Operational Services (SV)

Agreement between the Treasury Board and Public Service Alliance of Canada

Group: Operational Services
(all employees)

Codes: 602/603/604/605/606/607/612/652/653/654/655/656/657/659/662
Expiry date:

This Agreement covers the following classifications:

Code Group
602Firefighters (FR)
603General Labour and Trades (GL)
604General Services (GS)
605Heating, Power and Stationary Plant Operations (HP)
606Hospital Services (HS)
607Lightkeepers (LI)
612Ships' Crews (SC)
652Firefighters (FR)
653General Labour and Trades (GL)
654General Services (GS)
655Heating, Power and Stationary Plant Operations (HP)
656Hospital Services (HS)
657Lightkeepers (LI)
659Printing Operations (PR(S))
662Ships' Crews (SC)

Note to readers

**Asterisks denote changes from the previous Collective Agreement.

Table of contents

Part I: general provisions

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Article 1: purpose and scope of agreement

1.01 The purpose of this agreement is to maintain harmonious and mutually beneficial relationships between the Employer, the Alliance and the employees and to set forth herein certain terms and conditions of employment upon which agreement has been reached through collective bargaining.

1.02 The parties to this agreement share a desire to improve the quality of the public service of Canada and to promote the well-being and increased efficiency of its employees to the end that the people of Canada will be well and efficiently 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

Exceptions

Refer to the appropriate appendix for group specific alternate or additional interpretations or definitions.

2.01 For the purpose of this agreement:

a. “Alliance” (Alliance)
means the Public Service Alliance of Canada;
b. “allowance” (indemnité)
means compensation payable for the performance of special or additional duties;
c. “alternate provision” (disposition de dérogation)
means a provision of this agreement that has application to certain specific employees;
d. “bargaining unit” (unité de négociation)
means the employees of the Employer in the group described in Article 9;
e. “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 (1) year;

Definition (f) does not apply to the LI Group

f. “compensatory leave” (congé compensateur)
means leave with pay in lieu of cash payment for overtime, for time worked on a designated paid holiday, travelling time compensated at overtime rate, call-back pay, reporting pay, and standby pay. The duration of such leave will be equal to the time compensated or the minimum time entitlement, multiplied by the applicable overtime rate. The rate of pay to which an employee is entitled during such leave shall be based on the employee’s hourly rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment on the day immediately prior to the day on which leave is taken;
g. “continuous employment” (emploi continu)
has the same meaning as specified in the existing Directive on Terms and Conditions of Employment s of the Employer;
h. “day of rest” (jour de repos)
in relation to a full-time employee means a day other than a holiday on which that employee is not ordinarily required to perform the duties of his or her position other than by reason of the employee being on leave or absent from duty without permission;
i. “double time” (tarif double)
means two (2) times the employee’s hourly rate of pay;
j. “employee” (employé-e)
means a person so defined in the Public Service Labour Relations Act and who is a member of the bargaining unit specified in Article 9;
k. “Employer” (Employeur)
means Her Majesty in right of Canada as represented by the Treasury Board, and includes any person authorised to exercise the authority of the Treasury Board;
l. “excluded provision” (disposition exclue)
means a provision of this agreement which has no application to certain specific employees and for which there are no alternate provisions;

**

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

Definition (n) does not apply to LI Group

n. “holiday” (jour férié)

means,

  1. the twenty-four (24)-hour period commencing at 00:01 hours of a day designated as a paid holiday in this agreement;
  2. however, for the purpose of administration of a shift that does not commence and end on the same day, such shift shall be deemed to have been entirely worked:
    1. on the day it commenced where half (1/2) or more of the hours worked fall on that day,
      or
    2. on the day it terminates where more than half (1/2) of the hours worked fall on that day;
o. “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;
p. “leave” (congé)
means authorised absence from duty by an employee during his or her regular or normal hours of work;
q. “membership dues” (cotisations syndicales)
means the dues established pursuant to the constitution of the Alliance as the dues payable by its members as a consequence of their membership in the Alliance, and shall not include any initiation fee, insurance premium, or special levy;
r. “overtime” (heures supplémentaires)

means:

  1. in the case of a full-time employee, authorised work in excess of the employee’s scheduled hours of work;
    or
  2. in the case of a part-time employee, authorised work in excess of the normal daily or weekly hours of work of a full-time employee specified by the relevant Group Specific Appendix but does not include time worked on a holiday;
s. “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 Directive;
t. “straight-time rate” (tarif normal)
means the employee’s hourly rate of pay;
u. “time and one-half” (tarif et demi)
means one and one-half (1 1/2) times the employee’s hourly rate of pay;
v. “time and three-quarters” (tarif et trois quarts)
means one and three-quarters (1 3/4) times the employee’s hourly rate of pay.

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

  1. if defined in the Public Service Labour Relations Act, have the same meaning as given to them in the Public Service Labour Relations Act,
    and
  2. if defined in the Interpretation Act, but not defined in the Public Service Labour Relations Act, have the same meaning as given to them in the Interpretation Act.
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Article 3: application

3.01 The provisions of this agreement apply to the Alliance, the employees and the Employer.

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

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Article 4: state security

4.01 Nothing in this agreement shall be construed to require the Employer to do or refrain from doing anything contrary to any instruction, direction or regulations given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.

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Article 5: precedence of legislation and the collective agreement

5.01 In the event that any law passed by Parliament, applying to public service employees covered by this agreement, renders null and void any provision of this agreement, the remaining provisions of the agreement shall remain in effect for the term of the agreement.

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Article 6: managerial responsibilities

6.01 Except to the extent provided herein, this agreement in no way restricts the authority of those charged with managerial responsibilities in the public service.

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Article 7: National Joint Council agreements

7.01 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, will form part of this agreement, subject to the Public Service Labour Relations Act (PSLRA) 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 PSLRA.

7.02 The NJC items which may be included in a collective agreement are those which the parties to the NJC agreements have designated as such or upon which the Chairperson of the Public Service Labour Relations Board has made a ruling pursuant to clause (c) of the NJC Memorandum of Understanding which became effective December 6, 1978.

7.03

  1. The following directives, 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 agreement:
    • 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
    • Public Service Health Care Plan Directive
    • NJC Integrated Relocation Directive
    • Travel Directive
    • Uniforms Directive
    • Occupational Safety and Health
      • Occupational Safety and Health Directive
      • Committees and Representatives Directive
      • Motor Vehicle Operations Directive
      • Pesticides Directive
      • Refusal to Work Directive
  2. During the term of this agreement, other directives may be added to the above noted list.

7.04 Grievances in regard to the above directives shall be filed in accordance with clause 18.01 of the article on grievance procedure in this agreement.

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Article 8: dental care plan

8.01 The dental care plan as contained in the master agreement between the Treasury Board and the Public Service Alliance of Canada, with an expiry date of June 30, 1988, and as subsequently amended from time to time, shall be deemed to form part of this agreement.

Part II: Union security and labour relations matters

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Article 9: recognition

9.01 The Employer recognizes the Alliance as the exclusive bargaining agent for all employees of the Employer described in the certificate issued by the former Public Service Staff Relations Board on June 16, 1999, covering employees of the Operational Services Group.

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Article 10: information

10.01 The Employer agrees to supply the Alliance each quarter with the name, geographic location and classification of each new employee.

10.02 The Employer agrees to supply each employee with a copy of this agreement and will endeavour to do so within one (1) month after receipt from the printer.

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Article 11: check-off

11.01 Subject to the provisions of this article, the Employer will, as a condition of employment, deduct an amount equal to the monthly membership dues from the monthly pay of all employees. Where an employee does not have sufficient earnings in respect of any month to permit deductions made under this article, the Employer shall not be obligated to make such deduction from subsequent salary.

11.02 The Alliance shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee.

11.03 For the purpose of applying clause 11.01, deductions from pay for each employee in respect of each calendar month will start with the first (1st) full calendar month of employment to the extent that earnings are available.

11.04 An employee who satisfies the Alliance as to the bona fides of his or her claim and declares in an affidavit that he or she is a member of a religious organization whose doctrine prevents him or her as a matter of conscience from making financial contributions to an employee organization and that he or she will make contributions to a charitable organization registered pursuant to the Income Tax Act, 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. The Alliance will inform the Employer accordingly.

11.05 No employee organization, as defined in section 2 of the Public Service Labour Relations Act, other than the Alliance, shall be permitted to have membership dues and/or other monies deducted by the Employer from the pay of employees.

11.06 The amounts deducted in accordance with clause 11.01 shall be remitted to the Comptroller of the Alliance 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.

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

11.08 The Alliance 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 limited to the amount actually involved in the error.

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Article 12: use of employer facilities

12.01 Reasonable space on bulletin boards in convenient locations will be made available to the Alliance for the posting of official Alliance notices. The Alliance shall endeavour to avoid requests for posting of notices which the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer, except notices related to the business affairs of the Alliance, including the names of Alliance representatives, and social and recreational events. Such approval shall not be unreasonably withheld.

12.02 The Employer will also continue its present practice of making available to the Alliance specific locations on its premises, and where it is practical to do so on vessels, for the placement of reasonable quantities of literature of the Alliance.

12.03 A duly accredited representative of the Alliance may be permitted access to the Employer’s premises, which includes vessels, to assist in the resolution of a complaint or grievance and to attend meetings called by management. Permission to enter the premises shall, in each case, be obtained from the Employer. In the case of access to vessels, the Alliance representative upon boarding any vessel must report to the Master, state his or her business and request permission to conduct such business. It is agreed that these visits will not interfere with the sailing and normal operation of the vessels.

12.04 The Alliance shall provide the Employer a list of such Alliance representatives and shall advise promptly of any change made to the list.

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Article 13: employee representatives

13.01 The Employer acknowledges the right of the Alliance to appoint or otherwise select employees as representatives.

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

13.03 The Alliance shall notify the Employer in writing of the name and jurisdiction of its representatives identified pursuant to clause 13.02.

13.04

  1. A representative shall obtain the permission of his or her immediate supervisor before leaving his or her work to investigate employee complaints of an urgent nature, to meet with local management for the purpose of dealing with grievances and to attend meetings called by management. Such permission shall not be unreasonably withheld. Where practicable, the representative shall report back to his or her supervisor before resuming his or her normal duties.
  2. Where practicable, when management requests the presence of an Alliance representative at a meeting, such request will be communicated to the employee’s supervisor.
  3. An employee shall not suffer any loss of pay when permitted to leave his or her work under paragraph (a).

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

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**Article 14: leave with or without pay for Alliance business

Complaints made to the Public Service Labour Relations Board Pursuant to section 190(1) of the Public Service Labour Relations Act

14.01 When operational requirements permit, in cases of complaints made to the Public Service Labour Relations Board pursuant to section 190(1) of the PSLRA 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 PSLRA, the Employer will grant leave with pay:

  1. to an employee who makes a complaint on his or her own behalf, before the Public Service Labour Relations Board,
    and
  2. to an employee who acts on behalf of an employee making a complaint, or who acts on behalf of the Alliance making a complaint.

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

**

14.02 The Employer will grant leave without pay:

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

14.03 The Employer will grant leave with pay:

  1. to an employee called as a witness by the Public Service Labour Relations Board,
    and
  2. when operational requirements permit, to an employee called as a witness by an employee or the Alliance.

Arbitration Board hearings, Public Interest Commission hearings and Alternate Dispute Resolution Process

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

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

Adjudication

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

  1. a party to the adjudication,
  2. the representative of an employee who is a party to an adjudication,
    and
  3. a witness called by an employee who is a party to an adjudication.

Meetings during the grievance process

14.07 Where an employee representative wishes to discuss a grievance with an employee who has asked or is obliged to be represented by the Alliance in relation to the presentation of his or her grievance, the Employer will, where operational requirements permit, give them reasonable leave with pay for this purpose when the discussion takes place in their headquarters area and reasonable leave without pay when it takes place outside their headquarters area.

14.08 Subject to operational requirements:

  1. when the Employer originates a meeting with a grievor in his headquarters area, he or she will be granted leave with pay and “on duty” status when the meeting is held outside the grievor’s headquarters area,
    and
  2. when a grievor seeks to meet with the Employer, he or she will be granted leave with pay when the meeting is held in his or her headquarters area and leave without pay when the meeting is held outside his or her headquarters area,
    and
  3. when an employee representative attends a meeting referred to in this clause, he or she will be granted leave with pay when the meeting is held in his or her headquarters area and leave without pay when the meeting is held outside his or her headquarters area.

Contract negotiation meetings

**

14.09 The Employer will grant leave without pay to an employee for the purpose of attending contract negotiation meetings on behalf of the Alliance.

Preparatory contract negotiation meetings

14.10 When operational requirements permit, the Employer will grant leave without pay to a reasonable number of employees to attend preparatory contract negotiation meetings.

Meetings between the Alliance and management not otherwise specified in this article

14.11 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees who are meeting with management on behalf of the Alliance.

14.12 Subject to operational requirements, the Employer shall grant leave without pay to a reasonable number of employees to attend meetings of the Board of Directors of the Alliance, meetings of the National Executive of the Components, Executive Board meetings of the Alliance, and conventions of the Alliance, the Components, the Canadian Labour Congress and the Territorial and Provincial Federations of Labour.

Representatives’ training courses

14.13 When operational requirements permit, the Employer will grant leave without pay to employees who exercise the authority of a representative on behalf of the Alliance to undertake training related to the duties of a representative.

Leave without pay for election to an Alliance office

14.14 The Employer will grant leave without pay to an employee who is elected as a full-time official of the Alliance within one month after notice is given to the Employer of such election. The duration of such leave shall be for the period the employee holds such office.

**

14.15 Effective , leave granted to an employee under Article 14.02, 14.09, 14.10, 14.12 and 14.13 will be with pay; the PSAC will reimburse the Employer for the salary and benefit costs of the employee during the period of approved leave with pay according to the terms established by joint agreement.

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Article 15: labour disputes

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

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Article 16: illegal strikes

16.01 The Public Service 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 pursuant to paragraph 12(1)(c) of the Financial Administration Act, for participation in an illegal strike as defined in the Public Service Labour Relations Act.

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**Article 17: discipline

17.01 When an employee is suspended from duty or terminated in accordance with paragraph 12(1)(c) of the Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination.

**

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

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

17.04 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter.

17.05 Any document or written statement related to 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.

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Article 18: grievance procedure

18.01 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.

Individual grievances

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

  1. by the interpretation or application, in respect of the employee, of:
    1. a provision of a statute or regulation, or of a direction or other instrument made or issued by the Employer that deals with terms and conditions of employment;
      or
    2. a provision of the collective agreement or an arbitral award;
      or
  2. as a result of any occurrence or matter affecting his or her terms and conditions of employment.

Group grievances

18.03 Subject to and as provided in section 215 of the Public Service Labour Relations Act, the Alliance 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.

  1. In order to present a group grievance, the Alliance must first obtain the written consent of each of the employees concerned.
  2. A group grievance shall not be deemed to be invalid by reason only of the fact that the consent is not in accordance with form 19.
  3. A group grievance must relate to employees in a single portion of the federal public administration.

Policy grievances

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

  1. A policy grievance may be presented by the Alliance only at the final level of the grievance procedure, to an authorized representative of the Employer. The Employer shall inform the Alliance of the name, title and address of this representative.
  2. The grievance procedure for a policy grievance by the Employer shall also be composed of a single level, with the grievance presented to an authorized representative of the Alliance. The Alliance shall inform the Employer of the name, title and address of this representative.

Grievance procedure

18.05 For the purposes of this article, a grievor is an employee or, in the case of a group or policy grievance, the Alliance.

18.06 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.

18.07 The parties recognize the value of informal discussion between employees and their supervisors and between the Alliance 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 Alliance, within the time limits prescribed in clause 18.15, 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.

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

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

18.09 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.

18.10 Subject to and as provided for in the Public Service 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 18.08, except that:

  1. 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
  2. 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 Alliance.

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

  1. Level 1, first level of management;
  2. Levels 2 and 3 in departments or agencies where such a levels are established, intermediate level(s);
  3. final level, Chief Executive or Deputy Head or an authorized representative.

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

No employer representative may hear the same grievance at more than one level in the grievance procedure.

18.12 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the 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.

18.13 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 Alliance.

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

18.15 A grievor may present a grievance to the first level of the procedure in the manner prescribed in clause 18.08, 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 18.04 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.

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

  1. 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
  2. where the Employer has not conveyed a decision to the grievor within the time prescribed in clause 18.17, within fifteen (15) days after presentation by the grievor of the grievance at the previous level.

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

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

18.19 The decision given by the Employer at the final level in the grievance procedure shall be final and binding upon the employee unless the grievance is a class of grievance that may be referred to adjudication.

18.20 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.

18.21 Where the provisions of clause 18.08 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 level 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 level shall be calculated from the date on which the Employer’s reply was delivered to the address shown on the grievance form.

18.22 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the grievor and, where appropriate the Alliance representative.

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

18.24 Where the Employer demotes or terminates an employee for cause 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 shall be presented at the final level only.

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

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

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

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

and the grievance has not been dealt with to the grievor’s satisfaction, it may be referred to adjudication in accordance with the provisions of the Public Service Labour Relations Act and Regulations.

18.28 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 Alliance signifies:

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

Expedited adjudication

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

  1. At the request of either party, a grievance that has been referred to adjudication may be dealt with through expedited adjudication with the consent of both parties.
  2. When the parties agree that a particular grievance will proceed through Expedited Adjudication, the Alliance will submit to the PSLRB the consent form signed by the grievor or the bargaining agent.
  3. The parties may proceed with or without an agreed statement of facts. When the parties arrive at an agreed statement of facts it will be submitted to the PSLRB or to the Adjudicator at the hearing.
  4. No witnesses will testify.
  5. The Adjudicator will be appointed by the PSLRB from among its members who have had at least three (3) years’ experience as a member of the Board.
  6. Each expedited adjudication session will take place in Ottawa, unless the parties and the PSLRB agree otherwise. The cases will be scheduled jointly by the parties and the PSLRB, and will appear on the PSLRB schedule.
  7. 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.
  8. The Adjudicator’s determination will be final and binding on all the parties, but will not constitute a precedent. The parties agree not to refer the determination to the Federal Court.
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**Article 19: no discrimination

**

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

19.02

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

19.03 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.

19.04 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 and Privacy Act.

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Article 20: sexual harassment

20.01 The Alliance 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.

20.02

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

20.03 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.

20.04 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 and Privacy Act.

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Article 21: joint consultation

21.01 The parties acknowledge the mutual benefits to be derived from joint consultation and are prepared to enter into discussion aimed at the development and introduction of appropriate machinery for the purpose of providing joint consultation on matters of common interest.

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

21.03 Upon request of either party, the parties to this agreement shall consult meaningfully at the appropriate level about contemplated changes in conditions of employment or working conditions not governed by this agreement.

21.04 Without prejudice to the position the Employer or the Alliance may wish to take in future about the desirability of having the subjects dealt with by the provisions of collective agreements, the subjects that may be determined as appropriate for joint consultation will be by agreement of the parties.

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Article 22: health and safety

22.01 The Employer shall make reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Alliance, 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.

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Article 23: job security

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

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Article 24: technological change

24.01 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, Appendix I on workforce adjustment will apply. In all other cases the following clauses will apply.

24.02 In this article “technological change” means:

  1. the introduction by the Employer of equipment or material of a different nature than that previously utilized;
    and
  2. a change in the Employer’s operation directly related to the introduction of that equipment or material.

24.03 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.

24.04 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 Alliance of the introduction or implementation of technological change when it will result in significant changes in the employment status or working conditions of the employees.

24.05 The written notice provided for in clause 24.04 will provide the following information:

  1. the nature and degree of the technological change;
  2. the date or dates on which the Employer proposes to effect the technological change;
  3. the location or locations involved;
  4. the approximate number and type of employees likely to be affected by the technological change;
  5. the effect that the technological change is likely to have on the terms and conditions of employment of the employees affected.

24.06 As soon as reasonably practicable after notice is given under clause 24.04, the Employer shall consult meaningfully with the Alliance concerning the rationale for the change and the topics referred to in paragraph 24.05 on each group of employees, including training.

24.07 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 the employee’s substantive position, the Employer will make every reasonable effort to provide the necessary training during the employee’s working hours without loss of pay and at no cost to the employee.

Part III: working conditions

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Article 25: hours of work

Exclusions

This article does not apply to the FR, LI and SC Groups.

25.01 For the purposes of this article:

Definitions

  1. “day” means a twenty-four (24) hour period commencing at 00:00 hours;
  2. “week” means a period of seven (7) consecutive days beginning at 00:00 hours Monday morning and ending at 24:00 hours the following Sunday night;

Shift work

  1. a “shift schedule” means the arrangement of shifts over a given period of time and includes days of rest and designated paid holidays;
  2. a “shift” means the rotation through two (2) or more periods of eight (8) hours or longer where the Employer requires coverage of sixteen (16) hours or more each day; or, where the Employer requires the employee to work on a non-rotating and indefinite basis on evening or night duty of which half (1/2) or more of the hours are scheduled between 18:00 hours and 06:00 hours.

Notwithstanding 25.01(d):

  1. Effective , employees occupying positions in the GS-FOS sub-group, whose hours of work do not meet the definition of shift work in accordance with Article 25.01(d) and whose hours of work begin before 06:00 or end after 18:00, will be paid a premium of two dollars ($2.00) per hour for each hour worked between 16:00 and 08:00.

25.02

  1. For employees who work five (5) consecutive days per week on a regular and non-rotating basis, the Employer shall schedule the hours of work so that these employees work the standard work week as specified in the Group Specific Appendix.
  2. When hours of work are scheduled for employees on a rotating or irregular basis, the Employer shall schedule the hours of work so that employees work an average of hours as specified in the Group Specific Appendix.
  3. The implementation of hours of work other than those specified in paragraphs 25.02(a) or (b) are subject to the provisions of Article 28: variable hours of work.

25.03 The Employer will make every reasonable effort:

  1. not to schedule the commencement of a shift within eight (8) hours of the completion of the employee’s previous shift,
    and
  2. to avoid excessive fluctuation in hours of work.

25.04 The Employer will review with the local Alliance representative(s) any change in hours of work which the Employer proposes to institute, when such change will affect the majority of the employees governed by the schedule. In all cases following such reviews, the Employer will, where practical, accommodate such employee representations as may have been conveyed by the Alliance representative(s) during the meeting.

By mutual agreement, in writing, the Employer and the local Alliance representative(s) may waive the application of change of shift with no notice provisions.

25.05 Scheduled of hours of work shall be posted at least fifteen (15) calendar days in advance of the starting date of the new schedule, and the Employer shall, where practical, arrange schedules which will remain in effect for a period of not less than twenty-eight (28) calendar days. The Employer shall also endeavour, as a matter of policy, to give an employee at least two (2) consecutive days of rest at a time. Such two (2) consecutive days of rest may be separated by a designated paid holiday, and the consecutive days of rest may be in separate calendar weeks.

Days of rest

25.06 When an employee’s scheduled shift does not commence and end on the same day, such shift shall be deemed to have been entirely worked:

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

Accordingly, the first (1st) day of rest will be deemed to start immediately after midnight of the calendar day on which the employee worked or is deemed to have worked his or her 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.

25.07 An employee’s scheduled hours of work shall not be construed as guaranteeing the employee minimum or maximum hours of work.

25.08 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.

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Article 26: shift principle

26.01

  1. When a full-time indeterminate employee is required to attend one of the following proceedings outside a period which extends before or beyond three (3) hours his or her scheduled hours of work on a day during which he or she would be eligible for a Shift Premium, the employee may request that his or her hours of work on that day be scheduled between 7 am and 6 pm; such request will be granted provided there is no increase in cost to the Employer. In no case will the employee be expected to report for work or lose regular pay without receiving at least twelve (12) hours of rest between the time his or her attendance was no longer required at the proceeding and the beginning of his or her next scheduled work period.
    1. Public Service Staff Relations Board proceedings
      Clauses 14.01, 14.02, 14.04, 14.05 and 14.06.
    2. Contract negotiation and preparatory contract negotiation meetings
      Clauses 14.09 and 14.10.
    3. Personnel selection process
      Article 52.
    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.
  2. Notwithstanding paragraph (a), proceedings described in subparagraph (v) are not subject to the condition that there be no increase in cost to the Employer.
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Article 27: shift and weekend premiums

Exclusions

This article does not apply to the FR, LI and SC Groups.

Clause 27.01, Shift premium, does not apply to employees working hours of work not defined as a shift, covered by clause 25.02, Article 28 or clauses 2.02 and 2.03 of Appendix B; clauses 2.01 and 2.02 of Appendix C, clauses 2.03 and 2.04 of Appendix D, clauses 2.01 and 2.02 of Appendix E, and clause 1.01 of Appendix H.

27.01 Shift premium

An employee working on shifts will receive a shift premium of two dollars ($2.00) per hour for all hours worked, including overtime hours, between 4:00 pm and 8:00 am. The shift premium will not be paid for hours worked between 8:00 am and 4:00 pm.

27.02 Weekend premium

  1. An employee working during the weekend will receive an additional premium of two dollars ($2.00) per hour, including overtime hours, for all hours worked on Saturday or Sunday.
  2. Paragraph (a) shall not apply to employees whose regular hours of work are scheduled from Monday to Friday.
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Article 28: variable hours of work

Exclusions

This article does not apply to the FR, and LI Groups and the SC Group other than those employees subject to Annex B of Appendix G (conventional work system).

Work unit

28.01 Any special arrangement may be at the request of either party and must be mutually agreed between the Employer and the majority of employees and shall apply to all employees at the work unit.

Employee

28.02 Upon request of an employee and the concurrence of the Employer, an employee may complete the weekly hours of employment in a period of other than five (5) full days provided that over a period of up to twenty-eight (28) calendar days, the employee works an average of the weekly hours specified in the relevant Group Specific Appendix.

28.03 The employee shall be granted days of rest on such days as are not scheduled as a normal work day for the employee.

Terms and conditions governing the administration of variable hours of work

28.04 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.

28.05

  1. The scheduled hours of work of any day may exceed or be less than the daily hours specified in the Group Specific Appendix; starting and finishing times, meal breaks and rest periods shall be determined according to operational requirements as determined by the Employer and the daily hours of work shall be consecutive.
  2. Such schedules shall provide an average of work per week over the life of the schedule as specified in the Group Specific Appendix.
    1. The maximum life of a shift schedule shall be six (6) months.
  3. Whenever an employee changes his or her variable hours or no longer works variable hours, all appropriate adjustments will be made.

28.06 Specific application of this agreement

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

  1. Interpretation and definitions

    “Daily rate of pay” shall not apply.

  2. Minimum number of hours between shifts

    Provisions relating to the minimum period between the termination and commencement of the employee’s next shift, shall not apply.

  3. Exchange of shifts

    On exchange of shifts between employees, the Employer shall pay as if no exchange had occurred.

  4. Overtime

    Overtime shall be compensated for all work performed on regular working days or on days of rest at time and three-quarter (1 3/4).

  5. Designated paid holidays

    A designated paid holiday shall account for the normal daily hours of work as specified in the relevant Group Specific Appendix.

    When an employee works on a Designated Paid Holiday, the employee shall be compensated, in addition to the pay for the hours specified in subparagraph (i), at time and one-half (1 1/2) up to his or her regular scheduled hours worked and at double (2) time for all hours worked in excess of his or her regular scheduled hours.

  6. Travel

    Overtime compensation referred to in clause 34.04 shall only be applicable on a work day for hours in excess of the employee’s daily scheduled hours of work.

  7. Acting pay

    The qualifying period for acting pay as specified in paragraph 67.07 shall be converted to hours.

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Article 29: overtime

Exclusions

This article does not apply to the FR, LI and SC Groups.

General

29.01 Compensation under this article shall not be paid for overtime worked by an employee at courses, training sessions, conferences and seminars unless the employee is required to attend by the Employer.

29.02 Where overtime work is authorized in advance by the Employer, an employee is entitled to overtime compensation for each completed fifteen (15) minute period of overtime worked by the employee.

29.03 Payments provided under this article shall not be pyramided; that is an employee shall not receive more than one compensation for the same service.

29.04 Assignment of overtime work

Subject to the operational requirements of the service, the Employer shall make every reasonable effort:

  1. to allocate overtime work on an equitable basis among readily available qualified employees,
    and
  2. to give employees who are required to work overtime adequate advance notice of this requirement.

29.05 The Alliance is entitled to consult the Deputy Head or the Deputy Head’s delegated representative whenever it is alleged that employees are required to work unreasonable amounts of overtime.

29.06 Overtime compensation

Subject to clause 29.02, an employee is entitled to time and one-half (1 1/2) compensation for each hour of overtime worked by the employee.

29.07 Notwithstanding clause 29.06, an employee is entitled to double (2) time for each hour of overtime worked by the employee,

  1. on a scheduled day of work or a first (1st) day of rest, after a period of overtime equal to the normal daily hours of work specified in the Group Specific Appendix;
    and
  2. on a second (2nd) or subsequent day of rest, provided the days of rest are consecutive, except that they may be separated by a designated paid holiday;
    and
  3. where an employee is entitled to double (2) time in accordance with paragraphs (a) or (b) above and has worked a period of overtime equal to the normal daily hours of work specified in the Group Specific Appendix, the employee shall continue to be compensated at double (2) time for all hours worked until he or she is given a period of rest of at least eight (8) consecutive hours.

29.08 Compensatory leave

Compensation earned under this article shall be compensated in accordance with Article 68.

29.09 Overtime meal allowance

  1. An employee who works three (3) or more hours of overtime,
    1. immediately before the employee’s scheduled hours of work and who has not been notified of the requirement prior to the end of the employee’s last scheduled work period,
      or
    2. immediately following the employee’s scheduled hours of work.

    shall be reimbursed for one (1) meal in the amount of ten dollars ($10), except where a free meal is provided or when the employee is being compensated on some other basis. Reasonable time with pay, to be determined by management, shall be allowed the employee in order that the employee may take a meal break either at or adjacent to the employee’s place of work.

  2. 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 (1) additional meal in the amount of ten dollars ($10) after each four (4) hour period, except where free meals are provided or when the employee is being compensated on some other basis. Reasonable time with pay, to be determined by management, shall be allowed the employee in order that the employee may take a meal break either at or adjacent to the employee’s place of work.
  3. This clause shall not apply to an employee who is in travel status, which entitles the employee to claim expenses for lodging and/or meals.
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Article 30: call-back pay

Exclusions

This article does not apply to the LI Group.

30.01 If an employee is called back to work:

  1. on a designated paid holiday which is not the employee’s scheduled day of work,
    or
  2. on the employee’s day of rest,
    or
  3. after the employee has completed his or her work for the day and has left his or her place of work and returns to work, the employee shall be paid the greater of:
    1. Compensation equivalent to three (3) hours’ pay at the applicable overtime rate of pay for each call-back to a maximum of eight (8) hours’ compensation in an eight (8) hour period,
      or
    2. compensation at the applicable rate of overtime compensation for time worked,

    provided that the period worked by the employee is not contiguous to the employee’s normal hours of work.

  4. The minimum payment referred to in 30.01(c)(i) above, does not apply to part-time employees. Part-time employees will receive a minimum payment in accordance with clause 65.06.

30.02 Compensatory leave

Compensation earned under this article shall be compensated in accordance with Article 68.

No pyramiding of payments

30.03 Payments provided under overtime and reporting pay provisions of the agreement, the designated paid holiday and standby provisions of the agreement and clause 30.01 above shall not be pyramided, that is an employee shall not receive more than one compensation for the same service.

30.04 This article does not apply where an employee who has accommodation on board a vessel and:

  1. is not in his or her home port, reports for sailing in accordance with posted sailing orders or as otherwise required by the Master,
    or
  2. is on the Employer’s premises at the time of notification of the requirement to work overtime.
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Article 31: standby

Exclusions

This article does not apply to the FR, LI or SC Groups.

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

31.02

  1. An employee designated by letter or by list for standby duty shall be available during his or her period of standby at a known telephone number and be available to return for duty as quickly as possible, if called.
  2. In designating employees for standby, the Employer will endeavour to provide for the equitable distribution of standby duties.
  3. No standby payment shall be granted if an employee is unable to report for duty when required.
  4. An employee on standby who is required to report for work and reports shall be compensated in accordance with clause 30.01 or the reporting pay provisions found in the relevant Group Specific Appendix, and is also eligible for reimbursement of transportation expenses in accordance with Article 35.

31.03 Compensatory leave

Compensation earned under this article shall be compensated in accordance with Article 68.

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Article 32: designated paid holidays

32.01 Subject to clause 32.02, the following days shall be designated paid holidays for employees:

  1. New Year’s Day,
  2. Good Friday,
  3. Easter Monday,
  4. the day fixed by proclamation of the Governor in Council for celebration of the Sovereign’s birthday,
  5. Canada Day,
  6. Labour Day,
  7. the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving
  8. Remembrance Day,
  9. Christmas Day,
  10. Boxing Day,
  11. one additional day in each year that, in the opinion of the Employer, is recognised 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 additional day is recognised as a provincial or civic holiday, the first (1st) Monday in August,
  12. one additional day when proclaimed by an Act of Parliament as a national holiday.

Excluded provisions

The remainder of this article does not apply to employees in the FR group whose hours of work are scheduled according to Appendix A, paragraph 2.01.

32.02 An employee absent without pay on both his or her full working day immediately preceding and his or her full working day immediately following a designated 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 14: leave with or without pay for Alliance business.

32.03 Designated holiday coinciding with a day of paid leave

Where a day that is a designated holiday for an employee coincides with a day of leave with pay, that day shall count as a holiday and not as a day of leave.

32.04 Designated holiday coinciding with a day of rest

  1. When a day designated as a holiday under clause 32.01 coincides with an employee’s day of rest, the holiday shall be moved to the first (1st) scheduled working day following the employee’s day of rest. When a day that is a designated holiday is so moved to a day on which the employee is on leave with pay, that day shall count as a holiday and not as a day of leave.
  2. When two (2) days designated as holidays under clause 32.01 coincide with an employee’s consecutive days of rest, the holidays shall be moved to the employee’s first two (2) scheduled working days following the days of rest. When the days that are designated holidays are so moved to days on which the employee is on leave with pay, those days shall count as holidays and not as days of leave.

Work performed on a designated holiday

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

32.06 When a day designated as a holiday for an employee is moved to another day under the provisions of clause 32.04:

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

32.07

  1. When an employee works on a holiday, he or she shall be paid time and one-half (1 1/2) for all hours worked, up to the daily hours specified in the relevant Group Specific Appendix, and double (2) time thereafter, in addition to the pay that the employee would have been granted had he or she not worked on the holiday,
  2. Notwithstanding paragraph (a) when an employee works on a holiday contiguous to a day of rest on which he or she also worked and received overtime in accordance with clause 29.07, the employee shall be paid in addition to the pay that he or she would have been granted had he or she not worked on the holiday, two (2) times his or her hourly rate of pay for all time worked.

32.08 Reporting for work on a designated holiday

  1. When an employee is required to report for work and reports on a designated holiday, the employee shall be paid the greater of:
    1. compensation equivalent to three (3) hours’ pay at the applicable overtime rate of pay for each reporting to a maximum of eight (8) hours’ compensation in an eight (8) hour period; such maximum shall include any reporting pay pursuant to Article 30;
      or
    2. compensation in accordance with the provisions of clause 32.07.
  2. The minimum payment referred to in subparagraph (a)(i) does not apply to part-time employees. Part-time employees will receive a minimum payment in accordance with clause 65.08 of this agreement.

32.09 Compensatory leave

Compensation earned under this article shall be compensated in accordance with Article 68.

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Article 33: religious observance

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

33.02 Employees may, in accordance with the provisions of this agreement, request annual leave, compensatory leave, leave without pay for other reasons or a shift exchange (in the case of a shift worker) in order to fulfill their religious obligations.

33.03 Notwithstanding clause 33.02, 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 or her 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.

33.04 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 unless, because of unforeseeable circumstances, such notice cannot be given.

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Article 34: travelling time

34.01 This article does not apply to an employee when the employee travels by any type of transport in which he or she is required to perform work, and/or which also serves as his or her living quarters during a tour of duty. In such circumstances, the employee shall receive the greater of:

  1. on a normal working day, his or her regular pay for the day,
    or
  2. pay for actual hours worked in accordance with Article 32: designated paid holidays, and Article 29, overtime, of this agreement.

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

34.03 For the purposes of this agreement, travelling time is compensated for only in the circumstances and to the extent provided for in this article.

34.04 When an employee is required to travel outside his or her headquarters area on government business, as these expressions are defined by the Employer, the time of departure and the means of such travel shall be determined by the Employer and the employee will be compensated for travel time in accordance with clauses 34.05 and 34.06. Travelling time shall include time necessarily spent at each stop-over enroute provided such stop-over is not longer than three (3) hours.

34.05 For the purposes of clauses 34.04 and 34.06, the travelling time for which an employee shall be compensated is as follows:

  1. for travel by public transportation, the time between the scheduled time of departure and the time of arrival at a destination, including the normal travel time to the point of departure, as determined by the Employer;
  2. for travel by private means of transportation, the normal time as determined by the Employer, to proceed from the employee’s place of residence or work place, as applicable, direct to the employee’s destination and, upon the employee’s return, direct back to the employee’s residence or work place;
  3. in the event that an alternate time of departure and/or means of travel is requested by the employee, the Employer may authorize such alternate arrangements, in which case compensation for travelling time shall not exceed that which would have been payable under the Employer’s original determination.

34.06 If an employee is required to travel as set forth in clauses 34.04 and 34.05:

  1. on a normal working day on which the employee travels but does not work, the employee shall receive his or her regular pay for the day;
  2. 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 his or her regular scheduled working hours,
      and
    2. at the applicable overtime rate for additional travel time in excess of his or her regularly scheduled hours 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 of pay;
  3. on a day of rest or on a designated paid holiday, the employee shall be paid at the applicable overtime rate for hours travelled to a maximum of twelve (12) hours’ pay at the straight-time rate of pay.

34.07 Compensatory leave

Compensation earned under this article shall be compensated in accordance with Article 68.

34.08 Travel status leave

Exclusions

This clause does not apply to employees covered by Annex I of Appendix B, General Labour and Trades Group.

  1. An employee who is required to travel outside his or her 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 eight (8) hours off with pay or seven and one-half (7.5), where the standard work week is thirty-seven and one-half (37.5) hours per week. The employee shall be credited with an additional eight (8) hours off with pay or seven and one-half (7.5), where the standard work week is thirty-seven and one-half (37.5) hours per week, for each additional twenty (20) nights that the employee is away from his or her permanent residence to a maximum of eighty (80) nights.
  2. The maximum number of hours off earned under this clause shall not exceed forty (40) hours, or thirty-seven and one-half (37.5) hours where the standard hours per week is thirty-seven and one-half (37.5), in a fiscal year and shall accumulate as compensatory leave with pay.
  3. This leave with pay is deemed to be compensatory leave and is subject to clause 68.01. The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars.
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Article 35: transportation expenses

35.01 If an employee is called back or is required to report to work pursuant to Articles 29, 30, 31, 32, or the reporting pay clauses of the appropriate appendix,

  1. on a designated paid holiday which is not the employee’s scheduled day of work,
    or
  2. on the employee’s day of rest,
    or
  3. after the employee has completed his or her work for the day and has left his or her place of work,
    or
  4. for overtime worked which is not contiguous to the employee’s scheduled hours of work, and reports for work, the employee shall be reimbursed for reasonable expenses incurred as follows:
    1. kilometric allowance at the rate normally paid to an employee when authorized by the Employer to use his or her automobile and the employee travels by means of his or her own automobile,
      or
    2. out-of-pocket expenses for other means of commercial transportation.
  5. other than when required by the Employer to use a vehicle of the Employer for transportation to a work location other than the employee’s normal place of work, time spent by the employee reporting to work or returning to his or her residence shall not constitute time worked.

Part IV: leave provisions

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Article 36: leave, general

36.01

  1. When an employee becomes subject to this agreement, his or her earned daily leave credits shall be converted into hours. When an employee ceases to be subject to this agreement, his or her earned hourly leave credits shall be reconverted into days, with one (1) day being equal to seven and one-half (7.5) hours.
  2. Earned leave credits or other leave entitlements shall be equal to eight (8) hours per day, or seven and one-half (7.5) hours per day where the standard workweek is thirty-seven decimal five (37.5) hours per week.
  3. When leave is granted, it will be granted on an hourly basis and the number of hours debited for each day of leave will be equal to the number of hours of work scheduled for the employee for the day in question.
  4. Notwithstanding the above, in Article 50, bereavement leave with pay, a “day” will mean a calendar day.

36.02 Except as otherwise specified in this agreement:

  1. where leave without pay for a period in excess of three (3) months is granted to an employee for reasons other than illness, the total period of leave granted shall be deducted from “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave;
  2. time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

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

36.04 The amount of leave with pay earned but unused 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.

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

36.06 An employee is not entitled to leave with pay during periods he or she is on leave without pay or under suspension.

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

36.08 An employee shall not earn leave credits under this agreement in any month for which leave has already been credited to him or her under the terms of any other collective agreement to which the Employer is a party or under other rules or regulations of the Employer.

36.09 When an employee who is in receipt of a special duty allowance or an extra duty allowance is granted leave with pay, the employee is entitled during the employee’s period of leave to receive the allowance if the special or extra duties in respect of which the employee is paid the allowance were assigned to the employee on a continuing basis, or for a period of two (2) or more months prior to the period of leave.

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**Article 37: vacation leave with pay

Excluded provisions

Clause 37.02 does not apply to employees in the FR Group.

37.01 The vacation year shall be from April 1 to March 31, inclusive, of the following calendar year.

Accumulation of vacation leave credits

37.02

For employees whose standard hours of work are equal to forty (40) hours per week:

An employee shall earn vacation leave credits at the following rate for each calendar month during which the employee receives pay for at least eighty (80) hours:

  1. ten (10) hours per month until the month in which the anniversary of the employee’s eighth (8th) year of service occurs;
  2. thirteen decimal three six (13.36) hours per month commencing with the month in which the employee’s eighth (8th) anniversary of service occurs;
  3. Fourteen decimal seven two (14.72) hours per month in which the employee’s sixteenth (16th) anniversary of service occurs;
  4. Fifteen decimal three six (15.36) hours per month in which the employee’s seventeenth (17th) anniversary of service occurs;
  5. sixteen decimal seven two (16.72) hours per month in which the employee’s eighteenth (18th) anniversary of service occurs;
  6. eighteen (18) hours per month commencing with the month in which the employee’s twenty-seventh (27th) anniversary of service occurs;
  7. twenty (20) hours commencing with the month in which the employee’s twenty-eighth (28th) anniversary of service occurs.

37.02.1

For employees whose standard hours of work are equal to thirty-seven decimal five (37.5) hours per week:

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:

  1. nine decimal three seven five (9.375) hours until the month in which the anniversary of the employee’s eighth (8th) year of service occurs;
  2. twelve decimal five (12.5) hours commencing with the month in which the employee’s eighth (8th) anniversary of service occurs;
  3. thirteen decimal seven five (13.75) hours commencing with the month in which the employee’s sixteenth (16th) anniversary of service occurs;
  4. fourteen decimal four (14.4) hours commencing with the month in which the employee’s seventeenth (17th) anniversary of service occurs;
  5. fifteen decimal six two five (15.625) hours commencing with the month in which the employee’s eighteenth (18th) anniversary of service occurs;
  6. sixteen decimal eight seven five (16.875) hours commencing with the month in which the employee’s twenty- seventh (27th) anniversary of service occurs;
  7. eighteen decimal seven five (18.75) hours commencing with the month in which the employee’s twenty-eighth (28th) anniversary of service occurs.

37.02.2

  1. Effective on March 22, 2005, employees with more than two (2) years of service, as defined in clause 37.03, shall be credited a one-time entitlement of forty (40) hours of vacation leave with pay, or thirty-seven decimal five (37.5) where the standard work week is thirty-seven decimal five (37.5) hours.
  2. Employees shall be credited a one-time entitlement of forty (40) hours of vacation leave with pay on the first (1st) day of the month following the anniversary of the employee’s second (2nd) year of service, as defined in clause 37.03, or thirty-seven decimal five (37.5) where the standard work week is thirty-seven decimal five (37.5) hours.
  3. The vacation leave credits provided under clause 37.02.2(i) and (ii) above shall be excluded from the application of paragraph 37.11 dealing with the Carry-over and/or Liquidation of Vacation Leave.

**

37.03

  1.  
    1. For the purpose of clause 37.02 and 37.02.1 only, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave.
    2. For the purpose of clause 37.03(a)(i) only, effective April 1, 2012, on a go-forward basis, any former service in the Canadian Forces for a continuous period of six (6) months or more, either as a member of the Regular Force or of the Reserve Force while on Class B or C service, shall also be included in the calculation of vacation leave credits.
  2. Notwithstanding paragraph (a) above, an employee who was a member of one of the bargaining units listed below on the date of signing of the relevant collective agreement or an employee who became a member of those bargaining units between the date of signing of the relevant collective agreement and May 31, 1990, shall retain, for the purpose of “service” and of establishing his or her vacation entitlement pursuant to this clause, those periods of former service which had previously qualified for counting as continuous employment, until such time as his or her employment in the public service is terminated.
    Bargaining units Dates of signing
    HP
    GL&T
    LI
    HS
    FR
    GS
    SC
    PR(S)
    1. Sub-clause (b) above applies with respect to Printing Operations Supervisory employees except that May 31, 1990, shall be replaced by the first (1st) day of the month following the date of signing.

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

Scheduling and granting of vacation leave with pay

37.05

  1. Employees are expected to take all their vacation leave during the vacation year in which it is earned.
  2. The Employer reserves the right to schedule an employee’s vacation leave. In granting vacation leave with pay to an employee, the Employer shall make every reasonable effort to:
    1. grant an employee’s vacation leave in an amount and at such time as the employee may request;
    2. not recall an employee to duty after the employee has proceeded on vacation leave;
    3. not cancel nor alter a period of vacation leave which has been previously approved in writing;
    4. ensure that, at the request of employee, vacation leave in periods of two (2) weeks or more are started following a scheduled period of rest days.
  3. Representative of the Alliance shall be given the opportunity to consult with representatives of the Employer on vacation schedules.

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

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

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

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.

37.08 Advance payments

  1. The Employer agrees to issue advance payments of estimated net salary for vacation periods of two (2) or more complete weeks, provided a written request for such advance payment is received from the employee at least six (6) weeks prior to the last pay day before the employee’s vacation period commences.
  2. Providing the employee has been authorized to proceed on vacation leave for the period concerned, pay in advance of going on vacation shall be made prior to the commencement of leave. Any overpayment in respect of such pay advances shall be an immediate first charge against any subsequent pay entitlements and shall be recovered in full prior to any further payment of salary.

37.09 Recall from vacation leave

  1. Where an employee is recalled to duty during any period of vacation leave, the employee shall be reimbursed for reasonable expenses that the employee incurs:
    1. in proceeding to the employee’s place of duty,
      and
    2. in returning to the place from which the employee was recalled if the employee immediately resumes vacation upon completing the assignment for which the employee was recalled,

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

  2. The employee shall not be considered as being on vacation leave during any period in respect of which the employee is entitled under paragraph (a) to be reimbursed for reasonable expenses incurred by the employee.

37.10 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 such losses.

37.11 Carry-over and/or liquidation of vacation leave

Clause 37.11, Carry-over and liquidation of vacation leave, will take effect on .

  1. Where in any vacation year, an employee has not been granted all of the vacation leave credited to him or her, the unused portion of his or her vacation leave up to a maximum of two hundred and eighty (280) hours credits shall be carried over into the following vacation year. All vacation leave credits in excess of two hundred and eighty (280) hours shall be automatically paid in cash at his or her daily rate of pay as calculated from the classification prescribed in his or her certificate of appointment of his or her substantive position on the last day of the vacation year.
  2. Notwithstanding paragraph (a), if on , or on the date an employee becomes subject to this agreement subsequent to , an employee has more than two hundred and eighty (280) hours of unused vacation leave credits, a minimum of eighty (80) hours per year shall be granted or paid in cash by March 31 of each year, commencing on March 31, 2006, until all vacation leave credits in excess of two hundred and eighty (280) hours have been liquidated. Payment shall be in one instalment per year and shall be at the employee’s daily rate of pay as calculated from the classification prescribed in his or her certificate of appointment of his or her substantive position on March 31 of the applicable previous vacation year.

37.12 During any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred and twenty (120) hour, or one hundred and twelve point five (112.5) hours, where the standard work week is thirty-seven decimal five (37.5) hours per week, may be paid in cash at the employees’ daily rate of pay as calculated from the classification prescribed in the certificate of appointment of the employee’s substantive position on March 31 of the previous vacation year.

Leave when employment terminates

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

37.14 Notwithstanding clause 37.13, an employee whose employment is terminated for cause pursuant to section 11(2)(g) of the Financial Administration Act by reason of abandonment of his or her position is entitled to receive the payment referred to in clause 37.13, if he or she requests it within six (6) months following the date upon which his or her employment is terminated.

37.15 Where the employee requests, the Employer shall grant the employee his or her 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.

37.16 Appointment to a separate employer

Notwithstanding clause 37.13, an employee who resigns to accept an appointment with an organization listed in Part II of Schedule I of the Public Service Staff Relations Act may choose not to be paid for unused vacation leave credits, provided that the appointing organization will accept such credits.

37.17 Appointment from a separate employer

An employee who has resigned from an organization listed in Part II of Schedule I of the Public Service Staff Relations Act may, with concurrence of Employer, transfer up to two hundred and eighty (280) hours of earned vacation leave credits earned previously with that organization.

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Article 38: sick leave with pay

Credits

38.01

  1. An employee shall earn sick leave credits at the rate of ten (10) hours or, nine decimal three seven five (9.375) where the standard work is thirty-seven decimal five (37.5) hours per week, for each calendar month for which the employee receives pay for at least eighty (80) hours of pay, or seventy-five (75) hours of pay where the standard work week is thirty-seven decimal five (37.5) hours per week.
  2. A shift worker shall earn additional sick leave credits at the rate of one decimal three three (1.33) hours or, one decimal twenty-five (1.25) hours where the standard work week is thirty-seven decimal five (37.5) hours per week, for each calendar month during which he or she works shifts and he or she receives pay for at least eighty (80) hours of pay or, seventy-five (75) hours of pay where the standard work week is thirty-seven decimal five (37.5) hours per week. Such credits shall not be carried over in the next fiscal year and are available only if the employee has already used one hundred twenty (120) hours, or one hundred and twelve and one-half (112.5) where the standard work week is thirty-seven decimal five (37.5) hours per week, of sick leave credits during the current fiscal year.

Granting of sick leave

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

  1. he or she satisfies the Employer of this condition in such manner and at such time as may be determined by the Employer,
    and
  2. he or she has the necessary sick leave credits.

38.03 Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury he or she was unable to perform his or her duties, shall, when delivered to the Employer, be considered as meeting the requirements of paragraph 38.02(a).

38.04 When an employee has insufficient or no credits to cover the granting of sick leave with pay under the provisions of clause 38.03, sick leave with pay may, at the discretion of the Employer, be granted to an employee for a period of up to two hundred (200) hours or, one hundred eighty-seven and one-half (187.5), where the standard work week is thirty-seven decimal five (37.5), hours per week, subject to the deduction of such advanced leave from any sick leave credits subsequently earned.

38.05 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.

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

38.07

  1. 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.
  2. 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 due to the end of a specified period of employment, and who is reappointed in the core public administration within one (1) year from the end of the specified period of employment.

38.08 The Employer agrees that an employee shall not be terminated for cause for reasons of incapacity pursuant to section 11(2)(g) of the Financial Administration Act at a date earlier than the date at which the employee will have utilized his or her accumulated sick leave credits, except where the incapacity is the result of an injury or illness for which injury on duty leave has been granted pursuant to Article 40.

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Article 39: medical appointment for pregnant employees

39.01 Up to three decimal seven five (3.75) hours or four (4) hours, where the standard hours of work are forty (40) hours per week, of reasonable time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.

39.02 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.

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Article 40: injury-on-duty leave

40.01 An employee shall be granted injury-on-duty leave with pay for such period as may be reasonably determined by the Employer when a claim has been made pursuant to the Government Employees’ Compensation Act, and a workers’ compensation authority has notified the Employer that it has certified that the employee is unable to work because of:

  1. personal injury accidentally received in the performance of his or her duties and not caused by the employee’s willful misconduct,
    or
  2. an industrial illness or a disease arising out of and in the course of the employee’s employment,

if the employee agrees to remit to the Receiver General of Canada any amount received by him or her in compensation for loss of pay resulting from or in respect of such injury, illness or disease 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.

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**Article 41: maternity leave without pay

41.01 Maternity leave without pay

  1. An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy.
  2. Notwithstanding paragraph (a):
    1. where the employee has not yet proceeded on maternity leave without pay and her newborn child is hospitalized,
      or
    2. where the employee has proceeded on maternity leave without pay and then returns to work for all or part of the period while 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 while the employee was not on maternity leave, to a maximum of eighteen (18) weeks.

  3. The extension described in paragraph (b) shall end not later than fifty-two (52) weeks after the termination date of pregnancy.
  4. The Employer may require an employee to submit a medical certificate certifying pregnancy.
  5. An employee who has not commenced maternity leave without pay may elect to:
    1. use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates;
    2. use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in Article 38: sick leave with pay. For purposes of this subparagraph, the terms “illness” or “injury” used in Article 38: sick leave with pay, shall include medical disability related to pregnancy.
  6. An employee shall inform the Employer in writing of her plans to take leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks before the initial date of continuous leave of absence while termination of pregnancy is expected to occur unless there is a valid reason why the notice cannot be given.
  7. Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes.

41.02 Maternity allowance

  1. An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in 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 Québec 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 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 maternity allowance;
      3. should she fail to return to work for the Employer, Parks Canada, the Canada Revenue Agency or the Canadian Food Inspection Agency 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:

        Allowance received multiplied by the remaining period to be worked following his or her return to work and divided by the total period to be worked as specified in (B).

        however, an employee whose specified period of employment expired and who is rehired in any portion of the Core Public Administration as specified in the Public Service Labour Relations Act or Parks Canada, the Canada Revenue Agency or the Canadian Food Inspection Agency 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).

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

**

  1. 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 for each week of the waiting period, less any other monies earned during this period,
      and
    2. for each week that the employee receives a maternity benefit under the Employment Insurance or the Québec Parental Insurance plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate 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 for each week, less any other monies earned during this period.
  2. At the employee’s request, the payment referred to in subparagraph 41.02(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 Québec Parental Insurance Plan maternity benefits.
  3. 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 Parental Insurance Act in Québec.
  4. 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.
  5. The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for her substantive level to which she is appointed.
  6. Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day.
  7. Where an employee becomes eligible for a pay increment or pay revision that would increase the maternity allowance while in receipt of the maternity allowance, the allowance shall be adjusted accordingly.
  8. Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

41.03 Special maternity allowance for totally disabled employees

  1. An employee who:
    1. fails to satisfy the eligibility requirement specified in subparagraph 41.02(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 Québec Parental Insurance Plan maternity benefits,
      and
    2. has satisfied all of the other eligibility criteria specified in paragraph 41.02(a), other than those specified in sections (A) and (B) of subparagraph 41.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or through the Government Employees Compensation Act.
  2. An employee shall be paid an allowance under this clause and under clause 41.02 for a combined period of no more than the number of weeks while she would have been eligible for maternity benefits under the Employment Insurance or the Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance Plan maternity benefits for the reasons described in subparagraph (a)(i).
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**Article 42: maternity-related reassignment or leave

**

42.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. On being informed of the cessation, the employer, with the written consent of the employee, shall notify the appropriate work place committee or the health and safety representative.

42.02 An employee’s request under clause 42.01 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.

42.03 An employee who has made a request under clause 42.01 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.

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

**

42.05 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 fifty-two (52) weeks after the birth.

42.06 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.

42.07 Notwithstanding 42.05, for an employee working in an institution where she is in direct and regular contact with offenders, 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.

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**Article 43: parental leave without pay

43.01 Parental leave without pay

  1. Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee’s care.
  2. Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care.
  3. Notwithstanding paragraphs (a) and (b) above, at the request of an employee and at the discretion of the Employer, the leave referred to in the paragraphs (a) and (b) above may be taken in two periods.
  4. Notwithstanding paragraphs (a) and (b):
    1. where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay,
      or
    2. where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period while 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 while the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care.

  5. An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks before the commencement date of such leave.
  6. The Employer may:
    1. defer the commencement of parental leave without pay at the request of the employee;
    2. grant the employee parental leave without pay with less than four (4) weeks’ notice;
    3. require an employee to submit a birth certificate or proof of adoption of the child.
  7. Leave granted under this clause shall count for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.

43.02 Parental allowance

  1. An employee who has been granted parental leave without pay, shall be paid a parental allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraphs (c) to (i), providing he or she:
    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 or the Québec 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 on the expiry date of his/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 parental allowance, in addition to the period of time referred to in section 41.02(a)(iii)(B), if applicable;
      3. should he or she fail to return to work for the Employer, Parks Canada, the Canada Revenue Agency or the Canadian Food Inspection Agency in accordance with 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:

        Allowance received multiplied by the remaining period to be worked following her return to work and divided by the total period to be worked as specified in (B).

        however, an employee whose specified period of employment expired and who is rehired in any portion of the Core Public Administration as specified in the Public Service Labour Relations Act or Parks Canada, the Canada Revenue Agency or the Canadian Food Inspection Agency 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).

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

**

  1. Parental 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 parental benefits, ninety-three per cent (93%) of his/her weekly rate of pay for each week of the waiting period, less any other monies earned during this period;
    2. for each week the employee receives parental, adoption or paternity benefit under the Employment Insurance or the Québec Parental Insurance Plan, he/she is eligible to receive the difference between ninety-three per cent (93%) of his or her weekly rate 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/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 under the Québec Parental Insurance Plan and thereafter remains on parental leave without pay, she is eligible to receive a further parental allowance for a period of two (2) weeks, ninety-three per cent (93%) of her weekly rate of pay for each week, less any other monies earned during this period;
      and
    4. where an employee has received the full thirty-five (35) weeks of parental benefit 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 at ninety-three per cent (93%) of his or her weekly rate of pay 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 41.02(c)(iii) for the same child.
  2. At the employee’s request, the payment referred to in subparagraph 43.02(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 Québec Parental Insurance Plan parental benefits.
  3. 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 Parental Insurance Act in Quebec.
  4. 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.
  5. The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for the substantive level to which she or he is appointed.
  6. 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 the employee was being paid on that day.
  7. Where an employee becomes eligible for a pay increment or pay revision that would increase the parental allowance while in receipt of parental allowance, the allowance shall be adjusted accordingly.
  8. Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.
  9. The maximum combined, shared maternity and parental allowances payable under this collective agreement shall not exceed fifty-two (52) weeks for each combined maternity and parental leave without pay.

43.03 Special parental allowance for totally disabled employees

  1. An employee who:
    1. fails to satisfy the eligibility requirement specified in subparagraph 43.02(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 through the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Parental Insurance Plan benefits,
      and
    2. has satisfied all of the other eligibility criteria specified in paragraph 43.02(a), other than those specified in sections (A) and (B) of subparagraph 43.02(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 gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or through the Government Employees Compensation Act.
  2. An employee shall be paid an allowance under this clause and under clause 43.02 for a combined period of no more than the number of weeks while the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance or the Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance or Québec Parental Insurance Plan benefits for the reasons described in subparagraph (a)(i).
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**Article 44: leave without pay for the care of family

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

44.02 Subject to paragraph 2.01(m), an employee shall be granted leave without pay for the care of family in accordance with the following conditions:

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

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

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

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**Article 45: compassionate care leave

45.01 Notwithstanding the definition of “family” found in clause 2.01 and notwithstanding paragraphs 44.02(b) and (d) above, an employee who provides the Employer with proof that he or she is in receipt of or awaiting Employment Insurance (EI) Compassionate Care Benefits may be granted leave for periods of less than three (3) weeks while in receipt of or awaiting these benefits.

45.02 Leave granted under this clause may exceed the five (5) year maximum provided in paragraph 44.02(c) above only for the periods where the employee provides the Employer with proof that he or she is in receipt of or awaiting Employment Insurance (EI) Compassionate Care Benefits.

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

45.04 When an employee is notified that their request for Employment Insurance (EI) Compassionate Care Benefits has been denied, clauses 45.01 and 45.02 above cease to apply.

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**Article 46: volunteer leave

**Effective , Article 46: volunteer leave, is deleted from the collective agreement.

46.01 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, a single period of up to eight (8) hours, or up to seven decimal five (7.5) hours, where the standard work-week is thirty-seven and decimal five (37.5) hours per week, of leave with pay to work as a volunteer for a charitable or community organisation or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign.

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.

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**Article 47: leave with pay for family-related responsibilities

**

47.01 For the purpose of this article, family is defined as:

  1. spouse (or common-law partner resident with the employee);
  2. children (including foster children, step-children or children of the spouse or common-law partner, ward of the employee), grandchild;
  3. parents (including step-parents or foster parents);
  4. father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee;
  5. any relative permanently residing in the employee’s household or with whom the employee permanently resides;
    or
  6. any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

47.02 The total leave with pay which may be granted under this article shall not exceed:

  1. 37.5 hours in a fiscal year where the standard work week is thirty-seven decimal five (37.5) hours;
  2. 40 hours in a fiscal year where the standard work week is forty (40) hours;
  3. 42 hours in a fiscal year where the standard work week is forty-two (42) hours;
  4. 46.6 hours in a fiscal year where the standard work week is forty-six point six (46.6) hours.

**

47.03 Subject to clause 47.02, the Employer shall grant leave with pay under the following circumstances:

  1. to take a family member for medical or dental appointments, or for appointments with school authorities or adoption agencies, if the supervisor was notified of the appointment as far in advance as possible;
  2. to provide for the immediate and temporary care of a sick member of the employee’s family and to provide an employee with time to make alternate care arrangements where the illness is of a longer duration;
  3. to provide for the immediate and temporary care of an elderly member of the employee’s family;
  4. for needs directly related to the birth or to the adoption of the employee’s child.
  5. to attend school functions, if the supervisor was notified of the function as far in advance as possible;
  6. to provide for the employee’s child in the case of an unforeseeable closure of the school or daycare facility;
  7. twenty per cent (20%) of the applicable hours stipulated in clause 47.02 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.

**

47.04 Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family under paragraph 47.03(b) 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.

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Article 48: leave without pay for personal needs

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

  1. subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs;
  2. subject to operational requirements, leave without pay for more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs;
  3. an employee is entitled to leave without pay for personal needs only once under each of paragraphs (a) and (b) during the employee’s 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.
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Article 49: leave without pay for relocation of spouse

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

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**Article 50: bereavement leave with pay

**

50.01 When a member of the employee’s family dies, an employee shall be entitled to bereavement leave with pay. Such bereavement leave, as determined by the employee, must include the day of the memorial commemorating the deceased, or must begin within two (2) days following the death. During such period, the employee shall be paid for those days which are not regular scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days’ leave with pay for the purpose of travel related to the death.

  1. 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.
  2. 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.

**

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

**

50.03 If, during a period of paid leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under clauses 50.01 and 50.02, the employee shall be granted bereavement leave with pay and his or her paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.

50.04 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 may, after considering the particular circumstances involved, grant leave with pay for a period greater than and/or in a manner different than that provided for in clauses 50.01 and 50.02.

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Article 51: court leave

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

  1. to be available for jury selection;
  2. to serve on a jury;
  3. by subpoena or summons to attend as a witness in any proceeding held:
    1. in or under the authority of a court of justice or before a grand jury,
    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.
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Article 52: personnel selection leave

52.01 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 the Public Service Labour Relations 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 his or her presence is so required.

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Article 53: education leave without pay

53.01 The Employer recognizes the usefulness of education leave. Upon written application by the employee and with the approval of the Employer, an employee may be granted education leave without pay for varying periods of up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for studies in some field of education in which preparation is needed to fill the employee’s 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.

53.02 At the Employer’s discretion, an employee on education leave without pay under this article may receive an allowance in lieu of salary of up to one hundred per cent (100%) of the employee’s annual rate of pay, depending on the degree to which the education leave is deemed, by the Employer, to be relevant to organizational requirements. 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.

53.03 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.

53.04

  1. As a condition of the granting of education leave without pay, 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.
  2. If the employee:
    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 or she has undertaken to serve after completion of the course;

    the employee shall repay the Employer all allowances paid to him or her under this article during the education leave or such lesser sum as shall be determined by the Employer.

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Article 54: career development leave

54.01 Career development refers to an activity which in the opinion of the Employer is likely to be of assistance to the individual in furthering his or her career development and to the organization in achieving its goals. The following activities shall be deemed to be part of career development:

  1. a course given by the Employer;
  2. a course offered by a recognized academic institution;
  3. a seminar, convention or study session in a specialized field directly related to the employee’s work.

54.02 Upon written application by the employee, and with the approval of the Employer, career development leave with pay may be given for any one of the activities described in clause 54.01. The employee shall receive no compensation under Article 29: overtime, and Article 34: travelling time, during time spent on career development leave provided for in this article.

54.03 Employees on career development leave shall be reimbursed for all reasonable travel and other expenses incurred by them which the Employer may deem appropriate.

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Article 55: examination leave with pay

55.01 At the Employer’s discretion, examination leave with pay may be granted to an employee for the purpose of writing an examination which takes place during the employee’s scheduled hours of work.

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**Article 56: leave with or without pay for other reasons

56.01 At its discretion, the Employer may grant:

  1. leave with pay when circumstances not directly attributable to the employee prevent his or her reporting for duty; such leave shall not be unreasonably withheld;
  2. leave with or without pay for purposes other than those specified in this agreement.

**

56.02 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, a single period of up to eight (8) hours, or up to seven decimal five (7.5) hours, where the standard work-week is thirty-seven decimal five (37.5) hours per week, of leave with pay for reasons of a personal nature.

**Effective , the previous provision is replaced with the following:

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, sixteen (16) hours of leave with pay for reasons of a personal nature. This leave can be taken in periods of eight (8) hours or four (4) hours each.

Notwithstanding the above paragraph, where the standard work-week is thirty-seven decimal five (37.5) hours per week, employees shall be granted, in each fiscal year, 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 seven 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.

Part V: other terms and conditions of employment

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Article 57: restriction on outside employment

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

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Article 58: statement of duties

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

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Article 59: duty aboard vessels

59.01 Nothing in this agreement shall be construed to impair in any manner whatsoever the authority of the Master.

59.02 The Master may, whenever he or she deems it advisable, require any employee to participate in lifeboat or other emergency drills without the payment of overtime.

59.03 Any work necessary for the safety of the vessel, passengers, crew or cargo shall be performed by all employees at any time on immediate call and, notwithstanding any provisions of this agreement which might be construed to the contrary, in no event shall overtime be paid for work performed in connection with such emergency duties of which the Master shall be the sole judge.

59.04 When an employee suffers loss of clothing or personal effects (those which can reasonably be expected to accompany the employee aboard the ship) because of marine disaster or shipwreck, the employee shall be reimbursed the value of those articles up to a maximum of three thousand dollars ($3,000) based on replacement cost.

59.05

  1. An employee shall submit to the Employer a full inventory of his or her personal effects and shall be responsible for maintaining it in a current state.
  2. An employee or the employee’s estate making a claim under this article shall submit to the Employer reasonable proof of such loss, and shall submit an affidavit listing the individual items and values claimed.
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**Article 60: employee performance review and employee files

60.01

  1. When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.
  2. The Employer’s representative(s) who assess an employee’s performance must have observed or been aware of the employee’s performance for at least one-half (1/2) of the period for which the employee’s performance is evaluated.
  3. An employee has the right to make written comments to be attached to the performance review form.

60.02

  1. Prior to an employee performance review the employee shall be given:
    1. the evaluation form which will be used for the review;
    2. any written document which provides instructions to the person conducting the review;
  2. if during the employee performance review, either the form or instructions are changed they shall be given to the employee.

**

60.03 Upon written request of an employee, the personnel file of that employee shall be made available for his or her examination in the presence of an authorized representative of the Employer.

**

60.04 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:

  1. a copy of the report placed on their file;
  2. an opportunity to sign the report in question to indicate that its contents have been read;
    and
  3. an opportunity to submit such written representations as the employee may deem appropriate concerning the report and to have such written representations attached to the report.
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**Article 61: Correctional Service Specific Duty Allowance

The following allowance replaces the former Penological Factor Allowance (PFA). The parties agree that only incumbents of positions deemed eligible and/or receiving PFA as of signing of this collective agreement, shall receive the Correctional Service Specific Duty Allowance (CSSDA), subject to the criteria outlined below.

61.01 The CSSDA shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada. The Allowance provides additional compensation to an incumbent of a position who performs certain duties or responsibilities specific to Correctional Service of Canada (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 as defined in the Corrections and Conditional Release Act, and/or CSC Commissioner Directives.

61.02 The CSSDA shall be two thousand dollars ($2,000) annually and paid on a bi-weekly basis in any pay period for which the employee is expected to perform said duties of the specific position in a month.

61.03 An employee will be entitled to receive the CSSDA, in accordance with 61.01:

  1. during any period of paid leave up to a maximum of sixty (60) consecutive calendar days,
    or
  2. 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.

61.04 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 Accident Compensation Regulations
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Article 62: wash-up time

Exclusions

This article applies only to the FR, GL, GS, HP, HS, and PR(S) Groups.

62.01 Where the Employer determines that due to the nature of work there is a clear cut need, wash-up time up to a maximum of ten (10) minutes will be permitted before the end of the working day.

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Article 63: dangerous goods

Exception: This does not apply to the GS group.

63.01 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 64: trade certification fees

64.01 The Employer shall reimburse an employee for the payment of registration, licensing or certification fees to an organization, governing body or government agency when the payment of such fees is a requirement for the continuation of the performance of the duties of the employee’s position.

64.02 Membership dues referred to in Article 11: check-off, of this agreement are specifically excluded as reimbursable fees under this article.

Part VI: part-time employees

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Article 65: part-time employees

65.01 Definition

Part-time employee means an employee whose weekly scheduled hours of work on average are less than those established in the relevant Group Specific Appendix, but not less than those prescribed in the Public Service Labour Relations Act.

General

65.02 Unless otherwise specified in this article, part-time employees shall be entitled to the benefits provided under this agreement in the same proportion as their normal weekly hours of work compared with those specified in the relevant Group Specific Appendix.

65.03 Part-time employees are entitled to overtime compensation in accordance with subparagraph (r)(ii) of the overtime definition in clause 2.01.

65.04 The days of rest provisions of this agreement apply only in a week when a part-time employee has worked five (5) days or the weekly hours specified in the relevant Group Specific Appendix.

Specific application of this agreement

65.05 Reporting pay

Subject to clause 65.04, when a part-time employee meets the requirements to receive reporting pay on a day of rest, or is entitled to receive a minimum payment rather than pay for actual time worked during a period of standby, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate of pay.

65.06 Call-back

When a part-time employee meets the requirements to receive call-back pay in accordance with clause 30.01(c)(i) and is entitled to receive the minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate.

Designated holidays

65.07 A part-time employee shall not be paid for the designated holidays but shall, instead be paid four and one-quarter per cent (4 1/4%) for all straight-time hours worked.

65.08 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 32.01, the employee shall be paid at time and one-half (1 1/2) of the straight-time rate of pay for all hours worked up to the daily hours specified in the relevant Group Specific Appendix, and double time (2T) thereafter.

65.09 A part-time employee who reports for work as directed on a day which is prescribed as a designated paid holiday for a full-time employee in clause 32.01, shall be paid for the time actually worked in accordance with clause 65.08, or a minimum of four (4) hours pay at the straight-time rate, whichever is greater.

65.10 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 service established in clause 37.02 of this agreement, prorated and calculated as follows:

  1. when the entitlement is ten (10) hours a month, .250 multiplied by the number of the hours in the employee’s workweek per month;
  2. when the entitlement is thirteen point thirty-six (13.36) hours a month, .333 multiplied by the number of the hours in the employee’s workweek per month;
  3. when the entitlement is fourteen point seventy-two (14.72) hours a month, .367 multiplied by the number of the hours in the employee’s workweek per month;
  4. when the entitlement is fifteen point thirty-six (15.36) hours a month, .383 multiplied by the number of the hours in the employee’s workweek per month;
  5. when the entitlement is sixteen point seventy-two (16.72) hours a month, .417 multiplied by the number of the hours in the employee’s workweek per month;
  6. when the entitlement is eighteen (18) hours a month, .450 multiplied by the number of hours in the employee’s workweek per month;
  7. when the entitlement is twenty (20) hours a month, .500 multiplied by the number of the hours in the employee’s workweek per month.

65.11 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.

65.12 Vacation and sick leave administration

  1. For the purposes of administration of clauses 65.10 and 65.11, where an employee does not work the same number of hours each week, the normal workweek shall be the weekly average of the hours worked at the straight-time rate calculated on a monthly basis.
  2. An employee whose employment in any month is a combination of both full-time and part-time employment shall not earn vacation or sick leave credits in excess of the entitlement of a full-time employee.

65.13 Bereavement leave

Notwithstanding clause 65.02, there shall be no pro-rating of a “day” in A50: bereavement leave with pay.

65.14 Severance pay

Notwithstanding the provisions of Article 66: severance pay, of this agreement, where the period of continuous employment in respect of which 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.

Part VII: pay and duration

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**Article 66: severance pay

66.01 Under the following circumstances and subject to clause 66.02, an employee shall receive severance benefits calculated on the basis of the weekly rate of pay to which he or she is entitled for the classification prescribed in his or her certificate of appointment on the date of his or her termination of employment.

  1. Lay-off
    1. On the first (1st) lay-off for the first (1st) complete year of continuous employment, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years continuous employment, or four (4) weeks’ pay for employees with twenty (20) or more years of continuous employment, plus one (1) week’s pay for each additional complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365).
    2. On second (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 the employee was granted severance pay under sub-paragraph paragraph (a)(i).
  2. Rejection on probation

    On rejection on probation, when an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of rejection during a probationary period, one (1) week’s pay.

  3. Death

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

  4. Termination for cause for reasons of incapacity or incompetence
    1. When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity pursuant to Section 12(1)(e) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment 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 reason of termination for cause for reasons of incompetence pursuant to section 12(1)(d) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.

66.02 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. Under no circumstances shall the maximum severance pay provided under clause 66.01 and 66.04 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 60.04 to 60.07 of Appendix O or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of this clause.

**

66.03 Appointment to a separate agency organization

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

**

66.04 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 O.

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Article 67: pay administration

67.01 Except as provided in this article, the terms and conditions governing the application of pay to employees are not affected by this agreement.

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

  1. The pay specified in the relevant Group Specific Appendix, for the classification of the position to which the employee is appointed, if the classification coincides with that prescribed in the employee’s certificate of appointment;
    or
  2. The pay specified in the relevant Group Specific Appendix, for the classification prescribed in the employee’s certificate of appointment, if that classification and the classification of the position to which the employee is appointed do not coincide.

67.03

  1. The rates of pay set forth in Group Specific Appendices shall become effective on the dates specified therein.
  2. 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 commencing on the effective date of the revision up to and including the day before this agreement is signed or when an arbitral award is rendered therefore;
    2. a retroactive upward revision in rates of pay shall apply to employees, former employees or in the case of death, the estates of former employees who were employees in the groups identified in Article 9 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 67.03(b) for one dollar ($1.00) or less.

67.04 Where a pay increment and a pay revision are effected on the same date, the pay increment shall be applied first and the resulting rate shall be revised in accordance with the pay revision.

67.05 This article is subject to the Memorandum of Understanding signed by the Employer and the Alliance dated February 9, 1982, in respect of red-circled employees.

67.06 If, during the term of this agreement, a new classification standard for a group 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 Alliance the rates of pay and the rules affecting the pay of employees on their movement to the new levels.

67.07 When an employee is required by the Employer to substantially perform the duties of a higher classification level in an acting capacity and performs those duties for at least one full working day or one full shift, the employee shall be paid acting pay calculated from the date on which he or she commenced to act as if he or she had been appointed to that higher classification level for the period in which he or she acts.

67.08 When the regular pay day for an employee falls on his or her day of rest, every effort shall be made to issue his or her cheque on his or her last working day, provided it is available at his or her regular place of work.

Pay administration

67.09 The Employer will endeavour to make cash payments for overtime and other premium payments within four (4) weeks following the end of the calendar month in which it is earned.

No pyramiding of payments

67.10 Payments provided under overtime, reporting pay, the designated paid holiday and standby and call-back provisions of the agreement shall not be pyramided, that is an employee shall not receive more than one compensation for the same service.

67.11 Pay notes (former Canada Customs and Revenue Agency employees)

  1. Effective date of transfer or appointment to CBSA, the employee’s new rate of pay shall be the step or rate in the B line of the new salary grid, which is closest to, but not less than, the rate of pay received on that day.
  2. Should the employee’s salary exceed the maximum of the range or the rate for his/her group and level, the employee’s salary shall remain unchanged until such time as the maximum rate of pay for the employee’s group and level is equal to, or greater than, the employee’s salary.
  3. Effective , should the employee’s salary be within the new salary band in the B line, the employee’s new rate of pay shall be the step or the rate of pay in the B line which is closest to, but not less than, the rate of pay received on that day. Furthermore the employee shall be entitled to a lump sum in an annualized amount equivalent to the difference between the value of the economic increase ( 2.25%) and the actual salary increase, to be paid bi-weekly.
  4. Effective , employees, subject to paragraph b), shall receive a lump sum payment in an annualized amount equivalent to two decimal twenty-five per cent (2.25%) of the employee’s rate of pay, to be paid biweekly, in lieu of the economic increase.
  5. Effective , should the employee’s salary be within the new salary band or lower or equal to the rate in the C line, the employee’s new rate of pay shall be the step or rate in the C line which is closest to, but not less than, the rate of pay received on that day. Furthermore the employee shall be entitled to a lump sum in an annualized amount equivalent to the difference between the value of the economic increase (i.e. 2.4%) and the actual salary increase, to be paid bi-weekly.
  6. Effective , employees subject to paragraph b) shall receive a lump sum payment in an annualized amount equivalent to two decimal four per cent (2.4%) of the employee’s rate of pay, to be paid bi-weekly, in lieu of the economic increase.
  7. Effective , should the employee’s salary be within the new salary band or lower or equal to the rate in the he rate in the D line, the employee’s new rate of pay shall be the step or rate in the D line which is closest to, but not less than, the rate of pay received on that day. Furthermore the employee shall be entitled to a lump sum payment in an annualized amount equivalent to the difference between the value of the economic increase (i.e. 2.5%) and the actual salary increase, to be paid bi-weekly.
  8. Effective , employees who continue to be subject to paragraph d) shall receive a lump sum payment in an annualized amount equivalent to two decimal five per cent (2.5%) of the employee’s rate of pay, to be paid bi-weekly, in lieu of the economic increase.
  9. All other provisions of the new collective agreement shall apply.
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Article 68: compensatory leave

Exception: this article does not apply to the SC group.

68.01

  1. All the overtime, travelling time compensated at overtime rates, standby pay, reporting pay, call-back pay, and time worked on a designated paid holiday, shall be compensated in cash except where, upon request of an employee and with the approval of the Employer, compensation shall be in equivalent leave with pay

    Notwithstanding the above paragraph, designated paid holidays for FR employees will be compensated in accordance with clause 6.01 of Appendix A.

  2. Compensatory leave may be granted subject to operational requirements and adequate advance notice being provided.
  3. At the request of the employee, and with the approval of the employer, accumulated compensatory leave may be paid out, in whole or in part, once per fiscal year, at the rate in effect at the time of the request.
  4. Compensatory leave earned in a fiscal year, and outstanding as of September 30 of the next following fiscal year will be paid at the employee’s rate of pay on September 30.

68.02 Where, in respect of any period of compensatory leave, an employee is granted:

  1. bereavement leave with pay,
    or
  2. leave with pay because of illness in the immediate family on production of a medical certificate,
    or
  3. sick leave 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.

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Article 69: agreement re-opener

69.01 This agreement may be amended by mutual consent.

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**Article 70: duration

**

70.01 The provisions of this agreement will expire on .

70.02 Unless otherwise expressly stipulated, the provisions of this agreement shall become effective as of .

Signed at Ottawa, as of .

The Treasury Board of Canada The Public Service Alliance of Canada
  • Sandra Hassan
  • Patricia A. Phee
  • Christine Okrainec
  • Thomas Murphy
  • Sonja Dannenberg
  • Martin Gravel
  • Larry Green
  • Marie-Claude Asselin
  • Camille Jolicoeur
  • Natalie Edwardson
  • Denna Dougan
  • Ghislain Sauvé
  • Sharon DeSousa
  • Hassan Husseini
  • Janson LaBond
  • Serge Desbiens
  • Melvin Dureen
  • Marcelo Lazaro
  • Frank Nitschmann
  • Bill Ryan
  • Blair Winger

**Appendix “A”

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Firefighters Group, specific provisions and rates of pay

Notwithstanding the General Provisions of this collective agreement, the following specific provisions shall apply to employees performing duties in the Firefighters Group.

General

Interpretation and definitions:
  1. “daily rate of pay” means an employee’s annual rate of pay divided by the number of working days in his or her annual work schedule;
  2. “hourly rate of pay” means a full-time employee’s weekly rate of pay divided by forty-two (42), except that for an employee who is employed as a fire chief, deputy chief, fire prevention officer or a fire prevention inspector “hourly rate of pay” means that employee’s weekly rate of pay divided by thirty-seven decimal five (37.5);

**

  1. With respect to the application of clause 56.02, Personal leave and clause 46.01, Volunteer leave, for firefighters where the standard work week is forty-two (42) hours, the reference to a single period shall be “up to eight point four (8.4) hours”.

**Effective , the preceding paragraph “c” is deleted from the collective agreement, and replaced with the following paragraph “c”:

  1. With respect to the application of clause 56.02, Personal leave, for firefighters where the standard work week is forty-two (42) hours, employees shall be granted, in each fiscal year, sixteen decimal eight (16.8) hours of leave with pay for reasons of a personal nature. This leave can be taken in periods “of eight decimal four (8.4) hours or four decimal two (4.2) hours each.”
Vacation leave

1.01 Accumulation of vacation leave

  1. An employee whose work schedule requires two thousand one hundred eighty-four (2,184) hours per year, and who has earned pay for at least eighty (80) hours for each calendar month of a fiscal year, shall earn vacation leave at the following rates:
    1. eleven (11) hours per month if the employee has completed less than eight (8) years of service;
    2. fourteen (14) hours per month if the employee has completed between eight (8) and sixteen (16) years of service;
    3. fifteen decimal six (15.6) hours per month after the employee has completed sixteen (16) years of service;
    4. sixteen decimal four (16.4) hours per month after the employee has completed seventeen (17) years of service;
    5. eighteen (18) hours per month after the employee has completed eighteen (18) years of service;
    6. nineteen (19) hours per month after the employee has completed twenty-seven (27) years of service;
    7. twenty-one (21) hours per month after the employee has completed twenty-eight (28) years of service;
  2. any other employee who has earned pay for at least seventy-five (75) hours for each calendar month of a fiscal year shall earn vacation leave in accordance with clause 37.02.1.
  3. for the purpose of clause 1.01 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.

1.02 With respect to the application of clause 37.02.2, for firefighters where the standard work week is forty-two (42) hours the entitlement is forty-two (42) hours of vacation leave with pay.

Hours of work and overtime

2.01 Hours of work

When hours of work are scheduled for employees they shall be scheduled so that employees work an average of forty-two (42) hours per week over the life of their schedule.

2.02 Clause 2.01 shall not apply and Article 28 shall apply to an employee who is employed as a fire chief, deputy chief, training officer, fire prevention officer or a fire prevention inspector. The scheduled hours of work for such employees shall be thirty-seven decimal five (37.5) hours per week exclusive of meal breaks.

General

2.03 An employee’s scheduled hours of work shall not be construed as guaranteeing the employee minimum or maximum hours of work.

2.04

  1. The scheduling of hours of work and the establishment of shift schedules shall be done by the Employer. A shift schedule shall be established for, and posted in each Fire Hall.
  2. The Employer agrees that no shift schedule shall provide for split shifts.

2.05

  1. The Employer shall post a duty roster in each Fire Hall eight (8) days in advance. If, as a result of a change in a duty roster, an employee is transferred to another platoon on less than ninety-six (96) hours’ notice in advance of the starting time of the first (1st) shift of the employee’s new platoon, the employee shall be paid at the rate of time and one-half (1 1/2) for the first (1st) shift worked in the schedule of the employee’s new platoon. Subsequent shifts worked on the schedule of the employee’s new platoon shall be paid for at the employee’s hourly rate of pay.
  2. Sub-clause 2.05(a) shall not apply to an employee when the employee is returned to the employee’s regular platoon following a temporary assignment to a new platoon.
  3. 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.

2.06 Assignment of overtime work

Subject to the operational requirements of the service, the Employer shall make every reasonable effort:

  1. to allocate overtime work on an equitable basis among readily available qualified employees,
    and
  2. to give employees who are required to work overtime adequate advance notice of this requirement.

2.07 The Alliance is entitled to consult with the deputy minister or the Deputy Head’s representative whenever it is alleged that employees are required to work unreasonable amounts of overtime.

2.08 Overtime compensation

  1. Except as provided in sub-clause 2.08(b) and subject to clause 2.10, an employee is entitled to time and one-half (1 1/2) compensation for each hour of overtime worked by the employee. When an employee is required to work overtime immediately following their scheduled shift, or on a day of rest, or designated paid holiday, which extends into his or her next scheduled shift, the employee will continue to be compensated at the applicable overtime rate until he or she has had a break of at least eight (8) hours.
  2. Subject to clause 2.10, an employee who is employed as fire chief, deputy chief, fire prevention officer or fire prevention inspector who is required to work overtime on the employee’s scheduled work day is entitled to compensation at the employee’s hourly rate of pay for the first one-half (1/2) hour of overtime worked by the employee and at time and one-half (1 1/2) for all overtime hours worked by the employee in excess of the first one-half (1/2) hour of overtime in each work day.
  3. Compensation earned under this article shall be compensated in accordance with Article 68.

2.09 Subject to clause 2.10, an employee is entitled to double (2) time compensation for each hour of overtime worked by the employee on the employee’s second (2nd) or subsequent day of rest, provided the days of rest are consecutive and contiguous.

2.10 An employee is entitled to overtime compensation for each completed fifteen (15) minute period of overtime worked by the employee.

2.11 Except when a free meal can be provided:

  1. An employee who has not received at least twelve (12) hours advanced notice of an overtime requirement and who works three (3) or more consecutive hours of overtime immediately following the employee’s scheduled hours of work shall be paid a meal allowance in the amount of ten dollars ($10). When continuous overtime extends beyond seven (7) hours, a second (2nd) meal allowance in the amount of ten dollars ($10) shall be provided. Only two (2) meals shall be provided in one overtime shift, except when an overtime period in excess of three (3) hours immediately precedes an employee’s scheduled hours of work, a meal allowance in the amount of ten dollars ($10) shall be paid. Consecutive overtime shifts shall be construed as following scheduled hours of work.
  2. Reasonable time to be determined by the Employer shall be allowed the employee in order that the employee may take a meal break.
Sick leave with pay

3.01 Credits

  1. An employee whose work schedule requires two thousand one hundred eighty-four (2184) hours per year shall earn credits at the rate of eleven (11) hours per month for each calendar month for which the employee earns pay for at least eighty (80) hours.
  2. An employee subject to clause 2.01 of this Appendix shall earn additional sick leave credits at the rate of one (1) hour for each calendar month during which he or she works shifts and he or she receives pay for at least the period identified in (a) or (b) above. Such credits shall not be carried over in the next fiscal year and are available only if the employee has already used all earned sick leave credits during the current fiscal year.
  3. Any other employee shall earn credits at the rate of ten (10) hours for each calendar month for which the employee earns pay for at least seventy-five (75) hours.
Reporting pay

4.01

  1. When an employee is required to report and reports to work on a day of rest the employee is entitled to a minimum of three (3) hours’ pay at the applicable overtime rate.
  2. The minimum payment referred to in 4.01(a) above, does not apply to part-time employees. Part-time employees will receive a minimum payment in accordance with Article 65.05.

4.02 When an employee is required to report and reports to work after the employee has completed the employee’s work for the day and has left the place of work the employee is entitled to a minimum of two (2) hours’ pay at the hourly rate of pay.

Long service pay

5.01 An employee who receives pay for at least eighty-four (84) hours for each of twelve (12) consecutive calendar months for which the employee is eligible to receive long service pay, beginning October 1 of each year, is entitled to be paid, in a lump sum, an amount related to the employee’s period of service in the public service set out in the following table:

Period of service in the public service Annual amount
5 to 9 years $740
10 to 14 years $850
15 to 19 years $980
20 to 24 years $1,110
25 to 29 years $1,240
30 years or more $1,370

5.02 An employee who does not receive at least eighty-four (84) hours’ pay for each of twelve (12) consecutive calendar months for which the employee is eligible to receive long service pay, beginning October 1 of each year, is entitled to one-twelfth (1/12) of the relevant amount as set out in clause 5.01 for each month for which he/she receives at least eighty-four (84) hours’ pay.

5.03 Where an employee does not complete the employee’s specified period of service in the public service upon the first (1st) day of a calendar month, the employee shall, for the purpose of clause 5.01, be deemed to have completed the specified period of employment:

  1. on the first (1st) day of the current month if the employee completes the specified period of employment during the first fifteen (15) days of the month,
    and
  2. on the first (1st) day of the subsequent month in any other case.
Designated paid holidays

Clause 6.01 shall not apply and 32 shall apply to an employee who is employed as a fire chief, deputy chief, training officer, fire prevention officer or a fire prevention inspector.

6.01 Compensation for designated paid holidays

  1. The designated paid holidays in a fiscal year shall be anticipated to the end of the year and “lieu day” credits established. Each fiscal year shall be deemed to include eleven (11) designated paid holidays.
  2. Each employee shall select the method of lieu day compensation, which he or she prefers. Such selection shall be made as of April 1, and shall remain valid for the following twelve-month (12) period.
  3. The employee shall select one of the following methods of lieu day compensation:
    1. cash payment;
    2. compensatory leave;
      or
    3. combination of cash payment and compensatory leave.
  4. The employee shall make such selection known to the Employer and in the manner required by the Employer.
  5. In the event the employee fails to make the selection referred to above, the method of compensation shall be determined by the Employer.
  6. An employee who has elected the compensatory leave method shall have his lieu days scheduled in the fiscal year in which they are credited to him. In scheduling such lieu days the Employer shall, subject to the operational requirements of the service:
    1. schedule an employee’s lieu days on the dates requested when such a request is made in writing thirty (30) days in advance;
    2. schedule any remaining lieu days after consulting with the employee, if as of October 1 the Employer has been unable to accommodate an employee’s request or no request has been filed; such schedule shall be subject to at least twenty-eight (28) days’ advance notice;
    3. provide by mutual agreement lieu days requested on shorter notice, notwithstanding the above.
  7. Lieu days may be granted as an extension to vacation leave or as occasional days and shall be charged against the lieu day credits on the basis of one (1) shift for one (1) day.
  8. At the end of each fiscal year, the employee shall be paid in cash for each unused lieu day at one and one-half (1 1/2) times his daily rate of pay.
High angle rescue allowance

7.01 Employees who obtain and maintain certification in technical rescue operations and are assigned high angle rescue responsibilities in situations/incidents, other than rescue operations conducted at fires or crashes, specifically involving the rescue of individuals trapped beyond the reach of aerial ladder truck capabilities, on cranes, in dry docks or buildings, shall receive a monthly allowance of seventy-five dollars ($75). Entitlement to this allowance ends effective .

Nuclear emergency response team

7.02 Firefighters working in fire halls at CFB Esquimalt and CFB Halifax, who are designated as members of a Nuclear Emergency Response Team, are trained, maintain their qualifications and are assigned duties, shall receive a monthly allowance of one hundred and fifty dollars ($150). Entitlement to this allowance ends effective .

**Annex “A”: FR, Firefighters Group Annual rates of pay (in dollars)

Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
FR - Recruitment rate
Effective Date Step 1 Step 2
$) 47759 50735
A) 48356 51369
B) 48960 52011
X) Restructure effective 56304 59813
C) 57008 60561
D) 57721 61318
FR-1
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5
$) 54603 56006 60146 62132 64177
A) 55286 56706 60898 62909 64979
B) 55977 57415 61659 63695 65791
X) Restructure effective 64374 66027 70908 73249 75660
C) 65179 66852 71794 74165 76606
D) 65994 67688 72691 75092 77564
FR-2
Effective Date Step 1 Step 2 Step 3
$) 63299 65434 67580
A) 64090 66252 68425
B) 64891 67080 69280
X) Restructure effective 74625 77142 79672
C) 75558 78106 80668
D) 76502 79082 81676
FR-3
Effective Date Step 1
$) 71841
A) 72739
B) 73648
X) Restructure effective 84695
C) 85754
D) 86826
FR-4
Effective Date Step 1
$) 76363
A) 77318
B) 78284
X) Restructure effective 90027
C) 91152
D) 92291
FR-5
Effective Date Step 1
$) 81467
A) 82485
B) 83516
X) Restructure effective 96043
C) 97244
D) 98460
FR-6
Effective Date Step 1
$) 86965
A) 88052
B) 89153
X) Restructure effective 102526
C) 103808
D) 105106
Pay notes
  1. The pay increment date for an indeterminate employee appointed to a position in the bargaining unit on promotion, demotion, or from outside the public service after , shall be the anniversary of the employee’s appointment.
  2. The increment period for indeterminate employees paid in these scales of rates, other than employees paid in the recruitment rate scale of rates, is one (1) year.
  3. The pay increment period for term employees at levels FR-1 to FR-7 is fifty-two (52) weeks. A pay increment shall be the next rate in the scale of rates.
  4. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.
  5. The increment period for employees paid in the Recruitment Rate scale of rates is six (6) months.
  6. After completing the second (2nd) six (6) months at the recruitment rate the employee shall be paid at the FR-1 rate then in effect.

**Annex “B”: Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada With Respect to Firefighters and the Provincial Workers of Compensation Acts

This memorandum of understanding is to give effect to the understanding reached between the Employer and Public Service Alliance of Canada regarding firefighters and the provincial workers compensation acts.

The President of the Treasury Board, or another Minister, will send a letter to the appropriate provincial minister requesting that appropriate steps be taken to ensure federal fire service personnel, subject to the Government Employees Compensation Act (GECA), receive the benefit of all statutory and/or regulatory presumptions contained in the relevant provincial legislation currently provided to fire service personnel in that province.

This letter will contain the following:

  1. A requested reply within 6 months from receipt of this letter. Should reply letters not be received within 6 months, a follow-up letter will be sent to provinces as appropriate to inquire on the status of the requested changes.
  2. An indication that these steps may include, but are not limited to, any necessary amendments to the definition of fire service personnel contained in, or referenced by, provincial worker’s compensation legislation, or related provincial legislation.
  3. His or her support of federal fire service personnel being afforded the same coverage as fire service personnel covered under provincial worker compensation acts.
  4. A clear statement requesting that appropriate steps be taken to ensure federal fire service personnel, subject to the Government Employees Compensation Act (GECA), receive the benefit of all statutory and/or regulatory presumptions contained in the relevant provincial legislation currently provided to fire service personnel in that province.

This letter will be sent within 90 days of signing of the collective agreement. This period may, by mutual agreement, be extended.

**Appendix “B”

Top of page

General Labour and Trades Group specific provisions and rates of pay

Notwithstanding the general provisions of this collective agreement, the following specific provisions shall apply to employees performing duties in the General Labour and Trades Group.

Interpretations and definitions

For the purpose of this agreement:

a. “annual rate of pay”
means an employee’s weekly rate of pay multiplied by fifty-two decimal one seventy-six (52.176);
b. “daily rate of pay”
means an employee’s hourly rate of pay times his normal number of hours of work per day;
c. “pay”
means basic rate of pay as specified in Annex A and includes supervisory differential and/or inmate training differential where applicable;
d. “weekly rate of pay”
means an employee’s daily rate of pay multiplied by five (5).

Hours of work and overtime

1.01 Subject to the conditions of this article, the Employer shall schedule hours of work for all employees, except for those whose hours are covered by special written agreement between the Employer and the Alliance.

1.02 In reference to clause 25.02(a), Hours of work, the standard work week is forty (40) hours per week and eight (8) hours per day exclusive of a meal period.

1.03 In reference to clause 25.02(b), the Employer shall schedule the hours of work so that employees work eight (8) hours per day and an average of forty (40) hours and an average of five (5) days per week.

1.04 An employee whose scheduled hours of work are changed without seven (7) days prior notice:

  1. shall be compensated at the rate of time and one-half (1 1/2) for the first (1st) full shift worked on the new schedule. Subsequent shifts worked on the new schedule shall be paid for at straight time;
  2. shall retain his or her previously scheduled days of rest next following the change, or, if worked, such days of rest shall be compensated in accordance with clause 2.07.

1.05 Summer and winter hours

  1. At any location, the schedules of hours of work, and attendant overtime provisions, may be varied by the Employer, following meaningful consultation with local Alliance representatives, to allow for summer and winter hours and/or flexible hours.
  2. Within five (5) days of notification of consultation served by either party, the Alliance shall notify the Employer in writing of the representative authorised to act on behalf of the Alliance for consultation purposes.

1.06 The daily overtime provisions of the agreement shall not apply to an employee attending a training course on the instructions of the Employer, except that an employee who performs his or her normal duties during the employee’s regular working hours shall be paid at overtime rates for time spent after eight (8) hours performing work, while the employee is in attendance at training sessions.

1.07 Reporting pay

  1. An employee who reports for overtime work as directed on a day of rest shall be paid for the time actually worked, or a minimum of three (3) hours’ pay at the applicable overtime rate, whichever is the greater. This clause shall only be applicable to employees who are notified of the overtime work requirement prior to completing their last scheduled shift.
  2. An employee who reports for work on the employee’s scheduled shift shall be paid for the time actually worked, or a minimum of four (4) hours’ pay at straight time, whichever is the greater.
  3. The minimum payments to which are referred in 2.07(a) and (b) above, do not apply to part-time employees. Part-time employees will receive a minimum payment in accordance with Article 65.

1.08 If an employee reports back for overtime work which is not contiguous to either:

  1. the employee’s regularly scheduled shift on that day,
    or
  2. any other period of work on that day,

the employee shall be paid for the time actually worked; or a minimum of four (4) hours’ pay at straight time, whichever is the greater. However, this clause shall be applicable only to employees who are notified of such a non-contiguous overtime requirement prior to the completion of either their regularly scheduled shift on that day, or any other period of work on that day, as applicable.

1.09 An employee is entitled to overtime compensation for each completed fifteen (15) minute period of overtime worked by the employee.

**

1.10 Rest periods

The Employer shall schedule two (2) rest periods of fifteen (15) minutes each during each shift and three (3) rest periods of fifteen (15) for each shift scheduled for twelve (12) hours or more. An employee in the Canadian Penitentiary Service may be required to take such rest periods at the employee’s work location when the nature of the employee’s duties makes it necessary.

1.11 Meal break

Subject to operational requirements: the Employer will schedule a meal break of at least one-half (1/2) hour during each full work period. Such meal break shall be scheduled as close as possible to the midpoint of the work period, unless an alternate arrangement is agreed to at the appropriate level between the Employer and the employee.

Travel between work sites

2.01 When an employee is required to perform work at other than his normal work place, as defined in the Treasury Board Travel Directive, and the employee’s status is such that the employee is not entitled to claim expenses for lodging and meals, the Employer shall provide transportation, or kilometric allowance in lieu, for travel between the employee’s normal workplace and any other work place(s).

Transfer at sea allowance

3.01 When an employee is required to transfer to a ship, submarine or barge (not berthed) from a helicopter, ship’s boat, yardcraft or auxiliary vessel, the employee shall be paid a transfer allowance of five dollars ($5) except when transferring between vessels and/or work platforms which are in a secured state to each other for the purpose of performing a specific task such as deperming. If the employee leaves the ship, submarine or barge by a similar transfer, the employee shall be paid an additional five dollars ($5).

Supervisory differential

4.01 A supervisory differential, as established in Annex B, shall be paid to employees in the bargaining unit who encumber positions which receive a supervisory rating under the classification standard, and who perform supervisory duties.

Miscellaneous

5.01 The Employer shall continue to provide any automobile windshield sticker or other form of permit which an employee may require in order to enter the employee’s work site area, or shall repay the employee for the cost of same. However, this undertaking by the Employer shall not include free automobile parking privileges where payment of a parking fee would otherwise apply.

Dirty work allowance

6.01 When an employee is required to come in physical contact with the pollutant while engaged in the cleaning up of oil spills in excess of two hundred (200) litres which resulted from a marine disaster, mechanical failure, bunkering or fuel transfer operations, the employee shall receive, in addition to the appropriate rate of pay, an additional one-half (1/2) his straight-time rate for every fifteen (15) minute period, or part thereof, worked. All of the foregoing duties must have the prior approval of the Employer before work is commenced.

Height pay

7.01 An employee shall be paid a height pay allowance equal to twenty-five per cent (25%) of the employee’s basic hourly rate of pay on a pro rata basis for actual time worked:

  1. on land-based towers where they are required to work thirty (30) feet or more above the ground;
  2. for installation or repair work thirty (30) feet above the ground, on the side of buildings, ships or structures where the method of support is by moveable platform (excluding manlifts);
  3. for repair work at a height of thirty (30) feet or more above the ground, on cranes where no scaffolding exists.

**Annex “A-1”: GL, General Labour and Trades Group

Pay notes
  1. Pay increments
    1. The pay increment date for an indeterminate employee appointed to a position in the General Labour and Trades Group prior to , shall be August 5.
    2. The pay increment date for an indeterminate employee appointed to a position in the General Labour and Trades Group on or after , shall be the anniversary date such an appointment.
    3. The increment period for indeterminate employees, other than apprentices, paid in these scales of rates, is one (1) year.
    4. The pay increment period for term employees at levels, other than apprentices, is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
    5. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.
    6. Apprenticeship rates of pay are based on a percentage of the maximum rate of pay of the applicable sub group and level.
  2. The apprentice rate of pay will based on the following sub-groups:
    1. Aircraft Maintaining Sub-Group (AIM) 09
    2. Ammunition Working Sub-Group (AMW) 06
    3. Electrical Installing and Maintaining Sub-Group (EIM) 10
    4. Instrument Maintaining Sub-Group (INM) 10
    5. Machinery Maintaining Sub-Group (MAM) 09
    6. Machine, Tool-Making and Engraving (MST) 11
    7. Painting and Construction Finishing Sub-Group (PCF) 07
    8. Pipefitting Sub-Group (PIP) 09
    9. Precision Working Sub-Group (PRW) 07
    10. Sheet Metal Working Sub-Group (SMW) 09
    11. Vehicle and Heavy Equipment Maintaining Sub-Group (VHE) 09
    12. Woodworking Sub-Group (WOW) 09
    13. Construction Inspecting Sub-Group (COI) (WFE) 10
      1. 48 months to certificate, 50% of above cited sub-group
      2. 42 months to certificate, 56% of above cited sub-group
      3. 36 months to certificate, 62% of above cited sub-group
      4. 30 months to certificate, 68% of above cited sub-group
      5. 24 months to certificate, 74% of above cited sub-group
      6. 18 months to certificate, 80% of above cited sub-group
      7. 12 months to certificate, 86% of above cited sub-group
      8. 6 months to certificate, 92% of above cited sub-group

Placement in the grid shall be in accordance with provincial, territorial or Red Seal standards or, where there is no provincial, territorial or Red Seal standard, another governing body or government standards.

See Annex A-2 for apprenticeship rates

General Labour and Trades (Supervisory and Non-Supervisory) Groups
Aircraft Maintaining Sub-Group (AIM)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-AIM-9
Effective Date Step 1 Step 2 Step 3
$) 25.49 26.60 27.70
A) 25.81 26.93 28.05
B) 26.13 27.27 28.40
X) Restructure effective 26.78 27.95 29.11
C) 27.11 28.30 29.47
D) 27.45 28.65 29.84
GL-AIM-10
Effective Date Step 1 Step 2 Step 3
$) 26.46 27.61 28.76
A) 26.79 27.96 29.12
B) 27.12 28.31 29.48
X) Restructure effective 27.80 29.02 30.22
C) 28.15 29.38 30.60
D) 28.50 29.75 30.98
GL-AIM-11
Effective Date Step 1 Step 2 Step 3
$) 27.49 28.68 29.87
A) 27.83 29.04 30.24
B) 28.18 29.40 30.62
X) Restructure effective 28.88 30.14 31.39
C) 29.24 30.52 31.78
D) 29.61 30.90 32.18
GL-AIM-12
Effective Date Step 1 Step 2 Step 3
$) 28.42 29.66 30.90
A) 28.78 30.03 31.29
B) 29.14 30.41 31.68
X) Restructure effective 29.87 31.17 32.47
C) 30.24 31.56 32.88
D) 30.62 31.95 33.29
GL-AIM-13
Effective Date Step 1 Step 2 Step 3
$) 29.35 30.60 31.89
A) 29.72 30.98 32.29
B) 30.09 31.37 32.69
X) Restructure effective 30.84 32.15 33.51
C) 31.23 32.55 33.93
D) 31.62 32.96 34.35
GL-AIM-14
Effective Date Step 1 Step 2 Step 3
$) 30.26 31.59 32.91
A) 30.64 31.98 33.32
B) 31.02 32.38 33.74
X) Restructure effective 31.80 33.19 34.58
C) 32.20 33.60 35.01
D) 32.60 34.02 35.45
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Ammunition Working Sub-Group (AMW)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-AMW-1
Effective Date Step 1 Step 2 Step 3
$) 18.94 19.78 20.59
A) 19.18 20.03 20.85
B) 19.42 20.28 21.11
X) Restructure effective 19.91 20.79 21.64
C) 20.16 21.05 21.91
D) 20.41 21.31 22.18
GL-AMW-2
Effective Date Step 1 Step 2 Step 3
$) 19.53 20.41 21.25
A) 19.77 20.67 21.52
B) 20.02 20.93 21.79
X) Restructure effective 20.52 21.45 22.33
C) 20.78 21.72 22.61
D) 21.04 21.99 22.89
GL-AMW-3
Effective Date Step 1 Step 2 Step 3
$) 20.25 21.13 22.01
A) 20.50 21.39 22.29
B) 20.76 21.66 22.57
X) Restructure effective 21.28 22.20 23.13
C) 21.55 22.48 23.42
D) 21.82 22.76 23.71
GL-AMW-4
Effective Date Step 1 Step 2 Step 3
$) 20.91 21.83 22.74
A) 21.17 22.10 23.02
B) 21.43 22.38 23.31
X) Restructure effective 21.97 22.94 23.89
C) 22.24 23.23 24.19
D) 22.52 23.52 24.49
GL-AMW-5
Effective Date Step 1 Step 2 Step 3
$) 21.64 22.59 23.53
A) 21.91 22.87 23.82
B) 22.18 23.16 24.12
X) Restructure effective 22.73 23.74 24.72
C) 23.01 24.04 25.03
D) 23.30 24.34 25.34
GL-AMW-6
Effective Date Step 1 Step 2 Step 3
$) 22.41 23.40 24.37
A) 22.69 23.69 24.67
B) 22.97 23.99 24.98
X) Restructure effective 23.54 24.59 25.60
C) 23.83 24.90 25.92
D) 24.13 25.21 26.24
GL-AMW-7
Effective Date Step 1 Step 2 Step 3
$) 23.19 24.18 25.20
A) 23.48 24.48 25.52
B) 23.77 24.79 25.84
X) Restructure effective 24.36 25.41 26.49
C) 24.66 25.73 26.82
D) 24.97 26.05 27.16
GL-AMW-8
Effective Date Step 1 Step 2 Step 3
$) 24.08 25.13 26.17
A) 24.38 25.44 26.50
B) 24.68 25.76 26.83
X) Restructure effective 25.30 26.40 27.50
C) 25.62 26.73 27.84
D) 25.94 27.06 28.19
GL-AMW-9
Effective Date Step 1 Step 2 Step 3
$) 25.04 26.13 27.21
A) 25.35 26.46 27.55
B) 25.67 26.79 27.89
X) Restructure effective 26.31 27.46 28.59
C) 26.64 27.80 28.95
D) 26.97 28.15 29.31
GL-AMW-10
Effective Date Step 1 Step 2 Step 3
$) 25.97 27.09 28.23
A) 26.29 27.43 28.58
B) 26.62 27.77 28.94
X) Restructure effective 27.29 28.46 29.66
C) 27.63 28.82 30.03
D) 27.98 29.18 30.41
GL-AMW-11
Effective Date Step 1 Step 2 Step 3
$) 26.93 28.10 29.26
A) 27.27 28.45 29.63
B) 27.61 28.81 30.00
X) Restructure effective 28.30 29.53 30.75
C) 28.65 29.90 31.13
D) 29.01 30.27 31.52
GL-AMW-12
Effective Date Step 1 Step 2 Step 3
$) 27.92 29.13 30.36
A) 28.27 29.49 30.74
B) 28.62 29.86 31.12
X) Restructure effective 29.34 30.61 31.90
C) 29.71 30.99 32.30
D) 30.08 31.38 32.70
GL-AMW-13
Effective Date Step 1 Step 2 Step 3
$) 28.86 30.11 31.35
A) 29.22 30.49 31.74
B) 29.59 30.87 32.14
X) Restructure effective 30.33 31.64 32.94
C) 30.71 32.04 33.35
D) 31.09 32.44 33.77
GL-AMW-14
Effective Date Step 1 Step 2 Step 3
$) 29.76 31.08 32.36
A) 30.13 31.47 32.76
B) 30.51 31.86 33.17
X) Restructure effective 31.27 32.66 34.00
C) 31.66 33.07 34.43
D) 32.06 33.48 34.86
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Construction Inspecting Sub-Group (COI) (Construction Inspector)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-COI-9
Effective Date Step 1 Step 2 Step 3
$) 27.46 28.65 29.84
A) 27.80 29.01 30.21
B) 28.15 29.37 30.59
X) Restructure effective 28.29 29.52 30.74
C) 28.64 29.89 31.12
D) 29.00 30.26 31.51
GL-COI-10
Effective Date Step 1 Step 2 Step 3
$) 28.49 29.73 30.97
A) 28.85 30.10 31.36
B) 29.21 30.48 31.75
X) Restructure effective 29.36 30.63 31.91
C) 29.73 31.01 32.31
D) 30.10 31.40 32.71
GL-COI-11
Effective Date Step 1 Step 2 Step 3
$) 29.56 30.86 32.13
A) 29.93 31.25 32.53
B) 30.30 31.64 32.94
X) Restructure effective 30.45 31.80 33.10
C) 30.83 32.20 33.51
D) 31.22 32.60 33.93
GL-COI-12
Effective Date Step 1 Step 2 Step 3
$) 30.62 31.95 33.28
A) 31.00 32.35 33.70
B) 31.39 32.75 34.12
X) Restructure effective 31.55 32.91 34.29
C) 31.94 33.32 34.72
D) 32.34 33.74 35.15
GL-COI-13
Effective Date Step 1 Step 2 Step 3
$) 31.65 33.03 34.40
A) 32.05 33.44 34.83
B) 32.45 33.86 35.27
X) Restructure effective 32.61 34.03 35.45
C) 33.02 34.46 35.89
D) 33.43 34.89 36.34
GL-COI-14
Effective Date Step 1 Step 2 Step 3
$) 32.72 34.15 35.58
A) 33.13 34.58 36.02
B) 33.54 35.01 36.47
X) Restructure effective 33.71 35.19 36.65
C) 34.13 35.63 37.11
D) 34.56 36.08 37.57
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Electrical Installing and Maintaining Sub-Group (EIM) (Electrician)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-EIM-9
Effective Date Step 1 Step 2 Step 3
$) 26.53 27.69 28.85
A) 26.86 28.04 29.21
B) 27.20 28.39 29.58
X) Restructure effective 28.83 30.09 31.35
C) 29.19 30.47 31.74
D) 29.55 30.85 32.14
GL-EIM-10
Effective Date Step 1 Step 2 Step 3
$) 28.26 29.49 30.70
A) 28.61 29.86 31.08
B) 28.97 30.23 31.47
X) Restructure effective 30.71 32.04 33.36
C) 31.09 32.44 33.78
D) 31.48 32.85 34.20
GL-EIM-11
Effective Date Step 1 Step 2 Step 3
$) 29.27 30.56 31.83
A) 29.64 30.94 32.23
B) 30.01 31.33 32.63
X) Restructure effective 31.81 33.21 34.59
C) 32.21 33.63 35.02
D) 32.61 34.05 35.46
GL-EIM-12
Effective Date Step 1 Step 2 Step 3
$) 30.33 31.65 32.98
A) 30.71 32.05 33.39
B) 31.09 32.45 33.81
X) Restructure effective 32.96 34.40 35.84
C) 33.37 34.83 36.29
D) 33.79 35.27 36.74
GL-EIM-13
Effective Date Step 1 Step 2 Step 3
$) 31.37 32.72 34.10
A) 31.76 33.13 34.53
B) 32.16 33.54 34.96
X) Restructure effective 34.09 35.55 37.06
C) 34.52 35.99 37.52
D) 34.95 36.44 37.99
GL-EIM-14
Effective Date Step 1 Step 2 Step 3
$) 32.41 33.81 35.23
A) 32.82 34.23 35.67
B) 33.23 34.66 36.12
X) Restructure effective 35.22 36.74 38.29
C) 35.66 37.20 38.77
D) 36.11 37.67 39.25
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Elemental Sub-Group (ELE)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-ELE-1
Effective Date Step 1 Step 2 Step 3
$) 18.08 18.87 19.68
A) 18.31 19.11 19.93
B) 18.54 19.35 20.18
X) Restructure effective 18.63 19.45 20.28
C) 18.86 19.69 20.53
D) 19.10 19.94 20.79
GL-ELE-2
Effective Date Step 1 Step 2 Step 3
$) 18.78 19.61 20.43
A) 19.01 19.86 20.69
B) 19.25 20.11 20.95
X) Restructure effective 19.35 20.21 21.05
C) 19.59 20.46 21.31
D) 19.83 20.72 21.58
GL-ELE-3
Effective Date Step 1 Step 2 Step 3
$) 19.41 20.26 21.11
A) 19.65 20.51 21.37
B) 19.90 20.77 21.64
X) Restructure effective 20.00 20.87 21.75
C) 20.25 21.13 22.02
D) 20.50 21.39 22.30
GL-ELE-4
Effective Date Step 1 Step 2 Step 3
$) 19.98 20.85 21.71
A) 20.23 21.11 21.98
B) 20.48 21.37 22.25
X) Restructure effective 20.58 21.48 22.36
C) 20.84 21.75 22.64
D) 21.10 22.02 22.92
GL-ELE-5
Effective Date Step 1 Step 2 Step 3
$) 20.76 21.65 22.56
A) 21.02 21.92 22.84
B) 21.28 22.19 23.13
X) Restructure effective 21.39 22.30 23.25
C) 21.66 22.58 23.54
D) 21.93 22.86 23.83
GL-ELE-6
Effective Date Step 1 Step 2 Step 3
$) 21.44 22.36 23.31
A) 21.71 22.64 23.60
B) 21.98 22.92 23.90
X) Restructure effective 22.09 23.03 24.02
C) 22.37 23.32 24.32
D) 22.65 23.61 24.62
GL-ELE-7
Effective Date Step 1 Step 2 Step 3
$) 22.16 23.11 24.09
A) 22.44 23.40 24.39
B) 22.72 23.69 24.69
X) Restructure effective 22.83 23.81 24.81
C) 23.12 24.11 25.12
D) 23.41 24.41 25.43
GL-ELE-8
Effective Date Step 1 Step 2 Step 3
$) 23.02 24.03 25.03
A) 23.31 24.33 25.34
B) 23.60 24.63 25.66
X) Restructure effective 23.72 24.75 25.79
C) 24.02 25.06 26.11
D) 24.32 25.37 26.44
GL-ELE-9
Effective Date Step 1 Step 2 Step 3
$) 23.88 24.90 25.95
A) 24.18 25.21 26.27
B) 24.48 25.53 26.60
X) Restructure effective 24.60 25.66 26.73
C) 24.91 25.98 27.06
D) 25.22 26.30 27.40
GL-ELE-10
Effective Date Step 1 Step 2 Step 3
$) 24.81 25.90 26.97
A) 25.12 26.22 27.31
B) 25.43 26.55 27.65
X) Restructure effective 25.56 26.68 27.79
C) 25.88 27.01 28.14
D) 26.20 27.35 28.49
GL-ELE-11
Effective Date Step 1 Step 2 Step 3
$) 25.74 26.87 27.98
A) 26.06 27.21 28.33
B) 26.39 27.55 28.68
X) Restructure effective 26.52 27.69 28.82
C) 26.85 28.04 29.18
D) 27.19 28.39 29.54
GL-ELE-12
Effective Date Step 1 Step 2 Step 3
$) 26.61 27.75 28.93
A) 26.94 28.10 29.29
B) 27.28 28.45 29.66
X) Restructure effective 27.42 28.59 29.81
C) 27.76 28.95 30.18
D) 28.11 29.31 30.56
GL-ELE-13
Effective Date Step 1 Step 2 Step 3
$) 27.53 28.72 29.91
A) 27.87 29.08 30.28
B) 28.22 29.44 30.66
X) Restructure effective 28.36 29.59 30.81
C) 28.71 29.96 31.20
D) 29.07 30.33 31.59
GL-ELE-14
Effective Date Step 1 Step 2 Step 3
$) 28.39 29.62 30.86
A) 28.74 29.99 31.25
B) 29.10 30.36 31.64
X) Restructure effective 29.25 30.51 31.80
C) 29.62 30.89 32.20
D) 29.99 31.28 32.60
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Grain-Handlers and Weighpersons Sub-Group (GHW)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-GHW-3
Effective Date Step 1 Step 2 Step 3
$) 22.39 23.38 24.35
A) 22.67 23.67 24.65
B) 22.95 23.97 24.96
X) Restructure effective 23.52 24.57 25.58
C) 23.81 24.88 25.90
D) 24.11 25.19 26.22
GL-GHW-4
Effective Date Step 1 Step 2 Step 3
$) 23.11 24.12 25.13
A) 23.40 24.42 25.44
B) 23.69 24.73 25.76
X) Restructure effective 24.28 25.35 26.40
C) 24.58 25.67 26.73
D) 24.89 25.99 27.06
GL-GHW-5
Effective Date Step 1 Step 2 Step 3
$) 23.88 24.90 25.95
A) 24.18 25.21 26.27
B) 24.48 25.53 26.60
X) Restructure effective 25.09 26.17 27.27
C) 25.40 26.50 27.61
D) 25.72 26.83 27.96
GL-GHW-6
Effective Date Step 1 Step 2 Step 3
$) 24.75 25.82 26.90
A) 25.06 26.14 27.24
B) 25.37 26.47 27.58
X) Restructure effective 26.00 27.13 28.27
C) 26.33 27.47 28.62
D) 26.66 27.81 28.98
GL-GHW-7
Effective Date Step 1 Step 2 Step 3
$) 25.49 26.60 27.70
A) 25.81 26.93 28.05
B) 26.13 27.27 28.40
X) Restructure effective 26.78 27.95 29.11
C) 27.11 28.30 29.47
D) 27.45 28.65 29.84
GL-GHW-8
Effective Date Step 1 Step 2 Step 3
$) 26.51 27.66 28.82
A) 26.84 28.01 29.18
B) 27.18 28.36 29.54
X) Restructure effective 27.86 29.07 30.28
C) 28.21 29.43 30.66
D) 28.56 29.80 31.04
GL-GHW-9
Effective Date Step 1 Step 2 Step 3
$)
A)
B)
X) Restructure effective
C)
D)
GL-GHW-10
Effective Date Step 1 Step 2 Step 3
$) 27.92 29.13 30.36
A) 28.27 29.49 30.74
B) 28.62 29.86 31.12
X) Restructure effective 29.34 30.61 31.90
C) 29.71 30.99 32.30
D) 30.08 31.38 32.70
GL-GHW-11
Effective Date Step 1 Step 2 Step 3
$) 28.02 29.22 30.45
A) 28.37 29.59 30.83
B) 28.72 29.96 31.22
X) Restructure effective 29.44 30.71 32.00
C) 29.81 31.09 32.40
D) 30.18 31.48 32.81
GL-GHW-12
Effective Date Step 1 Step 2 Step 3
$) 29.31 30.59 31.86
A) 29.68 30.97 32.26
B) 30.05 31.36 32.66
X) Restructure effective 30.80 32.14 33.48
C) 31.19 32.54 33.90
D) 31.58 32.95 34.32
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Instrument Maintaining Sub-Group (INM)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-INM-9
Effective Date Step 1 Step 2 Step 3
$) 24.42 25.48 26.54
A) 24.73 25.80 26.87
B) 25.04 26.12 27.21
X) Restructure effective 25.67 26.77 27.89
C) 25.99 27.10 28.24
D) 26.31 27.44 28.59
GL-INM-10
Effective Date Step 1 Step 2 Step 3
$) 25.35 26.44 27.55
A) 25.67 26.77 27.89
B) 25.99 27.10 28.24
X) Restructure effective 26.64 27.78 28.95
C) 26.97 28.13 29.31
D) 27.31 28.48 29.68
GL-INM-11
Effective Date Step 1 Step 2 Step 3
$) 26.28 27.42 28.54
A) 26.61 27.76 28.90
B) 26.94 28.11 29.26
X) Restructure effective 27.61 28.81 29.99
C) 27.96 29.17 30.36
D) 28.31 29.53 30.74
GL-INM-12
Effective Date Step 1 Step 2 Step 3
$) 27.21 28.40 29.59
A) 27.55 28.76 29.96
B) 27.89 29.12 30.33
X) Restructure effective 28.59 29.85 31.09
C) 28.95 30.22 31.48
D) 29.31 30.60 31.87
GL-INM-13
Effective Date Step 1 Step 2 Step 3
$) 28.10 29.31 30.54
A) 28.45 29.68 30.92
B) 28.81 30.05 31.31
X) Restructure effective 29.53 30.80 32.09
C) 29.90 31.19 32.49
D) 30.27 31.58 32.90
GL-INM-14
Effective Date Step 1 Step 2 Step 3
$) 29.03 30.30 31.56
A) 29.39 30.68 31.95
B) 29.76 31.06 32.35
X) Restructure effective 30.50 31.84 33.16
C) 30.88 32.24 33.57
D) 31.27 32.64 33.99
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Machinery Maintaining Sub-Group (MAM)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-MAM-5
Effective Date Step 1 Step 2 Step 3
$) 22.33 23.32 24.28
A) 22.61 23.61 24.58
B) 22.89 23.91 24.89
X) Restructure effective 23.46 24.51 25.51
C) 23.75 24.82 25.83
D) 24.05 25.13 26.15
GL-MAM-6
Effective Date Step 1 Step 2 Step 3
$) 23.11 24.12 25.13
A) 23.40 24.42 25.44
B) 23.69 24.73 25.76
X) Restructure effective 24.28 25.35 26.40
C) 24.58 25.67 26.73
D) 24.89 25.99 27.06
GL-MAM-7
Effective Date Step 1 Step 2 Step 3
$) 23.91 24.92 25.97
A) 24.21 25.23 26.29
B) 24.51 25.55 26.62
X) Restructure effective 25.12 26.19 27.29
C) 25.43 26.52 27.63
D) 25.75 26.85 27.98
GL-MAM-8
Effective Date Step 1 Step 2 Step 3
$) 24.88 25.96 27.04
A) 25.19 26.28 27.38
B) 25.50 26.61 27.72
X) Restructure effective 26.14 27.28 28.41
C) 26.47 27.62 28.77
D) 26.80 27.97 29.13
GL-MAM-9
Effective Date Step 1 Step 2 Step 3
$) 25.86 26.98 28.11
A) 26.18 27.32 28.46
B) 26.51 27.66 28.82
X) Restructure effective 27.17 28.35 29.54
C) 27.51 28.70 29.91
D) 27.85 29.06 30.28
GL-MAM-10
Effective Date Step 1 Step 2 Step 3
$) 26.89 28.05 29.21
A) 27.23 28.40 29.58
B) 27.57 28.76 29.95
X) Restructure effective 28.26 29.48 30.70
C) 28.61 29.85 31.08
D) 28.97 30.22 31.47
GL-MAM-11
Effective Date Step 1 Step 2 Step 3
$) 27.84 29.05 30.26
A) 28.19 29.41 30.64
B) 28.54 29.78 31.02
X) Restructure effective 29.25 30.52 31.80
C) 29.62 30.90 32.20
D) 29.99 31.29 32.60
GL-MAM-12
Effective Date Step 1 Step 2 Step 3
$) 28.86 30.11 31.35
A) 29.22 30.49 31.74
B) 29.59 30.87 32.14
X) Restructure effective 30.33 31.64 32.94
C) 30.71 32.04 33.35
D) 31.09 32.44 33.77
GL-MAM-13
Effective Date Step 1 Step 2 Step 3
$) 29.82 31.13 32.42
A) 30.19 31.52 32.83
B) 30.57 31.91 33.24
X) Restructure effective 31.33 32.71 34.07
C) 31.72 33.12 34.50
D) 32.12 33.53 34.93
GL-MAM-14
Effective Date Step 1 Step 2 Step 3
$) 30.79 32.13 33.47
A) 31.17 32.53 33.89
B) 31.56 32.94 34.31
X) Restructure effective 32.35 33.76 35.17
C) 32.75 34.18 35.61
D) 33.16 34.61 36.06
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Manipulating Sub-Group (MAN)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-MAN-1
Effective Date Step 1 Step 2 Step 3
$) 19.79 20.64 21.50
A) 20.04 20.90 21.77
B) 20.29 21.16 22.04
X) Restructure effective 20.80 21.69 22.59
C) 21.06 21.96 22.87
D) 21.32 22.23 23.16
GL-MAN-2
Effective Date Step 1 Step 2 Step 3
$) 20.43 21.31 22.21
A) 20.69 21.58 22.49
B) 20.95 21.85 22.77
X) Restructure effective 21.47 22.40 23.34
C) 21.74 22.68 23.63
D) 22.01 22.96 23.93
GL-MAN-3
Effective Date Step 1 Step 2 Step 3
$) 21.15 22.06 22.98
A) 21.41 22.34 23.27
B) 21.68 22.62 23.56
X) Restructure effective 22.22 23.19 24.15
C) 22.50 23.48 24.45
D) 22.78 23.77 24.76
GL-MAN-4
Effective Date Step 1 Step 2 Step 3
$) 21.87 22.82 23.76
A) 22.14 23.11 24.06
B) 22.42 23.40 24.36
X) Restructure effective 22.98 23.99 24.97
C) 23.27 24.29 25.28
D) 23.56 24.59 25.60
GL-MAN-5
Effective Date Step 1 Step 2 Step 3
$) 22.61 23.58 24.57
A) 22.89 23.87 24.88
B) 23.18 24.17 25.19
X) Restructure effective 23.76 24.77 25.82
C) 24.06 25.08 26.14
D) 24.36 25.39 26.47
GL-MAN-6
Effective Date Step 1 Step 2 Step 3
$) 23.40 24.41 25.43
A) 23.69 24.72 25.75
B) 23.99 25.03 26.07
X) Restructure effective 24.59 25.66 26.72
C) 24.90 25.98 27.05
D) 25.21 26.30 27.39
GL-MAN-7
Effective Date Step 1 Step 2 Step 3
$) 24.18 25.25 26.30
A) 24.48 25.57 26.63
B) 24.79 25.89 26.96
X) Restructure effective 25.41 26.54 27.63
C) 25.73 26.87 27.98
D) 26.05 27.21 28.33
GL-MAN-8
Effective Date Step 1 Step 2 Step 3
$) 25.26 26.35 27.46
A) 25.58 26.68 27.80
B) 25.90 27.01 28.15
X) Restructure effective 26.55 27.69 28.85
C) 26.88 28.04 29.21
D) 27.22 28.39 29.58
GL-MAN-9
Effective Date Step 1 Step 2 Step 3
$) 26.22 27.36 28.49
A) 26.55 27.70 28.85
B) 26.88 28.05 29.21
X) Restructure effective 27.55 28.75 29.94
C) 27.89 29.11 30.31
D) 28.24 29.47 30.69
GL-MAN-10
Effective Date Step 1 Step 2 Step 3
$) 27.23 28.42 29.61
A) 27.57 28.78 29.98
B) 27.91 29.14 30.35
X) Restructure effective 28.61 29.87 31.11
C) 28.97 30.24 31.50
D) 29.33 30.62 31.89
GL-MAN-11
Effective Date Step 1 Step 2 Step 3
$) 28.24 29.47 30.68
A) 28.59 29.84 31.06
B) 28.95 30.21 31.45
X) Restructure effective 29.67 30.97 32.24
C) 30.04 31.36 32.64
D) 30.42 31.75 33.05
GL-MAN-12
Effective Date Step 1 Step 2 Step 3
$) 29.21 30.49 31.76
A) 29.58 30.87 32.16
B) 29.95 31.26 32.56
X) Restructure effective 30.70 32.04 33.37
C) 31.08 32.44 33.79
D) 31.47 32.85 34.21
GL-MAN-13
Effective Date Step 1 Step 2 Step 3
$) 30.27 31.61 32.92
A) 30.65 32.01 33.33
B) 31.03 32.41 33.75
X) Restructure effective 31.81 33.22 34.59
C) 32.21 33.64 35.02
D) 32.61 34.06 35.46
GL-MAN-14
Effective Date Step 1 Step 2 Step 3
$) 31.22 32.58 33.94
A) 31.61 32.99 34.36
B) 32.01 33.40 34.79
X) Restructure effective 32.81 34.24 35.66
C) 33.22 34.67 36.11
D) 33.64 35.10 36.56
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Machine Driving-Operating Sub-Group (MDO)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-MDO-1
Effective Date Step 1 Step 2 Step 3
$) 18.39 19.19 19.98
A) 18.62 19.43 20.23
B) 18.85 19.67 20.48
X) Restructure effective 18.94 19.77 20.58
C) 19.18 20.02 20.84
D) 19.42 20.27 21.10
GL-MDO-2
Effective Date Step 1 Step 2 Step 3
$) 19.03 19.85 20.68
A) 19.27 20.10 20.94
B) 19.51 20.35 21.20
X) Restructure effective 19.61 20.45 21.31
C) 19.86 20.71 21.58
D) 20.11 20.97 21.85
GL-MDO-3
Effective Date Step 1 Step 2 Step 3
$) 19.68 20.52 21.39
A) 19.93 20.78 21.66
B) 20.18 21.04 21.93
X) Restructure effective 20.28 21.15 22.04
C) 20.53 21.41 22.32
D) 20.79 21.68 22.60
GL-MDO-4
Effective Date Step 1 Step 2 Step 3
$) 20.33 21.22 22.10
A) 20.58 21.49 22.38
B) 20.84 21.76 22.66
X) Restructure effective 20.94 21.87 22.77
C) 21.20 22.14 23.05
D) 21.47 22.42 23.34
GL-MDO-5
Effective Date Step 1 Step 2 Step 3
$) 21.45 22.37 23.32
A) 21.72 22.65 23.61
B) 21.99 22.93 23.91
X) Restructure effective 22.10 23.04 24.03
C) 22.38 23.33 24.33
D) 22.66 23.62 24.63
GL-MDO-6
Effective Date Step 1 Step 2 Step 3
$) 22.21 23.18 24.13
A) 22.49 23.47 24.43
B) 22.77 23.76 24.74
X) Restructure effective 22.88 23.88 24.86
C) 23.17 24.18 25.17
D) 23.46 24.48 25.48
GL-MDO-7
Effective Date Step 1 Step 2 Step 3
$) 22.95 23.96 24.94
A) 23.24 24.26 25.25
B) 23.53 24.56 25.57
X) Restructure effective 23.65 24.68 25.70
C) 23.95 24.99 26.02
D) 24.25 25.30 26.35
GL-MDO-8
Effective Date Step 1 Step 2 Step 3
$) 23.88 24.90 25.95
A) 24.18 25.21 26.27
B) 24.48 25.53 26.60
X) Restructure effective 24.60 25.66 26.73
C) 24.91 25.98 27.06
D) 25.22 26.30 27.40
GL-MDO-9
Effective Date Step 1 Step 2 Step 3
$) 24.79 25.87 26.95
A) 25.10 26.19 27.29
B) 25.41 26.52 27.63
X) Restructure effective 25.54 26.65 27.77
C) 25.86 26.98 28.12
D) 26.18 27.32 28.47
GL-MDO-10
Effective Date Step 1 Step 2 Step 3
$) 25.76 26.88 27.99
A) 26.08 27.22 28.34
B) 26.41 27.56 28.69
X) Restructure effective 26.54 27.70 28.83
C) 26.87 28.05 29.19
D) 27.21 28.40 29.55
GL-MDO-11
Effective Date Step 1 Step 2 Step 3
$) 26.65 27.81 28.98
A) 26.98 28.16 29.34
B) 27.32 28.51 29.71
X) Restructure effective 27.46 28.65 29.86
C) 27.80 29.01 30.23
D) 28.15 29.37 30.61
GL-MDO-12
Effective Date Step 1 Step 2 Step 3
$) 27.64 28.84 30.05
A) 27.99 29.20 30.43
B) 28.34 29.57 30.81
X) Restructure effective 28.48 29.72 30.96
C) 28.84 30.09 31.35
D) 29.20 30.47 31.74
GL-MDO-13
Effective Date Step 1 Step 2 Step 3
$) 28.58 29.82 31.08
A) 28.94 30.19 31.47
B) 29.30 30.57 31.86
X) Restructure effective 29.45 30.72 32.02
C) 29.82 31.10 32.42
D) 30.19 31.49 32.83
GL-MDO-14
Effective Date Step 1 Step 2 Step 3
$) 29.49 30.77 32.04
A) 29.86 31.15 32.44
B) 30.23 31.54 32.85
X) Restructure effective 30.38 31.70 33.01
C) 30.76 32.10 33.42
D) 31.14 32.50 33.84
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Machine Operating-Controlling Sub-Group (MOC)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-MOC-1
Effective Date Step 1 Step 2 Step 3
$) 19.38 20.22 21.07
A) 19.62 20.47 21.33
B) 19.87 20.73 21.60
X) Restructure effective 20.37 21.25 22.14
C) 20.62 21.52 22.42
D) 20.88 21.79 22.70
GL-MOC-2
Effective Date Step 1 Step 2 Step 3
$) 20.00 20.87 21.73
A) 20.25 21.13 22.00
B) 20.50 21.39 22.28
X) Restructure effective 21.01 21.92 22.84
C) 21.27 22.19 23.13
D) 21.54 22.47 23.42
GL-MOC-3
Effective Date Step 1 Step 2 Step 3
$) 20.74 21.63 22.54
A) 21.00 21.90 22.82
B) 21.26 22.17 23.11
X) Restructure effective 21.79 22.72 23.69
C) 22.06 23.00 23.99
D) 22.34 23.29 24.29
GL-MOC-4
Effective Date Step 1 Step 2 Step 3
$) 21.38 22.29 23.24
A) 21.65 22.57 23.53
B) 21.92 22.85 23.82
X) Restructure effective 22.47 23.42 24.42
C) 22.75 23.71 24.73
D) 23.03 24.01 25.04
GL-MOC-5
Effective Date Step 1 Step 2 Step 3
$) 22.16 23.11 24.09
A) 22.44 23.40 24.39
B) 22.72 23.69 24.69
X) Restructure effective 23.29 24.28 25.31
C) 23.58 24.58 25.63
D) 23.87 24.89 25.95
GL-MOC-6
Effective Date Step 1 Step 2 Step 3
$) 22.94 23.95 24.93
A) 23.23 24.25 25.24
B) 23.52 24.55 25.56
X) Restructure effective 24.11 25.16 26.20
C) 24.41 25.47 26.53
D) 24.72 25.79 26.86
GL-MOC-7
Effective Date Step 1 Step 2 Step 3
$) 23.75 24.79 25.82
A) 24.05 25.10 26.14
B) 24.35 25.41 26.47
X) Restructure effective 24.96 26.05 27.13
C) 25.27 26.38 27.47
D) 25.59 26.71 27.81
GL-MOC-8
Effective Date Step 1 Step 2 Step 3
$) 24.75 25.82 26.90
A) 25.06 26.14 27.24
B) 25.37 26.47 27.58
X) Restructure effective 26.00 27.13 28.27
C) 26.33 27.47 28.62
D) 26.66 27.81 28.98
GL-MOC-9
Effective Date Step 1 Step 2 Step 3
$) 25.66 26.80 27.90
A) 25.98 27.14 28.25
B) 26.30 27.48 28.60
X) Restructure effective 26.96 28.17 29.32
C) 27.30 28.52 29.69
D) 27.64 28.88 30.06
GL-MOC-10
Effective Date Step 1 Step 2 Step 3
$) 26.64 27.80 28.97
A) 26.97 28.15 29.33
B) 27.31 28.50 29.70
X) Restructure effective 27.99 29.21 30.44
C) 28.34 29.58 30.82
D) 28.69 29.95 31.21
GL-MOC-11
Effective Date Step 1 Step 2 Step 3
$) 27.64 28.84 30.05
A) 27.99 29.20 30.43
B) 28.34 29.57 30.81
X) Restructure effective 29.05 30.31 31.58
C) 29.41 30.69 31.97
D) 29.78 31.07 32.37
GL-MOC-12
Effective Date Step 1 Step 2 Step 3
$) 28.58 29.82 31.08
A) 28.94 30.19 31.47
B) 29.30 30.57 31.86
X) Restructure effective 30.03 31.33 32.66
C) 30.41 31.72 33.07
D) 30.79 32.12 33.48
GL-MOC-13
Effective Date Step 1 Step 2 Step 3
$) 29.56 30.86 32.13
A) 29.93 31.25 32.53
B) 30.30 31.64 32.94
X) Restructure effective 31.06 32.43 33.76
C) 31.45 32.84 34.18
D) 31.84 33.25 34.61
GL-MOC-14
Effective Date Step 1 Step 2 Step 3
$) 30.53 31.86 33.19
A) 30.91 32.26 33.60
B) 31.30 32.66 34.02
X) Restructure effective 32.08 33.48 34.87
C) 32.48 33.90 35.31
D) 32.89 34.32 35.75
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Machine, Tool-Making and Engraving Sub-Group (MST)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-MST-9
Effective Date Step 1 Step 2 Step 3
$) 23.48 24.51 25.52
A) 23.77 24.82 25.84
B) 24.07 25.13 26.16
X) Restructure effective 24.67 25.76 26.81
C) 24.98 26.08 27.15
D) 25.29 26.41 27.49
GL-MST-10
Effective Date Step 1 Step 2 Step 3
$) 24.36 25.42 26.48
A) 24.66 25.74 26.81
B) 24.97 26.06 27.15
X) Restructure effective 25.59 26.71 27.83
C) 25.91 27.04 28.18
D) 26.23 27.38 28.53
GL-MST-11
Effective Date Step 1 Step 2 Step 3
$) 25.21 26.31 27.41
A) 25.53 26.64 27.75
B) 25.85 26.97 28.10
X) Restructure effective 26.50 27.64 28.80
C) 26.83 27.99 29.16
D) 27.17 28.34 29.52
GL-MST-12
Effective Date Step 1 Step 2 Step 3
$) 26.11 27.23 28.38
A) 26.44 27.57 28.73
B) 26.77 27.91 29.09
X) Restructure effective 27.44 28.61 29.82
C) 27.78 28.97 30.19
D) 28.13 29.33 30.57
GL-MST-13
Effective Date Step 1 Step 2 Step 3
$) 26.97 28.14 29.31
A) 27.31 28.49 29.68
B) 27.65 28.85 30.05
X) Restructure effective 28.34 29.57 30.80
C) 28.69 29.94 31.19
D) 29.05 30.31 31.58
GL-MST-14
Effective Date Step 1 Step 2 Step 3
$) 27.90 29.11 30.33
A) 28.25 29.47 30.71
B) 28.60 29.84 31.09
X) Restructure effective 29.32 30.59 31.87
C) 29.69 30.97 32.27
D) 30.06 31.36 32.67
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Painting and Construction Finishing Sub-Group (PCF)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-PCF-6
Effective Date Step 1 Step 2 Step 3
$) 25.52 26.64 27.74
A) 25.84 26.97 28.09
B) 26.16 27.31 28.44
X) Restructure effective 26.29 27.45 28.58
C) 26.62 27.79 28.94
D) 26.95 28.14 29.30
GL-PCF-7
Effective Date Step 1 Step 2 Step 3
$) 26.40 27.56 28.71
A) 26.73 27.90 29.07
B) 27.06 28.25 29.43
X) Restructure effective 27.20 28.39 29.58
C) 27.54 28.74 29.95
D) 27.88 29.10 30.32
GL-PCF-8
Effective Date Step 1 Step 2 Step 3
$) 27.52 28.71 29.90
A) 27.86 29.07 30.27
B) 28.21 29.43 30.65
X) Restructure effective 28.35 29.58 30.80
C) 28.70 29.95 31.19
D) 29.06 30.32 31.58
GL-PCF-9
Effective Date Step 1 Step 2 Step 3
$) 28.61 29.85 31.10
A) 28.97 30.22 31.49
B) 29.33 30.60 31.88
X) Restructure effective 29.48 30.75 32.04
C) 29.85 31.13 32.44
D) 30.22 31.52 32.85
GL-PCF-10
Effective Date Step 1 Step 2 Step 3
$) 29.74 31.05 32.33
A) 30.11 31.44 32.73
B) 30.49 31.83 33.14
X) Restructure effective 30.64 31.99 33.31
C) 31.02 32.39 33.73
D) 31.41 32.79 34.15
GL-PCF-11
Effective Date Step 1 Step 2 Step 3
$) 30.80 32.14 33.49
A) 31.19 32.54 33.91
B) 31.58 32.95 34.33
X) Restructure effective 31.74 33.11 34.50
C) 32.14 33.52 34.93
D) 32.54 33.94 35.37
GL-PCF-12
Effective Date Step 1 Step 2 Step 3
$) 31.92 33.30 34.70
A) 32.32 33.72 35.13
B) 32.72 34.14 35.57
X) Restructure effective 32.88 34.31 35.75
C) 33.29 34.74 36.20
D) 33.71 35.17 36.65
GL-PCF-13
Effective Date Step 1 Step 2 Step 3
$) 33.04 34.48 35.91
A) 33.45 34.91 36.36
B) 33.87 35.35 36.81
X) Restructure effective 34.04 35.53 36.99
C) 34.47 35.97 37.45
D) 34.90 36.42 37.92
GL-PCF-14
Effective Date Step 1 Step 2 Step 3
$) 34.13 35.61 37.10
A) 34.56 36.06 37.56
B) 34.99 36.51 38.03
X) Restructure effective 35.16 36.69 38.22
C) 35.60 37.15 38.70
D) 36.05 37.61 39.18
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Pipefitting Sub-Group (PIP) (Pipefitter and Plumber)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-PIP-9
Effective Date Step 1 Step 2 Step 3
$) 27.68 28.90 30.10
A) 28.03 29.26 30.48
B) 28.38 29.63 30.86
X) Restructure effective 28.95 30.22 31.48
C) 29.31 30.60 31.87
D) 29.68 30.98 32.27
GL-PIP-10
Effective Date Step 1 Step 2 Step 3
$) 28.84 30.09 31.33
A) 29.20 30.47 31.72
B) 29.57 30.85 32.12
X) Restructure effective 30.16 31.47 32.76
C) 30.54 31.86 33.17
D) 30.92 32.26 33.58
GL-PIP-11
Effective Date Step 1 Step 2 Step 3
$) 29.85 31.14 32.45
A) 30.22 31.53 32.86
B) 30.60 31.92 33.27
X) Restructure effective 31.21 32.56 33.94
C) 31.60 32.97 34.36
D) 32.00 33.38 34.79
GL-PIP-12
Effective Date Step 1 Step 2 Step 3
$) 30.90 32.25 33.59
A) 31.29 32.65 34.01
B) 31.68 33.06 34.44
X) Restructure effective 32.31 33.72 35.13
C) 32.71 34.14 35.57
D) 33.12 34.57 36.01
GL-PIP-13
Effective Date Step 1 Step 2 Step 3
$) 31.97 33.35 34.75
A) 32.37 33.77 35.18
B) 32.77 34.19 35.62
X) Restructure effective 33.43 34.87 36.33
C) 33.85 35.31 36.78
D) 34.27 35.75 37.24
GL-PIP-14
Effective Date Step 1 Step 2 Step 3
$) 33.03 34.47 35.90
A) 33.44 34.90 36.35
B) 33.86 35.34 36.80
X) Restructure effective 34.54 36.05 37.54
C) 34.97 36.50 38.01
D) 35.41 36.96 38.49
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Precision Working Sub-Group (PRW)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-PRW-5
Effective Date Step 1 Step 2 Step 3
$) 22.61 23.58 24.57
A) 22.89 23.87 24.88
B) 23.18 24.17 25.19
X) Restructure effective 23.76 24.77 25.82
C) 24.06 25.08 26.14
D) 24.36 25.39 26.47
GL-PRW-6
Effective Date Step 1 Step 2 Step 3
$) 23.46 24.48 25.50
A) 23.75 24.79 25.82
B) 24.05 25.10 26.14
X) Restructure effective 24.65 25.73 26.79
C) 24.96 26.05 27.12
D) 25.27 26.38 27.46
GL-PRW-7
Effective Date Step 1 Step 2 Step 3
$) 24.21 25.28 26.33
A) 24.51 25.60 26.66
B) 24.82 25.92 26.99
X) Restructure effective 25.44 26.57 27.66
C) 25.76 26.90 28.01
D) 26.08 27.24 28.36
GL-PRW-8
Effective Date Step 1 Step 2 Step 3
$) 25.28 26.37 27.48
A) 25.60 26.70 27.82
B) 25.92 27.03 28.17
X) Restructure effective 26.57 27.71 28.87
C) 26.90 28.06 29.23
D) 27.24 28.41 29.60
GL-PRW-9
Effective Date Step 1 Step 2 Step 3
$) 26.28 27.42 28.54
A) 26.61 27.76 28.90
B) 26.94 28.11 29.26
X) Restructure effective 27.61 28.81 29.99
C) 27.96 29.17 30.36
D) 28.31 29.53 30.74
GL-PRW-10
Effective Date Step 1 Step 2 Step 3
$) 27.29 28.47 29.66
A) 27.63 28.83 30.03
B) 27.98 29.19 30.41
X) Restructure effective 28.68 29.92 31.17
C) 29.04 30.29 31.56
D) 29.40 30.67 31.95
GL-PRW-11
Effective Date Step 1 Step 2 Step 3
$) 28.29 29.53 30.76
A) 28.64 29.90 31.14
B) 29.00 30.27 31.53
X) Restructure effective 29.73 31.03 32.32
C) 30.10 31.42 32.72
D) 30.48 31.81 33.13
GL-PRW-12
Effective Date Step 1 Step 2 Step 3
$) 29.27 30.56 31.83
A) 29.64 30.94 32.23
B) 30.01 31.33 32.63
X) Restructure effective 30.76 32.11 33.45
C) 31.14 32.51 33.87
D) 31.53 32.92 34.29
GL-PRW-13
Effective Date Step 1 Step 2 Step 3
$) 30.28 31.62 32.94
A) 30.66 32.02 33.35
B) 31.04 32.42 33.77
X) Restructure effective 31.82 33.23 34.61
C) 32.22 33.65 35.04
D) 32.62 34.07 35.48
GL-PRW-14
Effective Date Step 1 Step 2 Step 3
$) 31.30 32.67 34.04
A) 31.69 33.08 34.47
B) 32.09 33.49 34.90
X) Restructure effective 32.89 34.33 35.77
C) 33.30 34.76 36.22
D) 33.72 35.19 36.67
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Sheet Metal Working Sub-Group (SMW) (Sheet Metal Worker)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-SMW-8
Effective Date Step 1 Step 2 Step 3
$) 28.67 29.91 31.16
A) 29.03 30.28 31.55
B) 29.39 30.66 31.94
X) Restructure effective 29.54 30.81 32.10
C) 29.91 31.20 32.50
D) 30.28 31.59 32.91
GL-SMW-9
Effective Date Step 1 Step 2 Step 3
$) 29.86 31.15 32.46
A) 30.23 31.54 32.87
B) 30.61 31.93 33.28
X) Restructure effective 30.76 32.09 33.45
C) 31.14 32.49 33.87
D) 31.53 32.90 34.29
GL-SMW-10
Effective Date Step 1 Step 2 Step 3
$) 31.04 32.39 33.73
A) 31.43 32.79 34.15
B) 31.82 33.20 34.58
X) Restructure effective 31.98 33.37 34.75
C) 32.38 33.79 35.18
D) 32.78 34.21 35.62
GL-SMW-11
Effective Date Step 1 Step 2 Step 3
$) 32.17 33.58 34.98
A) 32.57 34.00 35.42
B) 32.98 34.43 35.86
X) Restructure effective 33.14 34.60 36.04
C) 33.55 35.03 36.49
D) 33.97 35.47 36.95
GL-SMW-12
Effective Date Step 1 Step 2 Step 3
$) 33.30 34.76 36.20
A) 33.72 35.19 36.65
B) 34.14 35.63 37.11
X) Restructure effective 34.31 35.81 37.30
C) 34.74 36.26 37.77
D) 35.17 36.71 38.24
GL-SMW-13
Effective Date Step 1 Step 2 Step 3
$) 34.48 35.98 37.47
A) 34.91 36.43 37.94
B) 35.35 36.89 38.41
X) Restructure effective 35.53 37.07 38.60
C) 35.97 37.53 39.08
D) 36.42 38.00 39.57
GL-SMW-14
Effective Date Step 1 Step 2 Step 3
$) 35.63 37.17 38.72
A) 36.08 37.63 39.20
B) 36.53 38.10 39.69
X) Restructure effective 36.71 38.29 39.89
C) 37.17 38.77 40.39
D) 37.63 39.25 40.89
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Vehicle and Heavy Equipment Maintaining Sub-Group (VHE)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-VHE-8
Effective Date Step 1 Step 2 Step 3
$) 24.88 25.96 27.04
A) 25.19 26.28 27.38
B) 25.50 26.61 27.72
X) Restructure effective 27.80 29.00 30.21
C) 28.15 29.36 30.59
D) 28.50 29.73 30.97
GL-VHE-9
Effective Date Step 1 Step 2 Step 3
$) 25.86 26.98 28.11
A) 26.18 27.32 28.46
B) 26.51 27.66 28.82
X) Restructure effective 28.90 30.15 31.41
C) 29.26 30.53 31.80
D) 29.63 30.91 32.20
GL-VHE-10
Effective Date Step 1 Step 2 Step 3
$) 26.89 28.05 29.21
A) 27.23 28.40 29.58
B) 27.57 28.76 29.95
X) Restructure effective 30.05 31.35 32.65
C) 30.43 31.74 33.06
D) 30.81 32.14 33.47
GL-VHE-11
Effective Date Step 1 Step 2 Step 3
$) 27.84 29.05 30.26
A) 28.19 29.41 30.64
B) 28.54 29.78 31.02
X) Restructure effective 31.11 32.46 33.81
C) 31.50 32.87 34.23
D) 31.89 33.28 34.66
GL-VHE-12
Effective Date Step 1 Step 2 Step 3
$) 28.86 30.11 31.35
A) 29.22 30.49 31.74
B) 29.59 30.87 32.14
X) Restructure effective 32.25 33.65 35.03
C) 32.65 34.07 35.47
D) 33.06 34.50 35.91
GL-VHE-13
Effective Date Step 1 Step 2 Step 3
$) 29.82 31.13 32.42
A) 30.19 31.52 32.83
B) 30.57 31.91 33.24
X) Restructure effective 33.32 34.78 36.23
C) 33.74 35.21 36.68
D) 34.16 35.65 37.14
GL-VHE-14
Effective Date Step 1 Step 2 Step 3
$) 30.79 32.13 33.47
A) 31.17 32.53 33.89
B) 31.56 32.94 34.31
X) Restructure effective 34.40 35.90 37.40
C) 34.83 36.35 37.87
D) 35.27 36.80 38.34
General Labour and Trades (Supervisory and Non-Supervisory) Groups
Woodworking Sub-Group (WOW) (Carpenter)
Hourly rates of pay (in dollars)
Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
GL-WOW-9
Effective Date Step 1 Step 2 Step 3
$) 26.33 27.49 28.62
A) 26.66 27.83 28.98
B) 26.99 28.18 29.34
X) Restructure effective 27.53 28.74 29.93
C) 27.87 29.10 30.30
D) 28.22 29.46 30.68
GL-WOW-10
Effective Date Step 1 Step 2 Step 3
$) 27.37 28.54 29.74
A) 27.71 28.90 30.11
B) 28.06 29.26 30.49
X) Restructure effective 28.62 29.85 31.10
C) 28.98 30.22 31.49
D) 29.34 30.60 31.88
GL-WOW-11
Effective Date Step 1 Step 2 Step 3
$) 28.37 29.60 30.83
A) 28.72 29.97 31.22
B) 29.08 30.34 31.61
X) Restructure effective 29.66 30.95 32.24
C) 30.03 31.34 32.64
D) 30.41 31.73 33.05
GL-WOW-12
Effective Date Step 1 Step 2 Step 3
$) 29.42 30.68 31.97
A) 29.79 31.06 32.37
B) 30.16 31.45 32.77
X) Restructure effective 30.76 32.08 33.43
C) 31.14 32.48 33.85
D) 31.53 32.89 34.27
GL-WOW-13
Effective Date Step 1 Step 2 Step 3
$) 30.39 31.71 33.04
A) 30.77 32.11 33.45
B) 31.15 32.51 33.87
X) Restructure effective 31.77 33.16 34.55
C) 32.17 33.57 34.98
D) 32.57 33.99 35.42
GL-WOW-14
Effective Date Step 1 Step 2 Step 3
$) 31.38 32.73 34.11
A) 31.77 33.14 34.54
B) 32.17 33.55 34.97
X) Restructure effective 32.81 34.22 35.67
C) 33.22 34.65 36.12
D) 33.64 35.08 36.57

**Annex “A-2”: GL, General Labour and Trades
(Supervisory and Non-Supervisory) Groups
Apprentice hourly rates of pay (in dollars)

Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
AIM-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 13.85 15.51 17.19 18.83 20.50 22.16 23.84 25.49
A) 14.02 15.70 17.40 19.07 20.76 22.44 24.14 25.81
B) 14.20 15.90 17.62 19.31 21.02 22.72 24.44 26.13
X) Restructure effective 14.56 16.30 18.06 19.79 21.55 23.29 25.05 26.78
C) 14.74 16.50 18.29 20.04 21.82 23.58 25.36 27.11
D) 14.92 16.71 18.52 20.29 22.09 23.87 25.68 27.45
AMW-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 12.19 13.66 15.12 16.59 18.03 19.49 20.96 22.41
A) 12.34 13.83 15.31 16.80 18.26 19.73 21.22 22.69
B) 12.49 14.00 15.50 17.01 18.49 19.98 21.49 22.97
X) Restructure effective 12.80 14.35 15.89 17.44 18.95 20.48 22.03 23.54
C) 12.96 14.53 16.09 17.66 19.19 20.74 22.31 23.83
D) 13.12 14.71 16.29 17.88 19.43 21.00 22.59 24.13
COI-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 15.48 17.34 19.21 21.06 22.92 24.78 26.63 28.49
A) 15.67 17.56 19.45 21.32 23.21 25.09 26.96 28.85
B) 15.87 17.78 19.69 21.59 23.50 25.40 27.30 29.21
X) Restructure effective 15.95 17.87 19.79 21.70 23.62 25.53 27.44 29.36
C) 16.15 18.09 20.04 21.97 23.92 25.85 27.78 29.73
D) 16.35 18.32 20.29 22.24 24.22 26.17 28.13 30.10
EIM-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 15.36 17.20 19.04 20.88 22.73 24.57 26.41 28.26
A) 15.55 17.42 19.28 21.14 23.01 24.88 26.74 28.61
B) 15.74 17.64 19.52 21.40 23.30 25.19 27.07 28.97
X) Restructure effective 16.68 18.70 20.69 22.68 24.70 26.70 28.69 30.71
C) 16.89 18.93 20.95 22.96 25.01 27.03 29.05 31.09
D) 17.10 19.17 21.21 23.25 25.32 27.37 29.41 31.48
INM-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 13.78 15.42 17.07 18.73 20.39 22.04 23.68 25.35
A) 13.95 15.61 17.28 18.96 20.64 22.32 23.98 25.67
B) 14.12 15.81 17.50 19.20 20.90 22.60 24.28 25.99
X) Restructure effective 14.47 16.21 17.94 19.68 21.42 23.17 24.89 26.64
C) 14.65 16.41 18.16 19.93 21.69 23.46 25.20 26.97
D) 14.83 16.62 18.39 20.18 21.96 23.75 25.52 27.31
MAM-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 14.05 15.74 17.42 19.11 20.80 22.48 24.16 25.86
A) 14.23 15.94 17.64 19.35 21.06 22.76 24.46 26.18
B) 14.41 16.14 17.86 19.59 21.32 23.04 24.77 26.51
X) Restructure effective 14.77 16.54 18.31 20.08 21.85 23.62 25.39 27.17
C) 14.95 16.75 18.54 20.33 22.12 23.92 25.71 27.51
D) 15.14 16.96 18.77 20.58 22.40 24.22 26.03 27.85
MST-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 13.71 15.34 16.99 18.64 20.28 21.92 23.56 25.21
A) 13.88 15.53 17.20 18.87 20.53 22.19 23.85 25.53
B) 14.05 15.72 17.42 19.11 20.79 22.47 24.15 25.85
X) Restructure effective 14.40 16.11 17.86 19.59 21.31 23.03 24.75 26.50
C) 14.58 16.31 18.08 19.83 21.58 23.32 25.06 26.83
D) 14.76 16.51 18.31 20.08 21.85 23.61 25.37 27.17
PCF-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 14.36 16.08 17.81 19.51 21.25 22.96 24.69 26.40
A) 14.54 16.28 18.03 19.75 21.52 23.25 25.00 26.73
B) 14.72 16.48 18.26 20.00 21.79 23.54 25.31 27.06
X) Restructure effective 14.79 16.56 18.35 20.10 21.90 23.66 25.44 27.20
C) 14.97 16.77 18.58 20.35 22.17 23.96 25.76 27.54
D) 15.16 16.98 18.81 20.60 22.45 24.26 26.08 27.88
PIP-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 15.06 16.85 18.66 20.47 22.27 24.08 25.89 27.68
A) 15.25 17.06 18.89 20.73 22.55 24.38 26.21 28.03
B) 15.44 17.27 19.13 20.99 22.83 24.68 26.54 28.38
X) Restructure effective 15.75 17.62 19.51 21.41 23.29 25.17 27.07 28.95
C) 15.95 17.84 19.75 21.68 23.58 25.48 27.41 29.31
D) 16.15 18.06 20.00 21.95 23.87 25.80 27.75 29.68
PRW-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 13.17 14.73 16.32 17.90 19.47 21.06 22.64 24.21
A) 13.33 14.91 16.52 18.12 19.71 21.32 22.92 24.51
B) 13.50 15.10 16.73 18.35 19.96 21.59 23.21 24.82
X) Restructure effective 13.84 15.48 17.15 18.81 20.46 22.13 23.79 25.44
C) 14.01 15.67 17.36 19.05 20.72 22.41 24.09 25.76
D) 14.19 15.87 17.58 19.29 20.98 22.69 24.39 26.08
SMW-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 16.24 18.17 20.11 22.07 24.02 25.97 27.91 29.86
A) 16.44 18.40 20.36 22.35 24.32 26.29 28.26 30.23
B) 16.65 18.63 20.61 22.63 24.62 26.62 28.61 30.61
X) Restructure effective 16.73 18.72 20.71 22.74 24.74 26.75 28.75 30.76
C) 16.94 18.95 20.97 23.02 25.05 27.08 29.11 31.14
D) 17.15 19.19 21.23 23.31 25.36 27.42 29.47 31.53
VHE-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 14.05 15.74 17.42 19.11 20.80 22.48 24.16 25.86
A) 14.23 15.94 17.64 19.35 21.06 22.76 24.46 26.18
B) 14.41 16.14 17.86 19.59 21.32 23.04 24.77 26.51
X) Restructure effective 15.71 17.59 19.47 21.35 23.24 25.11 27.00 28.90
C) 15.91 17.81 19.71 21.62 23.53 25.42 27.34 29.26
D) 16.11 18.03 19.96 21.89 23.82 25.74 27.68 29.63
WOW-00
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 14.32 16.03 17.75 19.46 21.19 22.90 24.62 26.33
A) 14.50 16.23 17.97 19.70 21.45 23.19 24.93 26.66
B) 14.68 16.43 18.19 19.95 21.72 23.48 25.24 26.99
X) Restructure effective 14.97 16.76 18.55 20.35 22.15 23.95 25.74 27.53
C) 15.16 16.97 18.78 20.60 22.43 24.25 26.06 27.87
D) 15.35 17.18 19.01 20.86 22.71 24.55 26.39 28.22

Annex “B”: supervisory differential

Supervisory level Supervisory co-ordinates Supervisory differential as a percentage of basic rate
1 A1 4.0
2 B2 6.5
3 B3, C2 11.0
4 B4, C3, D2 15.0
5 B5, C4, D3, E2 19.0
6 B6, C5, D4, E3 22.5
7 B7, C6, D5, E4 26.0
8 C7, D6, E5 29.5
9 D7, E6 33.0
10 E7 36.5

The supervisory differential is to be used in the following manner:

  1. determine the non-supervisory rate of pay according to level;
  2. determine the supervisory differential by multiplying the applicable supervisory differential percentage by the non-supervisory rate of pay;
  3. determine the supervisory rate of pay by adding the non-supervisory rate of pay with the supervisory differential.

For example, an employee on , in the MAM sub-group, at the maximum of Level 8 and a Supervisory Coordinate B2, would receive a basic rate of pay of twenty-six dollars and twelve cents ($26.12) as per A. The Supervisory Differential of one dollar and seventy cents ($1.70) is arrived by multiplying the Supervisory Differential Percentage of six decimal five per cent (6.5%) (B2) by the basic rate of pay (non-supervisory). Therefore in this case the applicable supervisory rate of pay would be twenty-seven dollars and eighty-two cents ($27.82).

Annex “C”: inmate training differential

Inmate training co-ordinates Inmate training differential as a percentage of basic rate
A1 4.0
A2 6.0
B1 7.0
B2 9.0
B3 11.0
C1 10.0
C2 12.0
C3 14.0
D1 13.0
D2 15.0
D3 17.0
E1 16.0
E2 18.0
E3 20.0

The inmate training differential is to be used in the following manner:

  1. determine the non-supervisory rate of pay according to level;
  2. determine the inmate training differential by multiplying the applicable inmate training differential percentage by the non-supervisory rate of pay;
  3. determine the inmate training rate of pay by adding the inmate training differential to the non-supervisory rate of pay as set out in Annex A or to the supervisory rate of pay as set out in Annex B of the agreement if applicable.
Inmate training differential as applied to a non-supervisory rate

For example, an employee on , in the MAM sub-group, at the maximum of level and a C2 inmate training rating would receive a basic rate of pay (non-supervisory) of twenty-six dollars and twelve cents ($26.12) as per Annex A. The inmate training differential of three dollars and thirteen cents ($3.13) is arrived by multiplying the inmate training differential percentage of twelve decimal zero per cent (12.0%) (C2) by the basic rate of pay (non-supervisory). Therefore in this case the applicable rate of pay would be twenty-nine dollars and twenty-five cents ($29.25) for this particular employee.

Inmate training differential as applied to a supervisory rate

For example, an employee on , in the MAM sub-group, at the maximum of Level 8 with a supervisory coordinate B2 and a C2 inmate training rating would receive a basic rate of pay (non-supervisory) of twenty-six dollars and twelve cents ($26.12) as per Annex A. The supervisory differential is one dollar and seventy ($1.70) as set out in Annex B of the collective agreement. The inmate training differential of three dollars and thirteen ($3.13) is arrived by multiplying the inmate training differential percentage of twelve decimal zero per cent (12.0%) (C2) by the basic rate of pay (non-supervisory). Therefore in this case the applicable rate of pay would be thirty dollars and ninety-five cents ($30.95) for this particular employee.

Annex “D”: special conditions applicable to Pasture Managers, Pasture Riders and Range Riders

The following special conditions shall apply to pasture managers, pasture riders and range riders employed by Agriculture and Agri-Food Canada.

  1. For full-time pasture managers, pasture riders and range riders:
    1. the following provisions of the collective agreement shall not apply:
      • compensation for work on a holiday
      • hours of work and overtime
      • wash-up time
      • travelling time
      • travel between work sites
      • call-back pay
      • standby
      • reporting pay
      • shift premiums;
    2. the hours of work shall be scheduled on an annual basis to average two thousand and eighty (2080) hours per year.
  2. Pasture riders and range riders who are employed on less than a full-time basis shall likewise be excluded from the same agreement provisions as outlined in section 1(a) above, except as these exclusions are modified below:
    1. The Employer shall provide less than full-time pasture riders and range riders with work schedules showing the ten (10) normal working days within the customary two (2) week pay cycle. The schedules shall also show the four (4) days of rest to which each employee is entitled during such a two (2) week period. Such days of rest may be scheduled singly, or two (2), three (3) or four (4) days may be scheduled consecutively, during the two (2) week cycle, as the Employer may determine. However, agreement provisions respecting changes of hours of work schedules shall apply to these employees.
    2. In any two (2) week period, employees shall be paid eighty (80) hours’ pay for any and all hours worked during their ten (10) scheduled days of work. Designated paid holidays shall be observed upon the day on which they fall and, if an employee is required to work on such a holiday, he shall receive extra compensation as outlined in section 2(c) below.
    3. All work performed on any of the employee’s scheduled days of rest shall be paid for in accordance with the overtime provisions of the agreement as they apply to work performed on such days. An employee shall receive pay at the rate of time and one-half (1 1/2) for all work performed on a designated paid holiday.
  3.  
    1. Pasture managers, pasture riders and range riders shall receive a horse allowance of one thousand two hundred and fifty dollars ($1,250) per season, on a pro-rated basis, subject to the conditions that may have been determined by the Employer.
    2. Effective , pasture managers, pasture riders and range riders shall receive a horse allowance of one thousand seven hundred and fifty dollars ($1,750) per season, on a pro-rated basis, subject to the conditions that may have been determined by the Employer.

Annex “E”: special conditions applicable to Lockmasters, Bridgemasters and Canalmen

The following special conditions shall be applicable to employees engaged as lockmasters, bridgemasters and canalmen employed in the operation of the Canso canal.

1. General

All the provisions of the agreement shall apply except the following:

  • hours of work and overtime
  • wash-up time
  • call-back pay
  • standby
  • reporting pay.
2. Compensation and equalization of earnings

2.1 An employee is entitled to receive straight-time compensation at the rate specified for the employee’s classification level for all hours worked or for which the employee is granted authorized leave with pay, up to a maximum total of two thousand and eighty (2080) hours in any fiscal year.

2.2 In order to equalize earnings over the year, an employee shall be paid eighty (80) hours for each two (2) week period when the employee is at work, or on approved leave with pay, subject to such adjustments as may be necessary during the last three (3) months of the fiscal year. All hours worked which are in excess of eighty (80) in a two (2) week period, shall be credited to the employee’s compensatory leave account.

3. Overtime calculation at fiscal year-end

3.1 An employee is entitled to overtime compensation for each hour of completed work or fifteen (15) minute portion thereof.

3.2 All time worked which is in excess of two thousand and eighty (2080) hours in any fiscal year, shall be deemed to be overtime and shall be subject to compensation at either “time and one-half” (11/2 times the straight-time rate) or "double time" (twice the straight-time rate).

3.3 The overtime provisions of the agreement shall be applied to each consecutive day actually worked in the fiscal year, commencing with the last day actually worked, in such fiscal year, and taking in turn each preceding day actually worked, until the applicable overtime premium has been applied to the full entitlement of overtime hours. For the purpose of determining the applicable premium rate only, Saturday and Sunday shall be deemed to be the first (1st) and second (2nd) day of rest respectively.

3.4 Compensation for overtime will be in the form of compensatory paid leave, except that any unliquidated compensatory leave remaining to an employee’s credit on the fifteen (15th) of May in any year will be paid in cash.

4. Standby and call call-back

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

4.2 An employee designated for standby duty shall be available during the employee’s period of standby at a known telephone number, and be prepared to return to duty in the shortest possible time if called. No standby payment shall be made to an employee who is unable to report for duty when required.

4.3 An employee who is called back and reports for work, including an employee on standby who is called back and reports for work, shall be paid at the straight-time rate for each completed one (1) hour or fifteen (15) minute portion thereof, subject to a minimum of four (4) hours’ pay at the straight-time rate. This minimum shall only apply to the first (1st) call-out during any standby period.

4.4 Compensation for periods of standby and call-back as described in 4.1, 4.2 and 4.3 above shall be in cash.

5. Maximum or minimum hours of work

Nothing in this appendix shall be construed to mean that employees are guaranteed any maximum or minimum hours of work.

6. Pro rata provisions

When an employee ceases to be employed, the employee or the employee’s estate shall be entitled to the compensation provided under section 3 above on a pro rata basis and paid in cash as of the employee’s termination date. However, an employee whose employment is terminated by reason of a declaration that the position was abandoned by the employee is entitled to receive such compensation if requested by the employee within six (6) months following the date of termination of employment.

7. Canal operating employees will be granted compensation for all time worked on statutory holidays during the navigation season on the same scale as that granted to other GL employees according to clause 32.05.

Such time shall be added to the compensatory leave account to be liquidated during the non-navigation season.

8. During canal navigation season, canal operating employees unable to work because of illness, will be granted sick leave for compensatory leave purposes from their accumulated sick leave credits on an hour-for-hour basis of extra time scheduled to be worked; such sick leave will be transferred from accumulated sick leave credits to accumulated compensatory leave credits and is not subject to expansion or cash payment.

9.1 Canal operating employees who have compensatory leave credits, will not be eligible for sick leave benefits during the non-navigation season except during periods when they are required to be on duty or are on annual leave.

9.2 During non-navigation season, canal operating employees will liquidate annual leave only after compensatory leave credits are exhausted.

10. During the non-navigation season, canal operating employees on training courses or who are employed in other than direct canal operating duties shall receive pay in accordance with this appendix, except that such time shall not qualify as time worked for overtime calculation at fiscal year-end pursuant to clause 3 above.

11. Shift and weekend premiums
  1. Shift premium

    An employee working on shifts will receive a shift premium of two dollars ($2.00) per hour for all hours worked, including overtime hours, between 4:00 pm and 8:00 am. The shift premium will not be paid for hours worked between 8:00 am and 4:00 pm.

  2. Weekend premium

    An employee working on shifts during the weekend will receive an additional premium of two dollars ($2.00) per hour for all hours worked, including overtime hours, on Saturday or Sunday.

Annex “F”: special conditions applicable to certain marine services, Fisheries and Oceans Canada

  1. The following special conditions shall apply to employees in the Department of Fisheries and Oceans, Marine Services Division, who are engaged in servicing marine and/or other navigational aids and are thereby required to make a tour of duty aboard a vessel.
  2. The Employer recognizes the desirability of granting days of rest and designated paid holidays at such times and in such locations so as to provide such an employee the opportunity to enjoy the employee’s days of rest and designated paid holidays at home, or if not at home, in a community which affords the employee a recreational outlet.
  3. The Employer therefore undertakes to grant days of rest and designated paid holidays to an employee under any one of the following alternative arrangements, as determined by the Employer, in which case Article 34: payment for travel time, of the collective agreement shall not apply:
    1. at the employee’s normal headquarters area,
      or
    2. at the employee’s place of residence or the employee’s normal headquarters area, when, in the opinion of the Employer an employee is within reasonable travelling distance therefrom,
      or
    3. in a community which, in the opinion of the Employer, provides adequate recreational facilities,
      or
    4. in any other community which might be agreeable to both the employee and the Employer,
      or
    5. when none of the above-noted alternatives apply, an employee, if so directed by the Employer, shall work on the employee’s day of rest or designated paid holiday at the applicable overtime or premium rate, with a minimum of four (4) hours at such rate, or, if the employee does not work, the employee shall receive four (4) hours’ pay at straight time for the day.
Annex “G” diving duty allowance

Qualified personnel performing assigned diving duties shall be paid an extra allowance set forth below:

Minimum allowance per dive
  • hard hat: four (4) hours
  • scuba: two (2) hours
  • allowance per hour: fifteen dollars ($15.00)

Diving time is that period during which an employee is equipped with diving gear to the extent that the employee is unable to perform other than diving duties.

A dive is the total of any period or periods of time during any eight (8) hour period in which an employee carries out required underwater work with the aid of a self-contained or surface air supply.

Note

The allowance is used to compensate employees who are required to perform diving duties, either hard hat or scuba, on a part-time or occasional basis in order to compensate such employees for the skill, knowledge, specific vocational training, effort and responsibility required in the performance of diving duties and for the working conditions encountered in such duties.

Annex “H”: special conditions applicable to employees in Agriculture and Agri-Food Canada engaged in milking operations

The following conditions shall apply to employees of Agriculture and Agri-Food Canada engaged in milking operations.

  1. Hours of work and overtime

    As provided in this annex:

    1. Hours of work for employees subject to this Memorandum of Agreement shall be scheduled so that employees work an average of forty (40) hours per week scheduled over a period not exceeding two (2) months.
    2. Overtime shall be compensated in cash except where, upon request of an employee and with the approval of the Employer, overtime may be compensated in equivalent time off with pay.

    The Employer shall grant compensatory time off at times convenient to both the employee and the Employer.

    Compensatory time off with pay not taken by the end of the fiscal year will be paid for in cash.

  2. Any change in the pattern of work shall be subject to the conditions of clause 25.04 of the collective agreement.
  3. The provisions of this annex may be extended to cover other work areas following consultation and mutual agreement between the Agriculture Union of the Public Service Alliance of Canada and departmental management.

Annex “I”: special conditions applicable to employees of the Department of Fisheries and Oceans Sea Lamprey Control Unit

Notwithstanding the provisions of this agreement and clause 2, Hours of work and overtime of this appendix, the following conditions shall apply during such periods as employees of the Department of Fisheries and Oceans, Sea Lamprey Control Unit, are required to perform work away from their headquarters area during the “field season” with the result that it is impractical or impossible for them to return to their headquarters area on weekends:

  1. Representatives of local management and duly authorised local representatives of employees, may jointly devise and decide on a mutually acceptable work schedule program which shall include a specified number of consecutive calendar days of work in the field followed by a specified number of earned days of rest and compensatory leave earned during the period of field duty. The schedule will not contain the specific hours of work on each day and the starting and quitting time shall be determined according to operational requirements on a daily basis, except that the normal daily hours of work shall be consecutive with the exception of a lunch break, and not in excess of eight (8) hours and, accordingly, clause 2.04 of this appendix shall not apply.
  2. Such a work schedule shall normally not exceed a combination of twenty (20) consecutive calendar days of work and eight (8) days of rest. Should local management decide that operational requirements require an extension of the twenty (20) calendar days of work (up to a maximum of a further seven (7) consecutive calendar days), in order to preclude another trip to the area, the appropriate number of additional consecutive days shall be worked and the days of rest and compensatory leave extended as required.
  3. Overtime shall be compensated in accordance with 29.06 and 29.07 of the collective agreement and shall be taken as compensatory leave immediately following the period in the field or at the discretion of the employer.
  4. The Public Service Alliance of Canada agrees that it will not support any grievance related to the provisions of this annex.

Annex “J”: special conditions applicable to employees of Agriculture and Agri-Food Canada engaged in harvesting operations

The parties agree that the principle of flexibility of hours of operation is desirable due to the special requirements inherent in harvesting. As a result, the following special conditions shall apply to employees of Agriculture and Agri-Food Canada engaged in harvesting operations at all departmental locations in Canada:

  1. The conditions of paragraphs 29.08(a), (b), and (c) and paragraph 2.07(b) of this appendix shall not apply.
  2. Compensatory leave credits will be earned at the applicable premium rate for all hours worked beyond eight (8) hours in a regular work day. Subject to operational requirements, compensatory leave with pay shall be granted at times convenient to both the employee and the Employer.
  3. So as to prevent excessive accumulation of compensatory leave, the amount of leave accumulated will be reviewed two (2) times per annum (January and July) and employees will be encouraged to liquidate the leave in the six-month period in which it is earned.
  4. All compensatory leave credits should be liquidated in the fiscal year in which they are earned.
  5. If, due to operational requirements, leave cannot be liquidated in the fiscal year in which it was earned, at a time convenient to both the employee and the Employer, unused compensatory leave credits may be paid off in cash at the end of the fiscal year.
  6. Only in exceptional circumstances, and with the agreement of management, will compensatory leave credits not used by the end of the fiscal year be carried over into the following fiscal year.
  7. The provisions of this annex may be extended to cover other works areas following consultation and mutual agreement between the Agriculture Union of the Public Service Alliance of Canada and departmental management.

Annex “K”: Memorandum of Agreement Between the Treasury Board (hereinafter Hereinafter the Employer) and the Public Service Alliance of Canada (Hereinafter Called the Alliance) in Respect of an Off Pay Supplemental Unemployment Benefit (SUB) Plan Applicable to Employees Classified as General Labour and Trades (GL) at the Canadian Grain Commission

  1. SUB Plan benefits shall be payable to a full-time indeterminate employee on off-pay status as a result of a temporary stoppage in work, in the amount and subject to the conditions set out in this Plan, Seasonal employees as defined in the Employer’s Terms and Conditions of Employment policy are not eligible for SUB Plan benefits.
  2. In order to be eligible for SUB Plan benefits an employee must have completed a minimum of two (2) years of continuous employment with the Employer at the time they are placed on off-pay status.
  3. SUB Plan benefits will be payable only to those employees on off-pay status who provide the Employer with proof that he or she has applied for and is in receipt of Employment Insurance (EI) benefits pursuant to section 12(2) of the Employment Insurance Act in respect of insurable employment with the Employer.
  4. An employee shall not be entitled to SUB Plan benefits during any period the employee is in receipt of benefits from a claim for Workers Compensation and/or Disability Insurance/Canada Pension Plan/Québec Pension Plan.
  5. An employee on off-pay status who is eligible for benefits under this SUB plan shall receive seventy per cent (70%) of their regular weekly rate of pay per week of off-pay status, or one-fifth (1/5) of the said seventy per cent (70%) of their regular weekly rate of pay for each day, less the gross weekly amount received from EI during the benefit period and subject to the following maximums:
    • After two (2) years of continuous employment - fifteen (15) weeks
    • After six (6) years of continuous employment - seventeen (17) weeks
    • After seven (7) years of continuous employment - nineteen (19) weeks
    • After eight (8) years of continuous employment - twenty-one (21) weeks
    • After nine (9) years of continuous employment - twenty-three (23) weeks
    • After ten (10) years of continuous employment - twenty-five (25) weeks
    • After eleven (11) years of continuous employment - twenty-seven (27) weeks
    • After twelve (12) years of continuous employment - twenty-nine (29) weeks
    • After thirteen (13) years of continuous employment - thirty-one (31) weeks
    • After fourteen (14) years of continuous employment - thirty-three (33) weeks
    • After fifteen (15) years or more of continuous employment - thirty-five (35) weeks

    No employee shall be paid SUB Plan benefits for more than thirty-five (35) weeks in a calendar year.

  6. Where the employee is subject to the two (2) week waiting period before receiving EI benefits, the employee on off-pay status who is eligible for benefits under the SUB Plan shall receive thirty-five per cent (35%) of their regular weekly rate of pay.
  7. The SUB plan benefits are limited to those provided in (5) and an employee will not be reimbursed for any amount that he or she is required to repay pursuant to the Employment Insurance Act.
  8. At the employee’s request, the payment referred to in paragraph (6) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI benefits.
  9. The weekly rate of pay referred to in paragraphs (5) and (6) shall be:
    1. the employee’s weekly rate of pay for the substantive level to which she or he is appointed, on the day immediately preceding the commencement of off-pay status;
      or
    2. if on the day immediately preceding the commencement of off-pay status an employee has been performing an acting assignment for at least four (4) months, the weekly rate shall be the rate the employee was being paid on that day.
  10. Where an employee becomes eligible for a pay increment or pay revision while on off-pay status, the benefits provided by the SUB plan shall be adjusted accordingly.
  11. An employee covered by this Memorandum is not subject to the WFA Appendix I, sections dealing with notice of lay-off and reasonable job offer or the severance pay article of the collective agreement.
  12. Payments made under this SUB Plan will neither reduce nor increase an employee’s severance pay or be treated as additional income for pension purposes.
  13. The Employer shall notify employees on off pay status of any job postings for positions within the Canadian Grain Commission.

This does not prejudice the Union’s ability to challenge off pay status or the Employer’s ability to impose off pay status.

Annex “L”: Memorandum of Understanding Concerning Employees in the Operational Services Bargaining Unit Covered by Appendix B (Group Specific Provisions, General Labour and Trades) Employed by the Department of Fisheries and Oceans at a Fish Hatchery

  1. Effective the date of signing of the collective agreement, the undersigned agree that employees employed by the Department of Fisheries and Oceans at a Fish Hatchery who are required to be on standby status at a Fish Hatchery instead of their residences for the purpose of carrying out duties related to emergency service shall not be entitled to be paid in accordance with Article 31: standby, in this collective agreement.
  2. In lieu, it is agreed that employees employed by the Department of Fisheries and Oceans at a Fish Hatchery to which paragraph 1 refers will receive the following compensation for standby status:

    2.01

    1. four (4) hours pay at the employee’s regular straight-time rate of pay, for each eight (8) consecutive hours or portion thereof that the employee is designated as being on standby status at a Fish Hatchery;
    2. overnight bachelor bunk house accommodation will be provided by the Employer at no cost to the employee;
    3. supper and breakfast will be provided by the Employer at no cost to the employee.

    2.02

    An employee designated by letter or list for standby status at a Fish Hatchery shall be immediately available at the Fish Hatchery during the period designated as the standby period. In designating employees for standby status, the Employer will endeavour to provide for an equitable distribution of such duties.

    2.03

    This payment shall apply only once within each eight (8) hour period that the employee has been designated for standby status.

    2.04

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

    2.05

    An employee on standby who is called in to work and who reports for work immediately shall be compensated in accordance with the call-back provisions of this agreement.

  3. The overtime provisions of Article 29 and the provisions of Article 27, shift premiums, do not apply during those periods an employee is on standby status at a Fish Hatchery.
  4. The Public Service Alliance of Canada agrees it will not support any grievance arising out of this collective agreement whose provisions are amended by this Memorandum of Understanding.
  5. It is expressly understood that the terms of this memorandum are intended to allow for the particular circumstances of the Fish Hatcheries. Neither party to this memorandum shall rely on this initiative as a precedent to justify similar arrangements for other units or in any other location of the Department of Fisheries and Oceans during the lifetime of this memorandum.
  6. This memorandum does not apply to employees employed by the Department of Fisheries and Oceans at a Fish Hatchery residing on site at a Fish Hatchery.

Annex “M”: apprenticeship program

1.01 For the purpose of this annex, “apprenticeship program” means a training and development program aimed at achieving a Red Seal certification or, where there is no Red Seal, provincial or territorial certification, another governing body or government agency certificate of qualifications.

1.02 The Employer and the Alliance recognize the value of an apprenticeship program for the purposes of recruitment as well as the development of skills.

1.03 The Employer reserves the right to determine when an apprenticeship program will be used.

1.04 Subject to management pre-approval, the Employer shall provide the employee with the required materials and bear necessary costs related to the program.

1.05 Employees hired as apprentices shall be paid in accordance with established rates of pay for the duration of the program.

1.06 An employee whose rate of pay prior to entering the apprenticeship program was greater than the appropriate apprentice rate of pay but less than the anticipated rate of pay upon completion of the apprenticeship program, shall retain his or her current rate of pay until such time as it is matched or exceeded by the apprentice rate of pay.

**Annex “N”: GL-MAM, Refrigeration HVAC Technicians

  1. Effective on the date of signing of the collective agreement, in an effort to address recruitment and retention issues of the GL-MAM refrigeration HVAC technicians in the Operational Services (SV) group. The Employer will provide an annual terminable allowance of eight thousand ($8,000) to GL-MAM refrigeration HVAC technicians who have refrigeration and air conditioning mechanic certification and perform the duties of a GL-MAM refrigeration HVAC technician.
  2. The parties agree that GL-MAM refrigeration HVAC technicians shall be eligible to receive an annual “terminable allowance” subject to the following conditions:
    1. An employee in a position outlined above shall be paid the terminable allowance for each calendar month for which the employee receives at least eighty (80) hours’ pay at the GL-MAM rates of pay of this appendix.
    2. 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.
    3. A part-time employee shall be entitled to the terminable allowance on a pro-rata basis.
    4. An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.

**Appendix “C”

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General Services Group specific provisions and rates of pay

Notwithstanding the general provisions of this collective agreement, the following specific provisions shall apply to employees performing duties in the General Services Group.

Interpretations and definitions

For the purposes of this appendix:

a. “annual rate of pay”
means an employees weekly rate of pay multiplied by fifty-two decimal one seventy-six (52.176);
b. “daily rate of pay”
means an employee’s hourly rate of pay time the employee’s normal number of hours of work per day;
c. “weekly rate of pay”
means an employee’s daily rate of pay multiplied by five (5).

Hours of work and overtime

2.01 For employees who work five (5) consecutive days per week on a regular and non-rotating basis, the Employer shall schedule the hours of work so that these employees work forty (40) hours per week or eight (8) hours per day.

2.02 For all other employees, the Employer shall schedule the hours of work so that employees:

  1. work an average of forty (40) hours and an average of five (5) days per week;
  2. work not more than eight (8) hours per day, exclusive of meal period;
    and
  3. obtain an average of two (2) days of rest per week.

General

2.03 An employee whose scheduled hours of work are changed without seven (7) days’ prior notice:

  1. shall be compensated at the rate of time and one-half (1 1/2):
    1. for the first (1st) full shift worked on the new schedule if the new scheduled starting time of the employee’s shift is at least four (4) hours earlier or later than the former scheduled starting time;
    2. for those hours worked on the first (1st) shift of the new schedule which are outside of the hours of the employee’s formerly scheduled shift, if the new scheduled starting time of the employee’s shift is less than four (4) hours earlier or later than the former scheduled starting time.

    Subsequent shifts worked on the new schedule shall be paid for at straight time;

  2. shall retain his or her previously scheduled days of rest next following the change, or, if worked, such days of rest shall be compensated in accordance with clause 2.05 of this appendix.

2.04 Assignment of overtime work

Subject to the operational requirements of the service, the Employer shall make every reasonable effort:

  1. to allocate overtime work as equitably as practicable among readily available qualified employees,
    and
  2. to give employees who are required to work overtime twenty-four (24) hours’ advance notice of this requirement.

Overtime

2.05 Overtime compensation

Subject to clause 2.06, overtime shall be compensated for at the following rates:

  1. time and one-half (1 1/2), except as provided for in sub-clause 2.05(b);
  2. double (2) time for each hour of overtime worked after sixteen (16) hours’ work in any twenty-four (24) hour period or after eight (8) hours’ work on the employee’s first (1st) day of rest, and for all hours worked on the second (2nd) or subsequent day of rest. Second (2nd) or subsequent day of rest means the second (2nd) or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest, which may, however, be separated by a designated paid holiday;
  3. overtime shall be compensated in cash except that, upon request of an employee, the compensation shall be in equivalent leave with pay unless the Employer, by reason of operational requirements, is unable to grant such leave;
  4. the Employer shall grant compensatory leave at times convenient to both the employee and the Employer;
  5. compensatory leave with pay not used by the end of a twelve (l2) month period, to be determined by the Employer, will be paid for in cash;
  6. if an employee reports for work after being given instructions before the termination of the employee’s work shift, or at any earlier time or day to work overtime at a specified time on a regular working day for a period which is not contiguous to the employee’s scheduled shift, the employee shall be paid for the time actually worked, or a minimum of two (2) hours’ pay at straight time, whichever is the greater.

2.06 An employee is entitled to overtime compensation for each completed fifteen (15) minute period of overtime worked by the employee.

**

2.07 Rest periods and meal breaks

  1. The Employer shall schedule two (2) rest periods of fifteen (15) each during each shift and three (3) rest periods of fifteen (15) minutes during each shift scheduled for twelve (12) hours of more. An employee in the Correctional Service of Canada may be required to take such rest periods at the employee’s work location when the nature of the employee’s duties makes it necessary.
  2. Subject to operational requirements, no employee shall be required to work more than five (5) hours without a minimum of thirty (30) minutes for a meal.

2.08 Couriers (Diplomatic), Towermen (Fire Lookout) and Harbour Managers

Clauses 2.01, 2.02, 2.03, 2.04(b), 2.05 and 2.07 do not apply to employees performing Courier (Diplomatic), Towermen (Fire Lookout) and Harbour Managers’ functions.

2.09 Couriers, Towermen and Harbour Managers are entitled to receive compensation at:

  1. straight-time rates for all hours compensated within a cycle up to a total to be determined by the following formula:

    Number of calendar days in cycle multiplied by 40

    divided by

    7

  2. time and one-half (1 1/2) for all other hours worked.

2.10 Periods of leave without pay will be deducted from the cycles for the purpose of the formula in clause 2.09.

2.11 Couriers shall have four (4) three (3) month cycles equivalent to five hundred and twenty-two (522) hours per cycle commencing April 1 each year.

2.12 Towermen will have a four (4) month cycle equivalent to six hundred and ninety-six (696) hours commencing on the first (1st) day in the season on which an employee is assigned to the position of Towerman. Any remaining period of work in a season will be considered a cycle.

2.13 Harbour Managers shall have a six (6) month cycle commencing January 1 of each year.

2.14 Designated paid holidays

  1. Couriers (Diplomatic)
    1. Only clause 32.02 applies to Couriers (Diplomatic).
    2. In accordance with clause 2.09 Couriers (Diplomatic) shall receive ten (10) hours’ compensation for any designated holiday specified in clause 32.01 whether or not the designated holiday falls on a workday.
    3. Work performed by Couriers (Diplomatic) on a designated holiday will be compensated as per clause 2.09 of the Group Specific agreement.
  2. Towermen (Fire Lookout)
    1. Only clause 32.02 applies to Towermen (Fire Lookout).
    2. In accordance with clause 2.09 Towermen (Fire Lookout) shall receive eight (8) hours’ compensation for any designated holiday specified in clause 32.01 whether or not the designated holiday falls on a work day.
    3. Work performed by Towermen (Fire Lookout) on a designated holiday will be compensated as per clause 2.09 of this appendix.
  3. Harbour Managers
    1. Only clause 32.02 applies to Harbour Managers.
    2. In accordance with clause 2.09, Harbour Managers shall receive eight (8) hours’ compensation for any designated holiday specified in clause 32.01 whether or not the designated holiday falls on a workday.
    3. Work performed by Harbour Managers on a designated holiday will be compensated as per clause 2.09 of this appendix.

Fisheries Wardens and Security Guards employed at posts abroad

2.15 Clause 2.01, sub-clauses 2.02(b) and (c), clauses 2.03, 2.04(b), 2.05(a) and (b), and 2.07 do not apply to Fisheries Wardens and Security Guards employed at posts abroad.

2.16

  1. Fisheries Wardens are entitled to receive compensation at straight-time rates for all hours worked, other than hours worked on a day of rest or a designated holiday, up to forty (40) hours within a seven (7) day period and compensation at time and one-half (1 1/2) for all other hours worked within the period.
  2. Security Guards employed at posts abroad are entitled to receive compensation at straight-time rates for all hours worked, other than hours worked on a day of rest or designated holiday, up to an average of one hundred and sixty (160) hours over a four (4) week period and compensation at time and one-half (1 1/2) for all other hours worked.

2.17 Fisheries Wardens and Security Guards employed at posts abroad are entitled to receive compensation at time and one-half (1 1/2) rates for work performed on the first (1st) day of rest and compensation at double (2) time rates for work performed on the second (2nd) day of rest where two (2) days of rest are indicated by the schedule.

3.01 Split shift premium

An employee shall receive an additional premium of fifty cents ($0.50) per hour for all hours worked on a split shift. A split shift is defined as a shift that is regularly scheduled in accordance with Article 25 and this appendix and that includes one regularly scheduled interruption for purposes other than the employee’s meal break or the employee’s rest period. However, the foregoing shall not apply in cases where an employee requests to work on a split shift.

Summer hours for thirty-seven decimal five (37.5) hours per week employees

4.01 Clauses 4.02 to 4.07 inclusive, shall apply to employees on a thirty-seven decimal five (37.5) hour week whose scheduled daily and weekly hours are varied by the Employer to allow for different winter and summer hours.

4.02 The Employer shall consult with the Alliance before introducing or discontinuing the practice of varying the weekly and daily hours of work in winter and summer for an employee or group of employees.

4.03 Winter and summer work schedules shall be determined so that they will average thirty-seven decimal five (37.5) hours per week over a twelve (12) month period.

4.04 Employees shall not receive:

  1. more compensation at the applicable hourly rate solely because regularly scheduled winter hours exceed thirty-seven decimal five (37.5) hours per week,
    or
  2. less compensation at the applicable hourly rate solely because regularly scheduled summer hours are less than thirty-seven decimal five (37.5) hours per week.

4.05 The Employer shall not have a claim against an employee by reason of overpayment of salary, nor shall an employee have a claim against the Employer by reason of underpayment of salary when:

  1. for any reason an employee is separated temporarily or permanently from a position subject to summer hours,
    or
  2. an employee moves from a position not subject to summer hours to a position subject to summer hours,

with the result that the employee’s average weekly scheduled hours over a twelve (12) month period exceed or are less than thirty-seven decimal five (37.5) hours per week.

4.06 Overtime definition, clause 4.07 shall apply.

4.07 “Overtime” means work performed by an employee:

  1. one-half (1/2) hour in excess of the employee’s normal scheduled daily winter hours of work,
    or
  2. one-half (1/2) hour in excess of the employee’s normal scheduled daily summer hours of work,
    or
  3. on a scheduled day of rest.

Reporting pay

5.01 An employee who reports for work on the employee’s scheduled shift shall be paid for the time actually worked, or a minimum of four (4) hours’ pay at straight time, whichever is the greater.

5.02

  1. An employee who reports for work as directed on a day of rest shall be paid for the time actually worked, or a minimum of three (3) hours’ pay at the applicable overtime rate, whichever is the greater.
  2. The minimum payment referred to in 5.02(a) above, does not apply to part-time employees. Part-time employees will receive a minimum payment in accordance with clause 65.05.

5.03 Time spent by the employee reporting to work or returning to the employee’s residence shall not constitute time worked.

Dangerous goods

6.01 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 monthly allowance of seventy-five dollars ($75) for each month where the employee maintains such certification.

**Annex “A-1”: GS, General Services Group hourly rates of pay

Table Legend
  • $) Effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
Level-1
Effective Date Step 1 Step 2 Step 3
$) 14.64 15.26 15.90
A) 14.82 15.45 16.10
B) 15.01 15.64 16.30
X) Restructure effective 15.12 15.76 16.42
C) 15.31 15.96 16.63
D) 15.50 16.16 16.84
Level-2
Effective Date Step 1 Step 2 Step 3
$) 17.58 18.37 19.13
A) 17.80 18.60 19.37
B) 18.02 18.83 19.61
X) Restructure effective 18.16 18.97 19.76
C) 18.39 19.21 20.01
D) 18.62 19.45 20.26
Level-3
Effective Date Step 1 Step 2 Step 3
$) 20.57 21.48 22.36
A) 20.83 21.75 22.64
B) 21.09 22.02 22.92
X) Restructure effective 21.25 22.19 23.09
C) 21.52 22.47 23.38
D) 21.79 22.75 23.67
Level-4
Effective Date Step 1 Step 2 Step 3
$) 21.63 22.58 23.52
A) 21.90 22.86 23.81
B) 22.17 23.15 24.11
X) Restructure effective 22.34 23.32 24.29
C) 22.62 23.61 24.59
D) 22.90 23.91 24.90
Level-5
Effective Date Step 1 Step 2 Step 3
$) 24.13 25.17 26.23
A) 24.43 25.48 26.56
B) 24.74 25.80 26.89
X) Restructure effective 24.93 25.99 27.09
C) 25.24 26.31 27.43
D) 25.56 26.64 27.77
Level-6
Effective Date Step 1 Step 2 Step 3
$) 24.89 25.98