Education and Library Science (EB)

Agreement between the Treasury Board and Public Service Alliance of Canada

Group: Education and Library Science
(all employees)

Codes: 209/215/414
Expiry date:

This Agreement covers the following classifications:

Code Group
209Education (ED)
215Library Science (LS)
414Educational Support (EU)

Note to readers

**Asterisks denote changes from the previous Collective Agreement.

Table of contents

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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 including rates of pay upon which agreement has been reached through collective bargaining for all employees described in the certificate issued by the former Public Service Staff Relations Board on June 7, 1999, covering employees in the Education and Library Science Group.

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 unit are employed.

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**Article 2: interpretation and definitions

2.01 For the purpose of this agreement, the following definitions apply:

“Alliance” (Alliance)
means the Public Service Alliance of Canada;
“allowance” (indemnité)
means compensation payable for the performance of special or additional duties;
“bargaining unit” (unité de négociation)
means the employees of the Employer in the Group described in Article 7;
“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;
“compensatory leave” (congé compensateur)
means leave with pay in lieu of payment for overtime, work performed on a designated holiday, travelling time compensated at overtime rate, call-back and reporting pay. The duration of such leave will be equal to the time compensated or the minimum time entitlement multiplied by the applicable overtime rate. The rate of pay to which an employee is entitled during such leave shall be based on the employee’s hourly rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment on the day immediately prior to the day on which leave is taken;

**

“continuous employment” (emploi continu)
has the same meaning as specified in the existing Directive on Terms and Conditions of Employment;
“daily rate of pay” (taux de rémunération journalier)

means:

  1. an employee’s weekly rate of pay divided by five (5);
  2. in the case of an employee of the Education (ED) group working a school year, as defined in clause 45.01, the employee’s annual rate of pay, plus allowances (if any) divided by the number of working days designated by the province, territory or provincial school unit within which geographical area the teacher is working;
“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;
“double time” (tarif double)
means two (2) times the employee’s hourly rate of pay;
“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 7;
“Employer” (Employeur)
means Her Majesty in right of Canada as represented by the Treasury Board, and includes any person authorized to exercise the authority of the Treasury Board;

**

“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, son-in-law, daughter-in-law, the employee’s grandparents and relative permanently residing in the employee’s household or with whom the employee permanently resides;
“headquarters area” (zone d’affectation)
has the same meaning as given to the expression in the Travel Directive;
“holiday” (jour férié)

means:

  1. the twenty-four (24) hour period commencing at 12:01 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.
“hourly rate of pay” (taux de rémunération horaire)
means the daily rate of pay divided by seven and one-half (7 1/2);
“lay-off” (mise en disponibilité)
means the termination of an employee’s employment because of lack of work or because of the discontinuance of a function;
“leave” (congé)
means authorized absence from duty by an employee during his or her regular or normal hours of work;
“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;
“overtime” (heures supplémentaires)

means:

  1. in the case of a full-time employee, authorized work in excess of the employee’s scheduled hours of work;
    or
  2. in the case of a part-time employee, authorized work in excess of the normal daily or weekly hours of work, specified for the relevant group or sub-group, of a full-time employee, but does not include time worked on a holiday
    or
  3. in the case of a part-time employee whose normal scheduled hours of work are in excess of the normal daily hours of work specified for the relevant group or sub-group, in accordance with the variable hours article (Article 39), authorized work in excess of those normal scheduled daily hours or in excess of the average of weekly hours of work, specified for the relevant group or sub-group.
“physical education instructors” (moniteurs d’éducation physique)
are employees who teach or instruct physical education and whose duties are not eligible for inclusion in any other group;
“spouse” (époux)
will, when required, be interpreted to include “common-law partner” except, for the purposes of the Foreign Service Directives, the definition of “spouse” will remain as specified in Directive 2 of the Foreign Service Directives;
“straight-time rate” (tarif normal)
means the employee’s hourly rate of pay;
“teacher” (professeur)
includes classroom teachers, senior teachers, department heads, assistant principals, principals and, in the Correctional Service of Canada, supervisors of education;
“teachers’ aides” (aides-enseignants)
are employees who instruct in classrooms or act as kindergarten assistants, classroom assistants and counsellor technicians;
“time and one-half” (tarif et demi)
means one and one-half (1 1/2) times the employee’s hourly rate of pay;
“weekly rate of pay” (taux de rémunération hebdomadaire)
means an employee’s annual rate of pay divided by 52.176;
“weekly rate of pay” (taux de rémunération hebdomadaire)

for the employees in the Education (ED) and Educational Support (EU) groups, means:

  1. in the case of an employee working a school year, as defined in clause 45.01, the employee’s daily rate of pay multiplied by five (5);
    and
  2. in the case of an employee on a twelve (12) month work year, the employee’s annual rate of pay, plus allowances (if any) divided by fifty-two decimal one seven six (52.176).

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, 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: recognition

7.01 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 , covering employees in the Education and Library Science Group.

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Article 8: employee representatives

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

8.02 The Alliance and the Employer shall endeavour in consultation to determine the jurisdiction of each representative, having regard to the plan of the 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.

8.03 The Alliance shall notify the Employer in writing of the name and jurisdiction of its representatives identified pursuant to clause 8.02.

8.04

  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).

8.05 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 9: use of employer facilities

9.01 Reasonable space on bulletin boards in convenient locations, including electronic bulletin board where available, 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.

9.02 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.

9.03 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.

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

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Article 10: check-off

10.01 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.

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

10.03 For the purpose of applying clause 10.01, 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.

10.04 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.

10.05 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.

10.06 The amounts deducted in accordance with clause 10.01 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.

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

10.08 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 11: information

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

11.02 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 12: labour disputes

12.01 If employees are prevented from performing their duties because of a strike or lockout 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 13: restriction on outside employment

13.01 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 14: leave with or without pay for Alliance business

Complaints made to the Public Service Labour Relations and Employment 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 and Employment 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 and Employment 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 and Employment 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 him or her reasonable leave with pay for this purpose when the discussion takes place in his or her headquarters area and reasonable leave without pay when it takes place outside his or her headquarters area.

14.08 Subject to operational requirements,

  1. when the Employer originates a meeting with a grievor in his or her 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;
  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;
  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 When operational requirements permit, 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.

**

14.14 Effective , leave granted to an employee under article 14.02, 14.09, 14.10, 14.12 and 14.13 will be with pay; the Alliance 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: illegal strikes

15.01 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 16: no discrimination

**

16.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or any disciplinary action exercised or practised with respect to an employee by reason of age, race, creed, colour, national or ethnic origin, religious affiliation, sex, sexual orientation, 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.

16.02

  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.

16.03 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.

16.04 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 17: sexual harassment

17.01 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.

17.02

  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.

17.03 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.

17.04 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 18: leave, general

18.01

  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 day being equal to seven decimal five (7.5) hours.
  2. Earned leave credits or other leave entitlements shall be equal to seven decimal five (7.5) hours per day.
  3. When leave is granted, it will be granted on an hourly basis and the number of hours debited for each day of leave shall be equal to the number of hours of work scheduled for the employee for the day in question.
  4. Notwithstanding the above, in clause 22.02, Bereavement leave with pay, a “day” will mean a calendar day.

18.02 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.

18.03 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.

18.04 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.

18.05 An employee who, on the day that this agreement is signed, is entitled to receive furlough leave, that is to say, five (5) weeks’ leave with pay upon completing twenty (20) years of continuous employment, retains his or her entitlement to furlough leave subject to the conditions respecting the granting of such leave that are in force on the day that this agreement is signed.

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

18.07 In the event of termination of employment for reasons other than death or lay-off, the Employer shall recover from any monies owed the employee an amount equivalent to unearned vacation 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.

18.08 An employee shall not earn leave credits under this collective 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.

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Article 19: sick leave with pay

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

For the purpose of clause 19.01, an employee working a school year as defined in this agreement is deemed to have received pay for at least seventy-five (75) hours per month during the summer break period, provided the employee continues in the employment of the Employer in the following school year.

19.02 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

19.03 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 19.02(a).

19.04 When an employee has insufficient or no credits to cover the granting of sick leave with pay under the provisions of clause 19.03, sick leave with pay may, at the discretion of the Employer, be granted to an employee for a period of up to one hundred and eighty-seven decimal five (187.5) hours, subject to the deduction of such advanced leave from any sick leave credits subsequently earned.

19.05 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.

19.06 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.

19.07

  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 re-appointed in the core public administration within one (1) year from the end of the specified period of employment.

19.08 The Employer agrees that an employee terminated for cause for reasons of incapacity pursuant to section 12(1)(e) of the Financial Administration Act by reason of ill health shall not be released at a date earlier than the date on which the employee will have used his or her accumulated sick leave credits.

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**Article 20: vacation leave with pay

20.01

  1. The vacation year, for an employee on a twelve (12) month work year, shall be from April 1 to March 31 of the following calendar year, inclusively.
  2. Employees must normally take all of their annual leave during the vacation year in which it is earned.

Accumulation of vacation leave credits

20.02 For each calendar month in which an employee has earned at least seventy-five (75) hours’ pay, the employee shall earn vacation leave credits at the rate of:

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

20.03

**

  1. For the purpose of clause 20.02 only, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave.
  2. For the purpose of clause 20.03(a) only, effective , on a go forward basis, any former service in the Canadian Forces for a continuous period of six (6) months or more, either as a member of the Regular Force or of the Reserve Force while on Class B or C service, shall also be included in the calculation of vacation leave credits.
  3. Notwithstanding (a) above, an employee who was a member of the bargaining unit on the date of signing of the collective agreement or or , or an employee who became a member of the bargaining unit between the date of signing of the collective agreement, or , or , and , shall retain, for the purposes of “service” and of establishing his or her vacation entitlement pursuant to this article, those periods of former service which had previously qualified to count as continuous employment, until such time as his or her employment in the public service is terminated.

Entitlement to vacation leave with pay

20.04 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 may receive an advance of credits equivalent to the anticipated credits for the vacation year.

Scheduling of vacation leave with pay

Clause ED-20.05 applies only to the ED Group:

ED 20.05 Granting of vacation leave with pay

In scheduling vacation leave with pay, the Employer shall, subject to the operational requirements of the service, make every reasonable effort:

  1. to grant the employee his or her vacation leave during the fiscal year in which it is earned and in a manner acceptable to the employee, if so requested by the employee prior to March 31, for periods of leave which extend between May 1 and October 31 and if so requested by the employee prior to October 1, for periods of leave which extend between November 1 and April 30;
  2. to grant an employee vacation leave when specified by the employee if:
    1. the period of vacation leave requested is less than a week
      and
    2. the employee gives the Employer at least two (2) days’ advance notice for each day of vacation leave requested.
  3. The Employer may for good and sufficient reason grant vacation leave on shorter notice than that provided for in (b).

Clause LS/EU-20.05 applies to the LS Group and EU Group only:

LS/EU 20.05

  1. Employees are expected to take all of their vacation leave during the vacation year in which it is earned.
  2. In order to maintain operational requirements, the Employer reserves the right to schedule employee’s vacation leave but shall make every reasonable effort to provide an employee’s vacation in an amount and at such time as the employee may request.

**

20.06 The Employer shall give an employee as much notice as is practicable and reasonable of approval, rejection or cancellation of a request for vacation leave with pay. In the case of rejection or cancellation of such leave, the Employer shall give the reason in writing, upon written request from the employee.

20.07 Where, in respect of any period of vacation leave with pay, an employee is granted:

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

the period of vacation leave with pay 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.

20.08

  1. The leave entitlement for the current vacation year shall be used first.
  2. Where in any vacation year an employee has not been granted all of the annual leave credited to him or her, the unused portion of annual leave shall be carried over into the following year, except that the unused portion of annual leave in excess of two hundred and sixty-two decimal five (262.5) hours shall be automatically converted into a payment, by multiplying the number of days to which the excess leave credits correspond by the daily rate of pay applicable to the classification prescribed in the employee’s certificate of employment of his or her substantive position in effect on the last day of the preceding fiscal year.
  3. Notwithstanding paragraph (b), during any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred and twelve decimal five (112.5) hours may be paid at the employee’s 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.
  4. When in a vacation year an employee has applied for vacation leave with pay, in accordance with clause ED 20.05 or LS/EU 20.05, and has not been granted all the leave requested, the portion of the yearly entitlement of leave that was not granted should be rescheduled by mutual agreement into the next vacation year. Such mutual agreement shall not be unreasonably withheld.
  5. While vacation leave credits shall normally not exceed two hundred and sixty-two decimal five (262.5) hours in excess of the current year entitlement, an employee may request, in exceptional circumstances, to carry over additional vacation leave credits for specific purposes. Such request shall include the duration and purpose of the carry-over.

Recall from vacation leave with pay

20.09

  1. The Employer will make every reasonable effort not to recall an employee to duty after the employee has proceeded on vacation leave with pay.
  2. When during any period of vacation leave with pay, an employee is recalled to duty, the employee shall be reimbursed for reasonable expenses, as normally defined by the Employer, that the employee incurs:
    1. in proceeding to 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.

  3. The employee shall not be considered as being on vacation leave during any period in respect of which the employee is entitled under paragraph 20.09(b) to be reimbursed for reasonable expenses incurred by the employee.

Leave when employment terminates

20.10 When an employee dies or otherwise ceases to be employed, the employee or the employee’s estate shall be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave with pay to the employee’s credit by the daily rate of pay applicable immediately prior to the termination of the employee’s employment. However, where the employee requests, the Employer shall grant the employee any vacation leave earned but not used by the employee before the employment is terminated by lay-off because of a requirement to meet minimum continuous employment requirements for severance pay.

20.11 Notwithstanding clause 20.10, an employee whose employment is terminated by reason of a declaration of abandonment of position is entitled to receive the payment referred to in clause 20.10, if the employee requests it within six (6) months following the date of termination of employment.

Advance payments

20.12

  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 payday 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 departure. 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.

Cancellation or alteration of vacation leave

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

Appointment to a separate employer

20.14 Notwithstanding clause 20.10, an employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act may choose not to be paid for unused vacation leave credits, provided that the appointing organization will accept such credits.

Appointment from a separate employer

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

Summer leave for the ED-LAT Sub-Group of ED (twelve (12) month work year)

**

20.16 Employees shall be granted leave without pay during the months of May, June, July, August and September provided a request for such leave is received in writing by the Employer on or before March 15 in each year and provided that leave without pay immediately follows the annual leave. At the departmental level, the total number of requests for leave without pay, spread over the aforementioned five (5) months shall not exceed four per cent (4%) of the employees subject to this clause. The total number of weeks of annual leave with pay earned by the employee together with the total number of weeks of leave without pay granted to the employee shall not exceed ten (10) weeks. The period of leave of absence without pay shall be considered as time worked for the purpose of accruing leave credits provided that the employee continues in the employment of the Employer in the month immediately following the employee’s return to work.

Exclusion

Employees in the ED-EST Sub-Group and EU Group who work a ten (10) month work year are excluded from the provisions of paragraph 20.17.

20.17

  1. Employees shall be credited a one-time entitlement of thirty-seven decimal five (37.5) hours of vacation leave with pay on the first (1st) day of the month following the employee’s second (2nd) anniversary of service, as defined in clause 20.03.
  2. The vacation leave credits provided in clause 20.17(a) above shall be excluded from the application of paragraph 20.08 dealing with the carry-over and/or liquidation of vacation leave.
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Article 21: designated paid holidays

Exclusion

Employees in the ED-EST Sub-Group of the Education Group and in the EU group who work the school year as defined in paragraph 44.01(a) are excluded from the provisions of this article.

21.01 Subject to clause 21.02, 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 recognized to be a provincial or civic holiday in the area in which the employee is employed or, in any area where, in the opinion of the Employer, no such additional day is recognized as a provincial or civic holiday, the first Monday in August,
  12. one additional day when proclaimed by an Act of Parliament as a national holiday.

21.02 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.

21.03 When a day designated as a holiday under clause 21.01 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.

When two (2) days designated as holidays under clause 21.01 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.

21.04 When a day designated as a holiday for an employee is moved to another day under the provisions of clause 21.03:

  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.

21.05 When an employee works on a holiday, he or she shall be paid:

  1. time and one half (1 1/2) for all hours worked up to seven decimal five (7.5) hours 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;
    or
  2. upon request, and with the approval of the Employer, the employee may be granted:
    1. a day of leave with pay (straight-time rate of pay) at a later date in lieu of the holiday;
      and
    2. pay at one and one-half (1 1/2) times the straight-time rate of pay for all hours worked up to seven decimal five (7.5) hours;
      and
    3. pay at two (2) times the straight-time rate of pay for all hours worked by him or her on the holiday in excess of seven decimal five (7.5) hours;
  3.  
    1. Subject to operational requirements and adequate advance notice, the Employer shall grant lieu days at such times as the employee may request.
    2. When in a fiscal year an employee has not been granted all of his or her lieu days as requested by him or her, at the employee’s option, such lieu days shall be paid off at his or her straight-time rate of pay or carried over for one (1) year. In all other cases, unused lieu days shall be paid off at the employee’s straight-time rate of pay.
    3. The straight-time rate of pay referred to in subparagraph 21.05(c)(ii) shall be the rate in effect when the lieu day was earned.

21.06 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 in accordance with the provisions of clause 21.05;
    or
  2. three (3) hours’ pay at the applicable overtime rate of pay.

21.07 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.

21.08 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.

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

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**Article 22: other leave with or without pay

22.01 Volunteer leave

**

Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, a single period of up to seven decimal five (7.5) hours or two (2) periods of up to three decimal seven five (3.75) hours each of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign.

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

22.02 Bereavement leave with pay

**

  1. For the purpose of this clause, “family” is defined per Article 2 and in addition:
    1. a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee. With respect to this person, an employee shall be entitled to bereavement leave with pay once in the federal public administration.
  2. 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.
  3. At the request of the employee, such bereavement leave with pay may be taken in a single period of seven (7) consecutive calendar days or may be taken in two (2) periods to a maximum of five (5) working days.
  4. When requested to be taken in two (2) periods,
    1. The first period must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death,
      and
    2. The second period must be taken no later than twelve (12) months from the date of death for the purpose of attending a ceremony.
    3. The employee may be granted no more than three (3) days’ leave with pay, in total, for the purposes of travel for these two (2) periods.
  5. An employee is entitled to one (1) day’s bereavement leave with pay for the purpose related to the death of his or her brother-in-law or sister-in-law and grandparents of spouse.
  6. If, during a period paid leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under paragraphs (b) and (e), 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.
  7. It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the 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 different manner than that provided for in paragraphs (b) and (e).

22.03 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 19: sick leave with pay. For purposes of this subparagraph, the terms “illness” or “injury” used in Article 19: sick leave with pay, shall include medical disability related to pregnancy.
  6. An employee shall inform the Employer in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks before the initial date of continuous leave of absence during which termination of pregnancy is expected to occur unless there is a valid reason why the notice cannot be given.
  7. Leave granted under this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes.

22.04 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 the 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 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 Supplemental Unemployment Benefit 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,
    2. for each week that the employee receives a maternity benefit under the Employment Insurance or 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 at ninety three per cent (93%) of her weekly rate of pay, less any other monies earned during this period.
  2. At the employee’s request, the payment referred to in subparagraph 22.04(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance maternity or Québec Parental Insurance Plan 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 Supplemental Unemployment Benefit Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

22.05 Special maternity allowance for totally disabled employees

  1. An employee who:
    1. fails to satisfy the eligibility requirement specified in subparagraph 22.04(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits,
      and
    2. has satisfied all of the other eligibility criteria specified in paragraph 22.04(a), other than those specified in sections (A) and (B) of subparagraph 22.04(a)(iii),

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

  2. An employee shall be paid an allowance under this clause and under clause 22.04 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 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).

22.06 Parental leave without pay

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

22.07 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 or her parental leave without pay, unless the return to work date is modified by the approval of another form of leave;
      2. following his or her return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the parental allowance, in addition to the period of time referred to in section 22.04(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 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 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 or her weekly rate of pay for each week of the waiting period, less any other monies earned during this period;
    2. for each week in respect of which the employee receives parental, adoption or paternity benefit under the Employment Insurance or the Québec Parental Insurance Plan, he or she is eligible to receive the difference between the 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 or her parental, adoption or paternity benefit to which he or she would have been eligible if no extra monies had been earned during this period;
    3. where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of parental benefit 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 Employment Insurance and thereafter remains on parental leave without pay, he/she is eligible to receive a further parental allowance for a period of one (1) week, at ninety three per cent (93%) of his/her weekly rate of pay, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 22.04 (c)( iii) for the same child.
  2. At the employee’s request, the payment referred to in subparagraph 22.07(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance 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, 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.

22.08 Special parental allowance for totally disabled employees

  1. An employee who:
    1. fails to satisfy the eligibility requirement specified in subparagraph 22.07(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Québec Insurance Plan benefits,
      and
    2. has satisfied all of the other eligibility criteria specified in paragraph 22.07(a), other than those specified in sections (A) and (B) of subparagraph 22.07(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee’s rate of pay and the 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 22.07 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).

22.09 Leave without pay for the care of family

**

  1. For the purpose of this clause, “family” is defined per Article 2 and in addition:
    1. a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.
  2. Both parties recognize the importance of access to leave for the purpose of the care of family.
  3. 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 article 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 periods of one (1) year or less shall be scheduled in a manner which ensures continued service delivery.
    5. Compassionate care leave
      1. Notwithstanding the definition of “family” found in clause 2.01 and notwithstanding paragraphs 22.09(b)(ii) and (iv) 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.
      2. Leave granted under this clause may exceed the five (5) year maximum provided in paragraph (b)(iii) 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.
      3. When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for Employment Insurance (EI) Compassionate Care Benefits has been accepted.
      4. When an employee is notified that their request for Employment Insurance (EI) Compassionate Care Benefits has been denied, paragraphs (i) and (ii) above cease to apply.
    6. 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.
    7. All leave granted under Leave Without Pay for the Long-Term Care of a Parent or Leave Without Pay for the Care and Nurturing of Pre-School Age Children provisions of previous Education and Library Science 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.

22.10 Leave without pay for personal needs

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

  1. subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs;
  2. subject to operational requirements, leave without pay 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, paternity or adoption leave without the consent of the Employer;
  4. leave without pay granted under (a) of this clause shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall not be counted for pay increment purposes;
  5. leave without pay granted under (b) of this clause shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave for the employee involved. Time spent on such leave shall not be counted for pay increment purposes.

22.11 Leave without pay for relocation of spouse

  1. 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.
  2. Leave without pay granted under this clause shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave for the employee involved, except where the period of such leave is less than three (3) months. Time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

22.12 Leave with pay for family-related responsibilities

**

  1. For the purpose of this clause, family is defined as:
    1. spouse (or common-law partner resident with the employee);
    2. children (including foster children, step-children and children of spouse or common-law partner and ward of the employee), grandchild;
    3. parents (including step-parents or foster parents) father-in-law, mother-in-law
    4. brother, sister, step-brother, step-sister;
    5. grandparents of the employee;
    6. any relative permanently residing in the employee’s household or with whom the employee permanently resides;
    7. any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee;
      or
    8. a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.
  2. The total leave with pay which may be granted under this clause shall not exceed thirty seven decimal five (37.5) hours in a fiscal year.
  3. Subject to paragraph (b), 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;

    **

    1. seven decimal five (7.5) hours out of the thirty-seven decimal five (37.5) hours stipulated in paragraph 22.12 (b) above may be used to attend an appointment with a legal or paralegal representative for non-employment related matters, or with a financial or other professional representative, if the supervisor was notified of the appointment as far in advance as possible.
  4. Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family under sub-paragraph (c)(ii) above, on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period, if requested by the employee and approved by the Employer, or reinstated for use at a later date.

22.13 Court leave

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;

**

  1. 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 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.

22.14 Injury-on-duty leave

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 wilful 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.

22.15 Personnel selection leave

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.

22.16 Leave with or without pay for other reasons

  1. 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.
  2. 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 seven decimal five (7.5) hours or two (2) periods of up to three decimal seven five (3.75) hours each of leave with pay for reasons of a personal nature.

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

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Article 23: education leave without pay and career development

Clause 23.01 to 23.12 inclusively apply only to the employees in the Education (ED) Group and Educational Support (EU) Group

Education leave

23.01 For the purposes of clause 23.02 to 23.11, the Employer will normally consider once per year the applications for education leave, when the courses begin after June 1 of the current year and end no later than June 30 of the following year.

23.02 The Employer recognizes the usefulness of education leave and will grant such leave to employees for varying periods of up to one (1) year which can be renewed by mutual agreement in order to permit them to acquire additional or special training in some field of education in which special preparation is needed to enable the applicant to fill his or her present role more adequately in order to permit the employee to undertake studies in some field in which training is needed in order to provide a service which the Employer requires or is planning to provide.

23.03 Applications for education leave must normally be submitted to the Employer by April 1 of the previous school year. All applications must be accompanied by a statement outlining the field of study, the program to be followed and the value of the leave to the employee and to the Employer.

23.04 Education leave shall be granted to the maximum possible number of employees who make application for such leave, but in any case shall be not less than one per cent (1%) of the total number of person-years in the respective sub-group as determined on April 1of each year.

The criteria for selection proposed by the Employer, as well as the method of communication, are submitted to the appropriate Alliance representative for consultation purposes, as provided for in Article 35. Subsequent to such consultation, the Employer chooses the selection of criteria and method of communication, which will be used and provides a copy of these to the appropriate Alliance representative.

All applications for education leave will be reviewed by the Employer, and a list of the applications received, indicating the names of the applicants to whom the Employer grants the leave, shall be provided to the appropriate Alliance representative. The employee will then be advised in writing on or before May 1 whether his or her application has been accepted or rejected.

23.05 An employee on education leave shall receive allowances in lieu of salary equivalent to from fifty per cent (50%) to one hundred per cent (100%) of basic salary.

23.06 For the purpose of calculating the education leave allowance, the term “basic salary” shall include any compensation and allowance set out in the collective agreement already paid to an employee.

23.07 Allowances already being received by the employee but not provided for in this collective agreement may, at the discretion of the Employer, be continued during the period of education leave and the employee shall be notified when the leave is approved, whether such allowances are to be continued in whole or in part.

23.08 As a condition to the granting of education leave, an employee shall, if required, give a written undertaking prior to commencement of the leave to return to the service of the Employer for a period at least equal to the period of the leave granted.

If the employee:

  1. fails to complete the approved program of studies;
  2. does not resume employment with the Employer following completion of the program;
    or
  3. ceases to be employed before termination of the period he or she has undertaken to serve after completion of the program;

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

23.09 The employee shall be returned to a position at a basic salary level not lower than the position encumbered immediately prior to the commencement of the leave.

Professional development

The parties recognize that in order to maintain and enhance professional expertise, employees need to have opportunities to attend and participate in professional development activities described in clause 23.10.

23.10

  1. Professional 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 professional development and to the organization in achieving its goals. The following activities shall be deemed to be part of professional development:
    1. a course given by the Employer;
    2. a course, including correspondence and online courses, offered by a recognized academic institution;
    3. a research program carried out in a recognized institution;
    4. a symposium, seminar, conference, convention or study session in a specialized field directly related to the employee’s work.
  2. The Employer shall communicate to employees the process for accessing the learning opportunities identified in paragraph 23.10(a).
  3. Where an employee has submitted an application for professional development leave in one of the activities described in paragraph 23.10(a) above and has been selected by the Employer, the employee shall continue to receive his or her normal salary plus any allowances that apply, in addition to any increments to which the employee may be entitled. The employee shall receive no pay under Articles 27 and 48 during time spent on professional development leave provided for in this clause.
  4. Employees taking professional development training shall be reimbursed for all reasonable travel and other expenses incurred by them which the Employer may deem appropriate.
  5. Once the Employer has selected an employee for professional development leave, according to subparagraphs 23.10(a)(ii), (iii), (iv) above, the Employer shall consult with the employee to determine the institution where the work or study program concerned will be undertaken and the duration of the program.

23.11 Examination leave

Leave of absence 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. Such leave of absence will be granted only when the course of study is directly related to the employee’s duties or will improve his or her professional qualifications.

23.12 Attendance at courses at the request of the employer

If an employee attends a course at the request of the Employer, the employee shall be considered as being on duty and his or her pay and allowances shall be determined accordingly.

Clauses 23.13 to 23.16 inclusively apply only to the employees of the Library Science (LS) Group.

23.13 Education leave

  1. An employee may be granted education leave without pay for varying periods up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for additional or special studies in some field of education in which special preparation is needed to enable the employee to fill his or her 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.
  2. An employee on education leave, under this clause, shall receive allowances in lieu of salary equivalent to not less than fifty per cent (50%) and up to one hundred per cent (100%) of his or her basic salary, provided that, when 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.
  3. Any allowance already being received by the employee and not part of his or her basic salary shall not be used in the calculation of the education leave allowance.
  4. Allowances already being received by the employee may at the discretion of the Employer be continued during the period of the education leave and the employee shall be notified when the leave is approved, whether such allowances are to be continued in whole or in part.
  5. As a condition to the granting of education leave, an employee shall, if required, give a written undertaking prior to the commencement of the leave to return to the service of the Employer for a period of not less than the period of the leave granted. If the employee, except with the permission of the Employer,
    1. fails to complete the course,
    2. does not resume employment with the Employer on completion of the course,
      or
    3. ceases to be employed 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 clause during the education leave or such lesser sum as shall be determined by the Employer.

  6. The Employer will endeavour to return the employee to a position at a basic salary level not lower than the position he or she encumbered immediately prior to the commencement of the education leave.

23.14 Attendance at conferences and conventions

  1. In order that each employee shall have the opportunity for an exchange of knowledge and experience with his or her professional colleagues, the employee shall have the right to apply to attend a reasonable number of conferences or conventions related to his or her field of specialization. The Employer may grant leave with pay and reasonable expenses, including registration fees, to attend such gatherings, subject to budgetary and operational constraints as determined by the Employer.
  2. An employee who attends a conference or convention at the request of the Employer to represent the interests of the Employer shall be deemed to be on duty and, as required, on travel status.
  3. An employee invited to participate in a conference or convention in an official capacity, such as to present a formal address or to give a course related to his or her field of employment, may be granted leave with pay for this purpose and may, in addition, be reimbursed for his or her payment of registration fees and reasonable travel expenses.
  4. An employee shall not be entitled to any compensation under Articles 27 and 48 in respect of hours he or she is in attendance at or travelling to or from a conference or convention, under the provisions of this clause, except as may be provided in paragraph 23.16(b).

23.15 Professional development

  1. The parties to this agreement share a desire to improve professional standards by giving employees the opportunity, on occasion:
    1. to participate in seminars, workshops, short courses or similar out service programs to keep up to date with knowledge and skills in their respective fields;
    2. to conduct research or to perform work related to their normal research programs in institutions or locations other than those of the Employer;
      or
    3. to perform work in a cooperating department or agency for a short period of time in order to enhance the relevant subject knowledge or the technical expertise of the employee.
  2. An employee may apply at any time for professional development under this clause and the Employer may select an employee at any time for such professional development.
  3. When an employee is selected by the Employer for professional development under this clause, the Employer will consult with the employee before determining the location and duration of the program of work or studies to be undertaken.
  4. An employee selected for professional development, under this clause, will continue to receive his or her normal compensation, including any increase for which the employee may become eligible. The employee shall not be entitled to any compensation under Articles 27 and 48 while on professional development under this clause.
  5. An employee on professional development, under this clause, may be reimbursed for reasonable travel expenses and such other additional expenses as the Employer deems appropriate.

23.16 Examination leave

Leave of absence with pay to write examinations may be granted by the Employer to an employee who is not on educational leave. Such leave will be granted only when, in the opinion of the Employer, the course of study is directly related to the employee’s duties or will improve his or her qualifications.

23.17 Departmental continuous learning consultation committee

  1. The parties to this collective agreement acknowledge the mutual benefits to be derived from consultation on Continuous Learning. To this effect, the parties agree that such consultation will be held at the departmental level either through the existing Joint Consultation Committee or through the creation of a Departmental Continuous Learning Consultation Committee. A consultation committee as determined by the parties may be established at the local, regional or national level.
  2. The Departmental Consultation Committee shall be composed of mutually agreeable numbers of employees and Employer representatives who shall meet at mutually satisfactory times. Committee meetings shall normally be held on the Employer’s premises during working hours.
  3. Employees forming the continuing membership of the Departmental Consultation Committees shall be protected against any loss of normal pay by reason of attendance at such meetings with management, including reasonable travel time where applicable
  4. The Employer recognizes the use of such committees for the purpose of providing information, discussing the application of policy, promoting understanding and reviewing problems.
  5. It is understood that no commitment may be made by either Party on a subject that is not within its authority or jurisdiction, nor shall any commitment made be so construed as to alter, amend, add to or modify the terms of this agreement.
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**Article 24: severance pay

24.01 Under the following circumstances and subject to clause 24.02, 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 lay-off, for the first 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 or more years of continuous employment, plus one (1) week’s pay for each additional complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365).
    2. On second or subsequent lay-off one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), less any period in respect of which the employee was granted severance pay under subparagraph (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 in respect of the employee’s complete period of continuous employment, comprised of one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks’ pay, regardless of any other benefit payable.

  4. Termination for cause for reasons of incapacity or incompetence
    1. When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity pursuant to section 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(l)(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.

24.02 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 clauses 24.01 and 24.04 be pyramided.

**

For greater certainty, payments in lieu of severance for the elimination of severance pay for volunteer separation (resignation and retirement) made pursuant to 24.04 to 24.07 under Appendix J or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of this clause.

**

24.03 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 J.

**

24.04 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 J.

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**Article 25: 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.

25.01 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.

25.02 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.

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

25.04 An employee will be entitled to receive the CSSDA, in accordance with 25.01:

  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.

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

  • Public Service Superannuation Act
  • Public Service Disability Insurance Plan
  • Canada Pension Plan
  • Quebec Pension Plan
  • Employment Insurance
  • Government Employees Compensation Act
  • Flying Accident Compensation Regulations (RA)
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**Article 26: pay administration

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

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

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

26.03

  1. The rates of pay set forth in Appendix “A” shall become effective on the dates specified.
  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 from the effective date of the revision up to and including the day before the collective agreement is signed or when an arbitral award is rendered therefore;
    2. a retroactive upward revision in rates of pay shall apply to employees, former employees or in the case of death, the estates of former employees who were employees in the groups identified in Article 7 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;

    **

    1. 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;
    2. no payment or notification shall be made pursuant to paragraph 26.03(b) for one dollar ($1.00) or less.

26.04 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.

26.05 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.

26.06 If, during the term of this agreement, a new classification standard for the 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.

26.07

  1. 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 three (3) consecutive working days, 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.
  2. When a day designated as a paid holiday occurs during the qualifying period, the holiday shall be considered as a day worked for purposes of the qualifying period.

26.08 When the regular payday 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.

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Article 27: travelling time

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

27.02 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 clause 27.03 and 27.04. Travelling time shall include time necessarily spent at each stopover en route provided such stop-over is not longer than three (3) hours.

27.03 For the purposes of clause 27.02 and 27.04, 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 workplace, as applicable, direct to the employee’s destination and, upon the employee’s return, direct back to the employee’s residence or workplace.
  3. In the event that an alternative time of departure and/or means of travel is requested by the employee, the Employer may authorize such alternative arrangements, in which case compensation for travelling time shall not exceed that which would have been payable under the Employer’s original determination.

27.04 If an employee is required to travel as set forth in clauses 27.02 and 27.03:

  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 or her 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 regular 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.

Travel time shall be compensated with a payment, except where, upon request of an employee and with the approval of the Employer, travel time shall be compensated by leave with pay. The duration of such leave shall be equal to the travel time multiplied by the appropriate rate of payment and payment shall be based on the employee’s hourly rate of pay in effect on the date immediately prior to the day on which the leave is taken. Compensatory leave outstanding at the end of a fiscal year shall be paid at the employee’s daily rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment, on the last day of the fiscal year.

27.05 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 21: designated paid holidays, and the overtime provisions of this agreement.

27.06 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.

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**Article 28: call-back pay

28.01 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. Such maximum shall include any reporting pay pursuant to clause 21.06 and the Reporting Pay Provisions of this agreement;
      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 subparagraph 28.01(c)(i) above does not apply to part-time employees. Part-time employees will receive a minimum payment in accordance with Article 38.11.

28.02 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.

28.03 Call-back worked from a remote location

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

  1. compensation at the applicable overtime rate for any time worked,
    or
  2. compensation equivalent to one (1) hour’s pay at the straight-time rate, which shall apply only the first time an employee performs work during an eight (8) hour period, starting when the employee first commences the work.

No pyramiding of payments

28.04 Payments provided under the Overtime, Reporting Pay, Designated Paid Holiday, Standby provisions and clause 28.01 above shall not be pyramided, that is, an employee shall not receive more than one compensation for the same service.

28.05 Compensatory leave

Clause 48.07, 48.08 and 48.09 of the Overtime article (Article 48) apply to compensation earned according to subparagraph 28.01(c)(i) and paragraph 28.01(d).

28.06 Transportation expenses

  1. When an employee is required to report for work and reports under the conditions described in paragraphs 28.01(c) and (d), and is required to use transportation services other than normal public transportation services, the employee shall be reimbursed for reasonable expenses incurred as follows:

    **

    1. the kilometric rate normally paid to an employee when authorized by the Employer to use his or her automobile when the employee travels by means of his or her own automobile;
      or
    2. out-of-pocket expenses for other means of commercial transportation.
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Article 29: standby

29.01 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.

29.02 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. In designating employees for standby, the Employer will endeavour to provide for the equitable distribution of standby duties.

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

29.04 An employee on standby who is required to report for work and reports shall be compensated in accordance with clauses 28.01(c), 28.01(d) and 28.04, and is also eligible for reimbursement of transportation expenses in accordance with clause 28.05.

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

No pyramiding of payments

29.06 Payments provided under the Overtime, Reporting Pay, Designated Paid Holidays, Call-Back Pay provisions and clause 29.04 above shall not be pyramided, that is, an employee shall not receive more than one compensation for the same service.

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Article 30: shift premiums and weekend premiums

30.01 Shift premium

A shift work employee whose hours of work are scheduled pursuant to clauses 43.04, 44.11 and 45.04 will receive a shift premium of one dollar and fifty cents ($1.50) per hour for all hours worked, including overtime hours, between 4 pm and 8 am The shift premium will not be paid for hours worked between 8 am and 4 pm.

30.02 Weekend premium

An employee working on shifts during a weekend will receive an additional premium of one dollar and fifty cents ($1.50) per hour for all hours worked, including overtime hours, on Saturday and/or Sunday.

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Article 31: statement of duties

31.01 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 32: discipline

32.01 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.

32.02 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 one (1) day’s notice of such a meeting.

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

32.04 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.

32.05 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 33: employee performance review and employee files

33.01

  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 in the form.
  2. The Employer’s representative(s) who assess(es) 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.

33.02

  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.

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

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Article 34: health and safety

34.01 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 35: joint consultation

Clauses 35.01 to 35.04 inclusively apply only to the Library Science (LS) Group and Educational Support (EU) Group

35.01 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.

35.02 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.

35.03 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.

35.04 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.

Clauses 35.05 to 35.11 inclusively apply only to the Education (ED) Group

Consultation Committees

35.05 To facilitate discussions on matters of mutual interest outside the terms of this collective agreement, the Employer recognizes the following Education Group committees of the Alliance for the purpose of consulting with management:

  1. with regard to the Elementary and Secondary Teaching Sub-Group, regional committees in each province but only one (1) for the Maritime provinces;
  2. the procedure regarding consultation with the Correctional Service of Canada will be established by mutual agreement between the two (2) parties;
  3. with regard to the Language Teaching Sub-Group, committees in each region and/or work unit determined by mutual agreement by the Canada School of Public Service Joint Departmental Committee. The procedure regarding consultation with the Department of National Defence will be established by mutual agreement between the two (2) parties.

35.06 The Parties will consult for the purpose of providing information, discussing the application of policies, promoting understanding and reviewing problems.

35.07 The Employer agrees to inform and consult with the appropriate Alliance representatives on proposed changes which affect the majority of the employees in any work unit.

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

35.09 Representation at such meetings will be limited to five (5) representatives from each Party, except that by mutual agreement of the parties, the number of representatives may be decreased or increased. It is agreed that meetings will be held at the request of either Party.

35.10 Committee meetings will normally be held on the Employer’s premises at times to be determined by mutual agreement between the representatives of both sides. Representatives of the parties will normally exchange a written agenda for the meeting not less than five (5) calendar days in advance of the date of each meeting.

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

The Employer shall not be responsible for any travel or other expenses incurred by employees travelling or attending such consultation meetings with management.

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Article 36: National Joint Council agreements

36.01 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 , 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 subsection 113(b) of the PSLRA.

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

36.03

  1. The following directives, as amended from time to time by the 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
    • Motor Vehicle Operations Directive
    • NJC Relocation Directive
    • Occupational Health and Safety Directive
    • Pesticides Directive
    • Public Service Health Care Plan Directive
    • Travel Directive
    • Uniforms Directive
  2. During the term of this agreement, other directives may be added to the above noted list.

36.04 Grievances in regard to the above directives shall be filed in accordance with clause 37.01 of the article on grievance procedure in this agreement.

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Article 37: grievance procedure

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

Individual grievances

37.02 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

37.03 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

37.04 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

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

37.06 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.

37.07 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 37.15, 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.

37.08 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.

37.09 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.

37.10 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 37.08, 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.

37.11 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 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.

37.12 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.

37.13 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.

37.14 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.

37.15 A grievor may present a grievance to the first level of the procedure in the manner prescribed in clause 37.08, 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 37.04 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.

37.16 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 37.17, within fifteen (15) days after presentation by the grievor of the grievance at the previous level.

37.17 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.

37.18 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.

37.19 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.

37.20 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.

37.21 Where the provisions of clause 37.08 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.

37.22 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.

37.23 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.

37.24 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.

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

37.26 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.

37.27 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.

37.28 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

37.29 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 PSLREB 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 PSLREB or to the Adjudicator at the hearing.
  4. No witnesses will testify.
  5. The Adjudicator will be appointed by the PSLREB 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 PSLREB agree otherwise. The cases will be scheduled jointly by the parties and the PSLREB, and will appear on the PSLREB 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 38: part-time employees

Definition

38.01 Part-time employee means a person whose normal hours of work are less than those established in the hours of work Article for the relevant group or sub-group, but not less than those prescribed in the Public Service Labour Relations Act.

General

38.02 Part-time employees shall be entitled to the benefits provided under this agreement in the same proportion as their normal weekly hours of work compare with the normal weekly hours of work, specified for the relevant group or sub-group, of full-time employees unless otherwise specified in this agreement.

38.03 Part-time employees shall be paid at the straight-time rate of pay for all work performed up to the normal daily or weekly hours specified for the relevant group or sub-group for a full-time employee.

38.04 The days of rest provisions of this agreement apply only in a week when a part-time employee has worked five (5) days and the weekly hours specified for the relevant group or sub-group.

38.05 Leave will only be provided:

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

Designated holidays

38.06 A part-time employee shall not be paid for the designated holidays but shall instead be paid four decimal two five (4.25%) per cent for all straight-time hours worked.

38.07 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 21.01 of this agreement, the employee shall be paid at time and one-half (1 1/2) of the straight-time rate of pay for all hours worked up to the regular daily scheduled hours of work for the relevant group or sub-group and double time (2T) thereafter.

38.08 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 21.01 shall be paid for the time actually worked in accordance with clause 38.07, or a minimum of four (4) hours’ pay at the straight-time rate, whichever is greater.

Overtime

38.09

  1. Overtime means authorized work performed in excess of the normal daily or weekly hours of work, specified for the relevant group or sub-group, of a full-time employee, but does not include time worked on a holiday.
  2. Notwithstanding (a), for employees whose normal scheduled hours of work are in excess of the normal daily hours of work specified for the relevant group or sub-group, overtime means work performed in excess of those normal scheduled daily hours or in excess of the average weekly hours of work specified for the relevant group or sub-group.

38.10 Subject to clause 38.09 a part-time employee who is required to work overtime shall be paid overtime as specified for the relevant group or sub-group.

Call-back

38.11 When a part-time employee meets the requirements to receive call-back pay in accordance with clause 28.01 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.

Reporting pay

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

Bereavement leave

38.13 Notwithstanding clause 38.02, there shall be no prorating of a “day” in clause 22.02, Bereavement leave with pay.

Vacation leave

38.14 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 the vacation leave entitlement clause of this agreement, pro-rated and calculated as follows:

  1. when the entitlement is nine decimal three seven five (9.375) hours a month, .250 multiplied by the number of hours in the employee’s workweek per month;
  2. when the entitlement is twelve decimal five (12.5) hours a month, .333 multiplied by the number of hours in the employee’s workweek per month;
  3. when the entitlement is thirteen decimal seven five (13.75) hours a month, .367 multiplied by the number of hours in the employee’s workweek per month;
  4. when the entitlement is fourteen decimal four (14.4) hours a month, .383 multiplied by the number of hours in the employee’s workweek per month;
  5. when the entitlement is fifteen decimal six two five (15.625) hours a month, .417 multiplied by the number of hours in the employee’s workweek per month;
  6. when the entitlement is sixteen decimal eight seven five (16.875) hours a month, .450 multiplied by the number of hours in the employee’s workweek per month;
  7. when the entitlement is eighteen decimal seven five (18.75) hours a month, .500 multiplied by the number of hours in the employee’s workweek per month.

Sick leave

38.15 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.

38.16 Vacation and sick leave administration

  1. For the purposes of administration of clauses 38.14 and 38.15, 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.

Severance pay

38.17 Notwithstanding the provisions of Article 24: severance pay, 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 fulltime. 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.

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Article 39: variable hours

The Employer and the Alliance agree that the following conditions shall apply to employees for whom variable hours of work schedules are approved pursuant to the relevant provisions of this agreement.

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

39.01 General terms

The scheduled hours of work of any day as set forth in a work schedule, may exceed or be less than the regular workday hours for the relevant group or sub-group; 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.

For shift workers, such schedules shall provide that an employee’s normal workweek shall average the weekly hours per week specified for the relevant group or sub-group over the life of the schedule. The maximum life of a schedule shall be six (6) months.

For day workers, such schedules shall provide that an employee’s normal workweek shall average the weekly hours per week specified in this agreement over the life of the schedule. The maximum life of a schedule shall be twenty-eight (28) days.

Whenever an employee changes his or her variable hours or no longer works variable hours, all appropriate adjustments will be made.

39.02 Specific application

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

Interpretation and definitions

“Daily rate of pay” shall not apply.

Overtime

Overtime shall be compensated for all work performed:

  1. in excess of an employee’s scheduled hours of work on a scheduled working day in accordance with the provisions of this agreement;
  2. on days of rest at time and one-half (1 1/2) except that if the overtime is worked by the employee on two (2) or more consecutive and contiguous days of rest, the employee shall be paid at double (2) time for each hour worked on the second and subsequent days of rest. Second and subsequent days of rest means the second and subsequent days in an unbroken series of consecutive and contiguous calendar days of rest.

Travel

Overtime compensation referred to in clause 27.04 of this agreement shall only be applicable on a normal day for hours in excess of the employee’s daily scheduled hours of work.

Designated paid holidays

  1. A designated paid holiday shall account for seven and one-half (7 1/2) hours.
  2. When an employee works on a designated paid holiday, the employee shall be compensated, in addition to the normal daily hours’ pay, time and one-half (1 1/2) up to his or her regular scheduled hours worked and double (2) time for all hours worked in excess of his or her regular scheduled hours.

Vacation leave: ED and EU Groups

Employees shall earn vacation at the rates prescribed for their years of service as set forth in this agreement. Leave will be granted on an hourly basis and the hours debited for each day of vacation leave shall be the same as the employee would normally have been scheduled to work on that day.

Vacation leave: LS Group

  1. Employees shall earn vacation at the rates prescribed for their years of service as set forth in this agreement. Leave will be granted on an hourly basis and the hours debited for each day of vacation leave shall be the same as the employee would normally have been scheduled to work on that day.
  2. Employees scheduled to work any portion of a fiscal year under the variable hours of work provisions of this agreement shall not have fractional vacation entitlement of more or less than one-half (1/2) day increased to the nearest half day.

Sick leave

Employees shall earn sick leave credits at the rate prescribed in Article 19 of this agreement. Leave will be granted on an hourly basis and the hours debited for each day of sick leave shall be the same as the employee would normally have been scheduled to work on that day.

Acting pay

The qualifying period for acting pay as specified in Article 26, clause 26.07 shall be converted to hours.

Exchange of shifts

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

Minimum number of hours between shifts

The provision in the agreement relating to the minimum period between the termination and commencement of the employee’s next shift shall not apply to an employee subject to variable hours of work.

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Article 40: dental care plan

40.01 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 , and as subsequently amended from time to time, shall be deemed to form part of this agreement.

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Article 41: termination or transfer of operations

41.01 This Article applies to the ED and EU Groups only.

41.02 The Employer will continue past practice in giving all reasonable consideration to continued employment in the public service of employees who would otherwise become redundant because an operation is contracted out, terminated or transferred to another jurisdiction.

41.03 In accordance with clause 41.02 where an employee is offered employment with another jurisdiction and he or she is not permitted to retain substantially the same entitlement to credits in respect of sick leave, special leave and severance pay as were accumulated during his or her service with the Employer, he or she shall, for the purpose of this agreement, be deemed to be on lay-off from the effective date of termination or turnover of the operation and entitled to benefits as set forth in paragraph 24.01(a) of this agreement.

41.04 The provisions of paragraph 24.01(b) shall apply to an employee who is offered the retention of substantially the same entitlement to credits accumulated during his or her service with the Employer and who declines employment on this basis.

41.05 When an official application to negotiate the takeover of a school is received from a band council, the Department of Indian and Northern Affairs Canada will notify the appropriate Alliance representative as soon as possible.

41.06 As far in advance as possible of the proposed date of any termination or transfer of operations, the Employer will notify the employees involved and will provide an opportunity for consultation with the Alliance on details of the future pay and benefit entitlements.

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Article 42: miscellaneous, ED Group

42.01 This clause applies to employees certified in the Elementary and Secondary Teaching Sub-Group or as a Teacher Aide.

  1. Professional development sessions

    The Employer recognizes the usefulness of professional development and, where possible, one period per year may be set aside to arrange such a session. The session content will be discussed with the appropriate consultation committee and the expenses of such a session, subject to operational constraints, will be borne by the Employer. If the session is held away from an employee’s work location and the employee is unable to attend, he or she will be considered on duty provided that he or she performs duties as assigned by the Employer for the duration of the professional development session.

    It is understood that other professional development days will also be granted, in accordance with present practice.

  2. Transportation

    The parties agree that, except in cases of emergency, employees will not be required to use their private vehicle in the performance of their duties if other means of transportation are available. Should employees be required to use their private vehicle for field trips or similar activities, they will be reimbursed in accordance with the Government Travel and Living Accommodations Directive.

42.02 This clause applies to employees certified in the Language Teaching Sub-Group and the EU Physical Education Instructors.

At the request of an employee who takes a course offered by the Employer, the Employer shall provide a certificate indicating the subject of the course, the name of the person who gave the course, the date on which it was given and its duration, provided the employee requests a certificate within thirty (30) days of completion of such a course.

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Article 43: hours of work for the LS Group

43.01 The normal workweek shall be thirty-seven decimal five (37.5) hours and the normal daily hours of work shall be seven decimal five (7.5) consecutive hours, exclusive of a meal period. These hours may be varied at the Employer’s discretion to allow for summer and winter hours, provided that the annual total hours equal those which would be obtained with no variation.

43.02 The normal workweek shall be Monday through Friday, and the normal workday shall be between 7 am and 6 pm.

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

43.04 Notwithstanding clauses 43.01, 43.02 and 43.03, for employees required to provide direct services to the public or to students:

  1. the normal hours of work may be scheduled between 7 am and 10 pm from Monday to Friday inclusively, and between 8:30 am and 5 pm on Saturdays;
  2. the Employer shall set up a master shift schedule for a fifty-six (56) calendar day period, posted at least fifteen (l5) calendar days in advance;
  3. the Employer shall schedule for each employee at least two (2) consecutive days of rest per week. This provision shall be considered to have been met when two (2) days of rest for an employee are separated by a designated paid holiday on which the employee is not scheduled to work.

43.05 When an employee who is subject to clause 43.04 is required to change his or her scheduled shift without receiving at least five (5) working days’ notice in advance of the starting time of such change in his or her scheduled shift, the employee shall be paid at the rate of time and one-half (l 1/2) for all hours worked outside of those which the employee is scheduled to work.

43.06 When employees who are subject to clause 43.04 provide sufficient advance notice, they may, with the approval of the Employer, exchange shifts, provided there is no increase in cost to the Employer.

43.07 Clause 43.04, 43.05 and 43.06 shall not become operative for the Library and Archives of Canada unless it extends its hours of service to the public.

43.08 Employees shall submit monthly attendance registers that will specify absences on normal days of work, hours of overtime and call-back.

43.09 Notwithstanding the provisions of this article, upon request of an employee and the concurrence of the Employer, an employee may complete his or her weekly hours of employment in a period of other than five (5) full days provided that over a period of fourteen (14), twenty-one (21) or twenty-eight (28) calendar days the employee works an average of thirty-seven decimal five (37.5) hours per week. As part of the provisions of this clause, attendance reporting shall be mutually agreed between the employee and the Employer. In every averaging period of fourteen (14), twenty-one (21) or twenty-eight (28) calendar days, such an employee shall be granted days of rest on such days as are not scheduled as a normal work day for the employee.

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.

43.10 The Employer will provide two (2) rest periods of fifteen (15) minutes each per full working day except on occasions when operational requirements do not permit.

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Article 44: work year and hours of work for the ED-EST Sub-Group and EU Group

Indian and Northern Affairs Canada

44.01 Employees who work a ten (10) month work year

  1. “School year” applicable to an employee of the Department of Indian and Northern Affairs Canada, means the period extending from September 1 to August 31 of the following year. The number of working days in the school year shall not exceed those designated by the province, territory or provincial school unit within which geographical area the employee is working. Working days will include teaching days and professional development days.
  2. Employees of the Department of Indian and Northern Affairs Canada who work a ten (10)-month work year and who wish to leave the service before the beginning of the next school year will make every effort to submit their resignation no later than the 30th of April and shall provide one (1) month’s notice of resignation to the Employer if they wish to leave the service during the school year.

Paragraph (c) applies only to ED-EST Sub-Group

  1. A teacher at the Department of Indian and Northern Affairs Canada shall have, as a minimum, an average of forty (40) minutes per day of uninterrupted preparation time during classroom hours. Effective , a teacher at the Department of Indian and Northern Affairs Canada shall have, as a minimum, an average of forty-four (44) minutes per day of uninterrupted preparation time during classroom hours. Effective , a teacher at the Department of Indian and Northern Affairs Canada shall have, as a minimum, an average of forty-eight (48) minutes per day of uninterrupted preparation time during classroom hours. Each unit of preparation time shall be no less than twenty (20) minutes. Preparation time shall not include any teaching or supervisory responsibilities and shall not have an impact on the daily number of instructional minutes.
  1. Preparation time shall be used for the purpose of professional activities as reasonably determined by the teacher exclusive of recesses and lunch breaks and will be assigned during instructional time. It is understood that duties during preparation time cannot be assigned by the principal unless there is an emergency.

44.02 Except as provided in clause 44.04, the working day of an employee working a school year shall be the same as that designated by the province, territory or school unit in which the employee is working. The employee shall be entitled to the same designated holidays, Christmas break, Easter or mid-winter break and summer break as observed by school boards of the province or territory in which he or she works.

44.03 The commencement and termination of the school day of an employee covered by clause 44.01 shall be in accordance with the practice prevailing in non-federal schools of the province or territory in which the school is located with the additional provision that employees shall be required to be on duty fifteen (15) minutes before the time of opening of school in the morning.

44.04 When an agreement in writing is reached between the Employer and the majority of the employees in a school, the schedule of working days and the duration of a working day may vary from those established in clauses 44.01, 44.02 and 44.03 provided that the total number of working days do not exceed that established in clause 44.01.

44.05 When an employee works (or attends orientation seminars at the request of the Employer) on a day other than a day provided for in clauses 44.01 or 44.04, he or she shall be provided compensation on a day-for-day basis. This payment shall be calculated in accordance with clause 2.01 (“daily rate of pay”), as will any deduction from pay as a result of an employee being on leave without pay.

44.06

Paragraph (a) applies only to the ED-EST Sub-Group

  1. Unless it is impractical for the Employer to have persons other than teachers provide lunch hour supervision, the teachers will be relieved of such supervisory duties. Teachers shall be entitled to a lunch period of forty (40) minutes, free from supervisory duties.

Paragraph (b) applies only to the EU Group

  1. Where teacher aides are required to provide lunch-hour supervision, such teacher aides shall be granted an equivalent period of time for their lunch period as close as possible to the mid-point of the school day.

44.07

  1. Supervision time is defined as the time teachers are assigned to supervise students outside of the instructional day as designated by the province, territory or provincial school unit within which geographical area the teacher is working. The principal shall distribute supervision responsibilities equitably in consultation with the teachers concerned.
  2. The Employer shall ensure that no teacher be assigned supervision duties in excess of eighty (80) minutes per five (5) instructional days.
  3. Any assigned supervision duty during the times as outlined above, such as but not limited to, bus duty, hall duty and/or yard duty shall constitute supervision time for the purpose of the minutes of supervision as set out herein.

44.08 Except as provided for in this agreement, an employee working a school year as defined in clause 44.01 will not be entitled to leave with pay during periods in which he or she is not scheduled to work.

Clauses 44.09 to 44.14 inclusively apply only to the ED-EST Sub-Group

44.09 Teachers who work a twelve (12) month work year

  1. Guidance and Vocational Counsellors in the Department of Indian and Northern Affairs Canada shall be on a twelve (12) month work year and the workday for such an employee shall be seven decimal five (7.5) hours or such lesser period as the Employer may schedule.
  2. Notwithstanding the provisions of this article, upon request of an employee and the concurrence of the Employer, an employee may complete his or her weekly hours of employment in a period of other than five (5) full days provided that over a period of twenty-eight (28) calendar days the employee works an average of thirty-seven decimal five (37.5) hours per week. As part of the provisions of this clause, attendance reporting shall be mutually agreed between the employee and the Employer. In every twenty-eight (28) day period such an employee shall be granted days of rest on such days as are not scheduled as a normal workday for him or her.
  3. 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.
  4. Employees covered by this clause shall be subject to the variable hours of work provisions established in Article 39.

Canadian Coast Guard College

44.10

  1. An employee at the Canadian Coast Guard College shall be on a twelve (12) month work year. The normal daily hours of work shall be scheduled between 7:00 hours and 18:00 hours, Monday to Friday and shall include not more than four (4) hours of classroom teaching per day, with the exception of one (1) day only per week where an employee may be required to provide classroom teaching or to spend other time with students, up to six (6) hours, provided that the total classroom teaching time does not exceed twenty (20) hours per week.
  2. Preparation time shall be used for the purpose of professional activities as reasonably determined by the teacher.

Correctional Service of Canada

44.11

  1. An employee in the Correctional Service of Canada shall be on a twelve (12) month work year. The work day shall be seven decimal five (7.5) hours or such lesser period as the Employer may schedule. The workweek shall be from Monday to Friday and between the hours of 7:00 hours and 18:00 hours and no employee shall be assigned work hours other than between these hours and on these days, except by the written consent of the employee concerned. Notwithstanding the above, an employee may voluntarily accept, hours of work between 7:00 hours and 22:00 hours following a request from the Employer.
  2. Rest periods

    The Employer shall schedule two (2) rest periods of fifteen (15) minutes each during each shift. An employee in the Correctional Service of Canada may be required to take such rest periods at his or her work location when the nature of his or her duties makes it necessary.

National Defence

44.12 An employee in the Department of National Defence shall be on a twelve (12) month work year and the work day for such an employee shall be seven decimal five (7.5) hours or such lesser period as the Employer may schedule between 7:00 hours and 18:00 hours, Monday to Friday.

General

44.13 Subject to operational requirements, a Principal may be granted time away from classroom duties in accordance with the following schedule for the purpose of performing administrative and supervisory duties.

Number of teachers and teacher aides supervised Administrative and supervisory time
From one (1) to three (3) One forty (40) to forty-five (45) minute period per day, or one-half (1/2) day per week at the Principal’s option
From four (4) to six (6) One day per week
From seven (7) to ten (10) Two and one half (2 1/2) days per week
Eleven (11) or more Full-time

44.14 Subject to operational requirements, an Assistant Principal may be granted time away from classroom duties in accordance with the following schedule for the purpose of performing administrative and supervisory duties.

Number of teachers and teacher aides supervised Administrative and supervisory time
From seven (7) to ten (10) One half (1/2) day per week
From eleven (11) to nineteen (19) Half time
Twenty (20) or more Full-time

Clauses 44.15 to 44.20 inclusively apply only to the employees of the EU Group who work a twelve (12) month work year

44.15 Employees shall be on a twelve (12) month work year.

44.16 The normal workweek for employees shall be from Monday to Friday.

44.17 The normal daily hours of work of employees, exclusive of meal breaks, shall be seven decimal five (7.5) hours and shall be scheduled in a continuous period, as operational needs require.

44.18 The Employer may authorize that certain tasks be performed away from the Employer’s premises.

44.19 This clause applies only to Physical Education Instructors.

  1. The normal daily hours of work shall be scheduled between 7:00 hours and 17:00 hours, Monday to Friday.
  2. No employee of the Correctional Service of Canada shall be assigned work hours other than between these hours and on these days, except by the written consent of the employee concerned.

44.20 The Employer will:

  1. notify the Alliance at the appropriate level, at least fourteen (14) calendar days before introduction of any change in the schedule of working hours if such change will affect a majority of the employees in any teaching unit.
  2. give reasonable notice of the change to those employees whose hours of work are affected by the change.

It is recognized that emergency situations may require the Employer to introduce changes in scheduled hours of work on short notice.

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Article 45: work year and hours of work for the ED-LAT Sub-Group

45.01 Employees shall be on a twelve (12) month work year.

45.02 A week shall consist of seven (7) consecutive days beginning at 00:01 hours Monday morning and ending at 24:00 hours Sunday. The day is a twenty-four (24) hour period commencing at 00:01 hours.

45.03 The normal workweek shall be thirty-seven decimal five (37.5) hours, Monday to Friday, and the normal daily hours of work shall be seven decimal five (7.5) consecutive hours, exclusive of a meal period, between the hours of 7 am and 6 pm.

45.04 Notwithstanding clause 45.03, because of the operational requirements of the service, an employee’s normal daily hours of work may be scheduled to extend beyond 6 pm and/or on a Saturday or a Sunday but will not be scheduled beyond 10 pm. When hours of work are scheduled to extend beyond 6 pm and/or on a Saturday or a Sunday, they shall be scheduled in such a manner that employees, over a period of not more than fifty-six (56) calendar days:

  1. work an average of thirty-seven decimal five (37.5) hours and an average of five (5) days per week;
  2. work seven decimal five (7.5) consecutive hours per day, exclusive of a meal period;
  3. obtain an average of two (2) days of rest per week;
  4. obtain 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.

45.05 Employees whose hours of work are scheduled pursuant to the provisions of clause 45.04 shall be informed by written notice of their scheduled hours of work.

45.06 Employees whose hours of work are changed pursuant to the provisions of clause 45.04 will be advised of such change by written notice provided fifteen (15) days in advance, except where, subject to operational requirements as determined by the Employer, such change must be made on shorter notice.

45.07 When hours of work are scheduled in accordance with clause 45.04, the Employer will make every reasonable effort:

  1. to take the employees’ preferences into consideration;
    and
  2. not to schedule the commencement of a shift within sixteen (16) hours of the completion of the employee’s previous shift.

45.08 Except for employees whose hours of work are scheduled pursuant to clause 45.03, employees who are required to change their scheduled hours of work without receiving at least five (5) days’ notice in advance of the starting time of such change shall be paid for the first shift worked on the revised schedule at the rate of time and one-half (1 1/2). Subsequent shifts worked on the revised schedule shall be paid for at straight time, subject to the overtime provisions of this agreement.

45.09 The Employer will, at the request of the Alliance, consult with the local Alliance representative(s) on work schedules established pursuant to clause 45.04 when such schedules affect the majority of the employees in a work unit.

45.10

  1. Hours of teaching must be in accordance with the November 30, 1989, Award of the Special Arbitration Panel chaired by M. Teplitsky.
  2. Notwithstanding the Employer’s right to decide on course content and methods of delivery, hours of teaching shall include time spent in remote and/or direct contact with student(s). Remote contact includes but is not limited to the use of the Internet, telephone or other electronic means of communication.

45.11 The Employer may authorize that certain tasks be performed away from the Employer’s premises.

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Article 46: pedagogical break

This article applies to employees in the Elementary and Secondary Teaching (ED-EST) sub-group who work for a period of twelve (12) months, to employees in the Language Teaching ED-LAT sub-group, to employees in the Language Instructor and Physical Education sub-groups of the Educational Support (EU) group, and to employees in the Education Services ED-EDS sub-group employed at the Department of National Defence Canada who regularly teach.

46.01 Employees shall be granted a pedagogical break which will include all calendar days between December 25 and January 2 inclusively. During this period, employees are entitled to four (4) days of leave with pay, in addition to three (3) designated paid holidays as provided for under clause 21.01 of this agreement.

46.02 Should January 2 coincide with an employee’s day of rest or with a day to which a designated paid holiday has been moved by application of clause 21.03, the day shall be moved to the employee’s first scheduled working day following the pedagogical break.

46.03 If an employee performs authorized work during the pedagogical break on a day other than a designated paid holiday or a normal day of rest, he or she shall receive compensation based upon his or her normal daily rate of pay, in addition to his or her usual pay for the day.

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Article 47: work year and hours of work for the ED-EDS Sub-Group

47.01 All employees shall be on a twelve (12) month work year and the workday for such an employee shall be seven decimal five (7.5) hours or such lesser period as the Employer may schedule, Monday to Friday between the hours of 7 am and 6 pm.

47.02 The workday for an employee shall commence and terminate each day at the hours fixed by the Employer and before a schedule of working hours is changed the change will be discussed with the appropriate representative of the Alliance if the change will affect a majority of the employees governed by the schedule.

47.03 Notwithstanding the provisions of this article, upon request of an employee and the concurrence of the Employer, an employee may complete his or her weekly hours of employment in a period other than five (5) full days, provided that over a period of twenty-eight (28) calendar days the employee works an average of thirty-seven decimal five (37.5) hours per week. As part of the provisions of this clause, attendance reporting shall be mutually agreed between the employee and the Employer. In every twenty-eight (28) day period, such an employee shall be granted days of rest on such days as are not scheduled as a normal workday for him or her.

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.

Employees covered by this clause shall be subject to the variable hours of work provisions established in Article 39.

47.04 Rest Periods

Except when operational requirements do not permit, the Employer will provide two (2) rest periods of fifteen (15) minutes each per full working day.

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Article 48: overtime

48.01 This Article applies only to employees whose work year is twelve (12) months.

48.02 When an employee works overtime authorized by the Employer, the employee shall be compensated on the basis of time and one-half (1 1/2) for all hours worked in excess of seven decimal five (7.5) hours per day.

LS/EU 48.03 LS and EU Groups

When an employee works overtime authorized by the Employer on his or her normal day of rest, compensation shall be granted on the basis of time and one-half (1 1/2) for all hours worked on the first day of rest, and double (2) time on the second day of rest.

ED 48.03 ED Group

  1. When an employee is required by the Employer to work overtime on a normal day of rest, compensation shall be granted on the basis of time and one-half (1 1/2) for all hours worked.
  2. An employee who is required to work on a second day of rest is entitled to compensation at double (2) time provided that the employee also worked on the first day of rest. Second day of rest means the second day in an unbroken series of consecutive and continuous calendar days of rest.

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

48.05 Subject to operational requirements, the Employer shall make every reasonable effort to avoid excessive overtime and to allocate the requirement to work overtime among readily available qualified employees who normally perform those duties.

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

48.07 Overtime shall be compensated with a payment except where, upon the request of an employee and with the approval of the Employer, overtime may be compensated in equivalent compensatory leave with pay.

48.08

  1. The Employer shall grant compensatory leave at times convenient to both the employee and the Employer.
  2. 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 employee’s hourly rate of pay as calculated from the classification prescribed in the certificate of appointment of his or her substantive position at the time of the request.

48.09 The Employer shall endeavour to make payments for overtime in the month following the month in which the credits were earned.

48.10 When an employee performs authorized overtime work, time spent by the employee reporting to or returning from work shall not constitute time worked.

48.11 Meals

  1. An employee who works three (3) or more hours of overtime immediately before or immediately following normal hours of work shall be reimbursed expenses for one meal in the amount of nine dollars ($9.00), except where free meals are provided or the employee is on travel status.
  2. When an employee works overtime continuously extending four (4) hours or more beyond the period provided in paragraph (a), the employee shall be reimbursed for one additional meal in the amount of nine dollars ($9.00) for each additional four (4)-hour period of overtime worked thereafter, except where free meals are provided.
  3. When overtime is worked in accordance with paragraphs 48.11(a) and (b) above, reasonable time to be determined by the Employer shall be allowed to the employee in order to take a meal break either at or adjacent to the employee’s place of work, and such time shall be paid at the overtime rate where applicable.
  4. Paragraphs 48.11(a) and (b) shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.
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Article 49: allowances

This Article applies to employees certified in the Elementary and Secondary Teaching (ED-EST) Sub-Group.

Where the employee is entitled to an allowance provided in clauses 49.01, 49.02, 49.03, 49.05 and 49.07 for less than a full work year, the amount of the allowance will be prorated on the basis of the percentage of the work year he or she was so employed.

Paragraphs 49.01 and 49.02 apply only to ED-EST employees whose work year is twelve (12) months.

49.01 Principal’s allowance

A principal of a school shall be paid an allowance for administrative and supervisory responsibilities at the following annual rates, calculated on the commencement of the school year:

effective on the date of signature of this agreement,

$2,080 basic, plus:
$565 for each teacher and teacher aide supervised from one (1) to twelve (12),
and
$310 for each teacher and teacher aide supervised from thirteen (13) or more.

The number of teachers and teacher aides who work under the supervision of the Principal but who are seconded from school boards, Indian bands, and other organizations shall be counted in determining the amount of the principal’s allowance.

49.02 Assistant principal’s allowance

An Assistant Principal of a school shall be paid an allowance for administrative and supervisory responsibilities at an annual rate equal to one-half of the Principal’s allowance specified in clause 49.01 in accordance with the number of teachers and teacher aides supervised.

49.03 Department head’s allowance

A teacher who is a Department Head (including a Head Education Counsellor) shall be paid an allowance for administrative and supervisory responsibilities of:

Effective on the date of signature of this agreement: $2,245 per annum.

49.04 Night school compensation

A teacher shall be paid at his or her normal hourly rate of pay, for every completed hour of work, for approved scheduled teaching duties which are performed outside the authorized school hours and which are not part of the teachers normal work program. This clause does not apply to an employee covered by Article 48.

49.05 Allowance for teachers of specialist subjects

  1. Definition

    Any subject can be considered as a field of specialization as they are variable depending on the Provincial Ministry of Education. The definition of Specialization is the recognition of additional training in teachable subject area within the assigned curriculum.

  2. Eligibility
    1. Where a specialist’s qualification is recognized by a Provincial Ministry of Education or College of Teachers, that qualification will be considered to meet the clause requirements.
    2. In other cases, the training courses required for a specialization allowance are post-secondary courses in a subject area within assigned curriculum; namely university accredited courses and/or recognized training courses with the written approval of the Principal (Superintendent or Chief of Education and Training or equivalent). These courses are beyond the basic requirements for teacher certification. An employee who is assigned to counselling duties or teaching duties and who has a total cumulative recognized time of two hundred and seventy (270) hours of additional training in teachable subject area within the assigned curriculum as defined in (a) and (b) is eligible for the allowance.
  3. Allowance

    An employee who is eligible under (a) and (b) shall receive an allowance in excess of that to which he or she is eligible in view of his or her academic and professional qualifications or experience:

    Effective on the date of signing of this agreement: $1,015 per annum.

    No employee will be paid more than one allowance for specialization under this clause.

  4. Grandparent protection

    Any employee who on the signing of the Memorandum of Agreement dated June 17, 2003, was receiving a specialist’s allowance under clause 49.05 of the Education and Library Science collective agreement expired on June 30, 2003, will be paid the allowance as long as he or she remains in his or her current substantive position.

  5. Limitation

    The same courses will not be applied simultaneously towards salary determination as per the pay grid for Annual Rates of Pay set forth in Appendix A and towards a specialist allowance. If courses already used to determine the employee’s eligibility for the specialist allowance are applied for salary determination as per the pay grid for Annual Rates of Pay set forth in Appendix A, the specialist allowance will terminate. On the basis of other additional courses, an employee may reapply for a specialist allowance previously held when it can be determined through a re-evaluation of the total courses accumulated that he or she has met again the requirements in accordance with (a) and (b) for a specialist allowance.

49.06 Summer school allowance

An employee may be granted a per diem allowance as determined by the Employer for summer school courses where the Employer identifies a departmental need for the employee to take such courses. The allowance will not be paid in respect of Saturdays and Sundays.

49.07 One-room school allowance

A teacher employed in the Department of Indian and Northern Affairs Canada as the only teacher in a one-room school shall be paid an allowance:

Effective on the date of signature of this agreement: $1,240 per annum;

49.08 Limitation

No employee will be paid more than one of the allowances provided in clauses 49.01, 49.02, 49.03 and 49.07 of this agreement.

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Article 50: technological change

50.01 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 “B” on Workforce Adjustment will apply. In all other cases the following clauses will apply.

50.02 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.

50.03 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.

50.04 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.

50.05 The written notice provided for in clause 50.04 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.

50.06 As soon as reasonably practicable after notice is given under clause 50.04, the Employer shall consult meaningfully with the Alliance concerning the rationale for the change and the topics referred to in paragraph 50.05 on each group of employees, including training.

50.07 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.

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Article 51: authorship, LS Group

This article applies only to employees of the Library Science Group

51.01 When an employee acts as a sole or joint author or editor of a publication, the employee’s authorship or editorship shall normally be shown on the title page of such publication.

51.02 Where the Employer wishes to make changes in material submitted for publication with which the author does not agree, the author may request that he or she not be credited publicly.

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**Article 52: religious observance

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

52.02 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 fulfil their religious obligations.

52.03 Notwithstanding clause 52.02, 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 fulfil 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.

**

52.04 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 53: job security

53.01 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 54: membership fees

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

54.02 Membership dues referred to in Article 10: check-off, of this agreement are specifically excluded as reimbursable fees under this article.

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Article 55: shift principle

55.01 It is recognized that certain full-time indeterminate employees whose hours of work are regularly scheduled on a shift basis in accordance with the clause 43.04 or 45.04 who receive the Shift Premium (clause 30.01) in accordance with Article 30 (hereinafter referred to as a shift work employee) are required to attend certain proceedings, under this collective agreement as identified in paragraph 55.01(a) and certain other proceedings identified in paragraph 55.01(b) which normally take place between the hours of 9 am and 5 pm from Mondays to Fridays inclusively.

When a shift work employee who is scheduled to work on the day of that proceeding and when the proceeding is not scheduled during the employee’s scheduled shift for that day and when the majority of the hours of the employee’s scheduled shift on that day do not fall between the hours of 9 am and 5 pm, upon written application by the employee, the Employer shall endeavour, where possible, to change the shift work employee’s shift on the day of the proceeding so that the majority of the hours fall between 9 am and 5 pm provided that operational requirements are met, there is no increase in cost to the Employer and sufficient advance notice is given by the employee.

  1. Certain proceedings under this agreement
    1. Public Service Labour Relations and Employment Board Proceedings clauses 14.01, 14.02, 14.04, 14.05 and 14.06
    2. Personnel Selection Process clause 22.18
    3. Contract Negotiation and Preparatory Contract Negotiation Meetings clauses 14.09 and 14.10
  2. Certain other proceedings
    1. Training Courses which the employee is required to attend by the Employer.
    2. To write Provincial Certification Examinations which are a requirement for the continuation of the performance of the duties of the employee’s position.
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Article 56: agreement re-opener

56.01 This agreement may be amended by mutual consent.

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Article 57: maternity-related reassignment or leave

57.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24th) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative.

57.02 An employee’s request under clause 57.01 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.

57.03 An employee who has made a request under clause 57.01 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.

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

57.05 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 twenty-four (24) weeks after the birth.

57.06 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.

57.07 Notwithstanding clause 57.05, for an officer 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 officer in writing and shall grant leave of absence with pay to the officer for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the officer proceeds on maternity leave without pay or the termination date of the pregnancy, whichever comes first.

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Article 58: medical appointment for pregnant employees

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

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

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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: leave for ED-EST and EU employees who work a ten (10) month work year

60.01 The Employer shall grant ED-EST and EU employees who work a ten (10) month work year up to fifteen (15) hours of leave with pay within each school year for personal reasons, at a time requested by the employee, provided the employee gives the Employer advance notice prior to the commencement of the leave of at least five (5) working days, unless there is a valid reason, as determined by the Employer, why such notice cannot be given.

60.02

  1. Effective on the date of signing of this collective agreement, employees with more than two (2) years of service shall receive a one-time entitlement of thirty-seven decimal five (37.5) hours of leave with pay for personal reasons.
  2. Employees shall be credited a one-time entitlement of thirty-seven decimal five (37.5) hours of leave with pay for personal reasons on the first (1st) day of the month following the second (2nd) anniversary of the employee’s first year of service.
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Article 61: dangerous goods

61.01 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 he or she is 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 62: reimbursement of teacher expenses

62.01 Those teachers within INAC, working within the First Nation communities who do not have access to school premises in the evening and/or the weekends to work on student reporting, administrative documentation and other related duties shall be reimbursed for costs incurred for the performance of these duties of up to $500 annually. Such reimbursement will be conditional upon production of documentation, to the satisfaction of management, that such costs are reasonable and have been incurred. The request for reimbursement is to be submitted within a year of the date on which the expense is incurred, and is payable once, at the end of the school year.

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**Article 63: duration

**

63.01 The provisions of this agreement will expire on .

63.02 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
  • Monique Baronette
  • Kim Hennigar
  • Melissa Roy
  • Denis Pogrebinski
  • Marie Claude Dussault
  • Jeannie Baldwin
  • Holmann Richard
  • Julie Chiasson
  • Kwasi Amenu-Tekaa
  • Terry-Lynn Brant
  • Michael Freeman
  • Danielle Moffett
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**Appendix “A”: annual rates of pay and pay notes

Annex “A1”

  • Elementary and Secondary Teaching Sub-Group (ED-EST)
  • Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor

Annex “A1-2”

  • Elementary and Secondary Teaching Sub-Group (ED-EST)

Annex “A2”

  • Language Teaching Sub-Group (ED-LAT)

Annex “A3”

  • Education Services Sub-Group (ED-EDS)

Annex “A4”

  • Library Science Group (LS)

Annex “A5”

  • Educational Support Group (EU)

Annex “A1”

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Table legend
  • X) Restructure effective
  • Y) Restructure effective
Maritimes
10 month pay plan
Teaching experience Level 1 X Y
1 29409 29777 30149 32549 33851 34274 34702
2 31126 31515 31909 34309 35681 36127 36579
3 32843 33254 33670 36070 37513 37982 38457
4 34558 34990 35427 37827 39340 39832 40330
5 36274 36727 37186 39586 41169 41684 42205
6 37993 38468 38949 41349 43003 43541 44085
7 39700 40196 40698 43098 44822 45382 45949
8 41416 41934 42458 44858 46652 47235 47825
Teaching experience Level 2 X Y
1 31144 31533 31927 34327 35700 36146 36598
2 32905 33316 33732 36132 37577 38047 38523
3 34660 35093 35532 37932 39449 39942 40441
4 36415 36870 37331 39731 41320 41837 42360
5 38172 38649 39132 41532 43193 43733 44280
6 39934 40433 40938 43338 45072 45635 46205
7 41698 42219 42747 45147 46953 47540 48134
8 43450 43993 44543 46943 48821 49431 50049
9 45202 45767 46339 48739 50689 51323 51965
Teaching experience Level 3 X Y
1 35925 36374 36829 39229 40798 41308 41824
2 37689 38160 38637 41037 42678 43211 43751
3 39456 39949 40448 42848 44562 45119 45683
4 41224 41739 42261 44661 46447 47028 47616
5 42991 43528 44072 46472 48331 48935 49547
6 44765 45325 45892 48292 50224 50852 51488
7 46533 47115 47704 50104 52108 52759 53418
8 48298 48902 49513 51913 53990 54665 55348
9 50081 50707 51341 53741 55891 56590 57297
Teaching experience Level 4 X Y
1 41961 42486 43017 45417 47234 47824 48422
2 44122 44674 45232 47632 49537 50156 50783
3 46290 46869 47455 49855 51849 52497 53153
4 48455 49061 49674 52074 54157 54834 55519
5 50616 51249 51890 54290 56462 57168 57883
6 52775 53435 54103 56503 58763 59498 60242
7 54937 55624 56319 58719 61068 61831 62604
8 57105 57819 58542 60942 63380 64172 64974
9 59267 60008 60758 63158 65684 66505 67336
10 61441 62209 62987 65387 68002 68852 69713
Teaching experience Level 5 X Y
1 46157 46734 47318 49718 51707 52353 53007
2 48645 49253 49869 52269 54360 55040 55728
3 51128 51767 52414 54814 57007 57720 58442
4 53619 54289 54968 57368 59663 60409 61164
5 56110 56811 57521 59921 62318 63097 63886
6 58596 59328 60070 62470 64969 65781 66603
7 61082 61846 62619 65019 67620 68465 69321
8 63569 64364 65169 67569 70272 71150 72039
9 66054 66880 67716 70116 72921 73833 74756
10 68550 69407 70275 72675 75582 76527 77484
Teaching experience Level 6 X Y
1 48803 49413 50031 52431 54528 55210 55900
2 51286 51927 52576 54976 57175 57890 58614
3 53776 54448 55129 57529 59830 60578 61335
4 56266 56969 57681 60081 62484 63265 64056
5 58751 59485 60229 62629 65134 65948 66772
6 61241 62007 62782 65182 67789 68636 69494
7 63727 64524 65331 67731 70440 71321 72213
8 66214 67042 67880 70280 73091 74005 74930
9 68702 69561 70431 72831 75744 76691 77650
10 71205 72095 72996 75396 78412 79392 80384

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Quebec
10 month pay plan
Teaching experience Level 1 X Y
1 30953 31340 31732 34132 35497 35941 36390
2 33154 33568 33988 36388 37844 38317 38796
3 35357 35799 36246 38646 40192 40694 41203
4 37566 38036 38511 40911 42547 43079 43617
5 39775 40272 40775 43175 44902 45463 46031
6 41979 42504 43035 45435 47252 47843 48441
7 44184 44736 45295 47695 49603 50223 50851
8 46390 46970 47557 49957 51955 52604 53262
9 48606 49214 49829 52229 54318 54997 55684
10 50814 51449 52092 54492 56672 57380 58097
Teaching experience Level 2 X Y
1 33362 33779 34201 36601 38065 38541 39023
2 35360 35802 36250 38650 40196 40698 41207
3 37372 37839 38312 40712 42340 42869 43405
4 39378 39870 40368 42768 44479 45035 45598
5 41387 41904 42428 44828 46621 47204 47794
6 43393 43935 44484 46884 48759 49368 49985
7 45401 45969 46544 48944 50902 51538 52182
8 47407 48000 48600 51000 53040 53703 54374
9 49415 50033 50658 53058 55180 55870 56568
10 51403 52046 52697 55097 57301 58017 58742
11 53409 54077 54753 57153 59439 60182 60934
Teaching experience Level 3 X Y
1 36077 36528 36985 39385 40960 41472 41990
2 38138 38615 39098 41498 43158 43697 44243
3 40202 40705 41214 43614 45359 45926 46500
4 42273 42801 43336 45736 47565 48160 48762
5 44338 44892 45453 47853 49767 50389 51019
6 46396 46976 47563 49963 51962 52612 53270
7 48466 49072 49685 52085 54168 54845 55531
8 50531 51163 51803 54203 56371 57076 57789
9 52598 53255 53921 56321 58574 59306 60047
10 54665 55348 56040 58440 60778 61538 62307
11 56729 57438 58156 60556 62978 63765 64562
Teaching experience Level 4 X Y
1 39239 39729 40226 42626 44331 44885 45446
2 41191 41706 42227 44627 46412 46992 47579
3 43145 43684 44230 46630 48495 49101 49715
4 45090 45654 46225 48625 50570 51202 51842
5 47042 47630 48225 50625 52650 53308 53974
6 48990 49602 50222 52622 54727 55411 56104
7 50936 51573 52218 54618 56803 57513 58232
8 52892 53553 54222 56622 58887 59623 60368
9 54834 55519 56213 58613 60958 61720 62492
10 56779 57489 58208 60608 63032 63820 64618
11 58735 59469 60212 62612 65116 65930 66754
12 60683 61442 62210 64610 67194 68034 68884
Teaching experience Level 5 X Y
1 42879 43415 43958 46358 48212 48815 49425
2 44909 45470 46038 48438 50376 51006 51644
3 46939 47526 48120 50520 52541 53198 53863
4 48974 49586 50206 52606 54710 55394 56086
5 50999 51636 52281 54681 56868 57579 58299
6 53033 53696 54367 56767 59038 59776 60523
7 55066 55754 56451 58851 61205 61970 62745
8 57089 57803 58526 60926 63363 64155 64957
9 59123 59862 60610 63010 65530 66349 67178
10 61155 61919 62693 65093 67697 68543 69400
11 63174 63964 64764 67164 69851 70724 71608
12 65205 66020 66845 69245 72015 72915 73826
Teaching experience Level 6 X Y
1 46454 47035 47623 50023 52024 52674 53332
2 48710 49319 49935 52335 54428 55108 55797
3 50978 51615 52260 54660 56846 57557 58276
4 53241 53907 54581 56981 59260 60001 60751
5 55502 56196 56898 59298 61670 62441 63222
6 57769 58491 59222 61622 64087 64888 65699
7 60030 60780 61540 63940 66498 67329 68171
8 62293 63072 63860 66260 68910 69771 70643
9 64560 65367 66184 68584 71327 72219 73122
10 66826 67661 68507 70907 73743 74665 75598
11 69098 69962 70837 73237 76166 77118 78082
12 71364 72256 73159 75559 78581 79563 80558

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Ontario
10 month pay plan (in dollars)
Teaching experience Level 1 X Y
1 34017 34442 34873 37273 38764 39249 39740
2 35416 35859 36307 38707 40255 40758 41267
3 36808 37268 37734 40134 41739 42261 42789
4 38201 38679 39162 41562 43224 43764 44311
5 39603 40098 40599 42999 44719 45278 45844
6 40994 41506 42025 44425 46202 46780 47365
7 42386 42916 43452 45852 47686 48282 48886
8 43780 44327 44881 47281 49172 49787 50409
Teaching experience Level 2 X Y
1 38316 38795 39280 41680 43347 43889 44438
2 40307 40811 41321 43721 45470 46038 46613
3 42292 42821 43356 45756 47586 48181 48783
4 44277 44830 45390 47790 49702 50323 50952
5 46261 46839 47424 49824 51817 52465 53121
6 48247 48850 49461 51861 53935 54609 55292
7 50231 50859 51495 53895 56051 56752 57461
8 52225 52878 53539 55939 58177 58904 59640
9 54190 54867 55553 57953 60271 61024 61787
Teaching experience Level 3 X Y
1 40040 40541 41048 43448 45186 45751 46323
2 42235 42763 43298 45698 47526 48120 48722
3 44430 44985 45547 47947 49865 50488 51119
4 46620 47203 47793 50193 52201 52854 53515
5 48815 49425 50043 52443 54541 55223 55913
6 51008 51646 52292 54692 56880 57591 58311
7 53201 53866 54539 56939 59217 59957 60706
8 55394 56086 56787 59187 61554 62323 63102
9 57593 58313 59042 61442 63900 64699 65508
10 59779 60526 61283 63683 66230 67058 67896
Teaching experience Level 4 X Y
1 45467 46035 46610 49010 50970 51607 52252
2 47873 48471 49077 51477 53536 54205 54883
3 50271 50899 51535 53935 56092 56793 57503
4 52673 53331 53998 56398 58654 59387 60129
5 55080 55769 56466 58866 61221 61986 62761
6 57480 58199 58926 61326 63779 64576 65383
7 59883 60632 61390 63790 66342 67171 68011
8 62286 63065 63853 66253 68903 69764 70636
9 64686 65495 66314 68714 71463 72356 73260
10 67085 67924 68773 71173 74020 74945 75882
Teaching experience Level 5 X Y
1 47574 48169 48771 51171 53218 53883 54557
2 49989 50614 51247 53647 55793 56490 57196
3 52407 53062 53725 56125 58370 59100 59839
4 54824 55509 56203 58603 60947 61709 62480
5 57243 57959 58683 61083 63526 64320 65124
6 59655 60401 61156 63556 66098 66924 67761
7 62077 62853 63639 66039 68681 69540 70409
8 64493 65299 66115 68515 71256 72147 73049
9 66906 67742 68589 70989 73829 74752 75686
10 69335 70202 71080 73480 76419 77374 78341
Teaching experience Level 6 X Y
1 51320 51962 52612 55012 57212 57927 58651
2 54342 55021 55709 58109 60433 61188 61953
3 57375 58092 58818 61218 63667 64463 65269
4 60404 61159 61923 64323 66896 67732 68579
5 63436 64229 65032 67432 70129 71006 71894
6 66464 67295 68136 70536 73357 74274 75202
7 69492 70361 71241 73641 76587 77544 78513
8 72657 73565 74485 76885 79960 80960 81972
9 75540 76484 77440 79840 83034 84072 85123
10 78577 79559 80553 82953 86271 87349 88441

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Manitoba
10 month pay plan
Teaching experience Level 1 X Y
1 31757 32154 32556 34956 36354 36808 37268
2 33007 33420 33838 36238 37688 38159 38636
3 34254 34682 35116 37516 39017 39505 39999
4 35500 35944 36393 38793 40345 40849 41360
5 36748 37207 37672 40072 41675 42196 42723
6 37999 38474 38955 41355 43009 43547 44091
7 39246 39737 40234 42634 44339 44893 45454
8 40507 41013 41526 43926 45683 46254 46832
Teaching experience Level 2 X Y
1 34716 35150 35589 37989 39509 40003 40503
2 36021 36471 36927 39327 40900 41411 41929
3 37326 37793 38265 40665 42292 42821 43356
4 38627 39110 39599 41999 43679 44225 44778
5 39934 40433 40938 43338 45072 45635 46205
6 41238 41753 42275 44675 46462 47043 47631
7 42540 43072 43610 46010 47850 48448 49054
8 43847 44395 44950 47350 49244 49860 50483
9 45141 45705 46276 48676 50623 51256 51897
Teaching experience Level 3 X Y
1 38352 38831 39316 41716 43385 43927 44476
2 39919 40418 40923 43323 45056 45619 46189
3 41475 41993 42518 44918 46715 47299 47890
4 43031 43569 44114 46514 48375 48980 49592
5 44588 45145 45709 48109 50033 50658 51291
6 46146 46723 47307 49707 51695 52341 52995
7 47709 48305 48909 51309 53361 54028 54703
8 49268 49884 50508 52908 55024 55712 56408
9 50812 51447 52090 54490 56670 57378 58095
Teaching experience Level 4 X Y
1 47373 47965 48565 50965 53004 53667 54338
2 49724 50346 50975 53375 55510 56204 56907
3 52084 52735 53394 55794 58026 58751 59485
4 54443 55124 55813 58213 60542 61299 62065
5 56800 57510 58229 60629 63054 63842 64640
6 59168 59908 60657 63057 65579 66399 67229
7 61514 62283 63062 65462 68080 68931 69793
8 63872 64670 65478 67878 70593 71475 72368
9 66235 67063 67901 70301 73113 74027 74952
10 68588 69445 70313 72713 75622 76567 77524
Teaching experience Level 5 X Y
1 50439 51069 51707 54107 56271 56974 57686
2 52801 53461 54129 56529 58790 59525 60269
3 55166 55856 56554 58954 61312 62078 62854
4 57527 58246 58974 61374 63829 64627 65435
5 59892 60641 61399 63799 66351 67180 68020
6 62251 63029 63817 66217 68866 69727 70599
7 64610 65418 66236 68636 71381 72273 73176
8 66973 67810 68658 71058 73900 74824 75759
9 69337 70204 71082 73482 76421 77376 78343
10 71710 72606 73514 75914 78951 79938 80937
Teaching experience Level 6 X Y
1 53150 53814 54487 56887 59162 59902 60651
2 55684 56380 57085 59485 61864 62637 63420
3 58213 58941 59678 62078 64561 65368 66185
4 60745 61504 62273 64673 67260 68101 68952
5 63280 64071 64872 67272 69963 70838 71723
6 65804 66627 67460 69860 72654 73562 74482
7 68346 69200 70065 72465 75364 76306 77260
8 70876 71762 72659 75059 78061 79037 80025
9 73413 74331 75260 77660 80766 81776 82798
10 75938 76887 77848 80248 83458 84501 85557

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Saskatchewan
10 month pay plan
Teaching experience Level 1 X Y
1 29542 29911 30285 32685 33992 34417 34847
2 31060 31448 31841 34241 35611 36056 36507
3 32584 32991 33403 35803 37235 37700 38171
4 34104 34530 34962 37362 38856 39342 39834
5 35619 36064 36515 38915 40472 40978 41490
6 37142 37606 38076 40476 42095 42621 43154
7 38661 39144 39633 42033 43714 44260 44813
8 40193 40695 41204 43604 45348 45915 46489
Teaching experience Level 2 X Y
1 33365 33782 34204 36604 38068 38544 39026
2 35250 35691 36137 38537 40078 40579 41086
3 37119 37583 38053 40453 42071 42597 43129
4 38997 39484 39978 42378 44073 44624 45182
5 40884 41395 41912 44312 46084 46660 47243
6 42755 43289 43830 46230 48079 48680 49289
7 44630 45188 45753 48153 50079 50705 51339
8 46509 47090 47679 50079 52082 52733 53392
9 48391 48996 49608 52008 54088 54764 55449
Teaching experience Level 3 X Y
1 37389 37856 38329 40729 42358 42887 43423
2 39243 39734 40231 42631 44336 44890 45451
3 41089 41603 42123 44523 46304 46883 47469
4 42936 43473 44016 46416 48273 48876 49487
5 44788 45348 45915 48315 50248 50876 51512
6 46637 47220 47810 50210 52218 52871 53532
7 48484 49090 49704 52104 54188 54865 55551
8 50334 50963 51600 54000 56160 56862 57573
9 52199 52851 53512 55912 58148 58875 59611
Teaching experience Level 4 X Y
1 45780 46352 46931 49331 51304 51945 52594
2 48066 48667 49275 51675 53742 54414 55094
3 50351 50980 51617 54017 56178 56880 57591
4 52643 53301 53967 56367 58622 59355 60097
5 54927 55614 56309 58709 61057 61820 62593
6 57210 57925 58649 61049 63491 64285 65089
7 59507 60251 61004 63404 65940 66764 67599
8 61785 62557 63339 65739 68369 69224 70089
9 64068 64869 65680 68080 70803 71688 72584
10 66375 67205 68045 70445 73263 74179 75106
Teaching experience Level 5 X Y
1 49732 50354 50983 53383 55518 56212 56915
2 51972 52622 53280 55680 57907 58631 59364
3 54197 54874 55560 57960 60278 61031 61794
4 56442 57148 57862 60262 62672 63455 64248
5 58669 59402 60145 62545 65047 65860 66683
6 60901 61662 62433 64833 67426 68269 69122
7 63135 63924 64723 67123 69808 70681 71565
8 65364 66181 67008 69408 72184 73086 74000
9 67599 68444 69300 71700 74568 75500 76444
10 69829 70702 71586 73986 76945 77907 78881
Teaching experience Level 6 X Y
1 52604 53262 53928 56328 58581 59313 60054
2 54841 55527 56221 58621 60966 61728 62500
3 57073 57786 58508 60908 63344 64136 64938
4 59309 60050 60801 63201 65729 66551 67383
5 61543 62312 63091 65491 68111 68962 69824
6 63772 64569 65376 67776 70487 71368 72260
7 66005 66830 67665 70065 72868 73779 74701
8 68243 69096 69960 72360 75254 76195 77147
9 70472 71353 72245 74645 77631 78601 79584
10 72695 73604 74524 76924 80001 81001 82014

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Alberta
10 month pay plan
Teaching experience Level 1 X Y
1 30956 31343 31735 34135 35500 35944 36393
2 32651 33059 33472 35872 37307 37773 38245
3 34343 34772 35207 37607 39111 39600 40095
4 36029 36479 36935 39335 40908 41419 41937
5 37729 38201 38679 41079 42722 43256 43797
6 39420 39913 40412 42812 44524 45081 45645
7 41109 41623 42143 44543 46325 46904 47490
8 42793 43328 43870 46270 48121 48723 49332
Teaching experience Level 2 X Y
1 34641 35074 35512 37912 39428 39921 40420
2 36807 37267 37733 40133 41738 42260 42788
3 38977 39464 39957 42357 44051 44602 45160
4 41145 41659 42180 44580 46363 46943 47530
5 43306 43847 44395 46795 48667 49275 49891
6 45469 46037 46612 49012 50972 51609 52254
7 47632 48227 48830 51230 53279 53945 54619
8 49796 50418 51048 53448 55586 56281 56985
9 51958 52607 53265 55665 57892 58616 59349
Teaching experience Level 3 X Y
1 40512 41018 41531 43931 45688 46259 46837
2 42679 43212 43752 46152 47998 48598 49205
3 44846 45407 45975 48375 50310 50939 51576
4 47007 47595 48190 50590 52614 53272 53938
5 49174 49789 50411 52811 54923 55610 56305
6 51341 51983 52633 55033 57234 57949 58673
7 53502 54171 54848 57248 59538 60282 61036
8 55672 56368 57073 59473 61852 62625 63408
9 57828 58551 59283 61683 64150 64952 65764
Teaching experience Level 4 X Y
1 46861 47447 48040 50440 52458 53114 53778
2 49445 50063 50689 53089 55213 55903 56602
3 52040 52691 53350 55750 57980 58705 59439
4 54635 55318 56009 58409 60745 61504 62273
5 57229 57944 58668 61068 63511 64305 65109
6 59821 60569 61326 63726 66275 67103 67942
7 62415 63195 63985 66385 69040 69903 70777
8 65002 65815 66638 69038 71800 72698 73607
9 67598 68443 69299 71699 74567 75499 76443
10 70188 71065 71953 74353 77327 78294 79273
Teaching experience Level 5 X Y
1 49431 50049 50675 53075 55198 55888 56587
2 52054 52705 53364 55764 57995 58720 59454
3 54676 55359 56051 58451 60789 61549 62318
4 57301 58017 58742 61142 63588 64383 65188
5 59930 60679 61437 63837 66390 67220 68060
6 62555 63337 64129 66529 69190 70055 70931
7 65172 65987 66812 69212 71980 72880 73791
8 67793 68640 69498 71898 74774 75709 76655
9 70421 71301 72192 74592 77576 78546 79528
10 73042 73955 74879 77279 80370 81375 82392
Teaching experience Level 6 X Y
1 52366 53021 53684 56084 58327 59056 59794
2 54984 55671 56367 58767 61118 61882 62656
3 57613 58333 59062 61462 63920 64719 65528
4 60234 60987 61749 64149 66715 67549 68393
5 62859 63645 64441 66841 69515 70384 71264
6 65479 66297 67126 69526 72307 73211 74126
7 68104 68955 69817 72217 75106 76045 76996
8 70726 71610 72505 74905 77901 78875 79861
9 73351 74268 75196 77596 80700 81709 82730
10 75980 76930 77892 80292 83504 84548 85605

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

British Columbia
10 month pay plan
Teaching experience Level 1 X Y
1 34677 35110 35549 37949 39467 39960 40460
2 36467 36923 37385 39785 41376 41893 42417
3 38264 38742 39226 41626 43291 43832 44380
4 40064 40565 41072 43472 45211 45776 46348
5 41853 42376 42906 45306 47118 47707 48303
6 43647 44193 44745 47145 49031 49644 50265
7 45439 46007 46582 48982 50941 51578 52223
8 47234 47824 48422 50822 52855 53516 54185
Teaching experience Level 2 X Y
1 37725 38197 38674 41074 42717 43251 43792
2 39492 39986 40486 42886 44601 45159 45723
3 41256 41772 42294 44694 46482 47063 47651
4 43025 43563 44108 46508 48368 48973 49585
5 44785 45345 45912 48312 50244 50872 51508
6 46552 47134 47723 50123 52128 52780 53440
7 48318 48922 49534 51934 54011 54686 55370
8 50084 50710 51344 53744 55894 56593 57300
9 51849 52497 53153 55553 57775 58497 59228
Teaching experience Level 3 X Y
1 41940 42464 42995 45395 47211 47801 48399
2 44332 44886 45447 47847 49761 50383 51013
3 46723 47307 47898 50298 52310 52964 53626
4 49118 49732 50354 52754 54864 55550 56244
5 51508 52152 52804 55204 57412 58130 58857
6 53900 54574 55256 57656 59962 60712 61471
7 56294 56998 57710 60110 62514 63295 64086
8 58684 59418 60161 62561 65063 65876 66699
9 61077 61840 62613 65013 67614 68459 69315
Teaching experience Level 4 X Y
1 45138 45702 46273 48673 50620 51253 51894
2 47656 48252 48855 51255 53305 53971 54646
3 50169 50796 51431 53831 55984 56684 57393
4 52684 53343 54010 56410 58666 59399 60141
5 55199 55889 56588 58988 61348 62115 62891
6 57717 58438 59168 61568 64031 64831 65641
7 60233 60986 61748 64148 66714 67548 68392
8 62747 63531 64325 66725 69394 70261 71139
9 65264 66080 66906 69306 72078 72979 73891
10 67782 68629 69487 71887 74762 75697 76643
11 70297 71176 72066 74466 77445 78413 79393
Teaching experience Level 5 X Y
1 48520 49127 49741 52141 54227 54905 55591
2 51337 51979 52629 55029 57230 57945 58669
3 54156 54833 55518 57918 60235 60988 61750
4 56968 57680 58401 60801 63233 64023 64823
5 59787 60534 61291 63691 66239 67067 67905
6 62603 63386 64178 66578 69241 70107 70983
7 65421 66239 67067 69467 72246 73149 74063
8 68244 69097 69961 72361 75255 76196 77148
9 71058 71946 72845 75245 78255 79233 80223
10 73879 74802 75737 78137 81262 82278 83306
11 76694 77653 78624 81024 84265 85318 86384
Teaching experience Level 6 X Y
1 52503 53159 53823 56223 58472 59203 59943
2 55204 55894 56593 58993 61353 62120 62897
3 57908 58632 59365 61765 64236 65039 65852
4 60618 61376 62143 64543 67125 67964 68814
5 63322 64114 64915 67315 70008 70883 71769
6 66035 66860 67696 70096 72900 73811 74734
7 68738 69597 70467 72867 75782 76729 77688
8 71444 72337 73241 75641 78667 79650 80646
9 74151 75078 76016 78416 81553 82572 83604
10 76859 77820 78793 81193 84441 85497 86566
11 79562 80557 81564 83964 87323 88415 89520

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

Table legend
  • X) Restructure effective
Maritimes
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 32000 32400 32805 34117 34543 34975
2 33863 34286 34715 36104 36555 37012
3 35731 36178 36630 38095 38571 39053
4 37580 38050 38526 40067 40568 41075
5 39446 39939 40438 42056 42582 43114
6 41312 41828 42351 44045 44596 45153
7 43167 43707 44253 46023 46598 47180
8 45030 45593 46163 48010 48610 49218
Teaching experience Level 2 X
1 33898 34322 34751 36141 36593 37050
2 35802 36250 36703 38171 38648 39131
3 37717 38188 38665 40212 40715 41224
4 39625 40120 40622 42247 42775 43310
5 41538 42057 42583 44286 44840 45401
6 43449 43992 44542 46324 46903 47489
7 45358 45925 46499 48359 48963 49575
8 47267 47858 48456 50394 51024 51662
9 49199 49814 50437 52454 53110 53774
Teaching experience Level 3 X
1 39093 39582 40077 41680 42201 42729
2 41014 41527 42046 43728 44275 44828
3 42948 43485 44029 45790 46362 46942
4 44865 45426 45994 47834 48432 49037
5 46797 47382 47974 49893 50517 51148
6 48719 49328 49945 51943 52592 53249
7 50641 51274 51915 53992 54667 55350
8 52572 53229 53894 56050 56751 57460
9 54497 55178 55868 58103 58829 59564
Teaching experience Level 4 X
1 45667 46238 46816 48689 49298 49914
2 48031 48631 49239 51209 51849 52497
3 50381 51011 51649 53715 54386 55066
4 52740 53399 54066 56229 56932 57644
5 55097 55786 56483 58742 59476 60219
6 57454 58172 58899 61255 62021 62796
7 59811 60559 61316 63769 64566 65373
8 62172 62949 63736 66285 67114 67953
9 64528 65335 66152 68798 69658 70529
10 66867 67703 68549 71291 72182 73084
Teaching experience Level 5 X
1 50227 50855 51491 53551 54220 54898
2 52943 53605 54275 56446 57152 57866
3 55653 56349 57053 59335 60077 60828
4 58367 59097 59836 62229 63007 63795
5 61070 61833 62606 65110 65924 66748
6 63784 64581 65388 68004 68854 69715
7 66489 67320 68162 70888 71774 72671
8 69199 70064 70940 73778 74700 75634
9 71911 72810 73720 76669 77627 78597
10 74607 75540 76484 79543 80537 81544
Teaching experience Level 6 X
1 53115 53779 54451 56629 57337 58054
2 55825 56523 57230 59519 60263 61016
3 58536 59268 60009 62409 63189 63979
4 61246 62012 62787 65298 66114 66940
5 63954 64753 65562 68184 69036 69899
6 66668 67501 68345 71079 71967 72867
7 69377 70244 71122 73967 74892 75828
8 72080 72981 73893 76849 77810 78783
9 74794 75729 76676 79743 80740 81749
10 77490 78459 79440 82618 83651 84697

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

Quebec
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 34234 34662 35095 36499 36955 37417
2 36674 37132 37596 39100 39589 40084
3 39113 39602 40097 41701 42222 42750
4 41554 42073 42599 44303 44857 45418
5 43996 44546 45103 46907 47493 48087
6 46436 47016 47604 49508 50127 50754
7 48879 49490 50109 52113 52764 53424
8 51321 51963 52613 54718 55402 56095
9 53757 54429 55109 57313 58029 58754
10 56200 56903 57614 59919 60668 61426
Teaching experience Level 2 X
1 36893 37354 37821 39334 39826 40324
2 39113 39602 40097 41701 42222 42750
3 41332 41849 42372 44067 44618 45176
4 43549 44093 44644 46430 47010 47598
5 45771 46343 46922 48799 49409 50027
6 47991 48591 49198 51166 51806 52454
7 50205 50833 51468 53527 54196 54873
8 52429 53084 53748 55898 56597 57304
9 54645 55328 56020 58261 58989 59726
10 56850 57561 58281 60612 61370 62137
11 59062 59800 60548 62970 63757 64554
Teaching experience Level 3 X
1 39902 40401 40906 42542 43074 43612
2 42189 42716 43250 44980 45542 46111
3 44476 45032 45595 47419 48012 48612
4 46758 47342 47934 49851 50474 51105
5 49040 49653 50274 52285 52939 53601
6 51335 51977 52627 54732 55416 56109
7 53617 54287 54966 57165 57880 58604
8 55901 56600 57308 59600 60345 61099
9 58188 58915 59651 62037 62812 63597
10 60456 61212 61977 64456 65262 66078
11 62739 63523 64317 66890 67726 68573
Teaching experience Level 4 X
1 43404 43947 44496 46276 46854 47440
2 45564 46134 46711 48579 49186 49801
3 47720 48317 48921 50878 51514 52158
4 49878 50501 51132 53177 53842 54515
5 52028 52678 53336 55469 56162 56864
6 54186 54863 55549 57771 58493 59224
7 56341 57045 57758 60068 60819 61579
8 58498 59229 59969 62368 63148 63937
9 60650 61408 62176 64663 65471 66289
10 62812 63597 64392 66968 67805 68653
11 64961 65773 66595 69259 70125 71002
12 67113 67952 68801 71553 72447 73353
Teaching experience Level 5 X
1 47420 48013 48613 50558 51190 51830
2 49666 50287 50916 52953 53615 54285
3 51910 52559 53216 55345 56037 56737
4 54151 54828 55513 57734 58456 59187
5 56399 57104 57818 60131 60883 61644
6 58640 59373 60115 62520 63302 64093
7 60885 61646 62417 64914 65725 66547
8 63126 63915 64714 67303 68144 68996
9 65371 66188 67015 69696 70567 71449
10 67615 68460 69316 72089 72990 73902
11 69870 70743 71627 74492 75423 76366
12 72113 73014 73927 76884 77845 78818
Teaching experience Level 6 X
1 51367 52009 52659 54765 55450 56143
2 53878 54551 55233 57442 58160 58887
3 56382 57087 57801 60113 60864 61625
4 58889 59625 60370 62785 63570 64365
5 61394 62161 62938 65456 66274 67102
6 63897 64696 65505 68125 68977 69839
7 66393 67223 68063 70786 71671 72567
8 68903 69764 70636 73461 74379 75309
9 71410 72303 73207 76135 77087 78051
10 73911 74835 75770 78801 79786 80783
11 76422 77377 78344 81478 82496 83527
12 78924 79911 80910 84146 85198 86263

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

Ontario
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 37025 37488 37957 39475 39968 40468
2 38544 39026 39514 41095 41609 42129
3 40063 40564 41071 42714 43248 43789
4 41573 42093 42619 44324 44878 45439
5 43100 43639 44184 45951 46525 47107
6 44615 45173 45738 47568 48163 48765
7 46133 46710 47294 49186 49801 50424
8 47642 48238 48841 50795 51430 52073
Teaching experience Level 2 X
1 41705 42226 42754 44464 45020 45583
2 43863 44411 44966 46765 47350 47942
3 46025 46600 47183 49070 49683 50304
4 48182 48784 49394 51370 52012 52662
5 50344 50973 51610 53674 54345 55024
6 52506 53162 53827 55980 56680 57389
7 54664 55347 56039 58281 59010 59748
8 56818 57528 58247 60577 61334 62101
9 58970 59707 60453 62871 63657 64453
Teaching experience Level 3 X
1 43574 44119 44670 46457 47038 47626
2 45960 46535 47117 49002 49615 50235
3 48344 48948 49560 51542 52186 52838
4 50729 51363 52005 54085 54761 55446
5 53114 53778 54450 56628 57336 58053
6 55500 56194 56896 59172 59912 60661
7 57886 58610 59343 61717 62488 63269
8 60273 61026 61789 64261 65064 65877
9 62657 63440 64233 66802 67637 68482
10 65057 65870 66693 69361 70228 71106
Teaching experience Level 4 X
1 49489 50108 50734 52763 53423 54091
2 52104 52755 53414 55551 56245 56948
3 54715 55399 56091 58335 59064 59802
4 57332 58049 58775 61126 61890 62664
5 59941 60690 61449 63907 64706 65515
6 62558 63340 64132 66697 67531 68375
7 65172 65987 66812 69484 70353 71232
8 67783 68630 69488 72268 73171 74086
9 70399 71279 72170 75057 75995 76945
10 73001 73914 74838 77832 78805 79790
Teaching experience Level 5 X
1 51778 52425 53080 55203 55893 56592
2 54405 55085 55774 58005 58730 59464
3 57048 57761 58483 60822 61582 62352
4 59674 60420 61175 63622 64417 65222
5 62309 63088 63877 66432 67262 68103
6 64943 65755 66577 69240 70106 70982
7 67574 68419 69274 72045 72946 73858
8 70204 71082 71971 74850 75786 76733
9 72838 73748 74670 77657 78628 79611
10 75453 76396 77351 80445 81451 82469
Teaching experience Level 6 X
1 55850 56548 57255 59545 60289 61043
2 59151 59890 60639 63065 63853 64651
3 62447 63228 64018 66579 67411 68254
4 65746 66568 67400 70096 70972 71859
5 69048 69911 70785 73616 74536 75468
6 72342 73246 74162 77128 78092 79068
7 75636 76581 77538 80640 81648 82669
8 78891 79877 80875 84110 85161 86226
9 81826 82849 83885 87240 88331 89435
10 84763 85823 86896 90372 91502 92646

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

Manitoba
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 36002 36452 36908 38384 38864 39350
2 37415 37883 38357 39891 40390 40895
3 38830 39315 39806 41398 41915 42439
4 40243 40746 41255 42905 43441 43984
5 41662 42183 42710 44418 44973 45535
6 43076 43614 44159 45925 46499 47080
7 44490 45046 45609 47433 48026 48626
8 45915 46489 47070 48953 49565 50185
Teaching experience Level 2 X
1 39355 39847 40345 41959 42483 43014
2 40820 41330 41847 43521 44065 44616
3 42301 42830 43365 45100 45664 46235
4 43773 44320 44874 46669 47252 47843
5 45253 45819 46392 48248 48851 49462
6 46725 47309 47900 49816 50439 51069
7 48202 48805 49415 51392 52034 52684
8 49682 50303 50932 52969 53631 54301
9 51166 51806 52454 54552 55234 55924
Teaching experience Level 3 X
1 43486 44030 44580 46363 46943 47530
2 45248 45814 46387 48242 48845 49456
3 47018 47606 48201 50129 50756 51390
4 48775 49385 50002 52002 52652 53310
5 50546 51178 51818 53891 54565 55247
6 52314 52968 53630 55775 56472 57178
7 54080 54756 55440 57658 58379 59109
8 55840 56538 57245 59535 60279 61032
9 57611 58331 59060 61422 62190 62967
Teaching experience Level 4 X
1 53694 54365 55045 57247 57963 58688
2 56369 57074 57787 60098 60849 61610
3 59045 59783 60530 62951 63738 64535
4 61715 62486 63267 65798 66620 67453
5 64394 65199 66014 68655 69513 70382
6 67061 67899 68748 71498 72392 73297
7 69729 70601 71484 74343 75272 76213
8 72406 73311 74227 77196 78161 79138
9 75077 76015 76965 80044 81045 82058
10 77755 78727 79711 82899 83935 84984
Teaching experience Level 5 X
1 57186 57901 58625 60970 61732 62504
2 59862 60610 61368 63823 64621 65429
3 62545 63327 64119 66684 67518 68362
4 65219 66034 66859 69533 70402 71282
5 67904 68753 69612 72396 73301 74217
6 70580 71462 72355 75249 76190 77142
7 73267 74183 75110 78114 79090 80079
8 75943 76892 77853 80967 81979 83004
9 78604 79587 80582 83805 84853 85914
10 80998 82010 83035 86356 87435 88528
Teaching experience Level 6 X
1 60258 61011 61774 64245 65048 65861
2 63125 63914 64713 67302 68143 68995
3 65995 66820 67655 70361 71241 72132
4 68868 69729 70601 73425 74343 75272
5 71733 72630 73538 76480 77436 78404
6 74607 75540 76484 79543 80537 81544
7 77471 78439 79419 82596 83628 84673
8 80142 81144 82158 85444 86512 87593
9 82697 83731 84778 88169 89271 90387
10 85252 86318 87397 90893 92029 93179

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

Saskatchewan
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 32945 33357 33774 35125 35564 36009
2 34639 35072 35510 36930 37392 37859
3 36335 36789 37249 38739 39223 39713
4 38024 38499 38980 40539 41046 41559
5 39720 40217 40720 42349 42878 43414
6 41410 41928 42452 44150 44702 45261
7 43107 43646 44192 45960 46535 47117
8 44809 45369 45936 47773 48370 48975
Teaching experience Level 2 X
1 37203 37668 38139 39665 40161 40663
2 39298 39789 40286 41897 42421 42951
3 41398 41915 42439 44137 44689 45248
4 43487 44031 44581 46364 46944 47531
5 45586 46156 46733 48602 49210 49825
6 47683 48279 48882 50837 51472 52115
7 49776 50398 51028 53069 53732 54404
8 51873 52521 53178 55305 55996 56696
9 53955 54629 55312 57524 58243 58971
Teaching experience Level 3 X
1 41693 42214 42742 44452 45008 45571
2 43751 44298 44852 46646 47229 47819
3 45813 46386 46966 48845 49456 50074
4 47879 48477 49083 51046 51684 52330
5 49941 50565 51197 53245 53911 54585
6 52006 52656 53314 55447 56140 56842
7 54060 54736 55420 57637 58357 59086
8 56121 56823 57533 59834 60582 61339
9 58205 58933 59670 62057 62833 63618
Teaching experience Level 4 X
1 51054 51692 52338 54432 55112 55801
2 53601 54271 54949 57147 57861 58584
3 56160 56862 57573 59876 60624 61382
4 58708 59442 60185 62592 63374 64166
5 61257 62023 62798 65310 66126 66953
6 63813 64611 65419 68036 68886 69747
7 66361 67191 68031 70752 71636 72531
8 68921 69783 70655 73481 74400 75330
9 71471 72364 73269 76200 77153 78117
10 74000 74925 75862 78896 79882 80881
Teaching experience Level 5 X
1 55460 56153 56855 59129 59868 60616
2 57950 58674 59407 61783 62555 63337
3 60439 61194 61959 64437 65242 66058
4 62926 63713 64509 67089 67928 68777
5 65417 66235 67063 69746 70618 71501
6 67912 68761 69621 72406 73311 74227
7 70402 71282 72173 75060 75998 76948
8 72888 73799 74721 77710 78681 79665
9 75373 76315 77269 80360 81365 82382
10 77860 78833 79818 83011 84049 85100
Teaching experience Level 6 X
1 58659 59392 60134 62539 63321 64113
2 61146 61910 62684 65191 66006 66831
3 63640 64436 65241 67851 68699 69558
4 66131 66958 67795 70507 71388 72280
5 68614 69472 70340 73154 74068 74994
6 71104 71993 72893 75809 76757 77716
7 73596 74516 75447 78465 79446 80439
8 76090 77041 78004 81124 82138 83165
9 78575 79557 80551 83773 84820 85880
10 80972 81984 83009 86329 87408 88501

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

Alberta
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 33420 33838 34261 35631 36076 36527
2 35251 35692 36138 37584 38054 38530
3 37072 37535 38004 39524 40018 40518
4 38905 39391 39883 41478 41996 42521
5 40726 41235 41750 43420 43963 44513
6 42552 43084 43623 45368 45935 46509
7 44381 44936 45498 47318 47909 48508
8 46207 46785 47370 49265 49881 50505
Teaching experience Level 2 X
1 37403 37871 38344 39878 40376 40881
2 39738 40235 40738 42368 42898 43434
3 42078 42604 43137 44862 45423 45991
4 44413 44968 45530 47351 47943 48542
5 46748 47332 47924 49841 50464 51095
6 49084 49698 50319 52332 52986 53648
7 51420 52063 52714 54823 55508 56202
8 53757 54429 55109 57313 58029 58754
9 56094 56795 57505 59805 60553 61310
Teaching experience Level 3 X
1 43742 44289 44843 46637 47220 47810
2 46067 46643 47226 49115 49729 50351
3 48404 49009 49622 51607 52252 52905
4 50742 51376 52018 54099 54775 55460
5 53076 53739 54411 56587 57294 58010
6 55417 56110 56811 59083 59822 60570
7 57751 58473 59204 61572 62342 63121
8 60080 60831 61591 64055 64856 65667
9 62430 63210 64000 66560 67392 68234
Teaching experience Level 4 X
1 50590 51222 51862 53936 54610 55293
2 53385 54052 54728 56917 57628 58348
3 56179 56881 57592 59896 60645 61403
4 58984 59721 60468 62887 63673 64469
5 61781 62553 63335 65868 66691 67525
6 64575 65382 66199 68847 69708 70579
7 67371 68213 69066 71829 72727 73636
8 70171 71048 71936 74813 75748 76695
9 72973 73885 74809 77801 78774 79759
10 75777 76724 77683 80790 81800 82823
Teaching experience Level 5 X
1 53366 54033 54708 56896 57607 58327
2 56209 56912 57623 59928 60677 61435
3 59037 59775 60522 62943 63730 64527
4 61867 62640 63423 65960 66785 67620
5 64707 65516 66335 68988 69850 70723
6 67541 68385 69240 72010 72910 73821
7 70373 71253 72144 75030 75968 76918
8 73204 74119 75045 78047 79023 80011
9 76035 76985 77947 81065 82078 83104
10 78862 79848 80846 84080 85131 86195
Teaching experience Level 6 X
1 56532 57239 57954 60272 61025 61788
2 59368 60110 60861 63295 64086 64887
3 62201 62979 63766 66317 67146 67985
4 65035 65848 66671 69338 70205 71083
5 67868 68716 69575 72358 73262 74178
6 70702 71586 72481 75380 76322 77276
7 73538 74457 75388 78404 79384 80376
8 76366 77321 78288 81420 82438 83468
9 79197 80187 81189 84437 85492 86561
10 81768 82790 83825 87178 88268 89371

Elementary and Secondary Teaching Sub-Group (ED-EST) Guidance and Vocational Counsellor annual rates of pay (in dollars)

British Columbia
Indian and Northern Affairs Canada 12 month pay plan
Teaching experience Level 1 X
1 38045 38521 39003 40563 41070 41583
2 40013 40513 41019 42660 43193 43733
3 41981 42506 43037 44758 45317 45883
4 43946 44495 45051 46853 47439 48032
5 45914 46488 47069 48952 49564 50184
6 47883 48482 49088 51052 51690 52336
7 49850 50473 51104 53148 53812 54485
8 51819 52467 53123 55248 55939 56638
Teaching experience Level 2 X
1 41389 41906 42430 44127 44679 45237
2 43322 43864 44412 46188 46765 47350
3 45260 45826 46399 48255 48858 49469
4 47196 47786 48383 50318 50947 51584
5 49133 49747 50369 52384 53039 53702
6 51067 51705 52351 54445 55126 55815
7 53007 53670 54341 56515 57221 57936
8 54942 55629 56324 58577 59309 60050
9 56879 57590 58310 60642 61400 62168
Teaching experience Level 3 X
1 46006 46581 47163 49050 49663 50284
2 48633 49241 49857 51851 52499 53155
3 51256 51897 52546 54648 55331 56023
4 53882 54556 55238 57448 58166 58893
5 56506 57212 57927 60244 60997 61759
6 59135 59874 60622 63047 63835 64633
7 61753 62525 63307 65839 66662 67495
8 64376 65181 65996 68636 69494 70363
9 67003 67841 68689 71437 72330 73234
Teaching experience Level 4 X
1 49470 50088 50714 52743 53402 54070
2 52180 52832 53492 55632 56327 57031
3 54888 55574 56269 58520 59252 59993
4 57599 58319 59048 61410 62178 62955
5 60310 61064 61827 64300 65104 65918
6 63014 63802 64600 67184 68024 68874
7 65718 66539 67371 70066 70942 71829
8 68432 69287 70153 72959 73871 74794
9 71137 72026 72926 75843 76791 77751
10 73845 74768 75703 78731 79715 80711
11 76554 77511 78480 81619 82639 83672
Teaching experience Level 5 X
1 53106 53770 54442 56620 57328 58045
2 56078 56779 57489 59789 60536 61293
3 59049 59787 60534 62955 63742 64539
4 62017 62792 63577 66120 66947 67784
5 64988 65800 66623 69288 70154 71031
6 67958 68807 69667 72454 73360 74277
7 70929 71816 72714 75623 76568 77525
8 73896 74820 75755 78785 79770 80767
9 76867 77828 78801 81953 82977 84014
10 79833 80831 81841 85115 86179 87256
11 82808 83843 84891 88287 89391 90508
Teaching experience Level 6 X
1 57446 58164 58891 61247 62013 62788
2 60267 61020 61783 64254 65057 65870
3 63085 63874 64672 67259 68100 68951
4 65896 66720 67554 70256 71134 72023
5 68707 69566 70436 73253 74169 75096
6 71528 72422 73327 76260 77213 78178
7 74341 75270 76211 79259 80250 81253
8 77156 78120 79097 82261 83289 84330
9 79969 80969 81981 85260 86326 87405
10 82788 83823 84871 88266 89369 90486
11 85605 86675 87758 91268 92409 93564

Annex “A1-2”

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Table legend
  • X) Restructure effective
Ontario
Teachers, Indian and Northern Affairs Canada 10 month pay plan
Teaching experience Level 1 X
0 34017 34442 34873 35919 36368 36823
1 36739 37198 37663 38793 39278 39769
2 38250 38728 39212 40388 40893 41404
3 39753 40250 40753 41976 42501 43032
4 41257 41773 42295 43564 44109 44660
5 42772 43307 43848 45163 45728 46300
6 44272 44825 45385 46747 47331 47923
7 45776 46348 46927 48335 48939 49551
8 47282 47873 48471 49925 50549 51181
Teaching experience Level 2 X
0 38316 38795 39280 40458 40964 41476
1 41383 41900 42424 43697 44243 44796
2 43532 44076 44627 45966 46541 47123
3 45676 46247 46825 48230 48833 49443
4 47818 48416 49021 50492 51123 51762
5 49964 50589 51221 52758 53417 54085
6 52106 52757 53416 55018 55706 56402
7 54250 54928 55615 57283 57999 58724
8 56400 57105 57819 59554 60298 61052
9 58526 59258 59999 61799 62571 63353
Teaching experience Level 3 X
0 40040 40541 41048 42279 42807 43342
1 43245 43786 44333 45663 46234 46812
2 45613 46183 46760 48163 48765 49375
3 47983 48583 49190 50666 51299 51940
4 50352 50981 51618 53167 53832 54505
5 52721 53380 54047 55668 56364 57069
6 55087 55776 56473 58167 58894 59630
7 57457 58175 58902 60669 61427 62195
8 59826 60574 61331 63171 63961 64761
9 62200 62978 63765 65678 66499 67330
10 64561 65368 66185 68171 69023 69886
Teaching experience Level 4 X
0 45467 46035 46610 48008 48608 49216
1 49104 49718 50339 51849 52497 53153
2 51703 52349 53003 54593 55275 55966
3 54293 54972 55659 57329 58046 58772
4 56885 57596 58316 60065 60816 61576
5 59487 60231 60984 62814 63599 64394
6 62080 62856 63642 65551 66370 67200
7 64673 65481 66300 68289 69143 70007
8 67272 68113 68964 71033 71921 72820
9 69863 70736 71620 73769 74691 75625
10 72454 73360 74277 76505 77461 78429
Teaching experience Level 5 X
0 47574 48169 48771 50234 50862 51498
1 51381 52023 52673 54253 54931 55618
2 53990 54665 55348 57008 57721 58443
3 56598 57305 58021 59762 60509 61265
4 59209 59949 60698 62519 63300 64091
5 61822 62595 63377 65278 66094 66920
6 64425 65230 66045 68026 68876 69737
7 67043 67881 68730 70792 71677 72573
8 69653 70524 71406 73548 74467 75398
9 72258 73161 74076 76298 77252 78218
10 74880 75816 76764 79067 80055 81056
Teaching experience Level 6 X
0 51320 51962 52612 54190 54867 55553
1 55427 56120 56822 58527 59259 60000
2 58689 59423 60166 61971 62746 63530
3 61966 62741 63525 65431 66249 67077
4 65238 66053 66879 68885 69746 70618
5 68511 69367 70234 72341 73245 74161
6 71779 72676 73584 75792 76739 77698
7 75052 75990 76940 79248 80239 81242
8 78472 79453 80446 82859 83895 84944
9 81584 82604 83637 86146 87223 88313
10 84866 85927 87001 89611 90731 91865

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Alberta
Teachers, Indian and Northern Affairs Canada 10 month pay plan
Teaching experience Level 1 X
0 30956 31343 31735 32687 33096 33510
1 34053 34479 34910 35957 36406 36861
2 35915 36364 36819 37924 38398 38878
3 37776 38248 38726 39888 40387 40892
4 39632 40127 40629 41848 42371 42901
5 41500 42019 42544 43820 44368 44923
6 43361 43903 44452 45786 46358 46937
7 45219 45784 46356 47747 48344 48948
8 47074 47662 48258 49706 50327 50956
Teaching experience Level 2 X
0 34641 35074 35512 36577 37034 37497
1 38107 38583 39065 40237 40740 41249
2 40489 40995 41507 42752 43286 43827
3 42873 43409 43952 45271 45837 46410
4 45259 45825 46398 47790 48387 48992
5 47636 48231 48834 50299 50928 51565
6 50018 50643 51276 52814 53474 54142
7 52394 53049 53712 55323 56015 56715
8 54779 55464 56157 57842 58565 59297
9 57153 57867 58590 60348 61102 61866
Teaching experience Level 3 X
0 40512 41018 41531 42777 43312 43853
1 44564 45121 45685 47056 47644 48240
2 46947 47534 48128 49572 50192 50819
3 49333 49950 50574 52091 52742 53401
4 51707 52353 53007 54597 55279 55970
5 54093 54769 55454 57118 57832 58555
6 56475 57181 57896 59633 60378 61133
7 58852 59588 60333 62143 62920 63707
8 61237 62002 62777 64660 65468 66286
9 63611 64406 65211 67167 68007 68857
Teaching experience Level 4 X
0 46861 47447 48040 49481 50100 50726
1 51548 52192 52844 54429 55109 55798
2 54393 55073 55761 57434 58152 58879
3 57243 57959 58683 60443 61199 61964
4 60097 60848 61609 63457 64250 65053
5 62952 63739 64536 66472 67303 68144
6 65800 66623 67456 69480 70349 71228
7 68656 69514 70383 72494 73400 74318
8 71502 72396 73301 75500 76444 77400
9 74358 75287 76228 78515 79496 80490
10 77206 78171 79148 81522 82541 83573
Teaching experience Level 5 X
0 49431 50049 50675 52195 52847 53508
1 54376 55056 55744 57416 58134 58861
2 57260 57976 58701 60462 61218 61983
3 60144 60896 61657 63507 64301 65105
4 63028 63816 64614 66552 67384 68226
5 65925 66749 67583 69610 70480 71361
6 68807 69667 70538 72654 73562 74482
7 71692 72588 73495 75700 76646 77604
8 74572 75504 76448 78741 79725 80722
9 77465 78433 79413 81795 82817 83852
10 80344 81348 82365 84836 85896 86970
Teaching experience Level 6 X
0 52366 53021 53684 55295 55986 56686
1 57602 58322 59051 60823 61583 62353
2 60483 61239 62004 63864 64662 65470
3 63374 64166 64968 66917 67753 68600
4 66255 67083 67922 69960 70835 71720
5 69145 70009 70884 73011 73924 74848
6 72027 72927 73839 76054 77005 77968
7 74916 75852 76800 79104 80093 81094
8 77795 78767 79752 82145 83172 84212
9 80684 81693 82714 85195 86260 87338
10 83576 84621 85679 88249 89352 90469

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Ontario
Table Legend
  • $) effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
Principals, annual rates of pay Indian and Northern Affairs Canada
Level 1
Effective Date Step 1 Step 2 Step 3 Step 4
$) 84292 87665 91173 94818
A) 85346 88761 92313 96003
B) 86413 89871 93467 97203
X) Restructure effective 89005 92567 96271 100119
C) 90118 93724 97474 101370
D) 91244 94896 98692 102637
Level 2
Effective Date Step 1 Step 2 Step 3 Step 4
$) 95451 99268 103239 107369
A) 96644 100509 104529 108711
B) 97852 101765 105836 110070
X) Restructure effective 100788 104818 109011 113372
C) 102048 106128 110374 114789
D) 103324 107455 111754 116224

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Alberta
Table Legend
  • $) effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
Principals, annual rates of pay Indian and Northern Affairs Canada
Level 1
Effective Date Step 1 Step 2 Step 3 Step 4
$) 80575 83797 87151 90636
A) 81582 84844 88240 91769
B) 82602 85905 89343 92916
X) Restructure effective 85080 88482 92023 95703
C) 86144 89588 93173 96899
D) 87221 90708 94338 98110
Level 2
Effective Date Step 1 Step 2 Step 3 Step 4
$) 87394 90888 94523 98305
A) 88486 92024 95705 99534
B) 89592 93174 96901 100778
X) Restructure effective 92280 95969 99808 103801
C) 93434 97169 101056 105099
D) 94602 98384 102319 106413

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Ontario
Table Legend
  • $) effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
Vice-principals, annual rates of pay Indian and Northern Affairs Canada
Level 1
Effective Date Step 1 Step 2 Step 3 Step 4
$) 77476 80575 83797 87151
A) 78444 81582 84844 88240
B) 79425 82602 85905 89343
X) Restructure effective 81808 85080 88482 92023
C) 82831 86144 89588 93173
D) 83866 87221 90708 94338
Level 2
Effective Date Step 1 Step 2 Step 3 Step 4
$) 88631 92175 95866 99700
A) 89739 93327 97064 100946
B) 90861 94494 98277 102208
X) Restructure effective 93587 97329 101225 105274
C) 94757 98546 102490 106590
D) 95941 99778 103771 107922

Elementary and Secondary Teaching Sub-Group (ED-EST) annual rates of pay (in dollars)

Alberta
Table Legend
  • $) effective
  • A) Effective
  • B) Effective
  • X) Restructure effective
  • C) Effective
  • D) Effective
Vice-principals, annual rates of pay Indian and Northern Affairs Canada
Level 1
Effective Date Step 1 Step 2 Step 3 Step 4
$) 75617 78640 81787 85057
A) 76562 79623 82809 86120
B) 77519 80618 83844 87197
X) Restructure effective 79845 83037 86359 89813
C) 80843 84075 87438 90936
D) 81854 85126 88531 92073
Level 2
Effective Date Step 1 Step 2 Step 3 Step 4
$) 83675 87022 90501 94123
A) 84721 88110 91632 95300
B) 85780 89211 92777 96491
X) Restructure effective 88353 91887 95560 99386
C) 89457 93036 96755 100628
D) 90575 94199 97964 101886

ED-EST Sub-Group pay notes

  1. Any service rendered by an employee on duties classified in the Education (ED) group shall be used in determining the employee’s increment step on the EST pay grids.
  2. An employee is entitled to be paid at the rate of pay on the pay grid for the appropriate region set forth in Schedules “A1”, “A1-1” or “A1-2” as determined by his or her education, professional certification and experience. In addition, employees at these levels are entitled to the appropriate allowance provided in Article 49.
  3. The rates of pay in Appendix “A1”, “A1-1” and “A1-2” shall be implemented as indicated therein.
  4. A teacher in the Department of Indian and Northern Affairs Canada who commences a new school year in the month of July or the month of August is entitled to be paid from the commencement of his or her school year at the rate of pay that becomes effective at the commencement of the school year, including the applicable increment provided he or she has given satisfactory service.
  5. The Employer will pay teachers of INAC on a semi-monthly basis.
  6. Notwithstanding Pay Note 2, an employee on a twelve (12) month work year in Correctional Service of Canada, Department of National Defence Canada or Department of Fisheries and Oceans is entitled to be paid for services rendered at rates of pay which are higher by twenty per cent (20%) than the rates of pay on the appropriate education experience grid set forth in Schedule “A1”, and if applicable, the allowances set forth in Article 49.
  7. Rates of pay on promotion, transfer or demotion of an employee

    **

    1. The Directive on Terms and Conditions of Employment shall apply when an employee is promoted, transferred or demoted to a position classified in another group or sub-group.
    2. For the purpose of this article, the maximum rate of pay applicable to the position held by the employee immediately prior to the new appointment means the maximum salary in the level column in the appropriate education experience grid determined by the number of years of teacher education to his or her credit. If applicable, the rate of pay is increased by the percentage (%) prescribed in note 6 and/or the allowance provided for in Article 49.
    3. Notwithstanding (a) above, no employee will receive a rate of pay lower than the rate of pay he or she was receiving when, by mutual agreement, he or she is transferred from one region to another during the school year. The higher rate of pay will be paid for the remainder of that school year only. Should the rate of pay in the new region be higher, the higher rate will apply.
Explanatory note
  1. The following qualifications are required for placement of an employee at the various levels of the teachers’ education-experience grid:
    1. Level one: for placement at this level, an employee must have:

      Teaching certificate

    2. Level two: for placement at this level, an employee must have:

      Teaching certificate plus one (1) additional year of teacher education

    3. Level three: for placement at this level, an employee must have:

      Teaching certificate plus two (2) additional years of teacher education

    4. Level four: for placement at this level, an employee must have:

      Teaching certificate plus three (3) additional years of teacher education

    5. Level five: for placement at this level, an employee must have:

      Teaching certificate plus four (4) additional years of teacher education

    6. Level six: for placement at this level, an employee must have:

      Teaching certificate plus five (5) additional years of teacher education

  2. This applies to teachers in the Department of Indian and Northern Affairs. The following professional certification and academic qualifications are required for placement of an employee at the various levels of the principals and vice-principals education-experience grid:
    Vice-principal and principal professional certification

    Employees appointed to school leadership positions must hold current teacher certification issued by the Ministry of Education, Department of Education or the College of Teachers of the province in which the school is located and should have a provincial principal qualification in province, territory, or provincial school unit within the geographic area where such is a requirement for vice-principals and principals employed by public school boards in elementary and secondary schools.

    Vice-principal and principal academic qualifications
    1. Level one: for placement at this level, an employee must have:
      1. at a minimum, a Bachelor’s degree in Education and current teacher certification issued by the Ministry of Education or College of Teachers of the province in which the school is located.
    2. Level two: for placement at this level, an employee must have:
      1. Master’s degree in Education and current teacher certification issued by the Ministry of Education or College of Teachers of the province in which the school is located that included a principal qualification on the teaching certificate where such is required by provincial regulation.
  1. “Teacher education” refers to successfully completed years of university study recognized by a Canadian university, or teacher training after matriculation which must include one year of study leading to the granting of a recognized teaching certificate. This clause does not apply to teachers on staff prior to the signing of this agreement, unless a teacher requests a re-evaluation of his scholarity.
  2. “Teaching certificate” refers to successfully completed training to obtain a teaching certificate in an university and recognized by provincial authorities of the province, territory, or provincial school unit within the geographic area in which the school is located. In circumstances where the educational program leading to the granting of a teaching certificate is more than one-year, the additional year(s) will count towards teacher education.
  3. For the purpose of the placement of an employee at a level on the teacher’s education- experience grid, the Employer will give full credit for the years of teacher education, and teacher certificates recognized by provincial authorities of the province, territory, or provincial school unit within the geographic area in which the school is located.
  4. Notwithstanding Pay Note 8, the placement of a Technical and Vocational Teacher employed at Correctional Service Canada (CSC) on the teachers education-experience grid will be according to a “Reference Grid” which provides level equivalencies between the ED-EST levels at CSC and those in provincial jurisdictions.
  5. The Employer agrees that, where prior to , Correctional Service of Canada has taken the initiative of placing an ED-EST employee higher on the salary grid than the employee should have been placed, according to his or her qualifications as defined in the collective agreement at the time of such placement, this Correctional Service of Canada initiated placement will not be revisited.
  6. Notwithstanding the preceding paragraph and other provisions of this agreement, where an employee has been placed on the grid at a higher level than warranted, the employee will not be able to avail himself or herself of the provisions governing the progression to a higher level on the salary grid until the employee meets the requirements of the level in which he or she is presently placed.
  7. Where the Employer requests an evaluation of an employee’s qualifications, the cost of the evaluation itself will be at the expense of the Employer, and any costs associated with supplying necessary documentation will be borne by the Employer. Where the evaluation is initiated by the employee, all costs will be borne by the employee.
  8. It is the employee’s responsibility to submit to the Employer within ninety (90) days following the date on which he or she enters the public service all documents that will establish his or her rate of pay. No retroactive changes shall be made to his or her rate of pay after the prescribed ninety (90) day deadline.
  9. Credit for previous experience

    Experience is recognized by the granting of one increment for each acceptable year of teaching or counselling experience prior to appointment to a position in the bargaining unit. A full year of experience is to be allowed for the following:

    1. any full academic year.
    2. any portion of an academic year of six (6) months or more; or the equivalent in days or hours of teaching or counselling experience.
    Previous experience as a teacher aide

    Upon appointment to the EST sub-group, one half (1/2) of the service gained in a classroom as a teacher aide shall be recognized in determining the employee’s increment step on the EST pay grid.

    Previous experience: vocational teacher
    1. For Vocational Teachers work experience prior to appointment to a position in the bargaining unit is recognized by the granting of one increment for each acceptable full year of work experience in the employee’s trade at the journeyman level or after obtaining a Certificate of Qualification.
    2. Notwithstanding sub-clause a), any period of work experience which has already been used to qualify for teacher certification shall not be counted towards the granting of increments.
  1. Changes in rates of pay after appointment
    1. After appointment, an employee on a school year will be granted annual increments at commencement of the school year provided the employee has been on duty at least six (6) months since the last increment or since appointment and has given satisfactory service.
    2. Subject to satisfactory performance of duties, an employee on a twelve (12) month work year will be granted annual increments on the anniversary date of an employee’s most recent appointment.
    3. It is up to the employee to submit to the Employer the documents proving that he or she has higher educational qualifications than those of the education level in which he or she is being paid, within six (6) months following the date of issuance of the official transcript of such additional qualifications. The employee shall be granted retroactive pay, if he or she meets the requirements, either from the date of issuance of the official transcript of additional qualifications if it is submitted within six (6) months or from the date the official transcript was submitted to the Employer, in all other cases.
  2. In applying the new rates of pay, an employee retains his step in the pay grid except as provided in Note 19 above.
  3. An employee who does not meet the requirements of Level One is placed at the step corresponding to his or her experience and is given the rate of pay of Level One minus five hundred dollars ($500.00).
  4. Notwithstanding Pay Note 2, a part-time employee who works during the school year, as defined in clause 44.01, is granted an annual increment when he or she has received pay equivalent to six (6) months of work as a full-time employee. In order to benefit from subsequent increments, an employee must have received pay equivalent to the number of days of work of a full-time employee as prescribed in clause 44.01.
  5. Where an existing employee would be negatively impacted by placement on the Education-Experience grid, under the changes to the pay notes, he or she would be salary protected at their current level.
  6. Education levels for ED-ESTs at Canadian Coast Guard College

    The employee’s level of education must be certified by an organization recognized by the Employer.

    • Education Level 3 (Bachelor’s)
      • This level requires a Bachelor’s or equivalent degree recognized by a Canadian university.
    • Education Level 4 (Bachelor’s + 1)
      1. This level requires an Honour’s Bachelor’s or equivalent degree recognized by a Canadian university.
        or
      2. A Bachelor’s or equivalent degree recognized by a Canadian university plus one (1) further year of teacher education as defined in Note 10.
    • Education Level 5 (Bachelor’s + 2)
      1. This level requires an Honour’s Bachelor’s or equivalent degree recognized by a Canadian university, plus one (1) further year of teacher education as defined in Note 10.
        or
      2. A Bachelor’s or equivalent degree recognized by a Canadian university plus two (2) further years of teacher education as defined in Note 10.
    • Education Level 6 (Bachelor’s + 3)
      1. This level requires an Honour’s Bachelor’s or equivalent degree, recognized by a Canadian university plus two (2) further years of teacher education as defined in Note 10.
        or
      2. A Bachelor’s or equivalent degree recognized by a Canadian university plus three (3) further years of teacher education as defined in Note 10.
Miscellaneous

Teacher education, for the purposes of this pay plan, means education certified by an employer-recognized organization and shall consist of any one or combination of the following:

  1. A year of study resulting in a recognized teaching certificate or diploma.
  2. A year of university study, completion of which is officially certified by an educational establishment.

An employee appointed to an ED-EST position at the Canadian Coast Guard College prior to the date of signing of this collective agreement will not have his or her Education Level lowered solely by the application of this pay note.

This provision will cease to apply to an employee when he or she leaves the Canadian Coast Guard College.

Annex “A2”

Language Teaching Sub-Group (ED-LAT) annual rates of pay (in dollars)

Table legend
  • X) Restructure effective
The salary to be paid employees at levels ED-LAT-01 and 02 shall be determined as follows:

Language Teaching 1: employees will receive the rate on the grid determined by their education and experience

Teaching experience Level 1 X
1 42261 42789 43324 43541 44085 44636
2 44130 44682 45241 45467 46035 46610
3 46011 46586 47168 47404 47997 48597
4 47897 48496 49102 49348 49965 50590
5 49771 50393 51023 51278 51919 52568
6 51651 52297 52951 53216 53881 54555
7 53534 54203 54881 55155 55844 56542
8 55420 56113 56814 57098 57812 58535
9 57289 58005 58730 59024 59762 60509
10 59173 59913 60662 60965 61727 62499
11 61050 61813 62586 62899 63685 64481
12 62939 63726 64523 64846 65657 66478
Teaching experience Level 2 X
1 47777 48374 48979 49224 49839 50462
2 49805 50428 51058 51313 51954 52603
3 51825 52473 53129 53395 54062 54738
4 53854 54527 55209 55485 56179 56881
5 55880 56579 57286 57572 58292 59021
6 57901 58625 59358 59655 60401 61156
7 59931 60680 61439 61746 62518 63299
8 61950 62724 63508 63826 64624 65432
9 63976 64776 65586 65914 66738 67572
10 66002 66827 67662 68000 68850 69711
11 68025 68875 69736 70085 70961 71848
12 70054 70930 71817 72176 73078 73991
13 72075 72976 73888 74257 75185 76125
Teaching experience Level 3 X
1 50470 51101 51740 51999 52649 53307
2 52494 53150 53814 54083 54759 55443
3 54516 55197 55887 56166 56868 57579
4 56545 57252 57968 58258 58986 59723
5 58566 59298 60039 60339 61093 61857
6 60595 61352 62119 62430 63210 64000
7 62619 63402 64195 64516 65322 66139
8 64643 65451 66269 66600 67433 68276
9 66669 67502 68346 68688 69547 70416
10 68693 69552 70421 70773 71658 72554
11 70720 71604 72499 72861 73772 74694
12 72740 73649 74570 74943 75880 76829
13 74767 75702 76648 77031 77994 78969
Teaching experience Level 4 X
1 53807 54480 55161 55437 56130 56832
2 55939 56638 57346 57633 58353 59082
3 58081 58807 59542 59840 60588 61345
4 60210 60963 61725 62034 62809 63594
5 62344 63123 63912 64232 65035 65848
6 64478 65284 66100 66431 67261 68102
7 66616 67449 68292 68633 69491 70360
8 68751 69610 70480 70832 71717 72613
9 70883 71769 72666 73029 73942 74866
10 73021 73934 74858 75232 76172 77124
11 75157 76096 77047 77432 78400 79380
12 77292 78258 79236 79632 80627 81635
13 79424 80417 81422 81829 82852 83888

Language Teaching 2: employees will receive the rate on the grid determined by their education and experience (in dollars)

<
Teaching experience Level 1 X
1 47318 47909 48508 48751 49360 49977
2 49190 49805 50428 50680 51314 51955
3 51066 51704 52350 52612 53270 53936
4 52954 53616 54286 54557 55239 55929
5 54829 55514 56208 56489 57195 57910
6 56709 57418 58136 58427 59157 59896
7 58591 59323 60065 60365 61120 61884
8 60476 61232 61997 62307 63086 63875
9 62348 63127 63916 64236 65039 65852
10 64230 65033 65846 66175 67002 67840
11