and no year round road access.
3. The list of remote and isolated communities can be found in Indigenous Services Canada’s Community Workload Increase System (CWIS).
The rate of pay on initial appointment to Indigenous Services Canada at the NU-CHN levels 2 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraphs 6(a), (b) and (c) will be paid on appointment in the applicable salary scale:
1. with more than one (1) year, but less than three (3) years of recent experience, at the first (1st) step;
2. with more than three (3) years of recent experience but with less than five (5) years of recent experience, at the second (2nd) step;
3. with five (5) or more years of recent experience, at the third (3rd) step;
  or
  such higher step as determined by the Employer;
4. Assessment of recent experience will be at the discretion of management.

Rate of pay on initial appointment

The rate of pay on initial appointment for the NU-HOS levels 1 to 3 and NU-CHN levels 1 to 3 will be established as follows:
1. A nurse, with no experience, or with no recent experience, or with less than one (1) year of recent experience, will be appointed at the first (1st) step of the NU-HOS-1 level or at the first (1st) step of the NU-CHN-1 level.
2. A nurse, appointed at the NU-HOS-2, NU-CHN-2, NU-HOS-3 or NU-CHN-3 will be paid on appointment in the applicable salary scale of rates:
  1. with more than one (1) year, but less than three (3) years of recent experience, at the first (1st) step;
  2. with more than three (3) years of recent experience but with less than five (5) years of recent experience, at the second (2nd) step;
  3. with five (5) or more years of recent experience, at the third (3rd) step;
    or
    such higher step as determined by the Employer.
3. Assessment of recent experience will be at the discretion of management
Rate of pay on transfer between zones
Upon transfer between Zones, if the employee’s substantive salary is higher than the maxima of the new Zone, the employee’s salary will be maintained until he or she leaves the position of the new Zone.
Nurse pending registration
1. Appointments: general
  All appointments of persons eligible for registration as a nurse in a province or territory of Canada without further formal training, but who are not formally registered, shall be made as Nurse Pending Registration on a specified period basis for a period not exceeding twelve (12) months.
2. Pay on appointment
  The rate of pay on appointment as a “specified period” employee of a Nurse Pending Registration is stipulated in Appendix “A”.
3. Appointment on registration
  Upon registration as a nurse in a province or territory of Canada, an employee who has been appointed as a Nurse Pending Registration, shall be appointed at the applicable position level for which the employee has qualified (subject to registration). The effective date of such appointment shall be:
  1. retroactive to the date of appointment as a Nurse Pending Registration if no additional formal training or education is required, although the employee may have to successfully complete qualification examinations;
    or
  2. the date of the successful completion of qualification examinations for Registration when additional formal training or education is required.
  In no case will the date of such appointment be later than the date of registration.

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**Appendix “A-2”

NU: Nursing Group Sub-Group: Medical Adjudicator (EMA)
annual rates of pay (in dollars)

Table Legend

$) Effective October 1, 2017
A) Effective October 1, 2018^{table 67 note 1}
B) Effective October 1, 2019^{table 67 note 1}
C) Effective October 1, 2020
D) Effective October 1, 2021

NU-EMA-1: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	74,750	76,619	78,535	80,497	82,509	84,571
A) October 1, 2018^{table 67 note 1}	76,245	78,151	80,106	82,107	84,159	86,262
B) October 1, 2019^{table 67 note 1}	77,770	79,714	81,708	83,749	85,842	87,987
C) October 1, 2020	78,937	80,910	82,934	85,005	87,130	89,307
D) October 1, 2021	80,121	82,124	84,178	86,280	88,437	90,647
Table 67 Notes Table 67 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 67 note 1 referrer

NU-EMA-2: annual rates of pay (in dollars)
Effective Date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
$) October 1, 2017	81,592	83,633	85,723	87,866	90,064	92,316
A) October 1, 2018^{table 68 note 1}	83,224	85,306	87,437	89,623	91,865	94,162
B) October 1, 2019^{table 68 note 1}	84,888	87,012	89,186	91,415	93,702	96,045
C) October 1, 2020	86,161	88,317	90,524	92,786	95,108	97,486
D) October 1, 2021	87,453	89,642	91,882	94,178	96,535	98,948
Table 68 Notes Table 68 Note 1 Rates of pay will change within 180 days after the signing of the collective agreement. In accordance with Appendix “BB”, rates prior to the salary change will be paid as lump sum payments: Year 1: Retroactive lump sum payment equal to a 2% economic increase. Changes to the pay rates will not appear on employees’ pay statements Year 2: Retroactive lump sum payment equal to year 1 increases plus a 2% economic increase for a compounded total of 4.04%. These revised rates of pay will be reflected on employees’ pay statements upon implementation of prospective salary increases. Return to table 68 note 1 referrer

Pay notes

Pay adjustment administration

All employees being paid in the NU-EMA levels 1 and 2 scales of rates shall, on the relevant effective dates in Appendix “A”, be paid in the A, B, X, C and D scales of rates shown immediately below the employee’s former rate of pay.

Pay increment for full-time and part-time employees

The pay increment period for employees at the NU-EMA-1 and NU-EMA-2 is twelve (12) months. A part-time employee who, on the date of signing of Appendix A-3, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
Effective October 1, 2016, an employee paid at the NU-EMA-1 and NU-EMA-2 scales of rates and have been at the maximum rate of pay of their level for more than twelve (12) months on October 1, 2016, will move to the new maximum rate of pay in the “X” scale of rates.

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Appendix “B”

Education allowances: Nursing Group

Effective on the date of signing of the collective agreement and for all purposes of pay, the annual rates of pay for the Nursing levels shall be altered by the addition of the amounts specified hereunder in Column II in the circumstances specified in Column I.

Column I	Column II
Education allowances
As a registered nurse, where the following additional nursing education is utilized in the performance of the duties of the position:
1. a) Recognized speciality training course including the Primary Care Skills Program, 3 to 6 months	$605
b) Recognized speciality training course, 7 to 12 months	$935
c) (i)Upon completion of one certificate representing one academic year of university in a field of study identified at paragraph 6 below.	$1,650
(ii) Upon completion of two certificates each representing one academic year of university in fields of study identified at paragraph 6 below.	$2,200
(iii) Upon completion of three certificates each representing one academic year of university in fields of study identified at paragraph 6 below.	$2,750
2. Baccalaureate degree in nursing.	$3,300
3. Master’s degree in nursing or any other health related field of study approved by the Employer.	$3,850

One (1) allowance only will be paid for the highest relevant qualification under Column I.
In the present collective agreement “certificate” refers to a certificate in a first cycle program that results in 30 credits (or 10 courses) in a field of study in the province of Quebec or the equivalent in the other provinces.
These fields of study include Administration, Administration and Education, Clinical Fields, Community Health, Gerontology, Mental Health, Health Services Administration I and Health Services Administration II, Nursing, Psychiatry, Public Health, Teaching and Supervision, Substance Abuse Prevention and Intervention or in any other nursing-related field of study approved by the Employer.

Transitional provision

An employee who, on July 5, 2017, was in receipt of an education allowance and would no longer qualify for that allowance on July 6, 2017, shall continue to receive that allowance until he/she leaves the Nursing (NU) Group.

Memoranda of Understanding

The following Appendices D, E, G, H, I, J, K and M shall be effective on the date of signature of this collective agreement.

Signed at Ottawa, this 30th day of the month of August, 2019.

The Treasury Board of Canada	The Professional Institute of the Public Service of Canada
Sandra Hassan Luc Presseau	Debi Daviau Jean-Paul Leduc

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Appendix “C”

“Reserved”

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Appendix “D”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Allowance for the Forensic Psychiatrists in the MD-MSP Sub-Group

In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to Forensic Psychiatrists who perform the duties of positions at the MD-MSP-1 and MD-MSP-2 in Correctional Service Canada (CSC) for the performance of forensic psychiatrists duties in the Health Services Group.

The parties agree that Forensic Psychiatrists who perform the duties of positions identified above shall be eligible to receive a “terminable allowance” in the following amounts and subject to the following conditions:

Commencing the first (1st) day of the month following the month during which this agreement is signed and ending September 30, 2018, Forensic Psychiatrists who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

Terminable allowance
	Annual amount	Daily amount
MD-MSP-1	$54,250	$207.95
MD-MSP-2	$50,800	$194.73

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
Subject to (f) below, the amount of the terminable allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee’s substantive position.
When a Forensic Psychiatrists is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the terminable allowance payable shall be proportionate to the time at each level.

A part-time Forensic Psychiatrist shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “E”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Recruitment Allowance for Indigenous Services Canada Nurses in Remote or Isolated Communities

1. In an effort to resolve recruitment problems, the Employer will provide an allowance to Indigenous Services Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (Type 1 and 2) for the performance of NU-CHN duties in the Health Services Group.
2. This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (Type 1 and 2) communities.

The parties agree that only the employees identified above, that is, Indigenous Services Canada NU-CHNs hired on or after the date of signing of this agreement, shall be eligible to receive a “recruitment allowance” in the following amounts and subject to the following conditions:

An initial payment of two thousand two hundred and fifty dollars ($2,250) is paid in the month of hiring, a second (2nd) payment of three thousand two hundred and fifty dollars ($3,250), is paid at the end of twelve (12) months.

Recruitment allowance
In the month of hiring	At the end of the twelve (12) months after hiring
$2,250	$3,250

Only full-time indeterminate employees and full-time employees hired for a term of twelve (12) month or more are eligible for this allowance.
For the purpose of this allowance “full-time” employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
Employees can only become eligible for the second payment of this allowance after they have received seventy-five (75) hours’ pay per calendar month for twelve (12) calendar months continuous or discontinuous.
The recruitment allowance specified above does not form part of an employee’s salary.
Employees whose employment ends prior to the end of the twelve (12) month period mentioned in (a) shall not be entitled to the second payment of this allowance.

Definitions
1. “Remote community (Type 1)” means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
2. “Isolated community (Type 2)” means a community with scheduled flights, good telephone services and no year-round road access (« communauté isolée »).
3. The list of remote and isolated communities can be found in Indigenous Services Canada’s Community Workload Increase System (CWIS).
The Institute agrees that the Employer may extend this allowance to Indigenous Services Canada NU-CHNs when the Employer is of the opinion that extending such allowance is needed.
There is a documented process established to allow for full senior management review and decision regarding whether the level of nursing services warrants extension of these allowances to nurses working in a specific facility. This process is as follows:
The request for extension of these allowances to the nurses working in the community in question must be formally brought to the attention of management. The NU-CHN(s) in the facility will formally raise the issue in writing to the Zone Nursing Officer (ZNO) (or regional counterpart). The ZNO and the Zone Director will bring the issue forward to the Regional Nursing Officer and the Regional Director, who will review the nursing service requirements of the community.

The Office of Nursing Services will be copied on all correspondence.

The outcome of the regional review and resulting recommendations will be brought forward by the Regional Director to the Branch Executive Committee meeting for a final decision at the first available opportunity.

In the event the extension of these allowances is approved, the terminable allowance shall be payable retroactively to the date the original request for revision was received by the ZNO (or regional counterpart).
An employee may receive this allowance and that of Appendix “G”: expanded role allowance, and Appendix “H”: nurse-in-charge allowance, as long as he meets the provisions of such appendices.
An employee may not receive this allowance and the retention allowance in Appendix “F” during the same twelve (12) month period.
This allowance can only be paid once during his total period of employment in the public service.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “F”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Retention Allowance for Indigenous Services Canada Nurses in Remote or Isolated Communities

1. In an effort to resolve retention problems, the Employer will provide an allowance to Indigenous Services Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (Type 1 and 2) for the performance of NU-CHN duties in the Health Services Group.
2. This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (Type 1 and 2) communities.

The parties agree that NU-CHN employees who perform the duties of positions identified above shall be eligible to receive a “terminable allowance” in the following amounts and subject to the following conditions:

Commencing on October 1, 2018, and ending September 30, 2022, NU-CHN employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

Terminable allowance
	Annual amount	Daily amount
NU-CHN	$5,500	$21.08

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
Only indeterminate employees and employees hired for term of twelve (12) month or more are eligible for this allowance.
Employees can only become eligible for this allowance after they have received ten (10) days of pay per calendar month for twelve (12) calendar months continuous or discontinuous.

A part-time employee shall be paid the daily amount shown above divided by seven decimal five (7.5) for each hour paid at his hourly rate of pay pursuant to clause 39.03.
Definitions
1. “Remote community (Type 1)” means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
2. “Isolated community (Type 2)” means a community with scheduled flights, good telephone services and no year-round road access (« communauté isolée »).
3. The list of remote and isolated communities can be found in Indigenous Services Canada’s Community Workload Increase System (CWIS).
The Institute agrees that the Employer may extend this allowance to Indigenous Services Canada NU-CHNs when the Employer is of the opinion that extending such allowance is needed.
There is a documented process established to allow for full senior management review and decision regarding whether the level of nursing services warrants extension of these allowances to nurses working in a specific facility. This process is as follows:
The request for extension of these allowances to the nurses working in the community in question must be formally brought to the attention of management. The NU-CHN(s) in the facility will formally raise the issue in writing to the Zone Nursing Officer (ZNO) (or regional counterpart). The ZNO and the Zone Director will bring the issue forward to the Regional Nursing Officer and the Regional Director, who will review the nursing service requirements of the community.

The Office of Nursing Services will be copied on all correspondence.

The outcome of the regional review and resulting recommendations will be brought forward by the Regional Director to the Branch Executive Committee meeting for a final decision at the first available opportunity.

In the event the extension of these allowances is approved, the terminable allowance shall be payable retroactively to the date the original request for revision was received by the ZNO (or regional counterpart).
The terminable allowance will cease where an employee is assigned or temporarily appointed to duties with no responsibility within or for Types 1 and 2 communities, for the duration of the assignment or temporary appointment. Employees participating on primary care nursing training outside the Type 1 or 2 community will continue to receive the terminable allowance for the period they are on training.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
An employee may receive both this allowance and that of Appendix “G”: expanded role allowance, and Appendix “H”: nurse-in-charge allowance, as long as he meets the provisions of both appendices.
An employee may not receive this allowance and the recruitment allowance in Appendix “E” during the same twelve (12) month period.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “G”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Expanded Professional Role Allowance for Indigenous Services Canada Nurses

1. In an effort to recognize their expanded professional role, the Employer will provide an allowance to Indigenous Services Canada NU-CHN-2, NU-CHN-3 and NU-CHN-4 employees in nursing stations situated in remote and isolated First Nations communities (Type 1 and 2) for the performance of expanded professional role.
2. This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.

The parties agree that employees who perform the duties of positions identified above shall be eligible to receive an allowance in the following amounts and subject to the following conditions:

Commencing the first (1st) day of the month following the month during which this agreement is signed NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

Expanded professional role allowance
Annual amount	Daily amount
$6,000	$23.00

The allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.

A part-time employee shall be paid the daily amount shown above divided by seven decimal five (7.5) for each hour paid at his hourly rate of pay pursuant to clause 39.03.
Definitions
1. “Remote community (Type 1)” means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
2. “Isolated community (Type 2)” means a community with scheduled flights, good telephone services and no year-round road access (« communauté isolée »).
3. The list of remote and isolated communities can be found in Indigenous Services Canada’s Community Workload Increase System (CWIS).
The Institute agrees that the Employer may extend this allowance to Indigenous Services Canada NU-CHNs when the Employer is of the opinion that extending such allowance is needed.
There is a documented process established to allow for full senior management review and decision regarding whether the level of nursing services warrants extension of these allowances to nurses working in a specific facility. This process is as follows:
The request for extension of these allowances to the nurses working in the community in question must be formally brought to the attention of management. The NU-CHN(s) in the facility will formally raise the issue in writing to the Zone Nursing Officer (ZNO) (or regional counterpart). The ZNO and the Zone Director will bring the issue forward to the Regional Nursing Officer and the Regional Director, who will review the nursing service requirements of the community.

The Office of Nursing Services will be copied on all correspondence.

The outcome of the regional review and resulting recommendations will be brought forward by the Regional Director to the Branch Executive Committee meeting for a final decision at the first available opportunity.

In the event the extension of these allowances is approved, the terminable allowance shall be payable retroactively to the date the original request for revision was received by the ZNO (or regional counterpart).
As long as he meets the provisions of all relevant appendices, an employee may receive:
1. this allowance and that of Appendix “E”: recruitment allowance, and/or Appendix “H”: nurse-in-charge allowance.
  or
2. this allowance and that of Appendix “F”: retention allowance, and/or Appendix “H”: nurse-in-charge allowance.
NU-CHNS currently in receipt of the allowance
1. NU-CHNS currently in receipt of the allowance at the time of signing who have not successfully completed an approved primary care skills program will have to go on the first available course offered. The Employer will endeavour to provide reasonable notice to the employees.
2. If the employee refuses to go on the course without a reason deemed acceptable by the Employer, the employee will cease to be eligible for this allowance. Once this employee has completed the course he will become eligible again for this allowance.
3. Employees currently in receipt of the allowance when being sent on the primary care skills program will continue to receive the allowance.
Every effort will be made by the Employer to ensure that those nurses required to perform the expanded role will have access to the primary skills nursing program within one year of appointment.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “H”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Nurse-in-Charge Allowance for Health Canada Nurses

In an effort to recognize the role of Nurse-in-Charge (NIC), the Employer will provide an allowance to Health Canada NU-CHNs, for the performance of the duties of position of NIC in the Health Services Group.

The parties agree than NU-CHN who performs the duties of the NIC position shall be eligible to receive an allowance in the following amount and subject to the following conditions:

Commencing the first (1st) day of the month following the month during which this agreement is signed NU-CHN employees who perform the duties of the NIC position shall be eligible to receive an allowance to be paid biweekly;

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

Terminable allowance
	Annual amount	Daily amount
Nurse-in-Charge	$6,000	$23.00

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.

A part-time Nurse-in-Charge employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
As long as he meets the provisions of all relevant appendices, an employee may receive:
1. this allowance and that of Appendix “E”: recruitment allowance, and/or Appendix “G”: expanded role allowance;
  or
2. this allowance and that of Appendix “F”: retention allowance, and/or Appendix “G”: expanded role allowance.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “I”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Trip for Indigenous Services Canada Nurses in Remote and Isolated Communities

Preamble

In an effort to resolve recruitment and retention problems, the Employer will reimburse the cost of two (2) trips to Indigenous Services Canada NU-CHNs in nursing stations situated in remote and isolated First Nations communities for the performance of NU-CHN duties in the Health Services Group subject to the conditions outlined in the “Application” section below.

Application

This memorandum only applies to employees and not to their dependants (as defined in the Isolated Post Directive).
This memorandum does not apply to relief nurses, to part-time nurses or to a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
NU-CHNs who meet the entitlement provisions stipulated in clause 4 will be granted two trips for each twelve (12) month period of continuous employment in a remote or isolated community.
Entitlement
1. To qualify for a trip, the employee must have received ten (10) days of pay per calendar month for seven (7) consecutive calendar months within the period described in clause 3.
2. For the purpose of clause 3, time away on the mandatory clinical skills training course will not be considered as an interruption of the twelve (12) month continuous employment period in a remote or isolated community.
3. For the purpose of paragraph 4(a), time away on the mandatory clinical skills training course will not be counted toward the consecutive seven (7) month period requirement but will not be considered as an interruption of the said period.
Reimbursement
1. The amount of expenses reimbursed shall be the lesser of:
  1. the actual transportation and travelling expenses incurred in travelling, by any mode(s) of transportation, from the headquarters to any other location and return,
    or
  2. the return economy class airfare between the headquarters and the point of departure, ground transportation to and from the airport at the headquarters and the point of departure, and the travelling expenses for any necessary stopovers, due to the airline schedules, between the headquarters and the point of departure.
2. For the purpose of implementing subparagraph 5(a)(ii), “point of departure” means Vancouver, Edmonton, Calgary, Saskatoon, Winnipeg, Toronto, Ottawa, Montreal, Québec City, Moncton, Halifax or St. John’s, whichever of these places is the nearest to the headquarters of an employee by the most practical route and means of transportation.
Definitions
1. “Remote community (Type 1)” means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
2. “Isolated community (Type 2)” means a community with scheduled flights, good telephone services and no year-round road access (« communauté isolée »).
3. The list of remote and isolated communities can be found in Indigenous Services Canada’s Community Workload Increase System (CWIS).
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “J”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Allowance for Psychologists

In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to master’s and doctoral level registered psychologists (PS) for the performance of PS duties in the Health Services Group with the exclusion of the personnel psychologists in the Personnel Psychology Centre (PPC) or in any other portion of the Public Service Commission (PSC), or in Employment and Social Development Canada (ESDC).

The parties agree that PS employees who perform the duties of positions identified above shall be eligible to receive a “terminable allowance” in the following amounts and subject to the following conditions:

Commencing on the first (1st) day of the month following the month during which this agreement is signed, PS employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

Terminable allowance: doctoral level registered psychologists
Annual amount	Daily amount
$12,000	$46.00

Terminable allowance: master’s level registered psychologists
Annual amount	Daily amount
$6,000	$23.00

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
Subject to (f) below, the amount of the terminable allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee’s substantive position.
When a PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the terminable allowance payable shall be proportionate to the time at each level.

A part-time PS employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
An employee may not receive this allowance and the allowance in Appendix “M” during the same period.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “K”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Allowance for the Employees of the MD-MOF Sub-Group in Correctional Service Canada

In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 in Correctional Service Canada (CSC) for the performance of MD duties in the Health Services Group.

The parties agree that MD employees who perform the duties of positions identified above shall be eligible to receive a “terminable allowance” in the following amounts and subject to the following conditions:

Commencing the first (1st) day of the month following the month during which this agreement is signed, MD employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

Terminable allowance
	Annual amount	Daily amount
MD-MOF-1	$8,500	$32.58
MD-MOF-2	$10,000	$38.33
MD-MOF-3	$10,500	$40.25
MD-MOF-4	$11,000	$42.16

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
Subject to (f) below, the amount of the terminable allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee’s substantive position.
When an MD employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the terminable allowance payable shall be proportionate to the time at each level.

A part-time MD employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “L”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Allowance for the Employees of the NU-HOS and NU-CHN Sub-Groups in Correctional Service Canada

In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to NU employees who perform the duties of positions at the NU-HOS-1 through NU-HOS-6 and for NU-CHN in Correctional Service Canada (CSC) for the performance of NU duties in the Health Services Group.

The parties agree that NU employees who perform the duties of positions identified above shall be eligible to receive a “terminable allowance” in the following amounts and subject to the following conditions:

Commencing on October 1, 2018, and ending September 30, 2022, NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

the employee shall receive the daily amount shown below for each calendar day for which the employee is paid pursuant to Appendix “A” of the collective agreement. This daily amount is equivalent to the annual amount set out below for each position and level divided by two hundred and sixty decimal eight eight (260.88);
employees working a shift the length of which is different than the length of a standard shift:
1. entitlement: the employee working a shift the length of which is different than the length of a standard shift shall receive the daily amount shown below divided by seven decimal five (7.5) for each hour of his shift for which he is paid pursuant to Appendix “A” of the collective agreement;
2. method of payment: for employees working a shift the length of which is different than the length of a standard shift, the allowance will be paid based on the average number of hours per week over a complete shift cycle.

Terminable allowance
	Annual amount	Daily amount
NU-HOS-1 through NU-HOS-6	$4,500	$17.25
NU-CHN	$4,500	$17.25

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
Subject to (f) below, the amount of the terminable allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee’s substantive position.
When an NU employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the terminable allowance payable shall be proportionate to the time at each level.

A part-time NU employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “M”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Allowance for Personnel Psychologists

In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to personnel psychologists (PS) in the Personnel Psychology Centre (PPC) or in any other portion of the Public Service Commission (PSC), or in Employment and Social Development Canada (ESDC) for the performance of PS duties in the Health Services Group.

The parties agree that PS employees who perform the duties of positions identified above shall be eligible to receive a “terminable allowance” in the following amounts and subject to the following conditions:

Commencing on the first (1st) day of the month following the month during which this agreement is signed, PS employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

Terminable allowance
	Annual amount	Daily amount
PS-2: up to one (1) year of service	$2,000	$7.67
PS-2: after one (1) year of service	$3,750	$14.37
PS-3: up to one (1) year of service	$2,000	$7.67
PS-3: after one (1) year of service	$7,500	$28.75
PS-4	$7,500	$28.75
PS-5	$7,500	$28.75

The terminable allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.
Subject to (f) below, the amount of the terminable allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee’s substantive position.
When a PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the terminable allowance payable shall be proportionate to the time at each level.

A part-time PS employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
An employee may not receive this allowance and the allowance in Appendix “J” during the same period.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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**Appendix “N”

Letter of Understanding Concerning the Health Services Group

Re: Second on Standby for the Indigenous Services Canada Nurses in Remote and Isolated Communities

Indigenous Services Canada will maintain and continue to apply the Second on Standby policy for all the remote and isolated communities.

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Appendix “O”

Letter of Understanding Concerning the Health Services Group

Re: Employee Leave Status During or as a Result of a Critical Incident in Health Canada

This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above-specified group.

Accordingly, the parties agree to maintain a joint committee comprising equal representation who will, with a view of ensuring consistency of application between regions and zones, review, when needed, the departmental policy dated February 3, 2004, which will include the criteria, application, accountability and principles outlined in the memorandum of understanding dated November 1, 2001, on employee leave status during or as a result of a critical incident at Health Canada.

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Appendix “P”

Memorandum of Agreement: Regional Resource Teams

The memorandum of understanding between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada for Community Health Nurses in Regional Resource Team shall form part of this collective agreement.

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Appendix “Q”

Memorandum of Understanding Concerning the Health Services Group Re: Safety and Health Information

The parties recognize the benefits of sharing information on matters related to safety and health. As such, they propose, in the spirit of consultation, that regular exchanges of information take place.

They also propose that the information be shared via the JOSH at the local level. Where such committees do not exist, the department, in collaboration with the Institute representative as selected by the Institute, will work towards their creation.

Specifically, the exchange of information, while not limited to, would include the following:

Incidents:
- vandalism;
- threats;
- assaults;
- break-in and thefts.
Safety concerns.
Updates on policies and activities of the Employer and/or departments related to employee safety and health.

The type of information provided, subject to confidentiality and privacy requirements, should include:

Specific incident:
- brief description of the incident;
- where the incident occurred;
- the immediate response;
- follow-up action.
Summative statistics (local, regional, national level).

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Appendix “R”

Letter of Understanding Concerning the Health Services Group Re: Disciplinary Investigation Procedure

This letter is to give effect to the understanding reached by the Employer and the Professional Institute in negotiations for the renewal of the agreement covering the above-specified group.

Accordingly, in the departments (Health Canada, Veterans Affairs Canada (Ste-Anne-de-Bellevue Hospital), National Defence, Correctional Service Canada, and Public Health Agency of Canada) where an investigation procedure does not exist, the departments agree to discuss items such as time frame, process and corrective action in view of developing an investigation procedure regarding investigation in accordance with Article 37 (standards of discipline) in collaboration with the Institute.

The investigation procedure will be in effect no later than six (6) months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.

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**Appendix “S”

Workforce adjustment

General
- Application
- Collective agreement
- Objectives
- Definitions
- Authorities
- Monitoring
- References
- Enquiries
Part I: roles and responsibilities
- 1.1 Departments or organizations
- 1.2 The Treasury Board Secretariat
- 1.3 The Public Service Commission
- 1.4 Employees
Part II: official notification
- 2.1 Department or organization
Part III: relocation of a work unit
- 3.1 General
Part IV: retraining
- 4.1 General
- 4.2 Surplus employees
- 4.3 Laid-off persons
Part V: salary protection
- 5.1 Lower-level position
Part VI: options for employees
- 6.1 General
- 6.2 Voluntary programs
- 6.3 Alternation
- 6.4 Options
- 6.5 Retention payment
Part VII: special provisions regarding alternative delivery initiatives
- Preamble
- 7.1 Definitions
- 7.2 General
- 7.3 Responsibilities
- 7.4 Notice of alternative delivery initiatives
- 7.5 Job offers from new employers
- 7.6 Application of other provisions of the appendix
- 7.7 Lump-sum payments and salary top-up allowances
- 7.8 Reimbursement
- 7.9 Vacation leave credits and severance pay
Annex “A”: statement of pension principles
Annex “B”: Transition Support Measure (TSM)
Annex “C”: role of PSC in administering surplus and lay-off priority entitlements

General

Application

This appendix applies to all employees.

Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.

Collective agreement

With the exception of those provisions for which the Public Service Commission (PSC) is responsible, this appendix is part of this collective agreement.

Objectives

It is the policy of the Treasury Board to maximize employment opportunities for indeterminate employees affected by workforce adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.

To this end, every indeterminate employee whose services will no longer be required because of a workforce adjustment situation and for whom the deputy head knows or can predict employment availability will receive a guarantee of a reasonable job offer within the core public administration. Those employees for whom the deputy head cannot provide the guarantee will have access to transitional employment arrangements (as per Part VI and VII).

Definitions

accelerated lay-off (mise en disponibilité accélérée)

Occurs when a surplus employee makes a request to the deputy head, in writing, to be laid off at an earlier date than that originally scheduled, and the deputy head concurs. Lay-off entitlements begin on the actual date of lay-off.

affected employee (employé touché)

Is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of a workforce adjustment situation.

alternation (échange de postes)

Occurs when an opting employee (not a surplus employee) who wishes to remain in the core public administration exchanges positions with a non-affected employee (the alternate) willing to leave the core public administration with a Transition Support Measure or with an education allowance.

alternative delivery initiative (diversification des modes de prestation des services)

Is the transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration.

appointing department or organization (ministère ou organisation d’accueil)

Is a department or organization or agency which has agreed to appoint or consider for appointment (either immediately or after retraining) a surplus or a laid-off person.

core public administration (administration publique centrale)

Means that part in or under any department or organization, or other portion of the federal public administration specified in Schedules I and IV to the Financial Administration Act (FAA) for which the PSC has the sole authority to appoint.

deputy head (administrateur général)

Has the same meaning as in the definition of “deputy head” set out in section 2 of the Public Service Employment Act, and also means his or her official designate.

education allowance (indemnité d’étude)

Is one of the options provided to an indeterminate employee affected by normal workforce adjustment for whom the deputy head cannot guarantee a reasonable job offer. The education allowance is a lump-sum payment, equivalent to the Transitional Support Measure (see Annex “B”), plus a reimbursement of tuition from a recognized learning institution, book and relevant equipment costs, up to a maximum of fifteen thousand dollars ($15,000).

guarantee of a reasonable job offer (garantie d’une offre d’emploi raisonnable)

Is a guarantee of an offer of indeterminate employment within the core public administration provided by the deputy head to an indeterminate employee who is affected by workforce adjustment. Deputy heads will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict employment availability in the core public administration. Surplus employees in receipt of this guarantee will not have access to the options available in Part VI of this appendix.

home department or organization (ministère ou organisation d’attache)

Is a department or organization or agency declaring an individual employee surplus.

laid off person (personne mise en disponibilité)

Is a person who has been laid off pursuant to subsection 64(1) of the PSEA, who still retains a reappointment priority under subsection 41(4) and section 64 of the PSEA.

lay-off notice (avis de mise en disponibilité)

Is a written notice of lay-off to be given to a surplus employee at least one (1) month before the scheduled lay-off date. This period is included in the surplus period.

layoff priority (priorité de mise en disponibilité)

A person who has been laid off is entitled to a priority, in accordance with subsection 41(5) of the PSEA with respect to any position to which the Public Service Commission (PSC) is satisfied that the person meets the essential qualifications; the period of entitlement of this priority is one (1) year as set out in Section 11 of the Public Service Employment Regulations (PSER).

opting employee (employé optant)

Is an indeterminate employee whose services will no longer be required because of a workforce adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has one hundred and twenty (120) days to consider the options of Part 6.3 of this appendix.

pay (rémunération)

Has the same meaning as rate of pay in the employee’s collective agreement.

Priority Information Management System (système de gestion de l’information sur les priorités)

Is a system designed by the PSC to facilitate appointments of individuals entitled to statutory and regulatory priorities.

reasonable job offer (offre d’emploi raisonnable)

Is an offer of indeterminate employment within the core public administration, normally at an equivalent level but could include lower levels. Surplus employees must be both trainable and mobile. Where possible, the search for a reasonable job offer will be conducted as follows: 1) within the employee’s headquarters as defined in the Travel Directive; 2) within forty kilometres (40 km) of the employee’s place of work or the employee’s residence whichever will ensure continued employment: and 3) beyond forty kilometres (40 km). In alternative delivery situations, a reasonable offer is one that meets the criteria set out in Type 1 and 2 of Part VII of this appendix. A reasonable job offer is also an offer from a FAA Schedule V employer, providing that:

The appointment is at a rate of pay and an attainable salary maximum not less than the employee’s current salary and attainable maximum that would be in effect on the date of offer.
It is a seamless transfer of all employee benefits including a recognition of years of service for the definition of continuous employment and accrual of benefits, including the transfer of sick leave credits, severance pay and accumulated vacation leave credits.

reinstatement priority (priorité de réintégration)

Is an appointment priority accorded by the PSC, pursuant to the Public Service Employment Regulations, to certain individuals salary-protected under this appendix for the purpose of assisting such persons to re-attain an appointment level equivalent to that from which they were declared surplus.

relocation (réinstallation)

Is the authorized geographic move of a surplus employee or laid-off person from one place of duty to another place of duty, beyond what, according to local custom, is a normal commuting distance.

relocation of work unit (réinstallation d’une unité de travail)

Is the authorized move of a work unit of any size to a place of duty beyond what, according to local custom, is normal commuting distance from the former work location and from the employee’s current residence.

retraining (recyclage)

Is on-the-job training or other training intended to enable affected employees, surplus employees and laid-off persons to qualify for known or anticipated vacancies within the core public administration.

surplus employee (employé excédentaire)

Is an indeterminate employee who has been formally declared surplus, in writing, by his or her deputy head.

surplus priority (priorité d’employé excédentaire)

Is an entitlement for a priority in appointment accorded in accordance with section 5 of the PSER and pursuant to section 40 of the PSEA; this entitlement is provided to surplus employees to be appointed in priority to another position in the federal public administration for which they meet the essential requirements.

surplus status (statut d’employé excédentaire)

An indeterminate employee is in surplus status from the date he or she is declared surplus until the date of lay-off, until he or she is indeterminately appointed to another position, until his or her surplus status is rescinded, or until the person resigns.

Transition Support Measure (mesure de soutien à la transition)

Is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer. The Transition Support Measure is a lump-sum payment based on the employee’s years of service in the public service, as per Annex “B.”

twelve (12)-month surplus priority period in which to secure a reasonable job offer (priorité d’employé excédentaire d’une durée de douze (12) mois pour trouver une offre d’emploi raisonnable)

Is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer.

workforce adjustment (réaménagement des effectifs)

Is a situation that occurs when a deputy head decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, a relocation in which the employee does not wish to relocate or an alternative delivery initiative.

Authorities

The PSC has endorsed those portions of this appendix for which it has responsibility.

Monitoring

Departments or organizations shall retain central information on all cases occurring under this appendix, including the reasons for the action; the number, occupational groups and levels of employees concerned; the dates of notice given; the number of employees placed without retraining; the number of employees retrained (including number of salary months used in such training); the levels of positions to which employees are appointed and the cost of any salary protection; and the number, types, and amounts of lump sums paid to employees.

This information will be used by the Treasury Board Secretariat to carry out its periodic audits.

References

The primary references for the subject of workforce adjustment are as follows:

Financial Administration Act
Pay Rate Selection (Treasury Board homepage, Organization, Human Resource Management, Compensation and Pay Administration
Values and Ethics Code for the Public Service, Chapter 3: “Post-Employment Measures”
Employer regulation on promotion
Public Service Employment Act
Public Service Employment Regulations
Federal Public Sector Labour Relations Act
Public Service Superannuation Act
Directive on Terms and Conditions of Employment
NJC Integrated Relocation Directive
Travel Directive

Enquiries

Enquiries about this appendix should be referred to PIPSC, or the responsible officers in departmental or organizational headquarters.

Responsible officers in departmental or organizational headquarters may, in turn, direct questions on the application of this appendix to the Senior Director, Excluded Groups and Administrative Policies, Labour Relations and Compensation Operations, Treasury Board Secretariat.

Enquiries by employees pertaining to entitlements to a priority in appointment or to their status in relation to the priority appointment process should be directed to their departmental or organizational human resource advisors or to the Priority Advisor of the PSC responsible for their case.

Part I: roles and responsibilities

1.1 Departments or organizations

1.1.1 Since indeterminate employees who are affected by workforce adjustment situations are not themselves responsible for such situations, it is the responsibility of departments or organizations to ensure that they are treated equitably and, given every reasonable opportunity to continue their careers as public service employees.

1.1.2 Departments or organizations shall carry out effective human resource planning to minimize the impact of workforce adjustment situations on indeterminate employees, on the department or organization, and on the public service.

1.1.3 Departments and organizations shall:

establish joint workforce adjustment committees, where appropriate, to advise and consult on the workforce adjustment situations within the department or organization,
and
notify PIPSC of the responsible officers who will administer this appendix.

Terms of reference of such committee shall include a process for addressing alternation requests from other departments and/or organizations.

1.1.4 Departments or organizations shall, as the home department or organization, cooperate with the PSC and appointing departments or organizations in joint efforts to redeploy departmental or organizational surplus employees and laid-off persons.

1.1.5 Departments or organizations shall establish systems to facilitate redeployment or retraining of the department’s or organization’s affected employees, surplus employees, and laid-off persons.

1.1.6 When a deputy head determines that the services of an employee are no longer required beyond a specified date due to lack of work or discontinuance of a function, the deputy head shall advise the employee, in writing, that his or her services will no longer be required. A copy of this letter shall be sent forthwith to the President of PIPSC.

Such a communication shall also indicate if the employee:

is being provided a guarantee of a reasonable job offer from the deputy head and that the employee will be in surplus status from that date on,
or
is an opting employee and has access to the options of Section 6.3 of this appendix because the employee is not in receipt of a guarantee of a reasonable job offer from the deputy head.

Where applicable, the communication should also provide the information relative to the employee’s possible lay-off date.

1.1.7 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those employees subject to workforce adjustment for whom they know or can predict employment availability in the core public administration.

1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide one hundred and twenty (120) days to consider the three (3) options outlined in Part VI of this appendix to all opting employees before a decision is required of them. If the employee fails to select an option, the employee will be deemed to have selected Option (a), a twelve (12) month surplus priority period in which to secure a reasonable job offer.

1.1.9 The deputy head shall make a determination to either provide a guarantee of a reasonable job offer or access to the options set out in 6.4 of this appendix, upon request of any indeterminate affected employee who can demonstrate that his or her duties have already ceased to exist.

1.1.10 Departments or organizations shall send written notice to the PSC of the employee’s surplus status, and shall send to the PSC such details, forms, resumés, and other material as the PSC may from time to time prescribe as necessary for it to discharge its function.

1.1.11 The home department or organization shall provide the PSC with a written statement that it would be prepared to appoint the surplus employee to a suitable position in the department or organization commensurate with his/her qualifications, if such a position were available.

1.1.12 Departments or organizations shall advise the President of PIPSC and consult with PIPSC representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process. When the affected employees are identified, the departments or organizations will forward the name, work location, phone number, email address and mailing address of affected employees as per the departmental or organizational employee database of those employees to the President of PIPS.

1.1.13 Departments or organizations shall provide that employee with the official notification that he or she has become subject to a workforce adjustment and shall remind the employee that the appendix on workforce adjustment of this collective agreement applies.

1.1.14 Deputy heads shall apply this appendix so as to keep actual involuntary lay-offs to a minimum, and lay-offs shall normally only occur where an individual has refused a reasonable job offer, or is not mobile, or cannot be retrained within two (2) years, or is laid off at his or her own request.

1.1.15 Departments or organizations are responsible to counsel and advise their affected employees on their opportunities of finding continuing employment in the public service and shall, to the extent possible, help market surplus employees and laid-off persons to other departments or organizations unless the individuals have advised the department or organization in writing that they are not available for appointment.

1.1.16 Appointment of surplus employees to alternative positions, whether with or without retraining, shall normally be at a level equivalent to that previously held by the employee, but this does not preclude appointment to a lower level. Departments or organizations shall avoid appointment to a lower level except where all other avenues have been exhausted.

1.1.17 Home departments or organizations shall appoint as many of their own surplus employees or laid-off persons as possible, or identify alternative positions (both actual and anticipated) for which individuals can be retrained.

1.1.18 Home departments or organizations shall relocate surplus employees and laid-off individuals, if necessary.

1.1.19 Relocation of surplus employees or laid-off persons shall be undertaken when the individuals indicate that they are willing to relocate and relocation will enable their redeployment or reappointment, providing that:

there are no available priority persons, or priority persons with a higher priority, qualified and interested in the position being filled;
or
no available local surplus employees or laid-off persons who are interested and who could qualify with retraining.

1.1.20 The cost of travelling to interviews for possible appointments and of relocation to the new location shall be borne by the employee’s home department or organization. Such cost shall be consistent with the Travel Directive and NJC Integrated Relocation Directive.

1.1.21 For the purposes of the NJC Integrated Relocation Directive, surplus employees and laid-off persons who relocate under this appendix shall be deemed to be employees on Employer-requested relocations. The general rule on minimum distances for relocation applies.

1.1.22 For the purposes of the Travel Directive, laid-off persons travelling to interviews for possible reappointment to the core public administration are deemed to be a “traveller” as defined in the Travel Directive.

1.1.23 For the surplus and/or lay-off priority periods, home departments or organizations shall pay the salary, salary protection and/or termination costs as well as other authorized costs such as tuition, travel, relocation, and retraining as provided for in the various collective agreements and directives. The appointing department or organization may agree to absorb all or part of these costs.

1.1.24 Where a surplus employee is appointed by another department or organization to a term position, the home department or organization is responsible for the costs above for one year from the date of such appointment, unless the home and appointing departments or organizations agree to a longer period, after which the appointing department or organization becomes the new home department or organization consistent with PSC authorities.

1.1.25 Departments or organizations shall protect the indeterminate status and surplus priority of a surplus indeterminate employee appointed to a term position under this appendix.

1.1.26 Departments or organizations shall inform the PSC in a timely fashion, and in method directed by PSC, of the results of all referrals made to them under this appendix.

1.1.27 Departments or organizations shall review the use of private temporary agency personnel, contractors, consultants, and their use of contracted out services, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, departments or organizations shall not engage or re-engage such temporary agency personnel, contractors, consultants, contracted out services, nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.

1.1.28 Nothing in the foregoing shall restrict the Employer’s right to engage or appoint persons to meet short-term, non-recurring requirements. Surplus and laid-off persons shall be given priority even for these short-term work opportunities.

1.1.29 Departments or organizations may lay off an employee at a date earlier than originally scheduled when the surplus employee requests them to do so in writing.

1.1.30 Departments or organizations, acting as appointing departments or organizations, shall cooperate with the PSC and other departments or organizations in accepting, to the extent possible, affected, surplus and laid-off persons, from other departments or organizations for appointment or retraining.

1.1.31 Departments or organizations shall provide surplus employees with a lay-off notice at least one month before the proposed lay-off date, if appointment efforts have been unsuccessful. Such notice shall be sent to the President of PIPSC.

1.1.32 When a surplus employee refuses a reasonable job offer, he or she shall be subject to lay-off one month after the refusal, however, not before six (6) months after the surplus declaration date. The provisions of 1.3.3 shall continue to apply.

1.1.33 Departments or organizations are to presume that each employee wishes to be redeployed unless the employee indicates the contrary in writing.

1.1.34 Departments or organizations shall inform and counsel affected and surplus employees as early and as completely as possible and shall, in addition, assign a counsellor to each opting and surplus employee and laid-off person to work with them throughout the process. Such counselling is to include explanations and assistance concerning:

the workforce adjustment situation and its effect on that individual;
the workforce adjustment appendix;
the PSC’s Priority Information Management System and how it works from the employee’s perspective;
preparation of a curriculum vitae or resumé;
the employee’s rights and obligations;
the employee’s current situation (for example, pay, benefits such as severance pay and superannuation, classification, language rights, years of service;
alternatives that might be available to the employee (the alternation process, appointment, relocation, retraining, lower-level employment, term employment, retirement including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, education allowance, payment in lieu of unfulfilled surplus period, resignation, accelerated lay-off);
the likelihood that the employee will be successfully appointed;
the meaning of a guarantee of reasonable job offer, a twelve (12) month surplus priority period in which to secure a reasonable job offer, a Transition Support Measure, an education allowance;
the options for employees not in receipt of a guarantee of a reasonable job offer, the one hundred and twenty (120) day consideration period that includes access to the alternation process;
advise employees to seek out proposed alternations and submit requests for approval as soon as possible after being informed they will not be receiving a guarantee of a reasonable job offer;
the Human Resources Centres and their services (including a recommendation that the employee register with the nearest office as soon as possible);
preparation for interviews with prospective employers;
repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;
advising the employee that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity;
and
advising employees of the right to be represented by the Institute in the application of this appendix.

1.1.35 Home departments or organizations shall ensure that, when it is required to facilitate appointment, a retraining plan is prepared and agreed to in writing by themselves, the employee and the appointing department or organization.

1.1.36 Severance pay and other benefits flowing from other clauses in this collective agreement are separate from, and in addition to, those in this appendix.

1.1.37 Any surplus employee who resigns under this appendix shall be deemed, for the purposes of severance pay and retroactive remuneration, to be involuntarily laid off on the day as of which the deputy head accepts in writing the employee’s resignation.

1.1.38 The department or organization will review the status of each affected employee annually, or earlier, from the date of initial notification of affected status and determine whether the employee will remain on affected status or not.

1.1.39 The department or organization will notify the affected employee, in writing, within five (5) working days of the decision pursuant to subsection 1.1.38.

1.2 The Treasury Board Secretariat

1.2.1 It is the responsibility of the Treasury Board Secretariat to:

investigate and seek to resolve situations referred by the PSC or other parties,
consider departmental or organizational requests for retraining resources,
and
ensure that departments or organizations are provided to the extent possible with information on occupations for which there are skill shortages.

1.3 The Public Service Commission

1.3.1 Within the context of workforce adjustment, and the Public Service Commission’s (PSC) governing legislation, it is the responsibility of the PSC to:

ensure that priority entitlements are respected;
ensure that a means exists for priority persons to be assessed against vacant positions and appointed if found qualified against the essential qualifications of the position;
and
ensure that priority persons are provided with information on their priority entitlements.

1.3.2 The PSC is further willing, in accordance with the Privacy Act, to:

provide the Treasury Board Secretariat with information related to the administration of priority entitlements which may reflect on departments’ or organizations’ level of compliance with this directive,
and;
provide information to the bargaining agents on the numbers and status of their members in the Priority Information Management System, as well as information on the overall system.

1.3.3 The PSC’s roles and responsibilities flow from its governing legislation, not the collective agreement. As such, any changes made to these roles/responsibilities must be agreed upon by the Commission. For greater detail on the PSC’s role in administering surplus and lay-off priority entitlements, refer to Annex C of this document.

1.4 Employees

1.4.1 Employees have the right to be represented by PIPS in the application of this appendix.

1.4.2 Employees who are directly affected by workforce adjustment situations and who receive a guarantee of a reasonable job offer, or who opt, or are deemed to have opted, for Option (a) of Part VI of this appendix are responsible for:

actively seeking alternative employment in co-operation with their departments or organizations and the PSC, unless they have advised the department or organization and the PSC, in writing, that they are not available for appointment;
seeking information about their entitlements and obligations;
providing timely information to the home department or organization and to the PSC to assist them in their appointment activities (including curriculum vitae or resumés);
ensuring that they can be easily contacted by the PSC and appointing departments or organizations, and attending appointments related to referrals;
seriously considering job opportunities presented to them (referrals within the home department or organization, referrals from the PSC, and job offers made by departments or organizations), including retraining and relocation possibilities, specified period appointments and lower-level appointments.

1.4.3 Opting employees are responsible for:

considering the options of Part VI of this appendix;
communicating their choice of options, in writing, to their manager no later than one hundred and twenty (120) days after being declared opting;
and
submitting the alternation request to management before the close of the one hundred and twenty (120) day period, if arranging an alternation with an unaffected employee.

Part II: official notification

2.1 Department or organization

2.1.1 As already mentioned in section 1.1.12, departments or organizations shall advise and consult with the bargaining agent representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process and will make available to the bargaining agent and to the President of PIPSC the name, and work location, phone number, email address and mailing address of affected employees as per the departmental or organizational employee database of those employees.

2.1.2 In any workforce adjustment situation which is likely to involve six (6) or more indeterminate employees covered by this appendix, the department or organization concerned shall notify the Assistant Secretary (or delegate), Labour Relations and Compensation Operations, Treasury Board Secretariat, in confidence, at the earliest possible date and under no circumstances less than four (4) working days before the situation is announced.

2.1.3 Prior to notifying any potentially affected employee, departments or organizations shall also notify the Chief Executive Officer of each bargaining agent that has members involved. Such notification is to be in writing, in confidence and at the earliest possible date and under no circumstances less than two (2) working days before any employee is notified of the workforce adjustment situation. This information is to include the identity and location of the work unit(s) involved; the expected date of the announcement; the anticipated timing of the situation; and the numbers of employees, by group and level, who will be affected.

Part III: relocation of a work unit

3.1 General

3.1.1 In cases where a work unit is to be relocated, department(s) or organization(s) shall provide all employees whose positions are to be relocated with written notice of the opportunity to choose whether they wish to move with the position or be treated as if they were subject to a workforce adjustment situation.

3.1.2 Following written notification, employees must indicate, within a period of six (6) months, their intention to move. If the employee’s intention is not to move with the relocated position, the Deputy head, after having considered relevant factors, can either provide the employee with a guarantee of a reasonable job offer or access to the options set out in section 6.4 of this appendix.

3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.18 to 1.1.22.

3.1.4 Although departments or organizations will endeavour to respect employee location preferences, nothing precludes the department or organization from offering the relocated position to employees in receipt of a guarantee of a reasonable job offer from their deputy heads, after having spent as much time as operations permit looking for a reasonable job offer in the employee’s location preference area.

3.1.5 Employees who are not in receipt of a guarantee of a reasonable job offer shall become opting employees and have access to the options set out in Part VI of this appendix.

Part IV: retraining

4.1 General

4.1.1 To facilitate the redeployment of affected employees, surplus employees, and laid-off persons, departments or organizations shall make every reasonable effort to retrain such persons for:

existing vacancies;
or
anticipated vacancies identified by management.

4.1.2 It is the responsibility of the employee, the home department or organization and the appointing department or organization to identify retraining opportunities pursuant to subsection 4.1.1.

4.1.3 Subject to the provisions of 4.1.2, the deputy head of the home department or organization shall approve up to two (2) years of retraining.

4.2 Surplus employees

4.2.1 A surplus employee is eligible for retraining providing:

retraining is needed to facilitate the appointment of the individual to a specific vacant position or will enable the individual to qualify for anticipated vacancies in occupations or locations where there is a shortage of qualified candidates;
and
there are no other available priority persons who qualify for a specific vacant position as referenced in (a) above.

4.2.2 The home department or organization is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the employee and the delegated officers of the home and appointing departments or organizations.

4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee.

4.2.4 While on retraining, a surplus employee continues to be employed by the home department or organization and is entitled to be paid in accordance with his or her current appointment, unless the appointing department or organization is willing to appoint the employee indeterminately, conditional on successful completion of retraining, in which case the retraining plan shall be included in the letter of offer.

4.2.5 When a retraining plan has been approved and the surplus employee continues to be employed by the home department or organization, the proposed lay-off date shall be extended to the end of the retraining period, subject to 4.2.3.

4.2.6 An employee unsuccessful in retraining may be laid off at the end of the surplus period, provided that the Employer has been unsuccessful in making the employee a reasonable job offer.

4.2.7 In addition to all other rights and benefits granted pursuant to this section, an employee who is guaranteed a reasonable job offer, is also guaranteed, subject to the employee’s willingness to relocate, training to prepare the surplus employee for appointment to a position pursuant to section 4.1.1, such training to continue for one (1) year or until the date of appointment to another position, whichever comes first. Appointment to this position is subject to successful completion of the training.

4.3 Laid-off persons

4.3.1 A laid-off person shall be eligible for retraining providing:

retraining is needed to facilitate the appointment of the individual to a specific vacant position;
the individual meets the minimum requirements set out in the relevant Selection Standard for appointment to the group concerned;
and
there are no other available persons with a priority who qualify for the position.

4.3.2 When an individual is offered an appointment conditional on successful completion of retraining, a retraining plan shall be included in the letter of offer. If the individual accepts the conditional offer, he or she will be appointed on an indeterminate basis to the full level of the position after having successfully completed training and being assessed as qualified for the position. When an individual accepts an appointment to a position with a lower maximum rate of pay than the position from which he or she was laid-off, the employee will be salary protected in accordance with Part V.

Part V: salary protection

5.1 Lower-level position

5.1.1 Surplus employees and laid-off persons appointed to a lower-level position under this appendix shall have their salary and pay equity equalization payments, if any, protected in accordance with the salary protection provisions of this collective agreement, or, in the absence of such provisions, the appropriate provisions of the Regulations Respecting Pay on Reclassification or Conversion.

5.1.2 Employees whose salary is protected pursuant to section 5.1.1 will continue to benefit from salary protection until such time as they are appointed or deployed into a position with a maximum rate of pay that is equal to or higher than the maximum rate of pay of the position from which they were declared surplus or laid off.

Part VI: options for employees

6.1 General

6.1.1 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those affected employees for whom they know or can predict employment availability. A deputy head who cannot provide such a guarantee shall provide his or her reasons in writing, if requested by the employee. Affected employees in receipt of this guarantee would not have access to the choice of options below.

6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have one hundred and twenty (120) days to consider the three (3) options below before a decision is required of them,
and

The employee may also participate in the alternation process in accordance with section 6.3 of this appendix within the one hundred and twenty (120) day window before a decision is required of them in 6.1.3.

6.1.3 The opting employee must choose, in writing, one of the three (3) options of section 6.4 of this appendix within the one hundred and twenty (120) day window. The employee cannot change options once having made a written choice. The department shall send a copy of the employee’s choice to the President of PIPSC.

6.1.4 If the employee fails to select an option, the employee will be deemed to have selected Option (a), a twelve (12) month surplus priority period in which to secure a reasonable job offer at the end of the one hundred and twenty (120) day window.

6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the one hundred and twenty (120) day opting period and prior to the written acceptance of the Transition Support Measure or the education allowance option, the employee is ineligible for the TSM or the education allowance.

6.1.6 A copy of any letter issued by the Employer under this part or notice of lay-off pursuant to the Public Service Employment Act shall be sent forthwith to the President of PIPSC.

6.2 Voluntary programs

The Voluntary Departure Program supports employees in leaving the public service when placed in affected status prior to entering a Selection of Employees for Retention or Layoff (SERLO) process, and does not apply if the deputy head can provide a guarantee of a reasonable job offer (GRJO) to affected employees in the work unit.

6.2.1 Departments and organizations shall establish internal voluntary departure programs for all workforce adjustment situations in which the workforce will be reduced and that involves five (5) or more affected employees working at the same group and level within the same work unit and where the deputy head cannot provide a guarantee of a reasonable job offer.

6.2.2 When such voluntary programs are established, employees who volunteer and who are selected for workforce adjustment will be made opting employees.

6.2.3 When the number of volunteers is larger than the required number of positions to be eliminated, volunteers will be selected based on seniority (total years of service in the public service, whether continuous or discontinuous).

6.3 Alternation

6.3.1 All departments or organizations must participate in the alternation process.

6.3.2 An alternation occurs when an opting employee who wishes to remain in the core public administration exchanges positions with a non-affected employee (the alternate) willing to leave the core public administration under the terms of Part VI of this appendix.

6.3.3

Only opting and surplus employees who are surplus as a result of having chosen Option A may alternate into an indeterminate position that remains in the core public administration.
If an alternation is proposed for a surplus employee, as opposed to an opting employee, the Transition Support Measure that is available to the alternate under 6.4.1(b) or 6.4.1 (c) (i) shall be reduced by one week for each completed week between the beginning of the employee’s surplus priority period and the date the alternation is proposed.

6.3.4 An indeterminate employee wishing to leave the core public administration may express an interest in alternating with an opting employee. Management will decide, however, whether a proposed alternation will result in retaining the skills required to meet the ongoing needs of the position and the core public administration.

6.3.5 An alternation must permanently eliminate a function or a position.

6.3.6 The opting employee moving into the unaffected position must be, to the degree determined by the Employer, able to meet the requirements of the position, including language requirements. The alternate moving into the opting position must meet the requirements of the position, except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five (5) days of the alternation.

6.3.7 An alternation should normally occur between employees at the same group and level. When the two (2) positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. They are considered equal when the maximum rate of pay for the higher paid position is no more than six per cent (6%) higher than the maximum rate of pay for the lower-paid position.

6.3.8 An alternation must occur on a given date, that is, two (2) employees directly exchange positions on the same day. There is no provision in alternation for a “domino” effect or for “future considerations.”

For clarity, the alternation of positions shall take place on a given date after approval but may take place after the opting one hundred and twenty (120) day period, such as when the processing of the approved alternation is delayed due to the administrative requirements.

6.4 Options

6.4.1 Only opting employees who are not in receipt of the guarantee of a reasonable job offer from the deputy head will have access to the choice of options below:

1. Twelve (12) month surplus priority period in which to secure a reasonable job offer: should a reasonable job offer not be made within a period of twelve (12) months, the employee will be laid off in accordance with the Public Service Employment Act. Employees who choose or are deemed to have chosen this option are surplus employees.
2. At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the one hundred and twenty (120) day opting period referred to in 6.1.2 which remains once the employee has selected in writing Option (a).
3. When a surplus employee who has chosen, or who is deemed to have chosen, Option (a) offers to resign before the end of the twelve (12) month surplus priority period, the deputy head may authorize a lump-sum payment equal to the surplus employee’s pay for the substantive position for the balance of the surplus period, up to a maximum of six (6) months. The amount of the lump-sum payment for the pay in lieu cannot exceed the maximum of that which he or she would have received had they chosen Option (b), the Transition Support Measure.
4. Departments or organizations will make every reasonable effort to market a surplus employee during the employee’s surplus period within his or her preferred area of mobility.
or
Transition Support Measure (TSM) is a lump-sum payment, based on the employee’s years of service in the public service (see Annex “B”) made to an opting employee. The TSM shall be paid in one (1) or two (2) lump-sum amounts, at the employee’s request over a maximum two (2) year period. Employees choosing this option must resign but will be considered to be laid off for purposes of severance pay.
or
Education allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than fifteen thousand dollars ($15,000) for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and relevant equipment.
Employees choosing Option (c) could either:
1. resign from the core public administration but be considered to be laid off for severance pay purposes on the date of their departure. The TSM shall be paid in one (1) or two (2) lump-sum amounts, at the employee’s request over a maximum two (2) year period;
  or
2. delay their departure date and go on leave without pay for a maximum period of two (2) years, while attending the learning institution. The TSM shall be paid in one or two lump-sum amounts, at the employee’s request over a maximum two (2) year period. During this period, employees could continue to be public service benefit plan members and contribute both Employer and employee share to the benefits plans and the Public Service Superannuation Plan. At the end of the two (2) year leave without pay period, unless the employee has found alternate employment in the core public administration, the employee will be laid off in accordance with the Public Service Employment Act.

6.4.2 Management will establish the departure date of opting employees who choose Option (b) or Option (c) above.

6.4.3 The TSM, pay in lieu of unfulfilled surplus period and the education allowance cannot be combined with any other payment under the workforce adjustment appendix.

6.4.4 In the cases of: pay in lieu of unfulfilled surplus period, Options (b) and (c)(i), the employee relinquishes any priority rights for reappointment upon acceptance of his or her resignation.

6.4.5 Employees choosing Option (c)(ii) who have not provided their department or organization with a proof of registration from a learning institution twelve (12) months after starting their leave without pay period will be deemed to have resigned from the core public administration, and be considered to be laid off for purposes of severance pay.

6.4.6 All opting employees will be entitled to up to one thousand dollars ($1,000) towards counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial, and job placement counselling services.

6.4.7 An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an education allowance and is reappointed to the public service shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such reappointment or hiring, to the end of the original period for which the TSM or education allowance was paid.

6.4.8 Notwithstanding section 6.4.7, an opting employee who has received an education allowance will not be required to reimburse tuition expenses, costs of books and mandatory equipment, for which he or she cannot get a refund.

6.4.9 The deputy head shall ensure that pay in lieu of unfulfilled surplus period is only authorized where the employee’s work can be discontinued on the resignation date and no additional costs will be incurred in having the work done in any other way during that period.

6.4.10 If a surplus employee who has chosen, or is deemed to have chosen, Option (a) refuses a reasonable job offer at any time during the twelve (12) month surplus priority period, the employee is ineligible for pay in lieu of unfulfilled surplus period.

6.4.11 Approval of pay in lieu of unfulfilled surplus period is at the discretion of management, but shall not be unreasonably denied.

6.5 Retention payment

6.5.1 There are three (3) situations in which an employee may be eligible to receive a retention payment. These are total facility closures, relocation of work units and alternative delivery initiatives.

6.5.2 All employees accepting retention payments must agree to leave the core public administration without priority rights.

6.5.3 An individual who has received a retention payment and, as applicable, is either reappointed to that portion of the core public administration specified from time to time in Schedule I and IV of the Financial Administration Act, or is hired by the new employer within the six (6) months immediately following his or her resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such reappointment or hiring, to the end of the original period for which the lump sum was paid.

6.5.4 The provisions of 6.5.5 shall apply in total facility closures where public service jobs are to cease, and:

such jobs are in remote areas of the country;
or
retraining and relocation costs are prohibitive;
or
prospects of reasonable alternative local employment whether within or outside the core public administration) are poor.

6.5.5 Subject to 6.5.4, the deputy head shall pay to each employee who is asked to remain until closure of the work unit and offers a resignation from the core public administration to take effect on that closure date, a sum equal to six (6) months’ pay payable upon the day on which the departmental or organizational operation ceases, provided the employee has not separated prematurely.

6.5.6 The provisions of 6.5.7 shall apply in relocation of work units where core public administration work units:

are being relocated,
and
when the deputy head of the home department or organization decides that, in comparison to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of workplace relocation,
and
where the employee has opted not to relocate with the function.

6.5.7 Subject to 6.5.6, the deputy head shall pay to each employee who is asked to remain until the relocation of the work unit and offers a resignation from the core public administration to take effect on the relocation date, a sum equal to six (6) months’ pay payable upon the day on which the departmental or organizational operation relocates, provided the employee has not separated prematurely.

6.5.8 The provisions of 6.5.9 shall apply in alternative delivery initiatives:

where the core public administration work units are affected by alternative delivery initiatives;
when the deputy head of the home department or organization decides that, compared to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of the transfer to the new employer;
and
where the employee has not received a job offer from the new employer or has received an offer and did not accept it.

6.5.9 Subject to 6.5.8, the deputy head shall pay to each employee who is asked to remain until the transfer date and who offers a resignation from the core public administration to take effect on the transfer date, a sum equal to six (6) months’ pay payable upon the transfer date, provided the employee has not separated prematurely.

Part VII: special provisions regarding alternative delivery initiatives

Preamble

The administration of the provisions of this part will be guided by the following principles:

fair and reasonable treatment of employees;
value for money and affordability;
and
maximization of employment opportunities for employees.

The parties recognize:

the Union’s need to represent employees during the transition process;
the Employer’s need for greater flexibility in organizing the core public administration.

7.1 Definitions

alternative delivery initiative (diversification des modes d’exécution): Is the transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration.
reasonable job offer (offre d’emploi raisonnable): Is an offer of employment received from a new employer in the case of a Type 1 or 2 transitional employment arrangement, as determined in accordance with section 7.2.2.
termination of employment (licenciement de l’employé): Is the termination of employment referred to in paragraph 12(1)(f) of the Financial Administration Act (FAA).

7.2 General

Departments or organizations will, as soon as possible after the decision is made to proceed with an alternative delivery initiative (ADI), and if possible, not less than one hundred and eighty (180) days prior to the date of transfer, provide notice to the President of PIPSC.

The notice to PIPSC will include: 1) the program being considered for ADI, 2) the reason for the ADI, and 3) the type of approach anticipated for the initiative.

In cases of ADI, the parties will conduct meaningful consultation on human resources issues related to the ADI in order to provide information to the employee which will assist him/her in deciding on whether or not to accept the job offer.

Commercialization
In cases of commercialization where tendering will be part of the process, the parties shall make every reasonable effort to come to an agreement on the criteria related to human resources issues (for example, terms and conditions of employment, pension and health care benefits, the take-up number of employees) to be used in the request for proposal (RFP) process. The parties will respect the contracting rules of the federal government.
Creation of a new agency
In cases of the creation of new agencies, the parties shall make every reasonable effort to agree on common recommendations related to human resources issues (for example, terms and conditions of employment, pension, and health care benefits) that should be available at the date of transfer.
Transfer to existing employers
In all other ADI initiatives where an employer-employee relationship already exists the parties will hold meaningful consultations to clarify the terms and conditions that will apply upon transfer.

In the cases of commercialization and creation of new agencies, consultation opportunities will be given to PIPSC; however, if after meaningful consultation agreements are not possible, the department may still proceed with the transfer.

7.2.1 The provisions of this part apply only in the case of alternative delivery initiatives and are in exception to other provisions of this appendix. Employees who are affected by alternative delivery initiatives and who receive job offers from the new employer shall be treated in accordance with the provisions of this part and, only where specifically indicated will other provisions of this appendix apply to them.

7.2.2 There are three (3) types of transitional employment arrangements resulting from alternative delivery initiatives:

Type 1 (full continuity)
Type 1 arrangements meet all of the following criteria:
1. legislated successor rights apply. Specific conditions for successor rights applications will be determined by the labour legislation governing the new employer;
2. the Directive on Terms and Conditions of Employment, the terms of the collective agreement referred to therein and/or the applicable compensation plan will continue to apply to unrepresented and excluded employees until modified by the new employer or by the FPSLREB pursuant to a successor rights application;
3. recognition of continuous employment in the core public administration, as defined in the Directive on Terms and Conditions of Employment, for purposes of determining the employee’s entitlements under the collective agreement continued due to the application of successor rights;
4. pension arrangements according to the statement of pension principles set out in Annex “A,” or, in cases where the test of reasonableness set out in that statement is not met, payment of a lump sum to employees pursuant to section 7.7.3;
5. transitional employment guarantee: a two (2) year minimum employment guarantee with the new employer;
6. coverage in each of the following core benefits: health benefits, long-term disability insurance (LTDI) and dental plan;
7. short-term disability bridging: recognition of the employee’s earned but unused sick leave credits up to maximum of the new employer’s LTDI waiting period.
Type 2 (substantial continuity)
Type 2 arrangements meet all of the following criteria:
1. the average new hourly salary offered by the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is eighty-five per cent (85%) or greater of the group’s current federal hourly remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are the same;
2. the average annual salary of the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is eighty-five per cent (85%) or greater of federal annual remuneration (= per cent or greater of federal annual remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are different;
3. pension arrangements according to the statement of pension principles as set out in Annex “A,” or in cases where the test of reasonableness set out in that Statement is not met, payment of a lump sum to employees pursuant to section 7.7.3;
4. transitional employment guarantee: employment tenure equivalent to that of the permanent workforce in receiving organizations or a two (2) year minimum employment guarantee;
5. coverage in each area of the following core benefits: health benefits, long-term disability insurance (LTDI) and dental plan;
6. short-term disability arrangement.
Type 3 (lesser continuity)
A Type 3 arrangement is any alternative delivery initiative that does not meet the criteria applying in Type 1 and 2 transitional employment arrangements.

7.2.3 For Type 1 and 2 transitional employment arrangements, the offer of employment from the new employer will be deemed to constitute a reasonable job offer for purposes of this part.

7.2.4 For Type 3 transitional employment arrangements, an offer of employment from the new employer will not be deemed to constitute a reasonable job offer for purposes of this part.

7.3 Responsibilities

7.3.1 Deputy heads will be responsible for deciding, after considering the criteria set out above, which of the types applies in the case of particular alternative delivery initiatives.

7.3.2 Employees directly affected by alternative delivery initiatives are responsible for seriously considering job offers made by new employers and advising the home department or organization of their decision within the allowed period.

7.4 Notice of alternative delivery initiatives

7.4.1 Where alternative delivery initiatives are being undertaken, departments or organizations shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether they wish to accept the offer.

7.4.2 Following written notification, employees must indicate within a period of sixty (60) days their intention to accept the employment offer.

7.5 Job offers from new employers

7.5.1 Employees subject to this appendix (see “Application”) and who do not accept the reasonable job offer from the new employer in the case of Type 1 or 2 transitional employment arrangements will be given four (4) months’ notice of termination of employment and their employment will be terminated at the end of that period or on a mutually agreed upon date before the end of the four (4) month notice period except where the employee was unaware of the offer or incapable of indicating an acceptance of the offer.

7.5.2 The deputy head may extend the notice of termination period for operational reasons, but no such extended period may end later than the date of the transfer to the new employer.

7.5.3 Employees who do not accept a job offer from the new employer in the case of Type 3 transitional employment arrangements may be declared opting or surplus by the deputy head in accordance with the provisions of the other parts of this appendix.

7.5.4 Employees who accept a job offer from the new employer in the case of any alternative delivery initiative will have their employment terminated on the date on which the transfer becomes effective, or on another date that may be designated by the home department or organization for operational reasons provided that this does not create a break in continuous service between the core public administration and the new employer.

7.6 Application of other provisions of the appendix

7.6.1 For greater certainty, the provisions of Part II, Official Notification, and section 6.5, Retention Payment, will apply in the case of an employee who refuses an offer of employment in the case of a Type 1 or 2 transitional employment arrangement. A payment under section 6.5 may not be combined with a payment under the other section.

7.7 Lump-sum payments and salary top-up allowances

7.7.1 Employees who are subject to this appendix (see “Application”) and who accept the offer of employment from the new employer in the case of Type 2 transitional employment arrangements will receive a sum equal to three (3) months, pay, payable upon the day on which the departmental or organizational work or function is transferred to the new employer. The home department or organization will also pay these employees an eighteen (18) month salary top-up allowance equal to the difference between the remuneration applicable to their core public administration position and the salary applicable to their position with the new employer. This allowance will be paid as a lump sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer.

7.7.2 In the case of individuals who accept an offer of employment from the new employer in the case of a Type 2 arrangement whose new hourly or annual salary falls below eighty per cent (80%) of their former federal hourly or annual remuneration, departments or organizations will pay an additional six (6) months of salary top-up allowance for a total of twenty-four (24) months under this section and section 7.7.1. The salary top-up allowance equal to the difference between the remuneration applicable to their core public administration position and the salary applicable to their position with the new employer will be paid as a lump sum payable on the day on which the departmental or organizational work or function is transferred to the new employer.

7.7.3 Employees who accept the reasonable job offer from the successor employer in the case of a Type 1 or 2 transitional employment arrangement where the test of reasonableness referred to in the statement of pension principles set out in Annex “A” is not met, that is, where the actuarial value (cost) of the new employer’s pension arrangements are less than six decimal five per cent (6.5%) of pensionable payroll (excluding the Employer’s costs related to the administration of the plan) will receive a sum equal to three (3) months’ pay, payable on the day on which the departmental or organizational work or function is transferred to the new employer.

7.7.4 Employees who accept an offer of employment from the new employer in the case of Type 3 transitional employment arrangements will receive a sum equal to six (6) months’ pay payable on the day on which the departmental or organizational work or function is transferred to the new employer. The home department or organization will also pay these employees a twelve (12) month salary top-up allowance equal to the difference between the remuneration applicable to their core public administration position and the salary applicable to their position with the new employer. The allowance will be paid as a lump sum, payable on the day on which the departmental or organizational work or function is transferred to the new employer. The total of the lump-sum payment and the salary top-up allowance provided under this section will not exceed an amount equal to one (1) year’s pay.

7.7.5 For the purposes of 7.7.1, 7.7.2 and 7.7.4, the term remuneration includes and is limited to salary plus equal pay adjustments, if any, and supervisory differential, if any.

7.8 Reimbursement

7.8.1 An individual who receives a lump-sum payment and salary top-up allowance pursuant to subsection 7.7.1, 7.7.2, 7.7.3 or 7.7.4 and who is reappointed to that portion of the core public administration specified from time to time in Schedule I and IV of the Financial Administration Act at any point during the period covered by the total of the lump-sum payment and salary top-up allowance, if any, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of reappointment to the end of the original period covered by the total of the lump-sum payment and salary top-up allowance, if any.

7.8.2 An individual who receives a lump-sum payment pursuant to subsection 7.6.1 and, as applicable, is either reappointed to that portion of the core public administration specified from time to time in Schedule I and IV of the Financial Administration Act or hired by the new employer, to which the employee’s work was transferred, at any point covered by the lump-sum payment, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of the reappointment or hiring to the end of the original period covered by the lump-sum payment.

7.9 Vacation leave credits and severance pay

7.9.1 Notwithstanding the provisions of this collective agreement concerning vacation leave, an employee who accepts a job offer pursuant to this part may choose not to be paid for earned but unused vacation leave credits, provided that the new employer will accept these credits.

7.9.2 Notwithstanding the provisions of this collective agreement concerning severance pay, an employee who accepts a reasonable job offer pursuant to this part will not be paid severance pay where successor rights apply and/or, in the case of a Type 2 transitional employment arrangement, when the new employer recognizes the employee’s years of continuous employment in the core public administration for severance pay purposes and provides severance pay entitlements similar to the employee’s severance pay entitlements at the time of the transfer.

However, an employee who has a severance termination benefit entitlement under the terms of paragraph 19.06(b) or (c) of Appendix “V” shall be paid this entitlement at the time of transfer.

7.9.3 Where:

the conditions set out in 7.9.2 are not met;
the severance provisions of this collective agreement are extracted from this collective agreement prior to the date of transfer to another non-federal public sector employer;
the employment of an employee is terminated pursuant to the terms of section 7.5.1;
or
the employment of an employee who accepts a job offer from the new employer in a Type 3 transitional employment arrangement is terminated on the transfer of the function to the new employer,

the employee shall be deemed, for purposes of severance pay, to be involuntarily laid off on the day on which employment in the core public administration terminates.

Annex “A”: statement of pension principles

The new employer will have in place, or Her Majesty in right of Canada will require the new employer to put in place, reasonable pension arrangements for transferring employees. The test of “reasonableness” will be that the actuarial value (cost) of the new employer pension arrangements will be at least six decimal five per cent (6.5%) of pensionable payroll, which in the case of defined-benefit pension plans will be as determined by the Assessment Methodology developed by Towers Perrin for the Treasury Board, dated October 7, 1997. This Assessment Methodology will apply for the duration of this collective agreement. Where there is no reasonable pension arrangement in place on the transfer date or no written undertaking by the new employer to put such reasonable pension arrangement in place effective on the transfer date, subject to the approval of Parliament and a written undertaking by the new employer to pay the Employer costs, Public Service Superannuation Act (PSSA) coverage could be provided during a transitional period of up to a year.
Benefits in respect of service accrued to the point of transfer are to be fully protected.
Her Majesty in right of Canada will seek portability arrangements between the Public Service Superannuation Plan and the pension plan of the new employer where a portability arrangement does not yet exist. Furthermore, Her Majesty in right of Canada will seek authority to permit employees the option of counting their service with the new employer for vesting and benefit thresholds under the PSSA.

Annex “B”

Years of service in the public service	Transition Support Measure (TSM) (payment in weeks’ pay)
0	10
1	22
2	24
3	26
4	28
5	30
6	32
7	34
8	36
9	38
10	40
11	42
12	44
13	46
14	48
15	50
16	52
17	52
18	52
19	52
20	52
21	52
22	52
23	52
24	52
25	52
26	52
27	52
28	52
29	52
30	49
31	46
32	43
33	40
34	37
35	34
36	31
37	28
38	25
39	22
40	19
41	16
42	13
43	10
44	07
45	04

For indeterminate seasonal and part-time employees, the TSM will be pro-rated in the same manner as severance pay under the terms of this collective agreement.

Severance pay provisions of this collective agreement are in addition to the TSM.

Annex “C”: role of PSC in administering surplus and lay-off priority entitlements

The PSC will refer surplus employees and laid-off persons to positions, in all departments, organizations and agencies governed by the PSEA, for which they are potentially qualified for the essential qualifications, unless the individuals have advised the PSC and their home departments or organizations in writing that they are not available for appointment. The PSC will further ensure that entitlements are respected and that priority persons are fairly and properly assessed.
The PSC, acting in accordance with the Privacy Act, will provide the Treasury Board Secretariat with information related to the administration of priority entitlements which may reflect on departments’ or organizations’ and agencies’ level of compliance with this directive.
The PSC will provide surplus and laid-off individuals with information on their priority entitlements.
The PSC will, in accordance with the Privacy Act, provide information to bargaining agents on the numbers and status of their members who are in the Priority Administration System and, on a service-wide basis, through reports to the National Joint Council’s Workforce Adjustment Committee.
The PSC will ensure that a reinstatement priority is given to all employees who are appointed to a position at a lower level.
The PSC will, in accordance with the Privacy Act, provide information to the Employer, departments or organizations and/or bargaining agents on referrals of surplus employees and laid-off persons in order to ensure that the priority entitlements are respected.

Public Service Commission “Guide to the Priority Information Management System”

Memorandum of Agreement With Respect to a Joint Working Group to Study Departments’ Voluntary Departure Guidelines and Procedures for Workforce Adjustment Situations

This memorandum is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada in respect of employees in the Applied Science and Patent Examination, Architecture, Engineering and Land Survey, Audit, Commerce and Purchasing, Computer Systems, Health Services and Research bargaining units.

To address the issues raised at the common workforce adjustment table concerning the establishment of voluntary departure programs in departments prior to workforce adjustment situations involving five (5) or more employees working at the same group and level, the Employer and the Professional Institute of the Public Service of Canada agree to establish a joint working group to meet within ninety (90) days of the signing of the agreement(s), to assemble and evaluate existing departmental voluntary departure guidelines and procedures.

In consultation, the working group will report to the parties within twelve (12) months of the signing of the agreement regarding best practices for addressing voluntary departures prior to workforce adjustment situations.

Within sixty (60) days of the working group’s report, The Employer shall issue a communiqué to the head of human resources of each department or organization containing the best practices identified by the working group. A copy will be sent to the President of PIPSC.

All costs associated with the working group will be the responsibility of each party.

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Appendix “T”

Letter of Understanding Concerning the Health Services Group Re: Professional Care and Service Delivery

This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement that expired September 30, 2003, covering the above-specified group.

Accordingly, the parties agree to establish a joint committee comprising equal representation to meet within ninety (90) days of the signing of the collective agreement for the Health Services Bargaining Unit. The joint committee shall examine in particular the creation of a voluntary declaration of errors mechanism; the conditions under which the professional health care is exercised in the Federal government; and the service delivery and patient safety in the health field.

The joint committee shall produce recommendations, which will be made available to both parties concerned for examination at the next round of collective agreement negotiations. The joint committee shall submit its recommendation no later than two (2) months before the expiration date of the said collective agreement, unless the Employer and the Institute agree in writing to extend the deadline.

The Committee shall be co-chaired by the Employer and the Professional Institute of the Public Service of Canada. Time spent (including travel) by the members of the working group shall be considered time worked. All other costs will be the responsibility of each party.

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**Appendix “U”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit: Nurse Practitioner Allowance for Health Services Group

In an effort to recognize the advanced practice role of Nurse Practitioner and to resolve retention and recruitment problems, the Employer will provide an allowance to all employees who perform the clinical duties of Nurse Practitioner, currently classified at the NU-CHN-4 or NU-HOS-4, NU-CHN-5 or NU-HOS-5, NU-CHN-6 or NU-HOS-6, NU-CHN-7 or NU-HOS-7, NU-CHN-8 or NU-HOS-8 in the Health Services Group.

The parties agree that employees who perform the duties of positions identified above shall be eligible to receive an allowance in the following amounts and subject to the following conditions:

NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;
1. Effective October 1, 2018: NU-CHN-4 or NU-HOS-4.
2. Effective according to the dates determined by subparagraph 2(a)(ii) of Appendix “BB” Memorandum of Understanding on Collective Agreement Implementation: NU-CHN-5 or NU-HOS-5, NU-CHN-6 or NU-HOS-6, NU-CHN-7 or NU-HOS-7 and NU-CHN-8 or NU-HOS-8.

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

Nurse practitioner allowance
Classification	Annual amount	Daily amount
NU-CHN-4 or NU-HOS-4	$18 000	$69.00
NU-CHN-5 or NU-HOS-5	$15 000	$57.50
NU-CHN-6 or NU-HOS-6	$13 000	$49.83
NU-CHN-7 or NU-HOS-7, and NU-CHN-8 or NU-HOS-8	$11 000	$42.16

The allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.

A part-time employee shall be paid the daily amount shown above divided by seven decimal five (7.5) for each hour paid at his hourly rate of pay pursuant to clause 39.03.
As long as he meets the provisions of this appendix, an employee may not receive the allowance under Appendix “G”: expanded professional role allowance, and/or Appendix “H”: Nurse-in-Charge Allowance for Health Canada Nurses.
As long as he meets the provisions of all relevant appendices, an employee may receive:
1. This allowance and that of Appendix “E”: Recruitment Allowance.
  or
2. This allowance and that of Appendix “F”: Retention Allowance.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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Appendix “V”

Archived Provisions for the Elimination of Severance Pay for Voluntary Separations (Resignation and Retirement)

This appendix is to reflect the language agreed to by the Employer and the Professional Institute of the Public Service of Canada for the elimination of severance pay for voluntary separations (resignation and retirement) on June 12, 2012. These historical provisions are being reproduced to reflect the agreed language in cases of deferred payment.

Article 19

Severance pay

Effective June 12, 2012, paragraphs 19.01(b) and (c) are deleted from the collective agreement.

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

Lay-off
1. On the first (1st) lay off pay 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 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 (2nd) 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 19.01(a)(i) above.
Resignation
On resignation, subject to paragraph 19.01(c) and with ten (10) or more years of continuous employment, one half (1/2) week’s pay for each complete year of continuous employment up to a maximum of twenty-six (26) years with a maximum benefit of thirteen (13) weeks’ pay.
Retirement
On retirement, when an employee is entitled to an immediate annuity or to an immediate annual allowance under the Public Service Superannuation Act, a severance payment in respect of the employee’s complete period of continuous employment, comprised of one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks’ pay.
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.
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.
Termination for cause for reasons of incapacity or unsatisfactory performance
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 12(1)(e) of the Financial Administration Act, 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), with a maximum benefit 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 reasons of termination for cause of reasons of unsatisfactory performance pursuant to Section 12(1)(d) of the Financial Administration Act, one week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.

19.02 The period of continuous employment used in the calculation of 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 this article be pyramided.

For greater certainty, payments made pursuant to 19.05 to 19.08 or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of clause 19.02.

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

19.04 Appointment to a separate agency

An employee who resigns to accept an appointment with an organization as defined in Schedule V of the Financial Administration Act shall be paid all severance payments resulting from the application of 19.01(b) (prior to June 12, 2012) or 19.05 to 19.08 (commencing on June 12, 2012).

19.05 Severance termination

Subject to 19.02 above, indeterminate employees on June 12, 2012, shall be entitled to severance termination benefits 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.
Subject to 19.02 above, term employees on June 12, 2012, shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.

Terms of payment

19.06 Options

The amount to which an employee is entitled shall be paid, at the employee’s discretion, either:

as a single payment at the rate of pay of the employee’s substantive position as of June 12, 2012,
or
as a single payment at the time of the employee’s termination of employment from the core public administration, based on the rate of pay of the employee’s substantive position at the date of termination of employment from the core public administration,
or
as a combination of (a) and (b), pursuant to 19.07(c).

19.07 Selection of option

The Employer will advise the employee of his or her years of continuous employment no later than three (3) months following the official date of signing of the collective agreement.
The employee shall advise the Employer of the term of payment option selected within six (6) months from the official date of signing of the collective agreement.
The employee who opts for the option described in 19.06(c) must specify the number of complete weeks to be paid out pursuant to 19.06(a) and the remainder shall be paid out pursuant to 19.06(b).
An employee who does not make a selection under 19.07(b) will be deemed to have chosen Option 19.06(b).

19.08 Appointment from a different bargaining unit

This clause applies in a situation where an employee is appointed into a position in the SH bargaining unit from a position outside the SH bargaining unit where, at the date of appointment, provisions similar to those in 19.01(b) and (c) are still in force, unless the appointment is only on an acting basis.

Subject to 19.02 above, on the date an indeterminate employee becomes subject to this agreement after June 12, 2012, he or she shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his substantive position on the day preceding the appointment.
Subject to 19.02 above, on the date a term employee becomes subject to this agreement after June 12, 2012, he or she shall be entitled to severance termination benefits equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his substantive position on the day preceding the appointment.
An employee entitled to severance termination benefits under paragraph (a) or (b) shall have the same choice of options outlined in 19.06; however, the selection of which option must be made within three (3) months of being appointed to the bargaining unit.
An employee who does not make a selection under 19.08(c) will be deemed to have chosen Option 19.06(b).

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Appendix “W”

Memorandum of Understanding Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of the Health Services Bargaining Unit, Education Allowances, Social Workers Group

The Employer will provide an allowance to master’s level registered Social Workers (SW) for the performance of SW duties in the Health Services Group.

The parties agree that SW employees shall be eligible to receive an “education allowance” in the following amounts and subject to the following conditions:

Commencing on the first (1st) day of the month following the month during which this agreement is signed, SW employees shall be eligible to receive an allowance to be paid biweekly;

The employee shall be paid the daily amount shown below for each calendar day for which the employee is paid for in the calendar month in which the employee has received compensation for at least seventy-five (75) hours at the regular rates of pay;

Education allowance: master’s level registered social workers
Annual amount	Daily amount
$3,850	$14.76

The education allowance specified above does not form part of an employee’s salary.
The allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this agreement.

A part-time SW employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 39.03.
An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
The parties agree that disputes arising from the application of this memorandum of understanding may be subject to consultation.

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**Appendix “X”

Memorandum of Agreement Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of Public Service of Canada (Hereinafter Called the Institute) on Supporting Employee Wellness

This memorandum of agreement is to give effect to the agreement reached between the Employer and the Bargaining Agent (hereinafter referred to as “the parties”) regarding issues of employee wellness. This MOA replaces the prior Employee Wellness MOA previously signed.

The parties have engaged in meaningful negotiations and co-development of comprehensive EWSP language and program design to capture the key features and other recommendations agreed to by the technical committee and steering committee, which is reflected in the Plan Document agreed to by the parties on May 26, 2019.

The program and its principles focus on improving employee wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury. The previous MOA identified the following key features:

contained in collective agreements;
benefits for up to twenty-six (26) weeks (one hundred and thirty (130) working days) with income support replacement at one hundred per cent (100%);
the annual allotment shall be nine (9) days of paid sick leave for illness or injury that falls outside of the parameters of the EWSP;
one hundred per cent (100%) income replacement during the three (3) day (working) qualification period when the employee’s claim is approved;
qualifying chronic or episodic illnesses will be exempt of the waiting period;
the qualification period will be waived in cases of hospitalization or recurrence of a prior illness or injury approved under EWSP within thirty (30) days;
employees are entitled to carry over a maximum of three (3) days of unused sick leave credits remaining at the end of the fiscal year, for use in the following fiscal year;
the accumulation of current sick leave credits will cease once the EWSP is implemented. Employees with banked sick leave in excess of twenty-six (26) weeks, will be entitled to carry over those excess days to provide extended coverage at one hundred per cent (100%) income replacement prior to accessing LTD;
travel time for diagnosis and treatment;
internal case management and return-to-work services focused on supporting employees when ill or injured;
an employee on EWSP will be considered to be on leave with pay;
full costs of administering the EWSP to be borne by Employer;
and
increase the quantum of family related leave by one (1) day.

The Plan Document approved on May 26, 2019, takes precedence over the principles if there’s a difference in interpretation.

Process

The parties agree to continue the work of the TBS / Bargaining Agent Employee Wellness Support Program (EWSP) Steering Committee, which will focus on finalizing a service delivery model for program implementation, including its governance, for the improvement of employee wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury.

As required, the Steering Committee will direct a subcommittee to make recommendations on the overall implementation, service delivery and governance issues of the Program. As a first priority, the Steering Committee will develop a planning framework with timelines to guide work toward the timely implementation of the new EWSP. A governance model will be developed taking into account there will be only one (1) EWSP.

The Steering Committee will complete the necessary work on overall implementation, including service delivery and governance issues no later than March 21, 2020, a date which can be moved based on mutual agreement of the parties.

If accepted by the Steering Committee, the recommendation(s) concerning program implementation, including service delivery and governance, as well as the proposal for the EWSP itself, approval will be sought on these elements from the Treasury Board of Canada and by the bargaining units.

If approved by both parties, the parties mutually consent to re-open the collective agreement to vary the agreement only insofar as to include the EWSP wording, and include consequential changes. No further items are to be varied through this reopener – the sole purpose will be EWSP-related modifications. The EWSP Program would be included in the relevant collective agreements only as a reopener.

Should the parties not be able to reach agreement on EWSP, the existing sick leave provisions, as currently stipulated in collective agreements, will remain in force.

For greater certainty, this MoA forms part of the collective agreement.

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Appendix “Y”

Memorandum of Agreement Between the Treasury Board of Canada (Hereinafter called the Employer) and the Professional Institute of Public Service of Canada (Hereinafter called the Institute) in Respect of the Health Services Bargaining Unit: Joint Committee for Hours of Work

This memorandum applies to nurses of the Health Services (SH) bargaining unit working in the communities identified as isolated posts in Appendix “A” of the National Joint Council’s Isolated Posts and Government Housing Directive.

This initiative would be conducted in order to meet the needs of the public and/or the efficient operation of the Service.

The parties agree to schedule meetings composed of representatives of Indigenous Services Canada and the SH bargaining unit (including PIPSC ISC consultation team representative(s)) to consult as per sub-paragraphs 8.02(b)(i), (ii) and (iii) of the collective agreement.

The objective of these meetings will be to establish a memorandum of agreement identifying Nursing Stations from Ontario and Manitoba regions where the working conditions would be appropriate for the implementation of a pilot project.

This pilot project would implement hours of work that could extend beyond 6 pm.

The consultation will take place within thirty (30) days after the ratification of the agreement and meet as required.

If, after the memorandum takes effect, these conditions no longer meet the expectations of one of the parties, the signatories reserve the right to amend it, in whole or in part.

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**Appendix “Z”

Memorandum of Agreement Between the Treasury Board of Canada (Hereinafter Called the Employer) and the Professional Institute of the Public Service of Canada (Hereinafter Called the Institute) in Respect of a Joint Committee for Nursing Station Security

The Employer and the Institute recognize the importance of maintaining a healthy and safe working environment. The Employer is committed to working with the Institute to ensure that the health and safety of all Indigenous Services Canada – First Nations and Inuit Health Branch (ISC-FNIHB), nurses of the Health Services (SH) bargaining unit working in remote and isolated (as per the National Joint Council’s Isolated Posts and Government Housing Directive) nursing stations and ISC-FNIHB nurses working in hospitals are protected.

The parties to this collective agreement acknowledge the mutual benefits to be derived from consultation on security for FNIHB nurses. To this effect the parties agree that such consultation will be held at the departmental level through the existing Joint Consultation Committee on Nursing Station Security, previously established through the 2017 memorandum of agreement between the Employer and the Institute.

The parties agree to the following:

The Departmental Consultation Committee shall be composed of mutually agreeable numbers of members of the SH bargaining unit and Employer representatives who shall meet at mutually satisfactory times on a quarterly basis, or as required. The committee meetings shall normally be held on the Employer’s premises and/or teleconference during working hours.
The Employer recognizes the use of this committee for the purpose of identifying, assessing and recommending resolutions of the issues related to the security of nurses working in remote and isolated communities and FNIHB nurses working in hospitals.
The committee shall report on the progress and make recommendations to the Senior Assistant Deputy Minister, First Nations and Inuit Health Branch of Indigenous Services Canada.

With the agreement of both parties, the Terms of Reference of this Committee may be reviewed and modified as needed.

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**Appendix “AA”

Letter of Understanding Concerning a Study on Compensation Comparability and Other Terms and Conditions

This letter is to give effect to the understanding reached between the Employer and the Professional Institute of the Public Service of Canada in negotiations for the renewal of the Health Services collective agreement.

Accordingly, the parties agree, during the life of the agreement, to conduct compensation studies for the Psychologist and Nurse Practitioner Groups, and to examine other terms and conditions that may influence the recruitment and retention of these occupations. The parties may identify other occupations for similar studies by mutual agreement.

The parties further agree to meet within one hundred and fifty (150) days of the signing date of this agreement to establish a working group to determine the scope and the terms of reference of the study.

If the parties cannot agree to the scope, terms of reference or statement of work outlining methodological elements or other features of the study, either party retains the ability to unilaterally remove itself from participation in the working group and the study itself.

The parties agree that, except by mutual agreement, no part of the study or its results shall be disclosed during negotiations or within a third-party dispute resolution process.

Signed at Ottawa, this 30th day of the month of August, 2019.

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**Appendix “BB”

Memorandum of Understanding Between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada With Respect to Implementation of the Collective Agreement

Notwithstanding the provisions of clause 45.06 on the calculation of retroactive payments and clause 52.03 on the collective agreement implementation period, this memorandum is to give effect to the understanding reached between the Employer and the Professional Institute of the Public Service of Canada regarding a modified approach to the calculation and administration of retroactive payments for the current round of negotiations.

Calculation of retroactive payments
1. Retroactive calculations that determine amounts payable to employees for a retroactive period shall be made based on all transactions that have been entered into the pay system up to the date on which the historical salary records for the retroactive period are retrieved for the calculation of the retroactive payment.
2. Retroactive amounts will be calculated by applying the relevant percentage increases indicated in the collective agreement rather than based on pay tables in agreement annexes. The value of the retroactive payment will differ from that calculated using the traditional approach, as no rounding will be applied. The payment of retroactive amount will not affect pension entitlements or contributions relative to previous methods, except in respect of the rounding differences.
3. Elements of salary traditionally included in the calculation of retroactivity will continue to be included in the retroactive payment calculation and administration, and will maintain their pensionable status as applicable. The elements of salary included in the historical salary records and therefore included in the calculation of retroactivity include:
  - substantive salary
  - promotions
  - deployments
  - acting pay
  - extra duty pay / overtime
  - additional hours worked
  - maternity leave allowance
  - parental leave allowance
  - vacation leave and extra duty pay cash-out
  - severance pay
  - salary for the month of death
  - Transition Support Measure
  - eligible allowances and supplemental salary depending on collective agreement
4. The payment of retroactive amounts related to transactions that have not been entered in the pay system as of the date when the historical salary records are retrieved, such as acting pay, promotions, overtime and/or deployments, will not be considered in determining whether an agreement has been implemented.
5. Any outstanding pay transactions will be processed once they are entered into the pay system and any retroactive payment from the collective agreement will be issued to impacted employees.
Implementation
1. The effective dates for economic increases will be specified in the agreement. Other provisions of the collective agreement will be effective as follows:
  1. All components of the agreement unrelated to pay administration will come into force on signature of agreement.
  2. Changes to existing compensation elements such as premiums, allowances, insurance premiums and coverage and changes to overtime rates will become effective within one hundred and eighty (180) days after signature of agreement, on the date at which prospective elements of compensation increases will be implemented under subparagraph 2(b)(i).
  3. Payment of premiums, allowances, insurance premiums and coverage and overtime rates in the collective agreement will continue to be paid until changes come into force as stipulated in subparagraph 2(a)(ii).
2. Collective agreement will be implemented over the following time frames:
  1. The prospective elements of compensation increases (such as prospective salary rate changes and other compensation elements such as premiums, allowances, changes to overtime rates) will be implemented within one hundred and eighty (180) days after signature of agreement where there is no need for manual intervention.
  2. Retroactive amounts payable to employees will be implemented within one hundred and eighty (180) days after signature of the agreement where there is no need for manual intervention.
  3. Prospective compensation increases and retroactive amounts that require manual processing by compensation advisors will be implemented within five hundred and sixty (560) days after signature of agreement. Manual intervention is generally required for employees on an extended period of leave without pay (e.g., maternity/parental leave), salary protected employees and those with transactions such as leave with income averaging, pre-retirement transition leave and employees paid below minimum, above maximum or in between steps. Manual intervention may also be required for specific accounts with complex salary history.
Employee recourse
1. An employee who is in the bargaining unit for all or part of the period between the first day of the collective agreement (i.e., the day after the expiry of the previous collective agreement) and the signature date of the collective agreement will be entitled to a non-pensionable amount of four hundred dollars ($400) payable within one hundred and eighty (180) days of signature, in recognition of extended implementation time frames and the significant number of transactions that have not been entered in the pay system as of the date when the historical salary records are retrieved.
2. Employees in the bargaining unit for whom the collective agreement is not implemented within one hundred and eighty-one (181) days after signature will be entitled to a fifty-dollar ($50) non-pensionable amount; these employees will be entitled to an additional fifty-dollar ($50) non-pensionable amount for every subsequent complete period of ninety (90) days their collective agreement is not implemented, to a total maximum of nine (9) payments. These amounts will be included in their final retroactive payment. For greater certainty, the total maximum amount payable under this paragraph is four hundred and fifty dollars ($450).
3. If an employee is eligible for compensation in respect of section 3 under more than one collective agreement, the following applies: the employee shall receive only one non-pensionable amount of four hundred dollars ($400); for any period under 3(b), the employee may receive one fifty-dollar ($50) payment, to a maximum total payment of four hundred and fifty dollars ($450).
4. Should the Employer negotiate higher amounts for paragraphs 3(a) or 3(b) with any other bargaining agent representing core public administration employees, it will compensate PIPSC members for the difference in an administratively feasible manner.
5. Late implementation of the 2018 collective agreements will not create any entitlements pursuant to the agreement between the CPA bargaining agents and the Treasury Board of Canada with regard to damages caused by the Phoenix pay system.
6. Employees for whom collective agreement implementation requires manual intervention will be notified of the delay within one hundred and eighty (180) days after signature of the agreement.
7. Employees will be provided a detailed breakdown of the retroactive payments received and may request that the departmental compensation unit or the Public Service Pay Centre verify the calculation of their retroactive payments, where they believe these amounts are incorrect. The Employer will consult with the Institute regarding the format of the detailed breakdown.
8. In such a circumstance, for employees in organizations serviced by the Pay Centre, they must first complete a Phoenix feedback form indicating what period they believe is missing from their pay.

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**Appendix “CC”

Memorandum of Understanding Between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada with Respect to Gender-Inclusive Language

This memorandum is to give effect to the agreement reached between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada regarding the review of language in the AV, CS, NR, RE, SH and SP collective agreements.

Both parties are committed to and support gender neutrality and inclusivity. To that end, the parties commit to, during the life of the above-noted collective agreements, establishing a Joint Committee to review the collective agreements to identify opportunities to render the language more gender-inclusive. The parties agree that any changes in language will not result in changes in application, scope or value.

Both parties acknowledge that gender inclusivity is more difficult to achieve in the French language compared to the English language, but are committed nonetheless to further supporting and increasing gender neutrality and inclusivity in the collective agreement.

The Joint Committee agrees to begin their work in 2020 and will endeavour to finalize the review by December 2021. These timelines may be extended by mutual agreement.

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**Appendix “DD”

Memorandum of Understanding Between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada with Respect to Workplace Harassment

This memorandum is to give effect to the agreement reached between the Treasury Board and the Professional Institute of the Public Service of Canada (the Institute).

Both parties share the objective of creating healthy work environments that are free from harassment and violence. In the context of the passage of Bill C-65, An Act to amend the Canada Labour Code by the Government of Canada, as well as the Clerk of the Privy Council’s initiative to take action to eliminate workplace harassment, the Treasury Board is developing a new directive covering both harassment and violence situations.

During this process, the Treasury Board will consult with the members of National Joint Council (NJC) on the following:

mechanisms to guide and support employees through the harassment resolution process;
redress for the detrimental impacts on an employee resulting from an incident of harassment;
and
ensuring that employees can report harassment without fear of reprisal.

Should the Institute request, the Employer would, in addition to the NJC consultations, agree to bilateral discussions with the Institute. Following such discussions, a report will be provided to the NJC.

The implementation and application of this directive do not fall within the purview of this MOU or the collective agreement.

This memorandum expires upon issuance of the new directive or September 30, 2022, whichever comes first.

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**Appendix “EE”

Memorandum of Understanding Between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada with Respect of the Common Pay Administration

This memorandum is to give effect to an agreement reached between the Employer and the Professional Institute of the Public Service of Canada (the Institute) regarding consultation on the development of the next-generation Human Resources (HR) and pay system.

Both parties recognize the challenges of the Phoenix pay system. A Joint Union-Management Consultation Committee on next-generation HR and pay system has been established to advance the mutual goal of discussing and identifying opportunities and considerations for a potential next-generation HR and pay system that meets the legitimate needs of the Employer and the employees.

This memorandum will confirm the Employer’s commitment to continue consultation with the Institute on the next-generation HR and pay at the Joint Union-Management Committee with respect to the development of a next-generation HR and pay system.

This memorandum of understanding expires on September 30, 2022.

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**Appendix “FF”

Memorandum of Understanding Between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada in Respect to Leave for Union Business: Cost Recovery

This memorandum of understanding (MoU) is to give effect to an agreement reached between the Treasury Board of Canada (the Employer) and the Professional Institute of the Public Service of Canada (the Institute) to implement a system of cost recovery for leave for Union business.

The parties agree to this MoU as a direct result of current Phoenix pay system implementation concerns related to the administration of leave without pay for union business.

Leave granted to an employee under the clauses and paragraph 30.02, 30.10, 30.11, 30.13, and 30.14(a) of the collective agreement will be with pay for a total cumulative maximum period of three (3) months per fiscal year.

Its agreed that leave with pay granted under the above-noted clauses and paragraph for union business will be paid for by the Employer, pursuant to this MoU, effective upon its signature.

The Institute shall then reimburse the Employer for the total salary paid, including allowances if applicable, for each person-day, in addition to which shall also be paid to the Employer by the Institute an amount equal to six percent (6%) of the total salary paid for each person-day, which sum represents the Employer’s contribution for the benefits the employee acquired at work during the period of approved leave with pay pursuant to this MoU.

Leave with pay in excess of the total cumulative maximum period of three (3) months per fiscal year may be granted under the above-noted clauses and paragraph in reasonably limited circumstances. Where leave with pay is extended under such circumstances, the Institute shall reimburse the Employer for the total salary paid, including applicable allowances, for each person-day, in addition to an amount equal to thirteen decimal three percent (13.3%) of the total salary paid for each person-day.

Under no circumstances will leave with pay under the above-noted clauses and paragraph be granted for any single consecutive period exceeding three (3) months; or for cumulative periods exceeding six (6) months in a twelve (12) months period.

This MoU does not alter the approval threshold for the leave. Should an employee be denied extended leave with pay exceeding three (3) cumulative months or a single consecutive three (3) month period within a fiscal year and the employee’s union leave is otherwise approved pursuant to the relevant clauses and paragraph in Article 30, they shall take the leave as leave without pay.

On a bimonthly basis, and within 120 days of the end of the relevant period of leave, the hiring department/agency will invoice the Institute for the amount owed to them by virtue of this understanding. The amount of the gross salaries and the number of days of leave taken for each employee will be included in the statement.

The Institute agrees to reimburse the department/agency for the invoice within sixty (60) days of the date of the invoice.

This memorandum of understanding expires on September 30, 2022, or upon implementation of the next-generation HR and pay system, whichever comes first, unless otherwise agreed by the parties.

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**Appendix “GG”

Memorandum of Understanding Between the Treasury Board of Canada and the Professional Institute of the Public Service of Canada with Respect to Certain Terms and Conditions of Employment for Deemed Royal Canadian Mounted Police Civilian Members

General

This memorandum is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada (the Institute) on certain terms and conditions of employment applicable to employees that were Royal Canadian Mounted Police (RCMP) Civilian Members on the day immediately preceding the date on which they were deemed to be persons appointed under the Public Service Employment Act as per the date published in the Canada Gazette (date of deeming).

The parties agree that the terms and conditions of employment applicable to RCMP civilian members will remain in effect until the earlier of the date of deeming or until a date mutually agreed to by the parties. The provisions of the collective agreement and this memorandum of agreement will apply to civilian members thereafter. For greater clarity, paragraphs 3(a) to (c), of the “Memorandum of Understanding between the Treasury Board of Canada and the Bargaining Agents with Respect to Implementation of the Collective Agreement” as agreed to by the Institute and Treasury Board do not apply to civilian members.

Upon written request of the Institute, the Employer agrees to incorporate into this agreement any civilian member transition measures, negotiated with any other bargaining agents between now and the date of deeming, that are more generous than those contained in this agreement.

Any amendments to this agreement shall require the written agreement of the Institute and the Employer.

Notwithstanding the applicability of the general provisions of this collective agreement, the following specific provisions also shall apply to deemed civilian members (thereafter former civilian members).

Eligibility

The transition measures contained in this agreement will continue for as long as the former civilian member remains within a bargaining unit represented by the Institute, either:

within the RCMP;
for those civilian members that will become Shared Services Canada (SSC) employees at the time of deeming, for as long as they remain within SSC or the RCMP.

Existing leave credits

The Employer agrees to accept any unused, earned leave banks of a former civilian member to which he or she was entitled to on the day immediately prior to the date of deeming (including vacation leave credits, lieu time, operational response, and isolated post credits).

For greater clarity, existing leave banks will not be pro-rated to reflect the change from a forty (40) hour workweek to a thirty-seven decimal five (37.5) hour workweek.

Vacation leave

Accumulation of vacation leave credits

The Employer agrees to maintain the vacation leave credit accrual entitlement that is in effect on the day immediately prior to the date of deeming. The former civilian member will maintain his or her vacation leave entitlement until the next anniversary of service threshold, provided that the vacation leave credit accrual schedule contained in this collective agreement is equal to or greater than their corresponding leave entitlement.

For greater clarity, the vacation accrual rate post deeming will be pro-rated to reflect the change from a forty (40) hour workweek to a thirty-seven decimal five (37.5) hour workweek in accordance with the following table:

Conversion table
Vacation leave accrual rate prior to deeming [i.e., forty (40) hour workweek (CM)] (hourly credits per month)	Vacation leave accrual rate post deeming [i.e., thirty-seven decimal five (37.5) hour workweek (PSE)] (hourly credits per month)
10	9.375
13.33	12.5
16.66	15.625
20	18.75

Vacation leave adjustment

Former civilian members will be granted forty (40) hours of vacation leave credits and these credits will not be subject to the carry-over provisions of the applicable collective agreement.

Former civilian members are subject to all other provisions outlined in the vacation leave article of the relevant collective agreement.

Sick leave

Granting of sick leave credits

In recognition of the civilian members’ transition from an unrestricted sick leave regime to a sick leave bank regime, upon the date of deeming, former civilian members shall be granted a bank of sick leave credits that is the greater of six decimal two five (6.25) hours for each completed calendar month of service or four hundred and eighty-seven decimal five (487.5) hours of sick leave credits.

Pay increment

The anniversary date for the purpose of pay increment will be the date on which the former civilian member received her or his last pay increment.

Relocation on retirement benefit

Upon the date of deeming, former civilian members who were relocated at the Crown’s expense will be eligible for a retirement relocation. Claims for reimbursement of relocation expenses shall be paid in accordance with the Treasury Board Secretariat of Canada (TBS) approved RCMP Relocation Policy that is in effect at the time the former civilian member retires from the core public administration. The Employer also agrees to consult with the Institute about any contemplated changes to this policy.

Funeral and burial entitlements

Former civilian members shall remain eligible for funeral and burial entitlements in accordance with the RCMP’s Death Benefits, Funeral and Burial Entitlements Policy that is in effect at the time the benefits are applied for. The Employer also agrees to consult with the Institute about any contemplated changes to this policy.

Upon their retirement, these entitlements will continue until their death.

Years of service in the public service	Transition Support Measure (TSM) (payment in weeks’ pay)
0	10
1	22
2	24
3	26
4	28
5	30
6	32
7	34
8	36
9	38
10	40
11	42
12	44
13	46
14	48
15	50
16	52
17	52
18	52
19	52
20	52
21	52
22	52
23	52
24	52
25	52
26	52
27	52
28	52
29	52
30	49
31	46
32	43
33	40
34	37
35	34
36	31
37	28
38	25
39	22
40	19
41	16
42	13
43	10
44	07
45	04

Years of service in the public service	Transition Support Measure (TSM) (payment in weeks’ pay)
0	10
1	22
2	24
3	26
4	28
5	30
6	32
7	34
8	36
9	38
10	40
11	42
12	44
13	46
14	48
15	50
16	52
17	52
18	52
19	52
20	52
21	52
22	52
23	52
24	52
25	52
26	52
27	52
28	52
29	52
30	49
31	46
32	43
33	40
34	37
35	34
36	31
37	28
38	25
39	22
40	19
41	16
42	13
43	10
44	07
45	04

Health Services (SH)

Note to readers

Table of contents

Erratum

Note

Article 1: purpose of agreement

Article 2: interpretation and definitions

Article 3: official texts

Article 4: application

Article 5: management rights

Article 6: rights of employees

Article 7: publications and authorship

Preamble

**Article 8: hours of work and shift work

Clauses 8.02 to 8.07 do not apply to NU employees on shift work

Clauses 8.08 to 8.25 apply only to NU employees on shift work

Article 9: overtime

**Article 10: call-back

Clause 10.07 applies to the DE and MD Groups only

Article 11: standby

Article 12: designated paid holidays

Paragraph 12.05(a) does not apply to the NU Group

Paragraphs 12.05(b) and 12.05(c) apply only to the NU Group

Article 13: travelling time

Article 14: leave, general

Article 15: vacation leave

Paragraph 15.02(a) applies only to the MD Group

Paragraphs 15.02(b) and (c) do not apply to the MD Group

Article 16: sick leave

**Article 17: other leave with or without pay

Parental allowance administration

Option 1: standard parental allowance

Option 2: extended parental allowance

Article 18: career development

Subparagraph (f)(ii) applies only to Indigenous Services Canada’s NU-CHN’s in the First Nations and Inuit Health (FNIH).

Article 19: severance pay

Article 20: statement of duties

Article 21: registration fees

Article 22: responsibility for pharmaceutical services

Article 23: technological change

Article 24: safety and health

Article 25: recognition

Article 26: check-off

Article 27: use of Employer facilities

Article 28: information

Article 29: stewards

Article 30: leave for labour relations matters

Employee presenting grievance

Article 31: illegal strikes

Article 32: interpretation of agreement

Article 33: dispute resolution

Article 34: grievance procedure

Article 35: National Joint Council agreements

NJC directives

Occupational health and safety

Article 36: joint consultation

Joint Consultation Committee meetings

**Article 37: standards of discipline

Article 38: labour disputes

Article 39: part-time employees

Article 40: employee performance review and employee files

Article 41: employment references

Article 42: sexual harassment

Article 43: no discrimination

**Article 44: Correctional Service Specific Duty Allowance

Article 45: pay

Article 46: variation in hours of work

Leave when employment terminates

Article 47: shift and weekend premiums

Article 48: shift principle

Article 49: contracting out

Article 50: dangerous goods

Article 51: agreement re-opener

**Article 52: duration

**Appendix “A”

DE: Dentistry Group annual rates of pay (in dollars)

Table Legend

Table 1 Notes

Table 2 Notes

Table 3 Notes

DE: Dentistry Group
annual rates of pay (in dollars)

MD: Medicine Group
annual rates of pay (in dollars)

ND: Nutrition and Dietetics Group
annual rates of pay (in dollars)

OP: Occupational and Physical Therapy Group
annual rates of pay (in dollars)

PH: Pharmacy Group
annual rates of pay (in dollars)

PS: Psychology Group
annual rates of pay (in dollars)

Years of service in the public service	Transition Support Measure (TSM) (payment in weeks’ pay)
0	10
1	22
2	24
3	26
4	28
5	30
6	32
7	34
8	36
9	38
10	40
11	42
12	44
13	46
14	48
15	50
16	52
17	52
18	52
19	52
20	52
21	52
22	52
23	52
24	52
25	52
26	52
27	52
28	52
29	52
30	49
31	46
32	43
33	40
34	37
35	34
36	31
37	28
38	25
39	22
40	19
41	16
42	13
43	10
44	07
45	04