Program and Administrative Services (PA)

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 for all employees described in the certificate issued by the Public Service Labour Relations Board on February 21, 2007, covering employees in the Program and Administrative Services 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 units are employed.

**Article 2: interpretation and definitions

Excluded provision

The definition of overtime does not apply to certain employees of the Translation Bureau (Appendix B).

2.01 For the purpose of this agreement:

“Alliance” (Alliance) means the Public Service Alliance of Canada. “allowance” (indemnité) means compensation payable for the performance of special or additional duties. “alternate provision” (disposition de dérogation) means a provision of this agreement which may have application to only certain employees. “bargaining unit” (unité de négociation) means the employees of the Employer in the group described in Article 9.

1. the twenty-four (24) hour period commencing at 00:01 hours of a day designated as a paid holiday in this agreement
2. however, for the purpose of administration of a shift that does not commence and end on the same day, such shift shall be deemed to have been entirely worked:
   1. on the day it commenced, where half (1/2) or more of the hours worked fall on that day,
      or
   2. on the day it terminates, where more than half (1/2) of the hours worked fall on that day.
   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 seven decimal five (7.5) hours per day or thirty-seven decimal five (37.5) hours per week, 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 seven decimal five (7.5) hours per day in accordance with the variable hours of work provisions (clauses 25.24 to 25.27), authorized work in excess of those normal scheduled daily hours or an average of thirty-seven decimal five (37.5) hours per week.

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

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

   Article 3: application

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

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

   3.03 In this agreement, expressions referring to employee or the masculine or feminine gender are meant for all employees, regardless of gender.

   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.

   Article 5: precedence of legislation and the collective agreement

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

   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.

   **Article 7: National Joint Council agreements

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

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

   7.03

   1. The following directives, as amended from time to time by National Joint Council recommendation, which have been approved by the Treasury Board, 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
      • NJC Relocation Directive
      • Occupational Health and Safety 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.

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

   Article 8: dental care plan

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

   Part II: Union security and labour relations matters

   Article 9: recognition

   9.01 The Employer recognizes the Alliance as the exclusive bargaining agent for all employees described in the certificate issued by the Public Service Labour Relations Board on February 21, 2007, covering employees in the Program and Administrative Services Group.

   **Article 10: information

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

   10.02 Employees of the bargaining unit will be given electronic access to the collective agreement. Where access to the agreement is deemed unavailable or impractical by an employee, the employee will be supplied with a printed copy of the agreement upon request once during the life of the current collective agreement.

   Article 11: check-off

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

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

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

   11.04 An employee who satisfies the Alliance as to the bona fides of his or her claim and declares in an affidavit that he or she is a member of a religious organization whose doctrine prevents him or her as a matter of conscience from making financial contributions to an employee organization and that he or she will make contributions to a charitable organization registered pursuant to the Income Tax Act, equal to dues, shall not be subject to this article, provided that the affidavit submitted by the employee is countersigned by an official representative of the religious organization involved. The Alliance will inform the Employer accordingly.

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

   11.06 The amounts deducted in accordance with clause 11.01 shall be remitted to the Comptroller of the Alliance by electronic payment within a reasonable period of time after deductions are made and shall be accompanied by particulars identifying each employee and the deductions made on the employee’s behalf.

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

   11.08 The Alliance agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application of this article, except for any claim or liability arising out of an error committed by the Employer limited to the amount actually involved in the error.

   **Article 12: use of Employer facilities

   12.01 Reasonable space on bulletin boards, in convenient locations, including electronic bulletin boards 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 in the case of notices related to the business affairs of the Alliance, including posting of the names of Alliance representatives, and social and recreational events. Such approval shall not be unreasonably withheld.

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

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

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

   Article 13: employee representatives

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

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

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

   13.04

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

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

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

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

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

   1. to an employee who makes a complaint on his or her own behalf before the Federal Public Sector 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 and 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 Federal Public Sector 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, 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 an adjudication;
   2. the representative of an employee who is a party to an adjudication;
      or
   3. a witness called by an employee who is a party to adjudication.

   Meetings during the grievance process

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

   14.08 Subject to operational requirements,

   1. when the Employer originates a meeting with a grievor in his headquarters area, he or she will be granted leave with pay and “on duty” status when the meeting is held outside the grievor’s headquarters area;
   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 to attend 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.

   Board of Directors meetings, Executive Board meetings, conventions, conferences and committee meetings

   14.12 Subject to operational requirements, the Employer shall grant leave without pay to a reasonable number of employees to attend:

   1. meetings of the Board of Directors of the Alliance,
   2. meetings of the National Executive of the components,
   3. Executive Board meetings of the Alliance,
   4. conventions and conferences of the Alliance, the components, the Canadian Labour Congress and the territorial and provincial federations of labour, and
   5. Alliance recognized committee meetings 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 The Employer will grant leave without pay to an employee who is elected as a full-time official of the Alliance within one (1) month after notice is given to the Employer of such election. The duration of such leave shall be for the period the employee holds such office.

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

   Article 15: labour disputes

   15.01 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 the regular pay and benefits to which they would normally be entitled.

   Article 16: illegal strikes

   16.01 The Federal Public Sector Labour Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment pursuant to paragraph 12(1)(c) of the Financial Administration Act for participation in an illegal strike as defined in the Federal Public Sector Labour Relations Act.

   Article 17: discipline

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

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

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

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

   17.05 Any document or written statement related to disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.

   Article 18: grievance procedure

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

   Individual grievances

   18.02 Subject to and as provided in section 208 of the Federal Public Sector 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;

      Group grievances

      18.03 Subject to and as provided in section 215 of the Federal Public Sector Labour Relations Act, the Alliance may present a group grievance to the Employer on behalf of employees in the bargaining unit who feel aggrieved by the interpretation or application, common in respect of those employees, of a provision of the collective agreement or an arbitral award.

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

      Policy grievances

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

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

      Grievance procedure

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

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

      18.07 The parties recognize the value of informal discussion between employees and their supervisors and between the Alliance and the Employer to the end that problems might be resolved without recourse to a formal grievance. When notice is given that an employee or the Alliance, within the time limits prescribed in clause 18.15, wishes to take advantage of this clause, it is agreed that the period between the initial discussion and the final response shall not count as elapsed time for the purpose of grievance time limits.

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

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

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

      18.10 Subject to and as provided for in the Federal Public Sector Labour Relations Act, a grievor who feels treated unjustly or aggrieved by an action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance in the manner prescribed in clause 18.08, except that:

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

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

      1. level 1: first level of management;
      2. levels 2 and 3 in departments or agencies where such levels are established, intermediate level(s);
      3. final level: chief executive or deputy head or an authorized representative.

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

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

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

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

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

      18.15 A grievor may present a grievance to the first level of the procedure in the manner prescribed in clause 18.08, not later than the twenty-fifth (25th) day after the date on which the grievor is notified or on which the grievor first becomes aware of the action or circumstances giving rise to the grievance. The Employer may present a policy grievance in the manner prescribed in clause 18.04 not later than the twenty-fifth (25th) day after the date on which the Employer is notified orally or in writing or on which the Employer first becomes aware of the action or circumstances giving rise to the policy grievance.

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

      1. where the decision or settlement is not satisfactory to the grievor, within ten (10) days after that decision or settlement has been conveyed in writing to the grievor by the Employer,
         or
      2. where the Employer has not conveyed a decision to the grievor within the time prescribed in clause 18.17, within fifteen (15) days after presentation by the grievor of the grievance at the previous level.

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

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

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

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

      18.21 Where the provisions of clause 18.08 cannot be complied with and it is necessary to present a grievance by mail, the grievance shall be deemed to have been presented on the day on which it is postmarked, and it shall be deemed to have been received by the Employer on the day it is delivered to the appropriate office of the department or agency concerned. Similarly, the Employer shall be deemed to have delivered a reply at any level on the date on which the letter containing the reply is postmarked, but the time limit within which the grievor may present the grievance at the next higher level shall be calculated from the date on which the Employer’s reply was delivered to the address shown on the grievance form.

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

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

      18.24 Where the Employer demotes or terminates an employee for cause pursuant to paragraph 12(1)(c), (d) or (e) of the Financial Administration Act, the grievance procedure set forth in this agreement shall apply except that the grievance shall be presented at the final level only.

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

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

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

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

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

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

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

      Expedited adjudication

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

      1. At the request of either party, a grievance that has been referred to adjudication may be dealt with through expedited adjudication with the consent of both parties.
      2. When the parties agree that a particular grievance will proceed through expedited adjudication, the Alliance will submit to the FPSLREB the consent form signed by the grievor or the bargaining agent.
      3. The parties may proceed with or without an Agreed Statement of Facts. When the parties arrive at an Agreed Statement of Facts it will be submitted to the FPSLREB or to the Adjudicator at the hearing.
      4. No witnesses will testify.
      5. The Adjudicator will be appointed by the FPSLREB from among its members who have had at least 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 FPSLREB agree otherwise. The cases will be scheduled jointly by the parties and the FPSLREB, and will appear on the FPSLREB schedule.
      7. The Adjudicator will make an oral determination at the hearing, which will be recorded and 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.

      **Article 19: no discrimination

      19.01 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, genetic characteristics, disability, membership or activity in the Alliance or a conviction for which a pardon has been granted.

      19.02

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

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

      19.04 The Employer shall provide the complainant(s) and/or respondent(s) with an official copy of the investigation report, subject to the Access to Information Act and Privacy Act.

      **Article 20: sexual harassment

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

      20.02

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

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

      20.04 The Employer shall provide the complainant(s) and/or respondent(s) with an official copy of the investigation report, subject to the Access to Information Act and Privacy Act.

      Article 21: joint consultation

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

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

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

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

      Article 22: health and safety

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

      **Article 23: job security

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

      23.02 Through Labour Management Consultation Committees, or through another forum as agreed upon by both parties, departmental and Alliance representatives shall meet to discuss and exchange on issues associated with contracting out, such as but not limited to, the influence on working conditions, complexity of tasks, information on contractors in the workplace, future resource and service requirements, skills inventories, knowledge transfer, position vacancies, workload, and managed services.

      23.03 Where practicable and when indeterminate employees are affected by workforce adjustment situations, and provided the employee is capable of performing the necessary work, preference shall be given to their retention over re-engaging a contractor.

      **Article 24: technological change

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

      24.02 In this article, “technological change” means:

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

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

      24.04 The Employer agrees to provide as much advance notice as is practicable but, except in cases of emergency, not less than one hundred and eighty (180) days’ written notice to the Alliance of the introduction or implementation of technological change when it will result in significant changes in the employment status or working conditions of the employees.

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

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

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

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

      Part III: working conditions

      **Article 25: hours of work

      Excluded provisions

      Clauses 25.13 to 25.23 inclusive, pertaining to shift work, do not apply to employees classified as IS. In the case of employees classified as WP, these clauses apply only to employees of the Correctional Service of Canada who are employed in Community Correctional Centres and to those employed in higher security institutions in leisure, social, cultural or athletic activities as well as those who are providing Dialectical Behaviour Therapy (DBT).

      Alternate provisions

      1. This article does not apply to certain employees classified as ST, CR and AS (see provisions of Appendix B).
      2. The standard shift schedule described in clause 25.17 does not apply to certain employees classified as WP.

      General

      25.01 For the purpose of this article:

      1. the week shall consist of seven (7) consecutive days beginning at 00:00 hours on Monday morning and ending at 24:00 hours on Sunday;
      2. the day is a twenty-four (24) hour period commencing at 00:00 hours.

      25.02 Nothing in this article shall be construed as guaranteeing minimum or maximum hours of work. In no case shall this permit the Employer to reduce the hours of work of a full-time employee permanently.

      25.03 The employees may be required to register their attendance in a form or in forms to be determined by the Employer.

      25.04 It is recognized that certain operations require some employees to stay on the job for a full scheduled work period, inclusive of their meal period. In these operations, such employees will be compensated for their meal period in accordance with the applicable overtime provisions.

      25.05

      1. 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.
      2. The Employer shall provide an unpaid meal break of a minimum of thirty (30) minutes per full working day, normally at the mid-point of the working day.
      3. Subject to operational requirements, every employee who is nursing shall, upon request, have their hours of work scheduled in a way to provide for any unpaid breaks necessary for them to nurse or to express breast milk. Such request shall not be unreasonably denied.

      Day work

      25.06 Except as provided for in clauses 25.09, 25.10 and 25.11:

      1. the normal workweek shall be thirty-seven decimal five (37.5) hours from Monday to Friday inclusive;
         and
      2. the normal workday shall be seven decimal five (7.5) consecutive hours, exclusive of an unpaid meal break, between the hours of 7 am and 6 pm.

      25.07 Employees shall be informed by written notice of their scheduled hours of work. Any changes to the scheduled hours shall be by written notice to the employee(s) concerned.

      25.08 Flexible hours

      Subject to operational requirements, an employee on day work shall have the right to select and request flexible hours between 7 am and 6 pm and such request shall not be unreasonably denied.

      25.09 Variable hours

      1. Notwithstanding the provisions of clause 25.06, upon request of an employee and with the concurrence of the Employer, an employee may complete the weekly hours of employment in a period of other than five (5) full days, provided that, over a period of up to twenty-eight (28) calendar days, the employee works an average of thirty-seven decimal five (37.5) hours per week.
      2. In every period of up to twenty-eight (28) days, the employee shall be granted days of rest on such days as are not scheduled as a normal workday for the employee.
      3. Employees covered by this clause shall be subject to the variable hours of work provisions established in clauses 25.24 to 25.27.

      25.10 Summer and winter hours

      The weekly and daily hours of work may be varied by the Employer following consultation with the Alliance to allow for summer and winter hours, provided the annual total of hours is not changed.

      25.11

      1. Where hours of work other than those provided in clause 25.06 are in existence when this agreement is signed, the Employer, on request, will consult with the Alliance on such hours of work and, in such consultation, will establish that such hours are required to meet the needs of the public and/or the efficient operation of the service.
      2. Where hours of work are to be changed so that they are different from those specified in clause 25.06, the Employer, except in cases of emergency, will consult in advance with the Alliance on such hours of work and, in such consultation, will establish that such hours are required to meet the needs of the public and/or the efficient operation of the service. In no case shall the hours under clause 25.06 extend before 6 am or beyond 9 pm or alter the Monday to Friday workweek or the seven decimal five (7.5) consecutive hour workday.
      3. Within five (5) days of notification of consultation served by either party, the parties shall notify one another in writing of the representative authorized to act on their behalf for consultation purposes. Consultation will be held at the local level for fact-finding and implementation purposes.
      4. It is understood by the parties that this clause will not be applicable in respect of employees whose workweek is less than thirty-seven decimal five (37.5) hours per week.

      25.12

      1. An employee on day work whose hours of work are changed to extend before or beyond the stipulated hours of 7 am and 6 pm, as provided in paragraph 25.06(b), and who has not received at least seven (7) days’ notice in advance of the starting time of such change shall be paid for the first (1st) day or shift worked subsequent to such change at the rate of time and one half (1 1/2) for the first seven decimal five (7.5) hours and double (2) time thereafter. Subsequent days or shifts worked on the revised hours shall be paid for at straight-time rate, subject to Article 28 (overtime).
      2. Late-hour premium An employee who is not a shift worker and who completes his workday in accordance with the provisions of paragraph 25.11(b) shall receive a late-hour premium of seven dollars ($7) per hour for each hour worked before 7 am and after 6 pm. The late-hour premium shall not apply to overtime hours.

      Shift work

      25.13 When, because of operational requirements, hours of work are scheduled for employees on a rotating or irregular basis, they shall be scheduled so that employees, over a period of not more than fifty-six (56) calendar days:

      1. on a weekly basis, work an average of thirty-seven decimal five (37.5) hours and an average of five (5) days;
      2. work seven decimal five (7.5) consecutive hours per day, exclusive of a one half (1/2) hour unpaid meal break;
      3. obtain an average of two (2) days of rest per week;
      4. obtain at least two (2) consecutive days of rest at any one time except when days of rest are separated by a designated paid holiday which is not worked; the consecutive days of rest may be in separate calendar weeks.

      25.14 The Employer will make every reasonable effort:

      1. not to schedule the commencement of a shift within sixteen (16) hours of the completion of the employee’s previous shift;
         and
      2. to avoid excessive fluctuation in hours of work.

      25.15 The staffing, preparation, posting and administration of shift schedules is the responsibility of the Employer.

      25.16 The Employer shall set up a master shift schedule for a fifty-six (56) day period, posted fifteen (15) days in advance, which will cover the normal requirements of the work area.

      25.17 Except as provided for in clauses 25.22 and 25.23, the standard shift schedule is:

      1. 12 midnight to 8 am, 8 am to 4 pm, and 4 pm to 12 midnight
         or, alternatively,
      2. 11 pm to 7 am, 7 am to 3 pm, and 3 pm to 11 pm.

      Alternate provision

      For employees of the Correctional Service of Canada classified as WP employed in Community Correctional Centres and those employed in higher security institutions in leisure, social, cultural or athletic activities, shifts shall not commence earlier than 7 am or end later than 11 pm.

      25.18 A specified unpaid meal break shall be scheduled as close to the midpoint of the shift as possible. It is also recognized that the unpaid meal break may be staggered for employees on continuous operations. However, the Employer will make every effort to arrange unpaid meal breaks at times convenient to the employees.

      25.19

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

         25.20

         1. An employee who is required to change his or her scheduled shift without receiving at least seven (7) days’ notice in advance of the starting time of such change in his or her scheduled shift shall be paid for the first (1st) shift worked on the revised schedule at the rate of time and one half (1 1/2) for the first (1st) seven decimal five (7.5) hours and double (2) time thereafter. Subsequent shifts worked on the revised schedule shall be paid for at straight-time rate, subject to Article 28 (overtime).
         2. Every reasonable effort will be made by the Employer to ensure that the employee returns to his or her original shift schedule and returns to his or her originally scheduled days of rest for the duration of the master shift schedule without penalty to the Employer.

         25.21 Provided sufficient advance notice is given, the Employer may:

         1. authorize employees to exchange shifts if there is no increase in cost to the Employer;
            and
         2. notwithstanding the provisions of paragraph 25.13(d), authorize employees to exchange shifts for days of rest if there is no increase in cost to the Employer.

         25.22

         1. Where shifts other than those provided in clause 25.17 are in existence when this agreement is signed, the Employer, on request, will consult with the Alliance on such hours of work and, in such consultation, will establish that such shifts are required to meet the needs of the public and/or the efficient operation of the service.
         2. Where shifts are to be changed so that they are different from those specified in clause 25.17, the Employer, except in cases of emergency, will consult in advance with the Alliance on such hours of work and, in such consultation, will establish that such hours are required to meet the needs of the public and/or the efficient operation of the service.
         3. Within five (5) days of notification of consultation served by either party, the parties shall notify one another in writing of the representative authorized to act on their behalf for consultation purposes. Consultation will be held at the local level for fact-finding and implementation purposes.

         25.23 Variable shift schedule arrangements

         1. Notwithstanding the provisions of clauses 25.06 and 25.13 to 25.22 inclusive, consultation may be held at the local level with a view to establishing shift schedules which may be different from those established in clauses 25.13 and 25.17. Such consultation will include all aspects of arrangements of shift schedules.
         2. Once a mutually acceptable agreement is reached at the local level, the proposed variable shift schedule will be submitted at the respective Employer and Alliance headquarters levels before implementation.
         3. Both parties will endeavour to meet the preferences of the employees in regard to such arrangements.
         4. It is understood that the flexible application of such arrangements must not be incompatible with the intent and spirit of provisions otherwise governing such arrangements. Such flexible application of this clause must respect the average hours of work over the duration of the master schedule and must be consistent with operational requirements as determined by the Employer.
         5. Employees covered by this clause shall be subject to the provisions respecting variable hours of work established in clauses 25.24 to 25.27 inclusive.

         Terms and conditions governing the administration of variable hours of work

         25.24 The terms and conditions governing the administration of variable hours of work implemented pursuant to clauses 25.09, 25.10 and 25.23 are specified in clauses 25.24 to 25.27 inclusive. This agreement is modified by these provisions to the extent specified herein.

         25.25 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.

         25.26

         1. The scheduled hours of work of any day as set forth in a variable schedule specified in clause 25.24 may exceed or be less than seven decimal five (7.5) hours; starting and finishing times, unpaid meal breaks and rest periods shall be determined according to operational requirements as determined by the Employer; and the daily hours of work shall be consecutive.
         2. Such schedules shall provide for an average of thirty-seven decimal five (37.5) hours of work per week over the life of the schedule.
            1. The maximum life of a shift schedule shall be six (6) months.
            2. The maximum life of other types of schedule shall be twenty-eight (28) days except when the normal weekly and daily hours of work are varied by the Employer to allow for summer and winter hours in accordance with clause 25.10, in which case the life of a schedule shall be one (1) year.
            3. The maximum life of a schedule for officers working for the Canadian Pari-Mutuel Agency shall be one (1) year.

            25.27 Specific application of this agreement

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

            1. Interpretation and definitions (clause 2.01) “Daily rate of pay” shall not apply.
            2. Minimum number of hours between shifts Paragraph 25.14(a), relating to the minimum period between the termination and commencement of the employee’s next shift, shall not apply.
            3. Exchange of shifts (clause 25.21) On exchange of shifts between employees, the Employer shall pay as if no exchange had occurred.
            4. Overtime (clauses 28.05 and 28.06) Overtime shall be compensated for all work performed in excess of an employee’s scheduled hours of work on regular working days or on days of rest at time and three quarters (1 3/4).
            5. Designated paid holidays (clause 30.08)
               1. A designated paid holiday shall account for seven decimal five (7.5) hours.
               2. When an employee works on a designated paid holiday, the employee shall be compensated, in addition to the pay for the hours specified in subparagraph (i), at time and one half (1 1/2) up to his or her regular scheduled hours worked and at double (2) time for all hours worked in excess of his or her regular scheduled hours.
               1. Earned leave credits or other leave entitlements shall be equal to seven decimal five (7.5) hours per day.
               2. 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.

               Article 26: shift principle

               26.01

               1. When a full-time indeterminate employee is required to attend one of the following proceedings outside a period which extends three (3) hours before or beyond his or her scheduled hours of work on a day during which he or she would be eligible for a shift premium, the employee may request that his or her hours of work on that day be scheduled between 7 am and 6 pm; such request will be granted provided there is no increase in cost to the Employer. In no case will the employee be expected to report for work or lose regular pay without receiving at least twelve (12) hours of rest between the time his or her attendance was no longer required at the proceeding and the beginning of his or her next scheduled work period.
                  1. Federal Public Sector Labour Relations and Employment Board proceedings
                     (clauses 14.01, 14.02, 14.04, 14.05 and 14.06)
                  2. contract negotiation and preparatory contract negotiation meetings
                     (clauses 14.09 and 14.10)
                  3. personnel selection processes
                     (Article 49)
                  4. provincial certification examinations which are a requirement for the continuation of the performance of the duties of the employee’s position
                  5. training courses which the employee is required to attend by the Employer

                  **Article 27: shift and weekend premiums

                  Excluded provisions

                  This article does not apply to employees on day work covered by clauses 25.06 to 25.12 inclusive.

                  27.01 Shift premium

                  An employee working shifts will receive a shift premium of two dollars and twenty-five cents ($2.25) 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.

                  27.02 Weekend premium

                  1. An employee working shifts during a weekend will receive an additional premium of two dollars and twenty-five cents ($2.25) per hour for all hours worked, including overtime hours, on Saturday and/or Sunday.
                  2. Where Saturday and Sunday are not recognized as the weekend at a mission abroad, the Employer may substitute two (2) other contiguous days to conform to local practice.

                  **Article 28: overtime

                  Excluded provisions

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

                  Alternate provisions

                  28.02 This article does not apply to certain employees classified as ST, CR or AS (see provisions of Appendix B).

                  28.03 General

                  1. An employee is entitled to overtime compensation under clauses 28.05 and 28.06 for each completed period of fifteen (15) minutes of overtime worked by him or her when:
                     1. the overtime work is authorized in advance by the Employer or is in accordance with standard operating instructions;
                        and
                     2. the employee does not control the duration of the overtime work.

                     28.04 Assignment of overtime work

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

                     1. avoid excessive overtime and to offer overtime work on an equitable basis among readily available qualified employees,
                        and
                     2. endeavor to allocate overtime work to employees at the same group and level as the position to be filled, that is, CR-4 to CR-4, PM-2 to PM-2 etc.,
                        and
                     3. The Employer shall, wherever possible, give at least four (4) hours’ notice of any requirement for overtime work, except in cases of emergency, call-back or mutual agreement with the employee.

                     28.05 Overtime compensation on a workday

                     Subject to paragraph 28.03(a):

                     1. An employee who is required to work overtime on his or her scheduled workday is entitled to compensation at time and one half (1 1/2) for the first seven decimal five (7.5) consecutive hours of overtime worked and at double (2) time for all overtime hours worked in excess of seven decimal five (7.5) consecutive hours of overtime in any contiguous period. Additional provision (WP)
                        1. In the case of an emergency as determined by the Employer, when an employee classified as WP is required to work more than twenty-four (24) consecutive hours, the employee shall be compensated at the rate of double (2) time for all hours continuously worked in excess of twenty-four (24) hours.
                        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 paragraph (b) or its alternate provision,
                           or
                        2. compensation at the applicable overtime rate for actual overtime worked,

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

                        28.06 Overtime compensation on a day of rest

                        Subject to paragraph 28.03(a):

                        1. An employee who is required to work on a first (1st) day of rest is entitled to compensation at time and one half (1 1/2) for the first (1st) seven decimal five (7.5) hours and double (2) time thereafter.
                        2. An employee who is required to work on a second (2nd) or subsequent day of rest is entitled to compensation at double (2) time (second or subsequent day of rest means the second (2nd) or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest).
                        3. When an employee is required to report for work and reports on a day of rest, the employee shall be paid the greater of:
                           1. compensation equivalent to three (3) hours’ pay at the applicable overtime rate for each reporting, to a maximum of eight (8) hours’ compensation in an eight (8) hour period;
                              or
                           2. compensation at the applicable overtime rate.

                           28.07 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.

                           28.08 Compensation payment or leave with pay

                           1. Overtime shall be compensated with a payment, except that, upon request of an employee and with the approval of the Employer, overtime may be compensated in equivalent leave with pay.
                           2. The Employer shall endeavour to pay overtime compensation by the sixth (6th) week after which the employee submits the request for payment.
                           3. The Employer shall grant compensatory leave at times convenient to both the employee and the Employer.
                           4. Compensatory leave earned in a fiscal year and outstanding on September 30 of the following fiscal year, shall be paid at the employee’s rate of pay as calculated from the classification prescribed in the employee’s certificate of appointment on March 31 of the previous fiscal year.
                           5. 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.

                           28.09 Meals

                           1. An employee who works three (3) or more hours of overtime immediately before or immediately following the employee’s scheduled hours of work shall be reimbursed his or her expenses for one meal in the amount of twelve dollars ($12) except where free meals are provided.
                           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 twelve dollars ($12) for each additional four (4) hour period of overtime worked thereafter except where free meals are provided.
                           3. Reasonable time with pay, to be determined by the Employer, shall be allowed the employee in order that the employee may take a meal break either at or adjacent to the employee’s place of work.
                           1. Meal allowances under this clause shall not apply:
                              1. to an employee who is in travel status, which entitles the employee to claim expenses for lodging and/or meals;
                                 or
                              2. to an employee who has obtained authorization to work at the employee’s residence.

                              28.10 Transportation expenses

                              1. When an employee is required to report for work and reports under the conditions described in paragraphs 28.05(b), (c) and 28.06(c) 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.

                                 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

                                 1. An employee designated by letter or by list for standby duty shall be available during his or her period of standby at a known telephone number and be available to return for duty as quickly as possible if called.
                                 2. In designating employees for standby, the Employer will endeavour to provide for the equitable distribution of standby duties.
                                 3. No standby payment shall be granted if an employee is unable to report for duty when required.
                                 4. An employee on standby who is required to report for work and reports shall be compensated in accordance with clause 28.05(c) or 28.06(c), and is also eligible for reimbursement of transportation expenses in accordance with clause 28.10.

                                 **Article 30: designated paid holidays

                                 30.01 Excluded provisions

                                 Certain employees classified as ST, CR and AS (see Appendix B) are excluded from clauses 30.06 to 30.09.

                                 30.02 Subject to clause 30.03, 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;
                                 1. National Day for Truth and Reconciliation
                                 1. the day fixed by proclamation of the Governor in Council as a general day of thanksgiving;
                                 2. Remembrance Day;
                                 3. Christmas Day;
                                 4. Boxing Day;
                                 5. 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 (1st) Monday in August;
                                 6. one additional day when proclaimed by an act of Parliament as a national holiday.

                                 30.03 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).

                                 30.04 Designated holiday coinciding with a day of paid leave

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

                                 30.05 Designated holiday coinciding with a day of rest

                                 1. When a day designated as a holiday under clause 30.02 coincides with an employee’s day of rest, the holiday shall be moved to the first (1st) scheduled working day following the employee’s day of rest. When a day that is a designated holiday is so moved to a day on which the employee is on leave with pay, that day shall count as a holiday and not as a day of leave.
                                 2. When two (2) days designated as holidays under clause 30.02 coincide with an employee’s consecutive days of rest, the holidays shall be moved to the employee’s first two (2) scheduled working days following the days of rest. When the days that are designated holidays are so moved to days on which the employee is on leave with pay, those days shall count as holidays and not as days of leave.

                                 Work performed on a designated holiday

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

                                 30.07 When a day designated as a holiday for an employee is moved to another day under the provisions of clause 30.05:

                                 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.

                                 30.08

                                 1. When an employee works on a holiday, he or she shall be paid time and one half (1 1/2) for all hours worked up to 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.
                                    1. 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 request, such lieu days shall be carried over for one (1) year.
                                    2. In the absence of such request, unused lieu days shall be paid off at the employee’s straight-time rate of pay in effect when the lieu day was earned.

                                    30.09 Reporting for work on a designated holiday

                                    1. When an employee is required to report for work and reports on a designated holiday, the employee shall be paid the greater of:
                                       1. compensation equivalent to three (3) hours’ pay at the applicable overtime rate of pay for each reporting, to a maximum of eight (8) hours’ compensation in an eight (8) hour period, such maximum shall include any reporting pay pursuant to paragraph 28.05(c);
                                          or
                                       2. compensation in accordance with the provisions of clause 30.08.
                                       1. kilometric allowance at the 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.

                                       Article 31: religious observance

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

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

                                       31.03 Notwithstanding clause 31.02, at the request of the employee and at the discretion of the Employer, time off with pay may be granted to the employee in order to fulfill his or her religious obligations. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Employer. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Employer.

                                       31.04 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.

                                       Article 32: travelling time

                                       Alternate provisions

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

                                       1. on a normal working day, his or her regular pay for the day;
                                          or
                                       2. pay for actual hours worked in accordance with Article 30 (designated paid holidays) and Article 28 (overtime) of this agreement.

                                       Excluded provisions

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

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

                                       32.04 When an employee is required to travel outside his or her headquarters area on government business, as these expressions are defined by the Employer, the time of departure and the means of such travel shall be determined by the Employer and the employee will be compensated for travel time in accordance with clauses 32.05 and 32.06. Travelling time shall include time necessarily spent at each stopover en route, provided such stopover is not longer than three (3) hours.

                                       32.05 For the purposes of clauses 32.04 and 32.06, the travelling time for which an employee shall be compensated is as follows:

                                       1. for travel by public transportation, the time between the scheduled time of departure and the time of arrival at a destination, including the normal travel time to the point of departure as determined by the Employer;
                                       2. for travel by private means of transportation, the normal time as determined by the Employer to proceed from the employee’s place of residence or workplace, as applicable, directly to the employee’s destination and, upon the employee’s return, directly 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.

                                       32.06 If an employee is required to travel as set forth in clauses 32.04 and 32.05:

                                       1. on a normal working day on which the employee travels but does not work, the employee shall receive his or her regular pay for the day;
                                       2. on a normal working day on which the employee travels and works, the employee shall be paid:
                                          1. his regular pay for the day for a combined period of travel and work not exceeding his or her regular scheduled working hours;
                                             and
                                          2. at the applicable overtime rate for additional travel time in excess of his or her regularly scheduled hours of work and travel, with a maximum payment for such additional travel time not to exceed fifteen (15) hours’ pay at the straight-time rate of pay;

                                          32.07

                                          1. Upon request of an employee and with the approval of the Employer, compensation at the overtime rate earned under this article may be granted in compensatory leave with pay.
                                          2. Compensatory leave with pay not used by the end of a twelve (12) month period, to be determined by the Employer, will be paid for at the employee’s hourly rate of pay, as calculated from the classification prescribed in the certificate of appointment of the employee’s substantive position at the end of the twelve (12) month period.

                                          32.08 Travel-status leave

                                          1. An employee who is required to travel outside his or her headquarters area on government business, as these expressions are defined by the Employer, and is away from his permanent residence for forty (40) nights during a fiscal year shall be granted seven decimal five (7.5) hours of time off with pay. The employee shall be credited seven decimal five (7.5) hours of additional time off with pay for each additional twenty (20) nights that the employee is away from his or her permanent residence, to a maximum of eighty (80) additional nights.
                                          2. The number of hours off earned under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year and shall accumulate as compensatory leave with pay.
                                          3. This leave with pay is deemed to be compensatory leave and is subject to paragraphs 28.08(c) and (d).
                                          4. The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars, unless the employee is required to attend by the Employer.

                                          Part IV: leave provisions

                                          **Article 33: leave, general

                                          33.01

                                          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 Article 47 (bereavement leave with pay), a “day” will mean a calendar day.

                                          33.02 Except as otherwise specified in this agreement:

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

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

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

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

                                          33.06 An employee who, on the day that this agreement is signed, is entitled to receive furlough leave, that is, 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.

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

                                          33.08 In the event of termination of employment for reasons other than incapacity, death or layoff, 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.

                                          33.09 An employee shall not earn or be granted leave credits under this agreement in any month nor in any fiscal year for which leave has already been credited or granted to him or her under the terms of any other collective agreement or under other rules or regulations applicable to organizations within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act.

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

                                          **Article 34: vacation leave with pay

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

                                          Accumulation of vacation leave credits

                                          34.02 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;
                                          2. twelve decimal five (12.5) hours commencing with the month in which the employee’s eighth (8th) anniversary of service occurs;
                                          3. thirteen decimal seven five (13.75) hours commencing with the month in which the employee’s sixteenth (16th) anniversary of service occurs;
                                          4. fourteen decimal four (14.4) hours commencing with the month in which the employee’s seventeenth (17th) anniversary of service occurs;
                                          5. fifteen decimal six two five (15.625) hours commencing with the month in which the employee’s eighteenth (18th) anniversary of service occurs;
                                          6. sixteen decimal eight seven five (16.875) hours commencing with the month in which the employee’s twenty-seventh (27th) anniversary of service occurs;
                                          7. eighteen decimal seven five (18.75) hours commencing with the month in which the employee’s twenty-eighth (28th) anniversary of service occurs.

                                          34.03

                                          1. 1. For the purpose of clauses 34.02 and 34.18 only, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave.
                                             2. For the purpose of clause 34.03(a)(i) only, effective April 1, 2012, on a go-forward basis, any former service in the Canadian Forces for a continuous period of six (6) months or more, either as a member of the Regular Force or of the Reserve Force while on class B or C service, shall also be included in the calculation of vacation leave credits.

                                             Bargaining units	Dates of signing
                                             AS, IS, PM	May 17, 1989
                                             CM, CR, DA, OE, ST	May 19, 1989
                                             WP	November 24, 1989

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

                                             Scheduling of vacation leave with pay

                                             34.05

                                             1. Employees are expected to take all their vacation leave during the vacation year in which it is earned.
                                             2. Vacation scheduling:
                                                1. Employees will submit their annual leave requests for the summer leave period on or before April 15, and on or before September 15 for the winter leave period. The Employer will respond to such requests no later than May 1, for the summer leave period and no later than October 1, for the winter holiday season leave period.
                                                2. Notwithstanding the preceding paragraph, with the agreement of the Alliance, departments may alter the specified submission dates for the leave requests. If the submission dates are altered, the Employer must respond to the leave request 15 days after such submission dates.
                                                3. The summer and winter holidays periods are:
                                                   • for the summer leave period, between June 1 and September 30;
                                                   • for the winter holiday season leave period, from December 1 to March 31.
                                                4. In cases where there are more vacation leave requests for a specific period than can be approved due to operational requirements, years of service as defined in clause 34.03 of the agreement, shall be used as the determining factor for granting such requests. For summer leave requests, years of service shall be applied for a maximum of two weeks per employee in order to ensure that as many employees as possible might take annual leave during the summer months.
                                                5. Years of service as defined in clause 34.03 shall be used as the determining factor for granting requests only when the leave request plus any scheduled days of rest and/or designated paid holidays total seven (7) or more consecutive calendar days off.
                                                6. Requests submitted after April 15 for the summer leave period and on September 15 for the winter leave period shall be dealt with on a first (1st) come first (1st) served basis.
                                                1. to provide an employee’s vacation leave in an amount and at such time as the employee may request;
                                                2. not to recall an employee to duty after the employee has proceeded on vacation leave;
                                                3. not to cancel or alter a period of vacation or furlough leave which has been previously approved in writing.

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

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

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

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

                                                34.08 Advance payments

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

                                                34.09 Recall from vacation leave

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

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

                                                   34.10 Cancellation or alteration of vacation leave

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

                                                   Carry-over and/or liquidation of vacation leave

                                                   34.11

                                                   1. Where, in any vacation year, an employee has not been granted all of the vacation leave credited to him or her, the unused portion of his or her vacation leave, to a maximum of two hundred and sixty-two decimal five (262.5) hours of credits, shall be carried over into the following vacation year. All vacation leave credits in excess of two hundred and sixty-two decimal five (262.5) hours shall be automatically paid at his or her daily rate of pay, as calculated from the classification prescribed in his or her certificate of appointment of his or her substantive position on the last day of the vacation year.
                                                   2. Notwithstanding paragraph (a), if, on March 31, 1999, or on the date an employee becomes subject to this agreement after March 31, 1999, an employee has more than two hundred and sixty-two decimal five (262.5) hours of unused vacation leave credits, a minimum of seventy-five (75) hours per year shall be granted or paid by March 31 of each year, commencing on March 31, 2000, until all vacation leave credits in excess of two hundred and sixty-two decimal five (262.5) hours have been liquidated. Payment shall be in one instalment per year and shall be at the employee’s daily rate of pay, as calculated from the classification prescribed in his or her certificate of appointment of his or her substantive position on March 31 of the applicable previous vacation year.

                                                   34.12 During any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred and 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.

                                                   Leave to employee’s credit when employment terminates

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

                                                   34.14 Notwithstanding clause 34.13, an employee whose employment is terminated for cause pursuant to paragraph 12(1)(e) of the Financial Administration Act by reason of abandonment of his or her position is entitled to receive the payment referred to in clause 34.13, if he or she requests it within six (6) months following the date upon which his or her employment is terminated.

                                                   34.15 Where the employee requests, the Employer shall grant the employee his or her unused vacation leave credits prior to termination of employment if this will enable the employee, for purposes of severance pay, to complete the first (1st) year of continuous employment in the case of layoff.

                                                   34.16 Appointment to a separate agency

                                                   Notwithstanding clause 34.13, 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 and furlough leave credits, provided that the appointing organization will accept such credits.

                                                   34.17 Appointment from a separate agency

                                                   The Employer agrees to accept the unused vacation and furlough 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.

                                                   34.18

                                                   1. An employee 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 34.03. For clarity, employees shall be credited the leave described in 34.18(a) only once in their total period of employment in the public service.
                                                   2. The vacation leave credits provided in paragraph 34.18(a) above shall be excluded from the application of paragraph 34.11, dealing with the carry-over and/or liquidation of vacation leave.

                                                   **Article 35: sick leave with pay

                                                   Credits

                                                   35.01

                                                   1. An employee shall earn sick leave credits at the rate of nine decimal three seven five (9.375) hours for each calendar month for which the employee receives pay for at least seventy-five (75) hours.
                                                   2. A shift worker shall earn additional sick leave credits at the rate of one decimal two five (1.25) hours for each calendar month during which he or she works shifts and he or she receives pay for at least seventy-five (75) hours. Such credits shall not be carried over in the next fiscal year and are available only if the employee has already used one hundred and twelve decimal five (112.5) hours of sick leave credits during the current fiscal year.

                                                   Granting of sick leave

                                                   35.02 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.

                                                   35.03 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 35.02(a).

                                                   35.04 Medical certificates

                                                   When a medical certificate is requested by the Employer, the employee will be reimbursed for the cost of the certificate, to a maximum of thirty-five dollars ($35.00), upon provision of acceptable proof, for periods of absence of three (3) consecutive days or less.

                                                   35.05 When an employee has insufficient or no credits to cover the granting of sick leave with pay under the provisions of clause 35.02, sick leave with pay may, at the discretion of the Employer, be granted to the 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.

                                                   35.06 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.

                                                   35.07 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.

                                                   35.08

                                                   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 layoff and who is reappointed in the public service within two (2) years from the date of layoff.
                                                   2. Sick leave credits earned but unused by an employee during a previous period of employment in the public service shall be restored to an employee whose employment was terminated due to the end of a specified period of employment, and who is reappointed in the core public administration within one (1) year from the end of the specified period of employment.

                                                   35.09 The Employer agrees that an employee shall not be terminated for cause for reasons of incapacity pursuant to paragraph 12(1)(e) of the Financial Administration Act at a date earlier than the date at which the employee will have used his or her accumulated sick leave credits except where the incapacity is the result of an injury or illness for which injury-on-duty leave has been granted pursuant to Article 37.

                                                   Article 36: medical appointment for pregnant employees

                                                   36.01 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.

                                                   36.02 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.

                                                   Article 37: injury-on-duty leave

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

                                                   1. personal injury accidentally received in the performance of his or her duties and not caused by the employee’s 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 for 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, provided, 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.

                                                   Article 38: maternity leave without pay

                                                   38.01 Maternity leave without pay

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

                                                      the period of maternity leave without pay defined in paragraph (a) may be extended beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization while the employee was not on maternity leave, to a maximum of eighteen (18) weeks.

                                                      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 35 (sick leave with pay). For purposes of this subparagraph, the terms “illness” or “injury” used in Article 35 (sick leave with pay) shall include medical disability related to pregnancy.

                                                      38.02 Maternity allowance

                                                      

                                                      1. An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraphs (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 within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act on the expiry date of her maternity leave without pay unless the return-to-work date is modified by the approval of another form of leave;
                                                            2. following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of maternity allowance;
                                                            3. should she fail to return to work as described in 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, layoff, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows: however, an employee whose specified period of employment expired and who is rehired within the federal public administration as described in section (A)within a period of ninety (90) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B).
                                                      2. For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).
                                                      3. Maternity allowance payments made in accordance with the SUB Plan will consist of the following:
                                                         1. where an employee is subject to a waiting period before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period,
                                                            and
                                                         2. for each week the employee receives a maternity benefit under the Employment Insurance or the Québec Parental Insurance Plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit to which she would have been eligible if no extra monies had been earned during this period,
                                                            and
                                                         3. where an employee has received the full fifteen (15) weeks of maternity benefit under Employment Insurance and thereafter remains on maternity leave without pay, she is eligible to receive a further maternity allowance for a period of one (1) week, ninety-three per cent (93%) of her weekly rate of pay for each week, less any other monies earned during this period.
                                                      4. At the employee’s request, the payment referred to in subparagraph 38.02(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance or Québec Parental Insurance Plan maternity benefits.
                                                      5. The maternity allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that she may be required to repay pursuant to the Employment Insurance Act or the Act Respecting Parental Insurance in Quebec.
                                                      6. The weekly rate of pay referred to in paragraph (c) shall be:
                                                         1. for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay;
                                                         2. for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.
                                                      7. The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for her substantive level to which she is appointed.
                                                      8. Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day.
                                                      9. Where an employee becomes eligible for a pay increment or pay revision that would increase the maternity allowance while in receipt of the maternity allowance, the allowance shall be adjusted accordingly.
                                                      10. Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

                                                      38.03 Special maternity allowance for totally disabled employees

                                                      1. An employee who:
                                                         1. fails to satisfy the eligibility requirement specified in subparagraph 38.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Quebec Parental Insurance Plan maternity benefits,
                                                            and
                                                         2. has satisfied all of the other eligibility criteria specified in paragraph 38.02(a), other than those specified in sections (A) and (B) of subparagraph 38.02(a)(iii),

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

                                                         Article 39: maternity-related reassignment or leave

                                                         39.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the seventy-eight (78) week following the birth, request that the Employer 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 the health of the fetus 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.

                                                         39.02 An employee’s request under clause 39.01 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 be avoided in order to eliminate the risk. Depending on the particular circumstances of the request, the Employer may obtain an independent medical opinion.

                                                         39.03 An employee who has made a request under clause 39.01 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.

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

                                                         39.05 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 seventy-eight (78) weeks after the birth.

                                                         39.06 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.

                                                         39.07 Notwithstanding 39.05, for an employee working in an institution where she is in direct and regular contact with offenders, if the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on maternity leave without pay or on termination date of the pregnancy, whichever comes first.

                                                         Article 40: parental leave without pay

                                                         40.01 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 either:
                                                            1. a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option)
                                                               or
                                                            2. a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option), beginning on the day on which the child is born or the day on which the child comes into the employee’s care.
                                                            1. a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option)
                                                               or
                                                            2. a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option), beginning on the day on which the child comes into the employee’s care.
                                                            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.

                                                            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.

                                                            40.02 Parental allowance

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

                                                            • Option 1: standard parental benefits, paragraphs 40.02(c) to (k),
                                                              or
                                                            • Option 2: extended parental benefits, paragraphs 40.02(l) to (t).

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

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

                                                            Parental allowance administration

                                                            

                                                            1. An employee who has been granted parental leave without pay, shall be paid a parental allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraphs (c) to (i) or (l) to (r), providing 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 Plan 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 within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, on the expiry date of his or her parental leave without pay, unless the return-to-work date is modified by the approval of another form of leave;
                                                                  2. Following his or her return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the standard parental allowance, in addition to the period of time referred to in section 38.02(a)(iii)(B), if applicable. Where the employee has elected the extended parental allowance, following his or her return to work, as described in section (A), the employee will work for a period equal to sixty per cent (60%) of the period the employee was in receipt of the extended parental allowance in addition to the period of time referred to in section 38.02(a)(iii)(B), if applicable;
                                                                  3. should he or she fail to return to work as described in section (A) or should he or she return to work but fail to work the total period specified in section (B), for reasons other than death, layoff, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, he or she will be indebted to the Employer for an amount determined as follows: however, an employee whose specified period of employment expired and who is rehired within the federal public administration as described in section (A) within a period of ninety (90) days or less is not indebted for the amount if his or her new period of employment is sufficient to meet the obligations specified in section (B).
                                                            2. For the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but shall interrupt the period referred to in section (a)(iii)(B), without activating the recovery provisions described in section (a)(iii)(C).

                                                            Option 1 – Standard parental allowance

                                                            1. Parental allowance payments made in accordance with the SUB Plan will consist of the following:
                                                               1. where an employee on parental leave without pay as described in subparagraphs 40.01(a)(i) and (b)(i) has elected to receive Standard Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, ninety-three per cent (93%) of his or her weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week of the waiting period, less any other monies earned during this period;
                                                               2. for each week the employee receives parental, adoption or paternity benefit under the Employment Insurance or the Québec Parental Insurance Plan, he or she is eligible to receive the difference between ninety-three per cent (93%) of his or her weekly rate (and the recruitment and retention “terminable allowance” if applicable) and the parental, adoption or paternity benefit, less any other monies earned during this period which may result in a decrease in his 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 or has divided the full thirty-two (32) weeks of parental benefits with another employee in receipt of the full five (5) weeks’ paternity under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay for each week (and the recruitment and retention “terminable allowance” if applicable), less any other monies earned during this period;
                                                               4. where an employee has divided the full thirty-seven (37) weeks of adoption benefits with another employee under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period;
                                                               5. where an employee has received the full thirty-five (35) weeks of parental benefit under the Employment Insurance Plan and thereafter remains on parental leave without pay, he or she is eligible to receive a further parental allowance for a period of one (1) week, at ninety-three per cent (93%) of his or her weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in subparagraph 38.02(c)(iii) for the same child;
                                                               6. where an employee has divided the full forty (40) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in subparagraphs 38.02(c)(iii) and 40.02(c)(v) for the same child;
                                                               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.

                                                               Option 2 – Extended parental allowance

                                                               1. Parental allowance payments made in accordance with the SUB Plan will consist of the following:
                                                                  1. where an employee on parental leave without pay as described in subparagraphs 40.01(a)(ii) and (b)(ii), has elected to receive extended Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, fifty-five decimal eight per cent (55.8%) of his or her weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for the waiting period, less any other monies earned during this period;
                                                                  2. for each week the employee receives parental benefits under the Employment Insurance, he or she is eligible to receive the difference between fifty-five decimal eight per cent (55.8%) of his or her weekly rate (and the recruitment and retention “terminable allowance” if applicable) and the parental benefits, less any other monies earned during this period which may result in a decrease in his or her parental benefits to which he or she would have been eligible if no extra monies had been earned during this period;
                                                                  3. where an employee has received the full sixty-one (61) weeks of parental benefits under the Employment Insurance and thereafter remains on parental leave without pay, he or she is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of his or her weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in subparagraph 38.02(c)(iii) for the same child.
                                                                  4. where an employee has divided the full sixty-nine (69) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance” if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in subparagraph 38.02(c)(iii) for the same child;
                                                                  1. for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of parental leave without pay;
                                                                  2. for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.

                                                                  40.03 Special parental allowance for totally disabled employees

                                                                  1. An employee who:
                                                                     1. fails to satisfy the eligibility requirement specified in subparagraph 40.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or through the Government Employees Compensation Act prevents the employee from receiving Employment Insurance or Quebec Parental Insurance Plan benefits,
                                                                        and
                                                                     2. has satisfied all of the other eligibility criteria specified in paragraph 40.02(a), other than those specified in sections (A) and (B) of subparagraph 40.02(a)(iii), shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee’s rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD plan or through the Government Employees Compensation Act.

                                                                     Article 41: leave without pay for the care of family

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

                                                                     41.02 For the purpose of this article, “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.

                                                                     41.03 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 a period of one (1) year or less shall be scheduled in a manner which ensures continued service delivery.

                                                                     41.04 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.

                                                                     41.05 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 Program and Administrative Services collective agreements or other agreements will not count towards the calculation of the maximum amount of time allowed for care of family during an employee’s total period of employment in the public service.

                                                                     Article 42: caregiving leave

                                                                     42.01 An employee who provides the Employer with proof that he or she is in receipt of or awaiting Employment Insurance (EI) compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults shall be granted leave without pay while in receipt of or awaiting these benefits.

                                                                     42.02 The leave without pay described in 42.01 shall not exceed twenty-six (26) weeks for compassionate care benefits, thirty-five (35) weeks for family caregiver benefits for children and fifteen (15) weeks for family caregiver benefits for adults, in addition to any applicable waiting period.

                                                                     42.03 When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for Employment Insurance (EI) compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults has been accepted.

                                                                     42.04 When an employee is notified that their request for Employment Insurance (EI) compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults has been denied, clause 42.01 above ceases to apply.

                                                                     42.05 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.

                                                                     **Article 43: volunteer leave

                                                                     In any fiscal year, an employee is entitled to no more than fifteen (15) hours of combined personal and volunteer leave.

                                                                     Effective on April 1 of the year following the signing of the collective agreement, Article 43 (volunteer leave) is deleted from the collective agreement. For greater certainty, both the former Article 43 and this transitional language will be removed upon signature of the subsequent collective agreement.

                                                                     43.01 Subject to operational requirements as determined by the Employer and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, a single period of up to 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 both to the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as the employee may request.

                                                                     **Article 44: leave with pay for family-related responsibilities

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

                                                                     1. spouse (or common-law partner resident with the employee);
                                                                     2. children (including foster children, stepchildren or children of the spouse or common-law partner, ward of the employee), grandchild;
                                                                     3. parents (including stepparents or foster parents);
                                                                     4. father-in-law, mother-in-law, brother, sister, stepbrother, stepsister, grandparents of the employee;
                                                                     5. any relative permanently residing in the employee’s household or with whom the employee permanently resides;
                                                                     6. any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee;
                                                                        or
                                                                     7. 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.

                                                                     44.02 The total leave with pay which may be granted under this article shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.

                                                                     44.03 Subject to clause 44.02, the Employer shall grant the employee 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 the employee with time to make alternative 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 the adoption of the employee’s child;
                                                                     5. to attend school functions, if the supervisor was notified of the functions as far in advance as possible;
                                                                     6. to provide for the employee’s child in the case of an unforeseeable closure of the school or daycare facility;
                                                                     7. to visit a family member who, due to an incurable terminal illness, is nearing the end of their life;
                                                                     8. fifteen (15) hours out of the thirty-seven decimal five (37.5) hours stipulated in clause 44.02 above may be used to attend an appointment with a legal or paralegal representative for non-employment-related matters, or with a financial or other professional representative, if the supervisor was notified of the appointment as far in advance as possible.

                                                                     44.04 Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family under paragraph 44.03(b) above, on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period, if requested by the employee and approved by the Employer, or reinstated for use at a later date.

                                                                     Article 45: leave without pay for personal needs

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

                                                                     1. subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs;
                                                                     2. subject to operational requirements, leave without pay for more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs;
                                                                     3. an employee is entitled to leave without pay for personal needs only once under each of paragraphs (a) and (b) during the employee’s total period of employment in the public service. Leave without pay granted under this clause may not be used in combination with maternity or parental leave without the consent of the Employer.

                                                                     Article 46: leave without pay for relocation of spouse

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

                                                                     **Article 47: bereavement leave with pay

                                                                     47.01 For the purpose of this article, “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. An employee shall be entitled to bereavement leave under 47.01(a) only once during the employee’s total period of employment in the public service.

                                                                     47.02 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 regularly scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days’ leave with pay for the purpose of travel related to the death.

                                                                     1. At the request of the employee, such bereavement leave with pay may be taken in a single period of seven (7) consecutive calendar days or may be taken in two (2) periods to a maximum of five (5) working days.
                                                                     2. When requested to be taken in two (2) periods,
                                                                        1. the first period must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death,
                                                                           and
                                                                        2. the second period must be taken no later than twelve (12) months from the date of death for the purpose of attending a ceremony.
                                                                        3. The employee may be granted no more than three (3) days’ leave with pay, in total, for the purposes of travel for these two (2) periods.

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

                                                                        47.04 If, during a period of paid leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under clauses 47.02 and 47.03, 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.

                                                                        47.05 It is recognized by the parties that circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the deputy head of a department may, after considering the particular circumstances involved, grant leave with pay for a period greater than and/or in a manner different than that provided for in clauses 47.02 and 47.03.

                                                                        Article 48: court leave

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

                                                                        1. to be available for jury selection;
                                                                        2. to serve on a jury;
                                                                        3. by subpoena, summons or other legal instrument, to attend as a witness in any proceeding held:
                                                                           1. in or under the authority of a court of justice or before a grand jury;
                                                                           2. before a court, judge, justice, magistrate or coroner;
                                                                           3. before the Senate or House of Commons of Canada or a committee of the Senate or House of Commons otherwise than in the performance of the duties of the employee’s position;
                                                                           4. before a legislative council, legislative assembly or house of assembly or any committee thereof that is authorized by law to compel the attendance of witnesses before it;
                                                                              or
                                                                           5. before an arbitrator or umpire or a person or body of persons authorized by law to make an inquiry and to compel the attendance of witnesses before it.

                                                                           Article 49: personnel selection leave

                                                                           49.01 Where an employee participates in a personnel selection process, including the appeal process where applicable, for a position in the public service as defined in the Federal Public Sector 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.

                                                                           Article 50: education leave without pay

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

                                                                           50.02 At the Employer’s discretion, an employee on education leave without pay under this article may receive an allowance in lieu of salary of up to one hundred per cent (100%) of the employee’s annual rate of pay, depending on the degree to which the education leave is deemed by the Employer to be relevant to organizational requirements. Where the employee receives a grant, bursary or scholarship, the education leave allowance may be reduced. In such cases, the amount of the reduction shall not exceed the amount of the grant, bursary or scholarship.

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

                                                                           50.04

                                                                           1. As a condition of the granting of education leave without pay, an employee shall, if required, give a written undertaking prior to the commencement of the leave to return to the service of the Employer for a period of not less than the period of the leave granted
                                                                           2. If the employee:
                                                                              1. fails to complete the course;
                                                                              2. does not resume employment with the Employer on completion of the course;
                                                                                 or
                                                                              3. ceases to be employed except by reason of death or layoff before termination of the period he or she has undertaken to serve after completion of the course;

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

                                                                              Article 51: career development leave

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

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

                                                                              51.02 Upon written application by the employee and with the approval of the Employer, career development leave with pay may be given for any one of the activities described in clause 51.01. The employee shall receive no compensation under Article 28 (overtime) or Article 32 (travelling time) during time spent on career development leave provided for in this article.

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

                                                                              Article 52: examination leave with pay

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

                                                                              **Article 53: leave with or without pay for other reasons

                                                                              53.01 At its discretion, the Employer may grant:

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

                                                                              In any fiscal year, an employee is entitled to no more than fifteen (15) hours of combined personal and volunteer leave.

                                                                              53.02 Personal leave

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

                                                                              Effective on April 1 of the year following the signing of the collective agreement, clause 53.02 is deleted from the collective agreement. For greater certainty, the former clause 53.02 and this transitional language will be removed upon signature of the subsequent collective agreement. Effective on April 1 of the year following the signing of the collective agreement, the wording in Article 43 is replaced with the following:

                                                                              Article 43: 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, fifteen (15) hours of leave with pay for reasons of a personal nature. This leave can be taken in periods of seven decimal five (7.5) hours or three decimal seven five (3.75) hours each.

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

                                                                              Article 54: domestic violence leave

                                                                              54.01 Domestic violence leave

                                                                              For the purpose of this article, domestic violence is considered to be any form of abuse or neglect that an employee or an employee’s child experiences from a family member, or from someone with whom the employee has or had an intimate relationship.

                                                                              1. The parties recognize that employees may be subject to domestic violence in their personal life that could affect their attendance at work.
                                                                              2. Upon request, an employee who is subject to domestic violence or who is the parent of a dependent child who is subject to domestic violence shall be granted domestic violence leave in order to enable the employee, in respect of such violence:
                                                                                 1. to seek care and/or support for themselves or their child in respect of a physical or psychological injury or disability;
                                                                                 2. to obtain services from an organization which provides services for individuals who are subject to domestic violence;
                                                                                 3. to obtain professional counselling;
                                                                                 4. to relocate temporarily or permanently;
                                                                                    or
                                                                                 5. to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.

                                                                                 **Article 55: leave for traditional Indigenous practices

                                                                                 55.01 Subject to operational requirements as determined by the Employer, fifteen (15) hours of leave with pay and twenty-two decimal five (22.5) hours of leave without pay per fiscal year shall be granted to an employee who self-declares as an Indigenous person and who requests leave to engage in traditional Indigenous practices, including land-based activities such as hunting, fishing, and harvesting.

                                                                                 For the purposes of this article, an Indigenous person means First Nations, Inuit or Métis.

                                                                                 55.02 Unless otherwise informed by the Employer, a statement signed by the employee stating that they meet the conditions of this article shall, when delivered to the Employer, be considered as meeting the requirements of this article.

                                                                                 55.03 An employee who intends to request leave under this article must give notice to the Employer as far in advance as possible before the requested period of leave.

                                                                                 55.04 Leave under this article may be taken in one or more periods. Each period of leave shall not be less than seven decimal five (7.5) hours.

                                                                                 Part V: other terms and conditions of employment

                                                                                 Article 56: restriction on outside employment

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

                                                                                 Article 57: statement of duties

                                                                                 57.01 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.

                                                                                 Article 58: duty aboard vessels

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

                                                                                 58.02 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.

                                                                                 58.03 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.

                                                                                 58.04 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.

                                                                                 58.05

                                                                                 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.

                                                                                 Article 59: employee performance review and employee files

                                                                                 59.01

                                                                                 1. When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.
                                                                                 2. The Employer’s representative(s) who assess(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.

                                                                                 59.02

                                                                                 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.

                                                                                    59.03 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.

                                                                                    Article 60: call centre employees

                                                                                    60.01 Employees working in call centres shall be provided five (5) consecutive minutes not on a call for each hour not interrupted by a regular break or unpaid meal break.

                                                                                    60.02

                                                                                    1. All call centre employees shall be provided the opportunity to participate in at least one (1) day of facilitated training on crisis intervention. In addition, new employees will also receive facilitated training on coping skills upon initial hire.
                                                                                    2. All call centre employees shall be provided the opportunity to participate in a minimum of two (2) days of training annually on matters related to working in a call centre, such as training to reinforce coping skills.

                                                                                    60.03 Call monitoring is intended to improve performance by providing guidance and feedback to the employee and shall not be used for disciplinary purposes.

                                                                                    60.04 Coaching and development feedback resulting from call monitoring shall be provided in a timely and meaningful fashion.

                                                                                    Article 61: membership fees

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

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

                                                                                    **Article 62: Correctional Service Specific Duty Allowance

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

                                                                                    62.02 The value of the CSSDA shall be two thousand one hundred and forty dollars ($2,140) annually and paid on a biweekly basis in any pay period for which the employee is expected to perform said duties of the specific position in a month.

                                                                                    62.03 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.

                                                                                    62.04 An employee will be entitled to receive the CSSDA, in accordance with 62.01:

                                                                                    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.

                                                                                    62.05 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
                                                                                    • Québec Pension Plan
                                                                                    • Employment Insurance
                                                                                    • Government Employees Compensation Act
                                                                                    • Flying Accidents Compensation Regulations

                                                                                    Article 63: wash-up time

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

                                                                                    Article 64: dangerous goods

                                                                                    64.01 An employee certified pursuant to the Transportation of Dangerous Goods Act and who is assigned responsibility for packaging and labelling 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, for each month where the employee maintains such certification.

                                                                                    Part VI: part-time employees

                                                                                    **Article 65: part-time employees

                                                                                    65.01 Definition

                                                                                    Part-time employee means an employee whose weekly scheduled hours of work on average are less than those established in Article 25, but not less than those prescribed in the Federal Public Sector Labour Relations Act.

                                                                                    General

                                                                                    65.02 Unless otherwise specified in this article, part-time employees shall be entitled to the benefits provided under this agreement in the same proportion as their normal weekly hours of work compared with thirty-seven decimal five (37.5) hours.

                                                                                    65.03 Part-time employees are entitled to overtime compensation in accordance with subparagraphs (b) and (c) of the overtime definition in clause 2.01.

                                                                                    65.04 The days of rest provisions of this agreement apply only in a week when a part-time employee has worked five (5) days or thirty-seven decimal five (37.5) hours.

                                                                                    Specific application of this agreement

                                                                                    65.05 Reporting pay

                                                                                    Subject to clause 65.04, when a part-time employee meets the requirements to receive reporting pay on a day of rest in accordance with subparagraph 28.06(c)(i) or is entitled to receive a minimum payment rather than pay for actual time worked during a period of standby in accordance with subparagraphs 28.05(c)(i) or 28.06(c)(i), the part-time employee shall be paid a minimum payment of four (4) hours’ pay at the straight-time rate of pay.

                                                                                    65.06 Call-back

                                                                                    When a part-time employee meets the requirements to receive call-back pay in accordance with subparagraph 28.05(c)(i) and is entitled to receive the minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum of four (4) hours’ pay at the straight-time rate.

                                                                                    Designated holidays

                                                                                    65.07 A part-time employee shall not be paid for designated holidays but shall instead be paid four decimal six per cent (4.6%) for all straight-time hours worked.

                                                                                    65.08 Subject to paragraph 25.23(d), 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 30.02, 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 seven decimal five (7.5) hours and double (2) time thereafter.

                                                                                    65.09 A part-time employee who reports for work as directed on a day which is prescribed as a designated paid holiday for a full-time employee in clause 30.02, shall be paid for the time actually worked in accordance with clause 65.08, or a minimum of four (4) hours’ pay at the straight-time rate, whichever is greater.

                                                                                    65.10 Vacation leave

                                                                                    A part-time employee shall earn vacation leave credits for each month in which the employee receives pay for at least twice (2) the number of hours in the employee’s normal workweek, at the rate for years of service established in clause 34.02 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.

                                                                                    65.11 Sick leave

                                                                                    A part-time employee shall earn sick leave credits at the rate of one quarter (1/4) of the number of hours in an employee’s normal workweek for each calendar month in which the employee has received pay for at least twice (2) the number of hours in the employee’s normal workweek.

                                                                                    65.12 Vacation and sick leave administration

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

                                                                                    65.13 Bereavement leave

                                                                                    Notwithstanding clause 65.02, there shall be no pro-rating of a “day” in Article 47 (bereavement leave with pay).

                                                                                    65.14 Severance pay

                                                                                    Notwithstanding the provisions of Article 66 (severance pay) of this agreement, where the period of continuous employment in respect of which severance benefit is to be paid consists of both full- and part-time employment or varying levels of part-time employment, the benefit shall be calculated as follows: the period of continuous employment eligible for severance pay shall be established and the part-time portions shall be consolidated to equivalent full-time. The equivalent full-time period in years shall be multiplied by the full-time weekly pay rate for the appropriate group and level to produce the severance pay benefit.

                                                                                    Part VII: pay and duration

                                                                                    Article 66: severance pay

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

                                                                                    1. Layoff
                                                                                       1. On the first (1st) layoff, for the first (1st) complete year of continuous employment, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years of continuous employment, or four (4) weeks’ pay for employees with twenty 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 the second (2nd) or subsequent layoff, 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).
                                                                                       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 paragraph 12(1)(e) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment, to a maximum of twenty-eight (28) weeks.
                                                                                       2. When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reason of termination for cause for reasons of incompetence pursuant to paragraph 12(1)(d) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment, to a maximum of twenty-eight (28) weeks.

                                                                                       66.02 Severance benefits payable to an employee under this article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit. Under no circumstances shall the maximum severance pay provided under clause 66.01 and 66.04 be pyramided.

                                                                                       For greater certainty, payments in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) made pursuant to 63.04 to 63.07 under Appendix L or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of this clause.

                                                                                       66.03 Appointment to a separate agency

                                                                                       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 L.

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

                                                                                       Article 67: pay administration

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

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

                                                                                       1. the pay specified in Appendix A-1 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-1 for the classification prescribed in the employee’s certificate of appointment, if that classification and the classification of the position to which the employee is appointed do not coincide.

                                                                                       67.03

                                                                                       1. The rates of pay set forth in Appendix A-1 shall become effective on the dates specified.
                                                                                       2. Where the rates of pay set forth in Appendix A-1 have an effective date before the date of signing of this agreement, the following shall apply:
                                                                                          1. “retroactive period” for the purpose of subparagraphs (ii) to (v) means the period from the effective date of the revision up to and including the day before the collective agreement is signed or when an arbitral award is rendered therefor;
                                                                                          2. a retroactive upward revision in rates of pay shall apply to employees, former employees or, in the case of death, the estates of former employees who were employees in the groups identified in Article 9 of this agreement during the retroactive period;
                                                                                          3. for initial appointments made during the retroactive period, the rate of pay selected in the revised rates of pay is the rate which is shown immediately below the rate of pay being received prior to the revision;
                                                                                          4. for promotions, demotions, deployments, transfers or acting situations effective during the retroactive period, the rate of pay shall be recalculated, in accordance with the Directive on Terms and Conditions of Employment using the revised rates of pay. If the recalculated rate of pay is less than the rate of pay the employee was previously receiving, the revised rate of pay shall be the rate, which is nearest to, but not less than the rate of pay being received prior to the revision. However, where the recalculated rate is at a lower step in the range, the new rate shall be the rate of pay shown immediately below the rate of pay being received prior to the revision;
                                                                                          5. no payment or notification shall be made pursuant to paragraph 67.03(b) for one dollar ($1) or less.

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

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

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

                                                                                          67.07

                                                                                          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 or shifts, 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.

                                                                                          67.08 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.

                                                                                          Article 68: agreement reopener

                                                                                          68.01 This agreement may be amended by mutual consent.

                                                                                          **Article 69: duration

                                                                                          69.01 This agreement shall expire on June 20, 2025.

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

                                                                                          Signed at Ottawa, this 27th day of the month of June 2023 .

                                                                                          • Marie-Chantal Girard
                                                                                          • Allison Shatford
                                                                                          • Nathalie Rodrigue
                                                                                          • Isabelle Rodier
                                                                                          • Katia Morinville
                                                                                          • Shannon Barnes-Girouard
                                                                                          • Patrick Lefort
                                                                                          • Nadine Labelle
                                                                                          • Daphnée Michaud
                                                                                          • Roxanne Dench
                                                                                          • Nairi Bekiarian
                                                                                          • Ariane Hovington
                                                                                          • Cesar Kagame
                                                                                          • Valérie Beaulieu
                                                                                          • Jeremy Embury
                                                                                          • Scott Tempest
                                                                                          • Jean-François Luc
                                                                                          • Aren Charlebois
                                                                                          • Chantalle Boudreau
                                                                                          • John Price
                                                                                          • Christianne Gauthier
                                                                                          • Sophie Giasson-Leblanc
                                                                                          • Irena Farova
                                                                                          • Emilie Duguay
                                                                                          • Isabelle Tétreault
                                                                                          • Chris Aylward
                                                                                          • Marianne Hladun
                                                                                          • Brenda Shillington
                                                                                          • Pierre-Samuel Proulx
                                                                                          • Elanor Sherlock
                                                                                          • Samantha Basha
                                                                                          • Sargy Chima
                                                                                          • Charito Humphreys
                                                                                          • Sherry Hunt
                                                                                          • Gilbert(JR) Legault
                                                                                          • Troy MacDonnell
                                                                                          • Frédéric Prigot
                                                                                          • Rosemarie Smith-Gimblett

                                                                                          **Appendix A‑1

                                                                                          AS: Administrative Services Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment
                                                                                          AS – Development – annual rates of pay (in dollars)

                                                                                          Effective date	Range / Step 1
                                                                                          $) June 21, 2020	34,844 to 52,226
                                                                                          A) June 21, 2021	35,367 to 53,009
                                                                                          B) June 21, 2022	36,605 to 54,864
                                                                                          X) June 21, 2022 - Wage Adjustment	37,063 to 55,550
                                                                                          C) June 21, 2023	38,175 to 57,217
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,366 to 57,503
                                                                                          D) June 21, 2024	39,133 to 58,653
                                                                                          Z) June 21, 2024 - Wage Adjustment	39,231 to 58,800

                                                                                          AS‐1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	54,878	56,965	59,129	61,379
                                                                                          A) June 21, 2021	55,701	57,819	60,016	62,300
                                                                                          B) June 21, 2022	57,651	59,843	62,117	64,481
                                                                                          X) June 21, 2022 - Wage Adjustment	58,372	60,591	62,893	65,287
                                                                                          C) June 21, 2023	60,123	62,409	64,780	67,246
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	60,424	62,721	65,104	67,582
                                                                                          D) June 21, 2024	61,632	63,975	66,406	68,934
                                                                                          Z) June 21, 2024 - Wage Adjustment	61,786	64,135	66,572	69,106

                                                                                          AS‐2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	61,152	63,474	65,887
                                                                                          A) June 21, 2021	62,069	64,426	66,875
                                                                                          B) June 21, 2022	64,241	66,681	69,216
                                                                                          X) June 21, 2022 - Wage Adjustment	65,044	67,515	70,081
                                                                                          C) June 21, 2023	66,995	69,540	72,183
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	67,330	69,888	72,544
                                                                                          D) June 21, 2024	68,677	71,286	73,995
                                                                                          Z) June 21, 2024 - Wage Adjustment	68,849	71,464	74,180

                                                                                          AS‐3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	65,547	68,035	70,622
                                                                                          A) June 21, 2021	66,530	69,056	71,681
                                                                                          B) June 21, 2022	68,859	71,473	74,190
                                                                                          X) June 21, 2022 - Wage Adjustment	69,720	72,366	75,117
                                                                                          C) June 21, 2023	71,812	74,537	77,371
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	72,171	74,910	77,758
                                                                                          D) June 21, 2024	73,614	76,408	79,313
                                                                                          Z) June 21, 2024 - Wage Adjustment	73,798	76,599	79,511

                                                                                          AS‐4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	71,599	74,319	77,368
                                                                                          A) June 21, 2021	72,673	75,434	78,529
                                                                                          B) June 21, 2022	75,217	78,074	81,278
                                                                                          X) June 21, 2022 - Wage Adjustment	76,157	79,050	82,294
                                                                                          C) June 21, 2023	78,442	81,422	84,763
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	78,834	81,829	85,187
                                                                                          D) June 21, 2024	80,411	83,466	86,891
                                                                                          Z) June 21, 2024 - Wage Adjustment	80,612	83,675	87,108

                                                                                          AS‐5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	85,476	88,724	92,412
                                                                                          A) June 21, 2021	86,758	90,055	93,798
                                                                                          B) June 21, 2022	89,795	93,207	97,081
                                                                                          X) June 21, 2022 - Wage Adjustment	90,917	94,372	98,295
                                                                                          C) June 21, 2023	93,645	97,203	101,244
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	94,113	97,689	101,750
                                                                                          D) June 21, 2024	95,995	99,643	103,785
                                                                                          Z) June 21, 2024 - Wage Adjustment	96,235	99,892	104,044

                                                                                          AS‐6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	95,209	98,828	102,712
                                                                                          A) June 21, 2021	96,637	100,310	104,253
                                                                                          B) June 21, 2022	100,019	103,821	107,902
                                                                                          X) June 21, 2022 - Wage Adjustment	101,269	105,119	109,251
                                                                                          C) June 21, 2023	104,307	108,273	112,529
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	104,829	108,814	113,092
                                                                                          D) June 21, 2024	106,926	110,990	115,354
                                                                                          Z) June 21, 2024 - Wage Adjustment	107,193	111,267	115,642

                                                                                          AS‐7 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	100,220	104,033	107,980	111,226	114,592
                                                                                          A) June 21, 2021	101,723	105,593	109,600	112,894	116,311
                                                                                          B) June 21, 2022	105,283	109,289	113,436	116,845	120,382
                                                                                          X) June 21, 2022 - Wage Adjustment	106,599	110,655	114,854	118,306	121,887
                                                                                          C) June 21, 2023	109,797	113,975	118,300	121,855	125,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	110,346	114,545	118,892	122,464	126,172
                                                                                          D) June 21, 2024	112,553	116,836	121,270	124,913	128,695
                                                                                          Z) June 21, 2024 - Wage Adjustment	112,834	117,128	121,573	125,225	129,017

                                                                                          AS‐8 – Annual rates of pay (in dollars)

                                                                                          Effective date	Range
                                                                                          $) June 21, 2020	103,483 to 121,804
                                                                                          A) June 21, 2021	105,035 to 123,631
                                                                                          B) June 21, 2022	108,711 to 127,958
                                                                                          X) June 21, 2022 - Wage Adjustment	110,070 to 129,557
                                                                                          C) June 21, 2023	113,372 to 133,444
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	113,939 to 134,111
                                                                                          D) June 21, 2024	116,218 to 136,793
                                                                                          Z) June 21, 2024 - Wage Adjustment	116,509 to 137,135

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          CM: Communications Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment
                                                                                          CM‐1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	33,692	34,720	35,739	36,771
                                                                                          A) June 21, 2021	34,197	35,241	36,275	37,323
                                                                                          B) June 21, 2022	35,394	36,474	37,545	38,629
                                                                                          X) June 21, 2022 - Wage Adjustment	35,836	36,930	38,014	39,112
                                                                                          C) June 21, 2023	36,911	38,038	39,154	40,285
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	37,096	38,228	39,350	40,486
                                                                                          D) June 21, 2024	37,838	38,993	40,137	41,296
                                                                                          Z) June 21, 2024 - Wage Adjustment	37,933	39,090	40,237	41,399

                                                                                          CM‐2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	38,405	39,539	40,681
                                                                                          A) June 21, 2021	38,981	40,132	41,291
                                                                                          B) June 21, 2022	40,345	41,537	42,736
                                                                                          X) June 21, 2022 - Wage Adjustment	40,849	42,056	43,270
                                                                                          C) June 21, 2023	42,074	43,318	44,568
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	42,284	43,535	44,791
                                                                                          D) June 21, 2024	43,130	44,406	45,687
                                                                                          Z) June 21, 2024 - Wage Adjustment	43,238	44,517	45,801

                                                                                          CM‐3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	42,348	43,599	44,863
                                                                                          A) June 21, 2021	42,983	44,253	45,536
                                                                                          B) June 21, 2022	44,487	45,802	47,130
                                                                                          X) June 21, 2022 - Wage Adjustment	45,043	46,375	47,719
                                                                                          C) June 21, 2023	46,394	47,766	49,151
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	46626	48,005	49,397
                                                                                          D) June 21, 2024	47,559	48,965	50,385
                                                                                          Z) June 21, 2024 - Wage Adjustment	47,678	49,087	50,511

                                                                                          CM‐4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	46,994	48,410	49,822
                                                                                          A) June 21, 2021	47,699	49,136	50,569
                                                                                          B) June 21, 2022	49,368	50,856	52,339
                                                                                          X) June 21, 2022 - Wage Adjustment	49,985	51,492	52,993
                                                                                          C) June 21, 2023	51,485	53,037	54,583
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	51,742	53,302	54,856
                                                                                          D) June 21, 2024	52,777	54,368	55,953
                                                                                          Z) June 21, 2024 - Wage Adjustment	52,909	54,504	56,093

                                                                                          CM‐5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	49,192	50,663	52,163	53,636
                                                                                          A) June 21, 2021	49,930	51,423	52,945	54,441
                                                                                          B) June 21, 2022	51,678	53,223	54,798	56,346
                                                                                          X) June 21, 2022 - Wage Adjustment	52,324	53,888	55,483	57,050
                                                                                          C) June 21, 2023	53,894	55,505	57,147	58,762
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	54,163	55,783	57,433	59,056
                                                                                          D) June 21, 2024	55,246	56,899	58,582	60,237
                                                                                          Z) June 21, 2024 - Wage Adjustment	55,384	57,041	58,728	60,388

                                                                                          CM‐6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	53,553	55,200	56,818	58,450	60,076	61,717
                                                                                          A) June 21, 2021	54,356	56,028	57,670	59,327	60,977	62,643
                                                                                          B) June 21, 2022	56,258	57,989	59,688	61,403	63,111	64,836
                                                                                          X) June 21, 2022 - Wage Adjustment	56,961	58,714	60,434	62,171	63,900	65,646
                                                                                          C) June 21, 2023	58,670	60,475	62,247	64,036	65,817	67,615
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	58,963	60,777	62,558	64,356	66,146	67,953
                                                                                          D) June 21, 2024	60,142	61,993	63,809	65,643	67,469	69,312
                                                                                          Z) June 21, 2024 - Wage Adjustment	60,292	62,148	63,969	65,807	67,638	69,485

                                                                                          CM‐7 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	58,660	60,454	62,243	64,035	65,832	67,626
                                                                                          A) June 21, 2021	59,540	61,361	63,177	64,996	66,819	68,640
                                                                                          B) June 21, 2022	61,624	63,509	65,388	67,271	69,158	71,042
                                                                                          X) June 21, 2022 - Wage Adjustment	62,394	64,303	66,205	68,112	70,022	71,930
                                                                                          C) June 21, 2023	64,266	66,232	68,191	70,155	72,123	74,088
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	64,587	66,563	68,532	70,506	72,484	74,458
                                                                                          D) June 21, 2024	65,879	67,894	69903	71,916	73,934	75,947
                                                                                          Z) June 21, 2024 - Wage Adjustment	66,044	68,064	70078	72,096	74,119	76,137

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          CR: Clerical and Regulatory Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment
                                                                                          CR‐1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	37,257	38,033	38,821	39,608	40,376	41,162
                                                                                          A) June 21, 2021	37,816	38,603	39,403	40,202	40,982	41,779
                                                                                          B) June 21, 2022	39,140	39,954	40,782	41,609	42,416	43,241
                                                                                          X) June 21, 2022 - Wage Adjustment	39,629	40,453	41,292	42,129	42,946	43,782
                                                                                          C) June 21, 2023	40,818	41,667	42,531	43,393	44,234	45,095
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	41,022	41,875	42,744	43,610	44,455	45,320
                                                                                          D) June 21, 2024	41,842	42,713	43,599	44,482	45,344	46,226
                                                                                          Z) June 21, 2024 - Wage Adjustment	41,947	42,820	43,708	44,593	45,457	46,342

                                                                                          CR-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	40,439	41,373	42,292	43,215
                                                                                          A) June 21, 2021	41,046	41,994	42,926	43,863
                                                                                          B) June 21, 2022	42,483	43,464	44,428	45,398
                                                                                          X) June 21, 2022 - Wage Adjustment	43,014	44,007	44,983	45,965
                                                                                          C) June 21, 2023	44,304	45,327	46,332	47,344
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	44,526	45,554	46,564	47,581
                                                                                          D) June 21, 2024	45,417	46,465	47,495	48,533
                                                                                          Z) June 21, 2024 - Wage Adjustment	45,531	46,581	47,614	48,654

                                                                                          CR‐3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	45,869	47,071	48,274	49,478
                                                                                          A) June 21, 2021	46,557	47,777	48,998	50,220
                                                                                          B) June 21, 2022	48,186	49,449	50,713	51,978
                                                                                          X) June 21, 2022 - Wage Adjustment	48,788	50,067	51,347	52,628
                                                                                          C) June 21, 2023	50,252	51,569	52,887	54,207
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	50,503	51,827	53,151	54,478
                                                                                          D) June 21, 2024	51,513	52,864	54,214	55,568
                                                                                          Z) June 21, 2024 - Wage Adjustment	51,642	52,996	54,350	55,707

                                                                                          CR‐4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	50,821	52,171	53,518	54,857
                                                                                          A) June 21, 2021	51,583	52,954	54,321	55,680
                                                                                          B) June 21, 2022	53,388	54,807	56,222	57,629
                                                                                          X) June 21, 2022 - Wage Adjustment	54,055	55,492	56,925	58,349
                                                                                          C) June 21, 2023	55,677	57,157	58,633	60,099
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	55,955	57,443	58,926	60,399
                                                                                          D) June 21, 2024	57,074	58,592	60,105	61,607
                                                                                          Z) June 21, 2024 - Wage Adjustment	57,217	58,738	60,255	61,761

                                                                                          CR‐5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	55,543	57,067	58,608	60,130
                                                                                          A) June 21, 2021	56,376	57,923	59,487	61,032
                                                                                          B) June 21, 2022	58,349	59,950	61,569	63,168
                                                                                          X) June 21, 2022 - Wage Adjustment	59,078	60,699	62,339	63,958
                                                                                          C) June 21, 2023	60,850	62,520	64,209	65,877
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	61,154	62,833	64,530	66,206
                                                                                          D) June 21, 2024	62,377	64,090	65,821	67,530
                                                                                          Z) June 21, 2024 - Wage Adjustment	62,533	64,250	65,986	67,699

                                                                                          CR‐6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	63,220	64,882	66,529	68,194
                                                                                          A) June 21, 2021	64,168	65,855	67,527	69,217
                                                                                          B) June 21, 2022	66,414	68,160	69,890	71,640
                                                                                          X) June 21, 2022 - Wage Adjustment	67,244	69,012	70,764	72,536
                                                                                          C) June 21, 2023	69,261	71,082	72,887	74,712
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	69,607	71,437	73,251	75,086
                                                                                          D) June 21, 2024	70,999	72,866	74,716	76,588
                                                                                          Z) June 21, 2024 - Wage Adjustment	71,176	73,048	74,903	76,779

                                                                                          CR‐7 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	70,125	72,066	74,008	75,970
                                                                                          A) June 21, 2021	71,177	73,147	75,118	77,110
                                                                                          B) June 21, 2022	73,668	75,707	77,747	79,809
                                                                                          X) June 21, 2022 - Wage Adjustment	74,589	76,653	78,719	80,807
                                                                                          C) June 21, 2023	76,827	78,953	81,081	83,231
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	77,211	79,348	81,486	83,647
                                                                                          D) June 21, 2024	78,755	80,935	83,116	85,320
                                                                                          Z) June 21, 2024 - Wage Adjustment	78,952	81,137	83,324	85,533

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          DA: Data Processing Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment

                                                                                          Subgroup: Data Conversion

                                                                                          DA‐CON‐1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	34,851	35,826	36,811	37,796	38,785	39,762
                                                                                          A) June 21, 2021	35,374	36,363	37,363	38,363	39,367	40,358
                                                                                          B) June 21, 2022	36,612	37,636	38,671	39,706	40,745	41,771
                                                                                          X) June 21, 2022 - Wage Adjustment	37,070	38,106	39,154	40,202	41,254	42,293
                                                                                          C) June 21, 2023	38,182	39,249	40,329	41,408	42,492	43,562
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,373	39,445	40,531	41,615	42,704	43,780
                                                                                          D) June 21, 2024	39,140	40,234	41,342	42,447	43,558	44,656
                                                                                          Z) June 21, 2024 - Wage Adjustment	39,238	40,335	41,445	42,553	43,667	44,768

                                                                                          DA‐CON‐1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9	Step 10
                                                                                          $) June 21, 2020	40,736	41,717	42,704	43,690
                                                                                          A) June 21, 2021	41,347	42,343	43,345	44,345
                                                                                          B) June 21, 2022	42,794	43,825	44,862	45,897
                                                                                          X) June 21, 2022 - Wage Adjustment	43,329	44,373	45,423	46,471
                                                                                          C) June 21, 2023	44,629	45,704	46,786	47,865
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	44,852	45,933	47,020	48,104
                                                                                          D) June 21, 2024	45,749	46,852	47,960	49,066
                                                                                          Z) June 21, 2024 - Wage Adjustment	45,863	46,969	48,080	49,189

                                                                                          DA-CON-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	38,280	39,363	40,450	41,536	42,636	43,761
                                                                                          A) June 21, 2021	38,854	39,953	41,057	42,159	43,276	44,417
                                                                                          B) June 21, 2022	40,214	41,351	42,494	43,635	44,791	45,972
                                                                                          X) June 21, 2022 - Wage Adjustment	40,717	41,868	43,025	44,180	45,351	46,547
                                                                                          C) June 21, 2023	41,939	43,124	44,316	45,505	46,712	47,943
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	42,149	43,340	44,538	45,733	46,946	48,183
                                                                                          D) June 21, 2024	42,992	44,207	45,429	46,648	47,885	49,147
                                                                                          Z) June 21, 2024 - Wage Adjustment	43,099	44,318	45,543	46,765	48,005	49,270

                                                                                          DA‐CON‐3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	44,983	46,244	47,506	48,767
                                                                                          A) June 21, 2021	45,658	46,938	48,219	49,499
                                                                                          B) June 21, 2022	47,256	48,581	49,907	51,231
                                                                                          X) June 21, 2022 - Wage Adjustment	47,847	49,188	50,531	51,871
                                                                                          C) June 21, 2023	49,282	50,664	52,047	53,427
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	49,528	50,917	52,307	53,694
                                                                                          D) June 21, 2024	50,519	51,935	53,353	54,768
                                                                                          Z) June 21, 2024 - Wage Adjustment	50,645	52,065	53,486	54,905

                                                                                          DA‐CON‐4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	56,594	57,978	59,383	60,777
                                                                                          A) June 21, 2021	57,443	58,848	60,274	61,689
                                                                                          B) June 21, 2022	59,454	60,908	62,384	63,848
                                                                                          X) June 21, 2022 - Wage Adjustment	60,197	61,669	63,164	64,646
                                                                                          C) June 21, 2023	62,003	63,519	65,059	66,585
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	62,313	63,837	65,384	66,918
                                                                                          D) June 21, 2024	63,559	65,114	66,692	68,256
                                                                                          Z) June 21, 2024 - Wage Adjustment	63,718	65,277	66,859	68,427

                                                                                          DA‐CON‐5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	60,036	61,570	63,110	64,642
                                                                                          A) June 21, 2021	60,937	62,494	64,057	65,612
                                                                                          B) June 21, 2022	63,070	64,681	66,299	67,908
                                                                                          X) June 21, 2022 - Wage Adjustment	63,858	65,490	67,128	68,757
                                                                                          C) June 21, 2023	65,774	67,455	69,142	70,820
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	66,103	67,792	69,488	71,174
                                                                                          D) June 21, 2024	67,425	69,148	70,878	72,597
                                                                                          Z) June 21, 2024 - Wage Adjustment	67,594	69,321	71,055	72,778

                                                                                          DA‐CON‐6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	62,632	64,327	66,009	67,695
                                                                                          A) June 21, 2021	63,571	65,292	66,999	68,710
                                                                                          B) June 21, 2022	65,796	67,577	69,344	71,115
                                                                                          X) June 21, 2022 - Wage Adjustment	66,618	68,422	70,211	72,004
                                                                                          C) June 21, 2023	68,617	70,475	72,317	74,164
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	68,960	70,827	72,679	74,535
                                                                                          D) June 21, 2024	70,339	72,244	74,133	76,026
                                                                                          Z) June 21, 2024 - Wage Adjustment	70,515	72,425	74,318	76,216

                                                                                          DA‐CON‐7 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	71,042	72,904	74,765	76,634
                                                                                          A) June 21, 2021	72,108	73,998	75,886	77,784
                                                                                          B) June 21, 2022	74,632	76,588	78,542	80,506
                                                                                          X) June 21, 2022 - Wage Adjustment	75,565	77,545	79,524	81,512
                                                                                          C) June 21, 2023	77,832	79,871	81,910	83,957
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	78,221	80,270	82,320	84,377
                                                                                          D) June 21, 2024	79,785	81,875	83,966	86,065
                                                                                          Z) June 21, 2024 - Wage Adjustment	79,984	82,080	84,176	86,280

                                                                                          DA‐CON‐8 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	74,681	76,740	78,788	80,859
                                                                                          A) June 21, 2021	75,801	77,891	79,970	82,072
                                                                                          B) June 21, 2022	78,454	80,617	82,769	84,945
                                                                                          X) June 21, 2022 - Wage Adjustment	79,435	81,625	83,804	86,007
                                                                                          C) June 21, 2023	81,818	84,074	86,318	88,587
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	82,227	84,494	86,750	89,030
                                                                                          D) June 21, 2024	83,872	86,184	88,485	90,811
                                                                                          Z) June 21, 2024 - Wage Adjustment	84,082	86,399	88,706	91,038

                                                                                          Special level C – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1
                                                                                          $) June 21, 2020	43,788
                                                                                          A) June 21, 2021	44,445
                                                                                          B) June 21, 2022	46,001
                                                                                          X) June 21, 2022 - Wage Adjustment	46,576
                                                                                          C) June 21, 2023	47,973
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	48,213
                                                                                          D) June 21, 2024	49,177
                                                                                          Z) June 21, 2024 - Wage Adjustment	49,300

                                                                                          Subgroup: Data Production

                                                                                          DA‐PRO‐1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	29,570	30,535	31,520	32,516	33,485	34,464
                                                                                          A) June 21, 2021	30,014	30,993	31,993	33,004	33,987	34,981
                                                                                          B) June 21, 2022	31,064	32,078	33,113	34,159	35,177	36,205
                                                                                          X) June 21, 2022 - Wage Adjustment	31,452	32,479	33,527	34,586	35,617	36,658
                                                                                          C) June 21, 2023	32,396	33,453	34,533	35,624	36,686	37,758
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	32,558	33,620	34,706	35,802	36,869	37,947
                                                                                          D) June 21, 2024	33,209	34,292	35,400	36,518	37,606	38,706
                                                                                          Z) June 21, 2024 - Wage Adjustment	33,292	34,378	35,489	36,609	37,700	38,803

                                                                                          DA‐PRO‐1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9	Step 10	Step 11	Step 12
                                                                                          $) June 21, 2020	35,431	36,587	37,738	38,827	39,928	41,061
                                                                                          A) June 21, 2021	35,962	37,136	38,304	39,409	40,527	41,677
                                                                                          B) June 21, 2022	37,221	38,436	39,645	40,788	41,945	43,136
                                                                                          X) June 21, 2022 - Wage Adjustment	37,686	38,916	40,141	41,298	42,469	43,675
                                                                                          C) June 21, 2023	38,817	40,083	41,345	42,537	43,743	44,985
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	39,011	40,283	41,552	42,750	43,962	45,210
                                                                                          D) June 21, 2024	39,791	41,089	42,383	43,605	44,841	46,114
                                                                                          Z) June 21, 2024 - Wage Adjustment	39,890	41,192	42,489	43,714	44,953	46,229

                                                                                          DA‐PRO‐2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	42,890	44,185	45,473
                                                                                          A) June 21, 2021	43,533	44,848	46,155
                                                                                          B) June 21, 2022	45,057	46,418	47,770
                                                                                          X) June 21, 2022 - Wage Adjustment	45,620	46,998	48,367
                                                                                          C) June 21, 2023	46,989	48,408	49,818
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	47,224	48,650	50,067
                                                                                          D) June 21, 2024	48,168	49,623	51,068
                                                                                          Z) June 21, 2024 - Wage Adjustment	48,288	49,747	51,196

                                                                                          DA‐PRO‐3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	47,991	49,454	50,902
                                                                                          A) June 21, 2021	48,711	50,196	51,666
                                                                                          B) June 21, 2022	50,416	51,953	53,474
                                                                                          X) June 21, 2022 - Wage Adjustment	51,046	52,602	54,142
                                                                                          C) June 21, 2023	52,577	54,180	55,766
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	52,840	54,451	56,045
                                                                                          D) June 21, 2024	53,897	55,540	57,166
                                                                                          Z) June 21, 2024 - Wage Adjustment	54,032	55,679	57,309

                                                                                          DA‐PRO‐4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	53,439	55,055	56,690
                                                                                          A) June 21, 2021	54,241	55,881	57,540
                                                                                          B) June 21, 2022	56,139	57,837	59,554
                                                                                          X) June 21, 2022 - Wage Adjustment	56,841	58,560	60,298
                                                                                          C) June 21, 2023	58,546	60,317	62,107
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	58,839	60,619	62,418
                                                                                          D) June 21, 2024	60,016	61,831	63,666
                                                                                          Z) June 21, 2024 - Wage Adjustment	60,166	61,986	63,825

                                                                                          DA‐PRO‐5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	59,449	61,261	63,086
                                                                                          A) June 21, 2021	60,341	62,180	64,032
                                                                                          B) June 21, 2022	62,453	64,356	66,273
                                                                                          X) June 21, 2022 - Wage Adjustment	63,234	65,160	67,101
                                                                                          C) June 21, 2023	65,131	67,115	69,114
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	65,457	67,451	69,460
                                                                                          D) June 21, 2024	66,766	68,800	70,849
                                                                                          Z) June 21, 2024 - Wage Adjustment	66,933	68,972	71,026

                                                                                          DA‐PRO‐6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	66,459	68,495	70,545
                                                                                          A) June 21, 2021	67,456	69,522	71,603
                                                                                          B) June 21, 2022	69,817	71,955	74,109
                                                                                          X) June 21, 2022 - Wage Adjustment	70,690	72,854	75,035
                                                                                          C) June 21, 2023	72,811	75,040	77,286
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	73,175	75,415	77,672
                                                                                          D) June 21, 2024	74,639	76,923	79,225
                                                                                          Z) June 21, 2024 - Wage Adjustment	74,826	77,115	79,423

                                                                                          DA‐PRO‐7 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	74,302	76,611	78,898
                                                                                          A) June 21, 2021	75,417	77,760	80,081
                                                                                          B) June 21, 2022	78,057	80,482	82,884
                                                                                          X) June 21, 2022 - Wage Adjustment	79,033	81,488	83,920
                                                                                          C) June 21, 2023	81,404	83,933	86,438
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	81,811	84,353	86,870
                                                                                          D) June 21, 2024	83,447	86,040	88,607
                                                                                          Z) June 21, 2024 - Wage Adjustment	83,656	86,255	88,829

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          IS: Information Services Group annual rates of pay (in dollars)

                                                                                          Légende

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment
                                                                                          IS‐1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	54,878	56,965	59,129	61,379
                                                                                          A) June 21, 2021	55,701	57,819	60,016	62,300
                                                                                          B) June 21, 2022	57,651	59,843	62,117	64,481
                                                                                          X) June 21, 2022 - Wage Adjustment	58,372	60,591	62,893	65,287
                                                                                          C) June 21, 2023	60,123	62,409	64,780	67,246
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	60,424	62,721	65,104	67,582
                                                                                          D) June 21, 2024	61,632	63,975	66,406	68,934
                                                                                          Z) June 21, 2024 - Wage Adjustment	61,786	64,135	66,572	69,106

                                                                                          IS‐2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	61,152	63,474	65,887
                                                                                          A) June 21, 2021	62,069	64,426	66,875
                                                                                          B) June 21, 2022	64,241	66,681	69,216
                                                                                          X) June 21, 2022 - Wage Adjustment	65,044	67,515	70,081
                                                                                          C) June 21, 2023	66,995	69,540	72,183
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	67,330	69,888	72,544
                                                                                          D) June 21, 2024	68,677	71,286	73,995
                                                                                          Z) June 21, 2024 - Wage Adjustment	68,849	71,464	74,180

                                                                                          IS‐3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	71,599	74,319	77,368
                                                                                          A) June 21, 2021	72,673	75,434	78,529
                                                                                          B) June 21, 2022	75,217	78,074	81,278
                                                                                          X) June 21, 2022 - Wage Adjustment	76,157	79,050	82,294
                                                                                          C) June 21, 2023	78,442	81,422	84,763
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	78,834	81,829	85,187
                                                                                          D) June 21, 2024	80,411	83,466	86,891
                                                                                          Z) June 21, 2024 - Wage Adjustment	80,612	83,675	87,108

                                                                                          IS‐4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	85,476	88,724	92,412
                                                                                          A) June 21, 2021	86,758	90,055	93,798
                                                                                          B) June 21, 2022	89,795	93,207	97,081
                                                                                          X) June 21, 2022 - Wage Adjustment	90,917	94,372	98,295
                                                                                          C) June 21, 2023	93,645	97,203	101,244
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	94,113	97,689	101,750
                                                                                          D) June 21, 2024	95,995	99,643	103,785
                                                                                          Z) June 21, 2024 - Wage Adjustment	96,235	99,892	104,044

                                                                                          IS‐5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	95,209	98,828	102,712
                                                                                          A) June 21, 2021	96,637	100,310	104,253
                                                                                          B) June 21, 2022	100,019	103,821	107,902
                                                                                          X) June 21, 2022 - Wage Adjustment	101,269	105,119	109,251
                                                                                          C) June 21, 2023	104,307	108,273	112,529
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	104,829	108,814	113,092
                                                                                          D) June 21, 2024	106,926	110,990	115,354
                                                                                          Z) June 21, 2024 - Wage Adjustment	107,193	111,267	115,642

                                                                                          IS‐6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	100,220	104,033	107,980	111,226	114,592
                                                                                          A) June 21, 2021	101,723	105,593	109,600	112,894	116,311
                                                                                          B) June 21, 2022	105,283	109,289	113,436	116,845	120,382
                                                                                          X) June 21, 2022 - Wage Adjustment	106,599	110,655	114,854	118,306	121,887
                                                                                          C) June 21, 2023	109,797	113,975	118,300	121,855	125,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	110,346	114,545	118,892	122,464	126,172
                                                                                          D) June 21, 2024	112,553	116,836	121,270	124,913	128,695
                                                                                          Z) June 21, 2024 - Wage Adjustment	112,834	117,128	121,573	125,225	129,017

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          OE: Office Equipment Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment

                                                                                          Subgroup: Bookkeeping Equipment Operator

                                                                                          OE-BEO-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
                                                                                          $) June 21, 2020	27,841	28,712	29,570	30,423	31,285	32,150	33,015
                                                                                          A) June 21, 2021	28,259	29,143	30,014	30,879	31,754	32,632	33,510
                                                                                          B) June 21, 2022	29,248	30,163	31,064	31,960	32,865	33,774	34,683
                                                                                          X) June 21, 2022 - Wage Adjustment	29,614	30,540	31,452	32,360	33,276	34,196	35,117
                                                                                          C) June 21, 2023	30,502	31,456	32,396	33,331	34,274	35,222	36,171
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	30,655	31,613	32,558	33,498	34,445	35,398	36,352
                                                                                          D) June 21, 2024	31,268	32,245	33,209	34,168	35,134	36,106	37,079
                                                                                          Z) June 21, 2024 - Wage Adjustment	31,346	32,326	33,292	34,253	35,222	36,196	37,172

                                                                                          OE-BEO-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	34,563	35,588	36,645	37,746	38,833
                                                                                          A) June 21, 2021	35,081	36,122	37,195	38,312	39,415
                                                                                          B) June 21, 2022	36,309	37,386	38,497	39,653	40,795
                                                                                          X) June 21, 2022 - Wage Adjustment	36,763	37,853	38,978	40,149	41,305
                                                                                          C) June 21, 2023	37,866	38,989	40,147	41,353	42,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,055	39,184	40,348	41,560	42,757
                                                                                          D) June 21, 2024	38,816	39,968	41,155	42,391	43,612
                                                                                          Z) June 21, 2024 - Wage Adjustment	38,913	40,068	41,258	42,497	43,721

                                                                                          Subgroup: Calculating Equipment Operator

                                                                                          OE-CEO-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
                                                                                          $) June 21, 2020	27,841	28,712	29,570	30,423	31,285	32,150	33,015
                                                                                          A) June 21, 2021	28,259	29,143	30,014	30,879	31,754	32,632	33,510
                                                                                          B) June 21, 2022	29,248	30,163	31,064	31,960	32,865	33,774	34,683
                                                                                          X) June 21, 2022 - Wage Adjustment	29,614	30,540	31,452	32,360	33,276	34,196	35,117
                                                                                          C) June 21, 2023	30,502	31,456	32,396	33,331	34,274	35,222	36,171
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	30,655	31,613	32,558	33,498	34,445	35,398	36,352
                                                                                          D) June 21, 2024	31,268	32,245	33,209	34,168	35,134	36,106	37,079
                                                                                          Z) June 21, 2024 - Wage Adjustment	31,346	32,326	33,292	34,253	35,222	36,196	37,172

                                                                                          OE-CEO-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	34,563	35,588	36,645	37,746	38,833
                                                                                          A) June 21, 2021	35,081	36,122	37,195	38,312	39,415
                                                                                          B) June 21, 2022	36,309	37,386	38,497	39,653	40,795
                                                                                          X) June 21, 2022 - Wage Adjustment	36,763	37,853	38,978	40,149	41,305
                                                                                          C) June 21, 2023	37,866	38,989	40,147	41,353	42,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,055	39,184	40,348	41,560	42,757
                                                                                          D) June 21, 2024	38,816	39,968	41,155	42,391	43,612
                                                                                          Z) June 21, 2024 - Wage Adjustment	38,913	40,068	41,258	42,497	43721

                                                                                          OE-CEO-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	38,535	39,709	40,899	42,099
                                                                                          A) June 21, 2021	39,113	40,305	41,512	42,730
                                                                                          B) June 21, 2022	40,482	41,716	42,965	44,226
                                                                                          X) June 21, 2022 - Wage Adjustment	40,988	42,237	43,502	44,779
                                                                                          C) June 21, 2023	42,218	43,504	44,807	46,122
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	42,429	43,722	45,031	46,353
                                                                                          D) June 21, 2024	43,278	44,596	45,932	47,280
                                                                                          Z) June 21, 2024 - Wage Adjustment	43,386	44,707	46,047	47,398

                                                                                          Subgroup: Duplicating Equipment Operator

                                                                                          OE-DEO-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
                                                                                          $) June 21, 2020	27,841	28,712	29,570	30,423	31,285	32,150	33,015
                                                                                          A) June 21, 2021	28,259	29,143	30,014	30,879	31,754	32,632	33,510
                                                                                          B) June 21, 2022	29,248	30,163	31,064	31,960	32,865	33,774	34,683
                                                                                          X) June 21, 2022 - Wage Adjustment	29,614	30,540	31,452	32,360	33,276	34,196	35,117
                                                                                          C) June 21, 2023	30,502	31,456	32,396	33,331	34,274	35,222	36,171
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	30,655	31,613	32,558	33,498	34,445	35,398	36,352
                                                                                          D) June 21, 2024	31,268	32,245	33,209	34,168	35,134	36,106	37,079
                                                                                          Z) June 21, 2024 - Wage Adjustment	31,346	32,326	33,292	34,253	35,222	36,196	37,172

                                                                                          OE-DEO-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	34,563	35,588	36,645	37,746	38,833
                                                                                          A) June 21, 2021	35,081	36,122	37,195	38,312	39,415
                                                                                          B) June 21, 2022	36,309	37,386	38,497	39,653	40,795
                                                                                          X) June 21, 2022 - Wage Adjustment	36,763	37,853	38,978	40,149	41,305
                                                                                          C) June 21, 2023	37,866	38,989	40,147	41,353	42,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,055	39,184	40,348	41,560	42,757
                                                                                          D) June 21, 2024	38,816	39,968	41,155	42,391	43,612
                                                                                          Z) June 21, 2024 - Wage Adjustment	38,913	40,068	41,258	42,497	43,721

                                                                                          OE-DEO-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	38,535	39,709	40,899	42,099
                                                                                          A) June 21, 2021	39,113	40,305	41,512	42,730
                                                                                          B) June 21, 2022	40,482	41,716	42,965	44,226
                                                                                          X) June 21, 2022 - Wage Adjustment	40,988	42,237	43,502	44,779
                                                                                          C) June 21, 2023	42,218	43,504	44,807	46,122
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	42,429	43,722	45,031	46,353
                                                                                          D) June 21, 2024	43,278	44,596	45,932	47,280
                                                                                          Z) June 21, 2024 - Wage Adjustment	43,386	44,707	46,047	47,398

                                                                                          Subgroup: Mailing Service Equipment Operator

                                                                                          OE-MSE-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
                                                                                          $) June 21, 2020	27,841	28,712	29,570	30,423	31,285	32,150	33,015
                                                                                          A) June 21, 2021	28,259	29,143	30,014	30,879	31,754	32,632	33,510
                                                                                          B) June 21, 2022	29,248	30,163	31,064	31,960	32,865	33,774	34,683
                                                                                          X) June 21, 2022 - Wage Adjustment	29,614	30,540	31,452	32,360	33,276	34,196	35,117
                                                                                          C) June 21, 2023	30,502	31,456	32,396	33,331	34,274	35,222	36,171
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	30,655	31,613	32,558	33,498	34,445	35,398	36,352
                                                                                          D) June 21, 2024	31,268	32,245	33,209	34,168	35,134	36,106	37,079
                                                                                          Z) June 21, 2024 - Wage Adjustment	31,346	32,326	33,292	34,253	35,222	36,196	37,172

                                                                                          OE-MSE-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	34,563	35,588	36,645	37,746	38,833
                                                                                          A) June 21, 2021	35,081	36,122	37,195	38,312	39,415
                                                                                          B) June 21, 2022	36,309	37,386	38,497	39,653	40,795
                                                                                          X) June 21, 2022 - Wage Adjustment	36,763	37,853	38,978	40,149	41,305
                                                                                          C) June 21, 2023	37,866	38,989	40,147	41,353	42,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,055	39,184	40,348	41,560	42,757
                                                                                          D) June 21, 2024	38,816	39,968	41,155	42,391	43,612
                                                                                          Z) June 21, 2024 - Wage Adjustment	38,913	40,068	41,258	42,497	43,721

                                                                                          Subgroup: Microphotography Equipment Operator

                                                                                          OE-MEO-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
                                                                                          $) June 21, 2020	27,841	28,712	29,570	30,423	31,285	32,150	33,015
                                                                                          A) June 21, 2021	28,259	29,143	30,014	30,879	31,754	32,632	33,510
                                                                                          B) June 21, 2022	29,248	30,163	31,064	31,960	32,865	33,774	34,683
                                                                                          X) June 21, 2022 - Wage Adjustment	29,614	30,540	31,452	32,360	33,276	34,196	35,117
                                                                                          C) June 21, 2023	30,502	31,456	32,396	33,331	34,274	35,222	36,171
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	30,655	31,613	32,558	33,498	34,445	35,398	36,352
                                                                                          D) June 21, 2024	31,268	32,245	33,209	34,168	35,134	36,106	37,079
                                                                                          Z) June 21, 2024 - Wage Adjustment	31,346	32,326	33,292	34,253	35,222	36,196	37,172

                                                                                          OE-MEO-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	34,563	35,588	36,645	37,746	38,833
                                                                                          A) June 21, 2021	35,081	36,122	37,195	38,312	39,415
                                                                                          B) June 21, 2022	36,309	37,386	38,497	39,653	40,795
                                                                                          X) June 21, 2022 - Wage Adjustment	36,763	37,853	38,978	40,149	41,305
                                                                                          C) June 21, 2023	37,866	38,989	40,147	41,353	42,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,055	39,184	40,348	41,560	42,757
                                                                                          D) June 21, 2024	38,816	39,968	41,155	42,391	43,612
                                                                                          Z) June 21, 2024 - Wage Adjustment	38,913	40,068	41,258	42,497	43,721

                                                                                          OE-MEO-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	38,535	39,709	40,899	42,099
                                                                                          A) June 21, 2021	39,113	40,305	41,512	42,730
                                                                                          B) June 21, 2022	40,482	41,716	42,965	44,226
                                                                                          X) June 21, 2022 - Wage Adjustment	40,988	42,237	43,502	44,779
                                                                                          C) June 21, 2023	42,218	43,504	44,807	46,122
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	42,429	43,722	45,031	46,353
                                                                                          D) June 21, 2024	43,278	44,596	45,932	47,280
                                                                                          Z) June 21, 2024 - Wage Adjustment	43,386	44,707	46,047	47,398

                                                                                          OE-MEO-4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	42,125	43,442	44,762	46,066
                                                                                          A) June 21, 2021	42,757	44,094	45,433	46,757
                                                                                          B) June 21, 2022	44,253	45,637	47,023	48,393
                                                                                          X) June 21, 2022 - Wage Adjustment	44,806	46,207	47,611	48,998
                                                                                          C) June 21, 2023	46,150	47,593	49,039	50,468
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	46,381	47,831	49,284	50,720
                                                                                          D) June 21, 2024	47,309	48,788	50,270	51,734
                                                                                          Z) June 21, 2024 - Wage Adjustment	47,427	48,910	50,396	51,863

                                                                                          OE-MEO-5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	49,220	50,763	52,309	53,859
                                                                                          A) June 21, 2021	49,958	51,524	53,094	54,667
                                                                                          B) June 21, 2022	51,707	53,327	54,952	56,580
                                                                                          X) June 21, 2022 - Wage Adjustment	52,353	53,994	55,639	57,287
                                                                                          C) June 21, 2023	53,924	55,614	57,308	59,006
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	54,194	55,892	57,595	59,301
                                                                                          D) June 21, 2024	55,278	57,010	58,747	60,487
                                                                                          Z) June 21, 2024 - Wage Adjustment	55,416	57,153	58,894	60,638

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          PM: Programme Administration Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment
                                                                                          PM – Development – Annual rates of pay (in dollars)

                                                                                          Effective date	Range
                                                                                          $) June 21, 2020	34,844 to 52,226
                                                                                          A) June 21, 2021	35,367 to 53,009
                                                                                          B) June 21, 2022	36,605 to 54,864
                                                                                          X) June 21, 2022 - Wage Adjustment	37,063 to 55,550
                                                                                          C) June 21, 2023	38,175 to 57,217
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	38,366 to 57,503
                                                                                          D) June 21, 2024	39,133 to 58,653
                                                                                          Z) June 21, 2024 - Wage Adjustment	39,231 to 58,800

                                                                                          PM-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	54,878	56,965	59,129	61,379
                                                                                          A) June 21, 2021	55,701	57,819	60,016	62,300
                                                                                          B) June 21, 2022	57,651	59,843	62,117	64,481
                                                                                          X) June 21, 2022 - Wage Adjustment	58,372	60,591	62,893	65,287
                                                                                          C) June 21, 2023	60,123	62,409	64,780	67,246
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	60,424	62,721	65,104	67,582
                                                                                          D) June 21, 2024	61,632	63,975	66,406	68,934
                                                                                          Z) June 21, 2024 - Wage Adjustment	61,786	64,135	66,572	69,106

                                                                                          PM-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	61,152	63,474	65,887
                                                                                          A) June 21, 2021	62,069	64,426	66,875
                                                                                          B) June 21, 2022	64,241	66,681	69,216
                                                                                          X) June 21, 2022 - Wage Adjustment	65,044	67,515	70,081
                                                                                          C) June 21, 2023	66,995	69,540	72,183
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	67,330	69,888	72,544
                                                                                          D) June 21, 2024	68,677	71,286	73,995
                                                                                          Z) June 21, 2024 - Wage Adjustment	68,849	71,464	74,180

                                                                                          PM-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	65,547	68,035	70,622
                                                                                          A) June 21, 2021	66,530	69,056	71,681
                                                                                          B) June 21, 2022	68,859	71,473	74,190
                                                                                          X) June 21, 2022 - Wage Adjustment	69,720	72,366	75,117
                                                                                          C) June 21, 2023	71,812	74,537	77,371
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	72,171	74,910	77,758
                                                                                          D) June 21, 2024	73,614	76,408	79,313
                                                                                          Z) June 21, 2024 - Wage Adjustment	73,798	76,599	79,511

                                                                                          PM-4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	71,599	74,319	77,368
                                                                                          A) June 21, 2021	72,673	75,434	78,529
                                                                                          B) June 21, 2022	75,217	78,074	81,278
                                                                                          X) June 21, 2022 - Wage Adjustment	76,157	79,050	82,294
                                                                                          C) June 21, 2023	78,442	81,422	84,763
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	78,834	81,829	85,187
                                                                                          D) June 21, 2024	80,411	83,466	86,891
                                                                                          Z) June 21, 2024 - Wage Adjustment	80,612	83,675	87,108

                                                                                          PM-5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3
                                                                                          $) June 21, 2020	85,476	88,724	92,412
                                                                                          A) June 21, 2021	86,758	90,055	93,798
                                                                                          B) June 21, 2022	89,795	93,207	97,081
                                                                                          X) June 21, 2022 - Wage Adjustment	90,917	94,372	98,295
                                                                                          C) June 21, 2023	93,645	97,203	101,244
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	94,113	97,689	101,750
                                                                                          D) June 21, 2024	95,995	99,643	103,785
                                                                                          Z) June 21, 2024 - Wage Adjustment	96,235	99,892	104,044

                                                                                          PM-6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5
                                                                                          $) June 21, 2020	100,220	104,033	107,980	111,226	114,592
                                                                                          A) June 21, 2021	101,723	105,593	109,600	112,894	116,311
                                                                                          B) June 21, 2022	105,283	109,289	113,436	116,845	120,382
                                                                                          X) June 21, 2022 - Wage Adjustment	106,599	110,655	114,854	118,306	121,887
                                                                                          C) June 21, 2023	109,797	113,975	118,300	121,855	125,544
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	110,346	114,545	118,892	122,464	126,172
                                                                                          D) June 21, 2024	112,553	116,836	121,270	124,913	128,695
                                                                                          Z) June 21, 2024 - Wage Adjustment	112,834	117,128	121,573	125,225	129,017

                                                                                          PM-7 – Annual rates of pay (in dollars)

                                                                                          Effective date	Range
                                                                                          $) June 21, 2020	103,483 to 121,804
                                                                                          A) June 21, 2021	105,035 to 123,631
                                                                                          B) June 21, 2022	108,711 to 127,958
                                                                                          X) June 21, 2022 - Wage Adjustment	110,070 to 129,557
                                                                                          C) June 21, 2023	113,372 to 133,444
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	113,939 to 134,111
                                                                                          D) June 21, 2024	116,218 to 136,793
                                                                                          Z) June 21, 2024 - Wage Adjustment	116,509 to 137,135

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          ST: Secretarial, Stenographic and Typing Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment

                                                                                          Subgroup: Typist

                                                                                          ST-TYP-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	40,183	40,935	41,708	42,468	43,222	43,966
                                                                                          A) June 21, 2021	40,786	41,549	42,334	43,105	43,870	44,625
                                                                                          B) June 21, 2022	42,214	43,003	43,816	44,614	45,405	46,187
                                                                                          X) June 21, 2022 - Wage Adjustment	42,742	43,541	44,364	45,172	45,973	46,764
                                                                                          C) June 21, 2023	44,024	44,847	45,695	46,527	47,352	48,167
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	44,244	45,071	45,923	46,760	47,589	48,408
                                                                                          D) June 21, 2024	45,129	45,972	46,841	47,695	48,541	49,376
                                                                                          Z) June 21, 2024 - Wage Adjustment	45,242	46,087	46,958	47,814	48,662	49,499

                                                                                          ST-TYP-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	41,603	42,445	43,301	44,164
                                                                                          A) June 21, 2021	42,227	43,082	43,951	44,826
                                                                                          B) June 21, 2022	43,705	44,590	45,489	46,395
                                                                                          X) June 21, 2022 - Wage Adjustment	44,251	45,147	46,058	46,975
                                                                                          C) June 21, 2023	45,579	46,501	47,440	48,384
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	45,807	46,734	47,677	48,626
                                                                                          D) June 21, 2024	46,723	47,669	48,631	49,599
                                                                                          Z) June 21, 2024 - Wage Adjustment	46,840	47,788	48,753	49,723

                                                                                          Subgroup: Stenographer

                                                                                          ST-STN-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	38,705	39,739	40,677	41,615	42,560	43,513
                                                                                          A) June 21, 2021	39,286	40,335	41,287	42,239	43,198	44,166
                                                                                          B) June 21, 2022	40,661	41,747	42,732	43,717	44,710	45,712
                                                                                          X) June 21, 2022 - Wage Adjustment	41,169	42,269	43,266	44,263	45,269	46,283
                                                                                          C) June 21, 2023	42,404	43,537	44,564	45,591	46,627	47,671
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	42,616	43,755	44,787	45,819	46,860	47,909
                                                                                          D) June 21, 2024	43,468	44,630	45,683	46,735	47,797	48,867
                                                                                          Z) June 21, 2024 - Wage Adjustment	43,577	44,742	45,797	46,852	47,916	48,989

                                                                                          ST-STN-1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9
                                                                                          $) June 21, 2020	44,455	45,396	46,342
                                                                                          A) June 21, 2021	45,122	46,077	47,037
                                                                                          B) June 21, 2022	46,701	47,690	48,683
                                                                                          X) June 21, 2022 - Wage Adjustment	47,285	48,286	49,292
                                                                                          C) June 21, 2023	48,704	49,735	50,771
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	48,948	49,984	51,025
                                                                                          D) June 21, 2024	49,927	50,984	52,046
                                                                                          Z) June 21, 2024 - Wage Adjustment	50,052	51,111	52,176

                                                                                          ST-STN-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	44,663	45,282	46,296	47,330
                                                                                          A) June 21, 2021	45,333	45,961	46,990	48,040
                                                                                          B) June 21, 2022	46,920	47,570	48,635	49,721
                                                                                          X) June 21, 2022 - Wage Adjustment	47,507	48,165	49,243	50,343
                                                                                          C) June 21, 2023	48,932	49,610	50,720	51,853
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	49,177	49,858	50,974	52,112
                                                                                          D) June 21, 2024	50,161	50,855	51,993	53,154
                                                                                          Z) June 21, 2024 - Wage Adjustment	50,286	50,982	52,123	53,287

                                                                                          Subgroup: Office Composing Equipment Operator

                                                                                          ST-OCE-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	36,102	37,028	37,949	38,861	39,774	40,688
                                                                                          A) June 21, 2021	36,644	37,583	38,518	39,444	40,371	41,298
                                                                                          B) June 21, 2022	37,927	38,898	39,866	40,825	41,784	42,743
                                                                                          X) June 21, 2022 - Wage Adjustment	38,401	39,384	40,364	41,335	42,306	43,277
                                                                                          C) June 21, 2023	39,553	40,566	41,575	42,575	43,575	44,575
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	39,751	40,769	41,783	42,788	43,793	44,798
                                                                                          D) June 21, 2024	40,546	41,584	42,619	43,644	44,669	45,694
                                                                                          Z) June 21, 2024 - Wage Adjustment	40,647	41,688	42,726	43,753	44,781	45,808

                                                                                          ST-OCE-1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9	Step 10
                                                                                          $) June 21, 2020	41,607	42,523	43,441	44,362
                                                                                          A) June 21, 2021	42,231	43,161	44,093	45,027
                                                                                          B) June 21, 2022	43,709	44,672	45,636	46,603
                                                                                          X) June 21, 2022 - Wage Adjustment	44,255	45,230	46,206	47,186
                                                                                          C) June 21, 2023	45,583	46,587	47,592	48,602
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	45,811	46,820	47,830	48,845
                                                                                          D) June 21, 2024	46,727	47,756	48,787	49,822
                                                                                          Z) June 21, 2024 - Wage Adjustment	46,844	47,875	48,909	49,947

                                                                                          ST-OCE-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	43,229	44,296	45,418	46,546
                                                                                          A) June 21, 2021	43,877	44,960	46,099	47,244
                                                                                          B) June 21, 2022	45,413	46,534	47,712	48,898
                                                                                          X) June 21, 2022 - Wage Adjustment	45,981	47,116	48,308	49,509
                                                                                          C) June 21, 2023	47,360	48,529	49,757	50,994
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	47,597	48,772	50,006	51,249
                                                                                          D) June 21, 2024	48,549	49,747	51,006	52,274
                                                                                          Z) June 21, 2024 - Wage Adjustment	48,670	49,871	51,134	52,405

                                                                                          ST-OCE-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	47,165	48,436	49,711	50,991
                                                                                          A) June 21, 2021	47,872	49,163	50,457	51,756
                                                                                          B) June 21, 2022	49,548	50,884	52,223	53,567
                                                                                          X) June 21, 2022 - Wage Adjustment	50,167	51,520	52,876	54,237
                                                                                          C) June 21, 2023	51,672	53,066	54,462	55,864
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	51,930	53,331	54,734	56,143
                                                                                          D) June 21, 2024	52,969	54,398	55,829	57,266
                                                                                          Z) June 21, 2024 - Wage Adjustment	53,101	54,534	55,969	57,409

                                                                                          Subgroup: Secretary

                                                                                          ST-SCY-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	37,634	38,685	39,742	40,805	41852	42,918
                                                                                          A) June 21, 2021	38,199	39,265	40,338	41,417	42480	43,562
                                                                                          B) June 21, 2022	39,536	40,639	41,750	42,867	43967	45,087
                                                                                          X) June 21, 2022 - Wage Adjustment	40,030	41,147	42,272	43,403	44517	45,651
                                                                                          C) June 21, 2023	41,231	42,381	43,540	44,705	45853	47,021
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	41,437	42,593	43,758	44,929	46082	47,256
                                                                                          D) June 21, 2024	42,266	43,445	44,633	45,828	47004	48,201
                                                                                          Z) June 21, 2024 - Wage Adjustment	42,372	43,554	44,745	45,943	47122	48,322

                                                                                          ST-SCY-1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9	Step 10	Step 11	Step 12
                                                                                          $) June 21, 2020	43,973	45,025	45,704	46,775	47,887	49,001
                                                                                          A) June 21, 2021	44,633	45,700	46,390	47,477	48,605	49,736
                                                                                          B) June 21, 2022	46,195	47,300	48,014	49,139	50,306	51,477
                                                                                          X) June 21, 2022 - Wage Adjustment	46,772	47,891	48,614	49,753	50,935	52,120
                                                                                          C) June 21, 2023	48,175	49,328	50,072	51,246	52,463	53,684
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	48,416	49,575	50,322	51,502	52,725	53,952
                                                                                          D) June 21, 2024	49,384	50,567	51,328	52,532	53,780	55,031
                                                                                          Z) June 21, 2024 - Wage Adjustment	49,507	50,693	51,456	52,663	53,914	55,169

                                                                                          ST-SCY-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	48,024	49,278	50,529	51,772
                                                                                          A) June 21, 2021	48,744	50,017	51,287	52,549
                                                                                          B) June 21, 2022	50,450	51,768	53,082	54,388
                                                                                          X) June 21, 2022 - Wage Adjustment	51,081	52,415	53,746	55,068
                                                                                          C) June 21, 2023	52,613	53,987	55,358	56,720
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	52,876	54,257	55,635	57,004
                                                                                          D) June 21, 2024	53,934	55,342	56,748	58,144
                                                                                          Z) June 21, 2024 - Wage Adjustment	54,069	55,480	56,890	58,289

                                                                                          ST-SCY-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	49,755	51,179	52,624	54,041
                                                                                          A) June 21, 2021	50,501	51,947	53,413	54,852
                                                                                          B) June 21, 2022	52,269	53,765	55,282	56,772
                                                                                          X) June 21, 2022 - Wage Adjustment	52,922	54,437	55,973	57,482
                                                                                          C) June 21, 2023	54,510	56,070	57,652	59,206
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	54,783	56,350	57,940	59,502
                                                                                          D) June 21, 2024	55,879	57,477	59,099	60,692
                                                                                          Z) June 21, 2024 - Wage Adjustment	56,019	57,621	59,247	60,844

                                                                                          ST-SCY-4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4
                                                                                          $) June 21, 2020	53,480	55,113	56,744	58,348
                                                                                          A) June 21, 2021	54,282	55,940	57,595	59,223
                                                                                          B) June 21, 2022	56,182	57,898	59,611	61,296
                                                                                          X) June 21, 2022 - Wage Adjustment	56,884	58,622	60,356	62,062
                                                                                          C) June 21, 2023	58,591	60,381	62,167	63,924
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	58,884	60,683	62,478	64,244
                                                                                          D) June 21, 2024	60,062	61,897	63,728	65,529
                                                                                          Z) June 21, 2024 - Wage Adjustment	60,212	62,052	63,887	65,693

                                                                                          Subgroup: Court Reporter

                                                                                          ST-COR-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	45,848	47,209	48,574	49,939	51,309	52,667
                                                                                          A) June 21, 2021	46,536	47,917	49,303	50,688	52,079	53,457
                                                                                          B) June 21, 2022	48,165	49,594	51,029	52,462	53,902	55,328
                                                                                          X) June 21, 2022 - Wage Adjustment	48,767	50,214	51,667	53,118	54,576	56,020
                                                                                          C) June 21, 2023	50,230	51,720	53,217	54,712	56,213	57,701
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	50,481	51,979	53,483	54,986	56,494	57,990
                                                                                          D) June 21, 2024	51,491	53,019	54,553	56,086	57,624	59,150
                                                                                          Z) June 21, 2024 - Wage Adjustment	51,620	53,152	54,689	56,226	57,768	59,298

                                                                                          ST-COR-1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8
                                                                                          $) June 21, 2020	54,056	55,437
                                                                                          A) June 21, 2021	54,867	56,269
                                                                                          B) June 21, 2022	56,787	58,238
                                                                                          X) June 21, 2022 - Wage Adjustment	57,497	58,966
                                                                                          C) June 21, 2023	59,222	60,735
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	59,518	61,039
                                                                                          D) June 21, 2024	60,708	62,260
                                                                                          Z) June 21, 2024 - Wage Adjustment	60,860	62,416

                                                                                          ST-COR-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	60,582	62,420	64,265	66,099	67,946	69,767
                                                                                          A) June 21, 2021	61,491	63,356	65,229	67,090	68,965	70,814
                                                                                          B) June 21, 2022	63,643	65,573	67,512	69,438	71,379	73,292
                                                                                          X) June 21, 2022 - Wage Adjustment	64,439	66,393	68,356	70,306	72,271	74,208
                                                                                          C) June 21, 2023	66,372	68,385	70,407	72,415	74,439	76,434
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	66,704	68,727	70,759	72,777	74,811	76,816
                                                                                          D) June 21, 2024	68,038	70,102	72,174	74,233	76,307	78,352
                                                                                          Z) June 21, 2024 - Wage Adjustment	68,208	70,277	72,354	74,419	76,498	78,548

                                                                                          Special Level A – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1
                                                                                          $) June 21, 2020	36,204
                                                                                          A) June 21, 2021	36,747
                                                                                          B) June 21, 2022	38,033
                                                                                          X) June 21, 2022 - Wage Adjustment	38,508
                                                                                          C) June 21, 2023	39,663
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	39,861
                                                                                          D) June 21, 2024	40,658
                                                                                          Z) June 21, 2024 - Wage Adjustment	40,760

                                                                                          Special Level B – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1
                                                                                          $) June 21, 2020	38,128
                                                                                          A) June 21, 2021	38,700
                                                                                          B) June 21, 2022	40,055
                                                                                          X) June 21, 2022 - Wage Adjustment	40,556
                                                                                          C) June 21, 2023	41,773
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	41,982
                                                                                          D) June 21, 2024	42,822
                                                                                          Z) June 21, 2024 - Wage Adjustment	42,929

                                                                                          Special Level C – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1
                                                                                          $) June 21, 2020	39,883
                                                                                          A) June 21, 2021	40,481
                                                                                          B) June 21, 2022	41,898
                                                                                          X) June 21, 2022 - Wage Adjustment	42,422
                                                                                          C) June 21, 2023	43,695
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	43,913
                                                                                          D) June 21, 2024	44,791
                                                                                          Z) June 21, 2024 - Wage Adjustment	44,903

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          WP: Welfare Programmes Group annual rates of pay (in dollars)

                                                                                          Table legend

                                                                                          • $) Effective June 21, 2020
                                                                                          • A) Effective June 21, 2021
                                                                                          • B) Effective June 21, 2022
                                                                                          • X) Effective June 21, 2022 - Wage Adjustment
                                                                                          • C) Effective June 21, 2023
                                                                                          • Y) Effective June 21, 2023 - Pay Line Adjustment
                                                                                          • D) Effective June 21, 2024
                                                                                          • Z) Effective June 21, 2024 - Wage Adjustment
                                                                                          WP-1 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	41,466	43,367	45,265	47,166	49,071	50,962
                                                                                          A) June 21, 2021	42,088	44,018	45,944	47,873	49,807	51,726
                                                                                          B) June 21, 2022	43,561	45,559	47,552	49,549	51,550	53,536
                                                                                          X) June 21, 2022 - Wage Adjustment	44,106	46,128	48,146	50,168	52,194	54,205
                                                                                          C) June 21, 2023	45,429	47,512	49,590	51,673	53,760	55,831
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	45,656	47,750	49,838	51,931	54,029	56,110
                                                                                          D) June 21, 2024	46,569	48,705	50,835	52,970	55,110	57,232
                                                                                          Z) June 21, 2024 - Wage Adjustment	46,685	48,827	50,962	53,102	55,248	57,375

                                                                                          WP-1 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9	Step 10
                                                                                          $) June 21, 2020	52,853	54,749	56,932	59,214
                                                                                          A) June 21, 2021	53,646	55,570	57,786	60,102
                                                                                          B) June 21, 2022	55,524	57,515	59,809	62,206
                                                                                          X) June 21, 2022 - Wage Adjustment	56,218	58,234	60,557	62,984
                                                                                          C) June 21, 2023	57,905	59,981	62,374	64,874
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	58,195	60,281	62,686	65,198
                                                                                          D) June 21, 2024	59,359	61,487	63,940	66,502
                                                                                          Z) June 21, 2024 - Wage Adjustment	59,507	61,641	64,100	66,668

                                                                                          WP-2 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	51,605	53,757	55,889	58,037	60,183	62,334
                                                                                          A) June 21, 2021	52,379	54,563	56,727	58,908	61,086	63,269
                                                                                          B) June 21, 2022	54,212	56,473	58,712	60,970	63,224	65,483
                                                                                          X) June 21, 2022 - Wage Adjustment	54,890	57,179	59,446	61,732	64,014	66,302
                                                                                          C) June 21, 2023	56,537	58,894	61,229	63,584	65,934	68,291
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	56,820	59,188	61,535	63,902	66,264	68,632
                                                                                          D) June 21, 2024	57,956	60,372	62,766	65,180	67,589	70,005
                                                                                          Z) June 21, 2024 - Wage Adjustment	58,101	60,523	62,923	65,343	67,758	70,180

                                                                                          WP-2 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8	Step 9
                                                                                          $) June 21, 2020	64,482	67,708	71,024
                                                                                          A) June 21, 2021	65,449	68,724	72,089
                                                                                          B) June 21, 2022	67,740	71,129	74,612
                                                                                          X) June 21, 2022 - Wage Adjustment	68,587	72,018	75,545
                                                                                          C) June 21, 2023	70,645	74,179	77,811
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	70,998	74,550	78,200
                                                                                          D) June 21, 2024	72,418	76,041	79,764
                                                                                          Z) June 21, 2024 - Wage Adjustment	72,599	76,231	79,963

                                                                                          WP-3 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	61,318	63,771	66,225	68,675	71,128	73,583
                                                                                          A) June 21, 2021	62,238	64,728	67,218	69,705	72,195	74,687
                                                                                          B) June 21, 2022	64,416	66,993	69,571	72,145	74,722	77,301
                                                                                          X) June 21, 2022 - Wage Adjustment	65,221	67,830	70,441	73,047	75,656	78,267
                                                                                          C) June 21, 2023	67,178	69,865	72,554	75,238	77,926	80,615
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	67,514	70,214	72,917	75,614	78,316	81,018
                                                                                          D) June 21, 2024	68,864	71,618	74,375	77,126	79,882	82,638
                                                                                          Z) June 21, 2024 - Wage Adjustment	69,036	71,797	74,561	77,319	80,082	82,845

                                                                                          WP-3 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8
                                                                                          $) June 21, 2020	76,527	79,589
                                                                                          A) June 21, 2021	77,675	80,783
                                                                                          B) June 21, 2022	80,394	83,610
                                                                                          X) June 21, 2022 - Wage Adjustment	81,399	84,655
                                                                                          C) June 21, 2023	83,841	87,195
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	84,260	87,631
                                                                                          D) June 21, 2024	85,945	89,384
                                                                                          Z) June 21, 2024 - Wage Adjustment	86,160	89,607

                                                                                          WP-4 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	69,294	72,069	74,832	77,596	80,356	83,570
                                                                                          A) June 21, 2021	70,333	73,150	75,954	78,760	81,561	84,824
                                                                                          B) June 21, 2022	72,795	75,710	78,612	81,517	84,416	87,793
                                                                                          X) June 21, 2022 - Wage Adjustment	73,705	76,656	79,595	82,536	85,471	88,890
                                                                                          C) June 21, 2023	75,916	78,956	81,983	85,012	88,035	91,557
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	76,296	79,351	82,393	85,437	88,475	92,015
                                                                                          D) June 21, 2024	77,822	80,938	84,041	87,146	90,245	93,855
                                                                                          Z) June 21, 2024 - Wage Adjustment	78,017	81,140	84,251	87,364	90,471	94,090

                                                                                          WP-4 – Annual rates of pay (in dollars) (continued)

                                                                                          Effective date	Step 7	Step 8
                                                                                          $) June 21, 2020	86,915	91,732
                                                                                          A) June 21, 2021	88,219	93,108
                                                                                          B) June 21, 2022	91,307	96,367
                                                                                          X) June 21, 2022 - Wage Adjustment	92,448	97,572
                                                                                          C) June 21, 2023	95,221	100,499
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	95,697	101,001
                                                                                          D) June 21, 2024	97,611	103,021
                                                                                          Z) June 21, 2024 - Wage Adjustment	97,855	103,279

                                                                                          WP-5 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6	Step 7
                                                                                          $) June 21, 2020	83,013	86,333	89,670	93,005	96,337	100,194	104,200
                                                                                          A) June 21, 2021	84,258	87,628	91,015	94,400	97,782	101,697	105,763
                                                                                          B) June 21, 2022	87,207	90,695	94,201	97,704	101,204	105,256	109,465
                                                                                          X) June 21, 2022 - Wage Adjustment	88,297	91,829	95,379	98,925	102,469	106,572	110,833
                                                                                          C) June 21, 2023	90,946	94,584	98,240	101,893	105,543	109,769	114,158
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	91,401	95,057	98,731	102,402	106,071	110,318	114,729
                                                                                          D) June 21, 2024	93,229	96,958	100,706	104,450	108,192	112,524	117,024
                                                                                          Z) June 21, 2024 - Wage Adjustment	93,462	97,200	100,958	104,711	108,462	112,805	117,317

                                                                                          WP-6 – Annual rates of pay (in dollars)

                                                                                          Effective date	Step 1	Step 2	Step 3	Step 4	Step 5	Step 6
                                                                                          $) June 21, 2020	99,026	103,338	107,648	111,960	116,437	121,098
                                                                                          A) June 21, 2021	100,511	104,888	109,263	113,639	118,184	122,914
                                                                                          B) June 21, 2022	104,029	108,559	113,087	117,616	122,320	127,216
                                                                                          X) June 21, 2022 - Wage Adjustment	105,329	109,916	114,501	119,086	123,849	128,806
                                                                                          C) June 21, 2023	108,489	113,213	117,936	122,659	127,564	132,670
                                                                                          Y) June 21, 2023 - Pay Line Adjustment	109,031	113,779	118,526	123,272	128,202	133,333
                                                                                          D) June 21, 2024	111,212	116,055	120,897	125,737	130,766	136,000
                                                                                          Z) June 21, 2024 - Wage Adjustment	111,490	116,345	121,199	126,051	131,093	136,340

                                                                                          Rates of pay will be adjusted within 180 days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix F, as a lump-sum payment. In particular:

                                                                                          1. Year 1 (2021) increases (that is, “A”): paid as a retroactive lump-sum payment equal to a 1.50% economic increase of June 21, 2020, rates.
                                                                                          2. Year 2 (2022) increases (that is, “B” and “X”): paid as a retroactive lump-sum payment equal to the year 1 increase plus a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total increase of 6.366% of June 21, 2020, rates.
                                                                                          3. Year 3 (2023) increases (that is, “C” and “Y”): paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus a 3.00% economic increase and a 0.5% pay line adjustment, for a compounded total increase of 10.104% of June 21, 2020, rates.

                                                                                          **Appendix A‑2

                                                                                          AS: Administrative Services Group pay notes

                                                                                          Pay increment for full-time and part-time employees

                                                                                          1. The pay increment period for indeterminate employees at levels AS-Dev to AS-7 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                          2. The pay increment period for term employees at levels AS-Dev to AS-7 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                          3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next rate in the scale of rates, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.
                                                                                          4. Level AS-DEV For employees in the Administrative Services Development range, an increase at the end of an increment period shall be to a rate in the pay range which is two hundred and forty dollars ($240) higher than the rate at which the employee is being paid or, if there is no such rate, to the maximum of the pay range.
                                                                                          5. Level AS-8 Pay increases within the level AS-8 performance pay range shall be in accordance with the directive governing Performance pay for represented employees in the Administrative and Foreign Service Category, except that the term “increment” in the directive shall mean an amount equal to seven hundred and fifty dollars ($750) for the performance pay range effective June 21, 2021, June 21, 2022, June 21, 2023, and June 21, 2024, provided the maximum of the range is not exceeded.

                                                                                          Pay adjustment

                                                                                          1. Level AS-DEV An employee being paid in the Administrative Services Development ranges shall have his or her rate of pay increased:
                                                                                             1. effective June 21, 2021, to a rate of pay within the A range shown in Appendix A-1 which is paid as a retroactive lump-sum payment equal to the economic increase of 1.50% to the rate of pay as of June 21, 2020, or, if there is no such rate, to the maximum of the range;
                                                                                             2. effective June 21, 2022, to a rate of pay within the B and X ranges shown in Appendix A-1 which is paid as a retroactive lump-sum payment equal to the year 1 increase plus the economic increase of 3.50% and a 1.25% wage adjustment, for a compounded total increase of 6.366%, to the rate of pay as of June 21, 2020, or, if there is no such rate, to the maximum of the range;
                                                                                             3. effective June 21, 2023, to a rate of pay within the C and ranges shown in Appendix A-1 which are paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus the economic increase of 3.00% and a 0.5% pay line adjustment, for a compounded total increase of 10.104%, to the rate of pay as of June 21, 2020, or, if there is no such rate, to the maximum of the range;
                                                                                             1. effective June 21, 2021, to a rate of pay within the A performance pay range at a rate of pay which is paid as a retroactive lump-sum payment equal to the economic increase of 1.50% to the rate of pay as of June 21, 2020, rounded to the nearest multiple of one hundred dollars ($100);
                                                                                             2. effective June 21, 2022, to a rate of pay within the B and X performance pay ranges at a rate of pay which is paid as a retroactive lump-sum payment equal to the year 1 increase plus the economic increase of 3.50% and a 1.25% wage adjustment, for a compounded total increase of 6.366%, to the rate of pay as of June 21, 2020, rounded to the nearest multiple of one hundred dollars ($100); and,
                                                                                             3. effective June 21, 2023, to a rate of pay within the C and Y performance pay ranges at a rate of pay which is paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus the economic increase of 3.00% and a 0.5% pay line adjustment, for a compounded total increase of 10.104%, to the rate of pay as of June 21, 2020, rounded to the nearest multiple of one hundred dollars ($100).

                                                                                             CM: Communications Group pay notes

                                                                                             Pay increment for full-time and part-time employees

                                                                                             1. The pay increment period for indeterminate employees at levels CM-1 to CM-7 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                             2. The pay increment period for term employees at levels CM-1 to CM-7 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                             3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                             CR: Clerical and Regulatory Group pay notes

                                                                                             Work Measurement Plan

                                                                                             1. Persons employed as casuals who are paid under the Work Measurement Plan will continue to be paid under the plan in the event they become subject to this agreement.

                                                                                             Pay increment for full-time and part-time employees

                                                                                             1. The pay increment period for indeterminate employees at levels CR-1 to CR-7 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                             2. The pay increment period for term employees at levels CR-1 to CR-7 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                             3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                             DA: Data Processing Group pay notes

                                                                                             Work Measurement Plan

                                                                                             1. Persons employed as casuals who are paid under the Work Measurement Plan will continue to be paid under the Plan in the event they become subject to this agreement.

                                                                                             Pay increment for full-time and part-time employees

                                                                                             1. The pay increment period for indeterminate employees at levels DA-1 to DA-8 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                             2. The pay increment period for term employees at levels DA-1 to DA-8 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                             3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                             IS: Information Services Group pay notes

                                                                                             Pay increment for full-time and part-time employees

                                                                                             1. The pay increment period for indeterminate employees at levels IS-1 to IS-6 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                             2. The pay increment period for term employees at levels IS-1 to IS-6 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                             3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                             Pay adjustment

                                                                                             1. Subject to clause 67.03, all employees being paid in the IS levels 1 to 6 scales of rates shall, on the relevant effective dates in Appendix A-1, be paid in the A, B, X, C, Y, D and Z scales of rates shown immediately below the employees’ former rate of pay.

                                                                                             OE: Office Equipment Group pay notes

                                                                                             Pay increment for full-time and part-time employees

                                                                                             1. The pay increment period for indeterminate employees at levels OE-1 to OE-5 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                             2. The pay increment period for term employees at levels OE-1 to OE-5 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                             3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                             PM: Programme Administration Group pay notes

                                                                                             Pay increment for full-time and part-time employees

                                                                                             1. The pay increment period for indeterminate employees at levels PM-DEV to PM-6 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                             2. The pay increment period for term employees at levels PM-DEV to PM-6 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                             3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.
                                                                                             4. Level PM-DEV For employees in the Programme Administration Development range, an increase at the end of an increment period shall be to a rate in the pay range which is two hundred and forty dollars ($240) higher than the rate at which the employee is being paid or, if there is no such rate, to the maximum of the pay range.
                                                                                             5. Level PM-7 Pay increases within the level PM-7 performance pay range shall be in accordance with the directive governing performance pay for represented employees in the Administrative and Foreign Service Category, except that the term “increment” in the directive shall mean an amount equal to seven hundred and fifty dollars ($750) for the performance pay range effective June 21, 2021, June 21, 2022, June 21, 2023, and June 21, 2024, provided the maximum of the range is not exceeded.

                                                                                             Pay adjustment

                                                                                             1. Level PM-DEV An employee being paid in the Programme Administration Development range shall be paid:
                                                                                                1. effective June 21, 2021, in the A range shown in Appendix A-1 at a rate which is paid as a retroactive lump-sum payment equal to the economic increase of 1.50% to the rate of pay as of June 21, 2020;
                                                                                                2. effective June 21, 2022, in the B and X ranges shown in Appendix A-1 at a rate which is paid as a retroactive lump-sum payment equal to the year 1 increase plus the economic increase of 3.50% and a 1.25% wage adjustment, for a compounded total increase of 6.366%, to the rate of pay as of June 21, 2020; and,
                                                                                                3. effective June 21, 2023, in the C and Y ranges shown in Appendix A-1 at a rate which is paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus the economic increase of 3.00% and a 0.5% pay line adjustment, for a compounded total increase of 10.104%, to the rate of pay as of June 21, 2020.
                                                                                                1. effective June 21, 2021, within the A performance pay range at a rate of pay which is paid as a retroactive lump-sum payment equal to the economic increase of 1.50% to the rate of pay as of June 21, 2020, rounded to the nearest multiple of one hundred dollars ($100);
                                                                                                2. effective June 21, 2022, within the B and X performance pay ranges at a rate of pay which is paid as a retroactive lump-sum payment equal to the year 1 increase plus the economic increase of 3.50% and a 1.25% wage adjustment, for a compounded total increase of 6.366%, to the rate of pay as of June 21, 2020, rounded to the nearest multiple of one hundred dollars ($100); and,
                                                                                                3. effective June 21, 2023, within the C and Y performance pay ranges at a rate of pay which is paid as a retroactive lump-sum payment equal to the year 1 and year 2 increases plus the economic increase of 3.00% and a 0.5% pay line adjustment, for a compounded total increase of 10.104%, to the rate of pay as of June 21, 2020, rounded to the nearest multiple of one hundred dollars ($100).

                                                                                                ST: Secretarial, Stenographic and Typing Group pay notes

                                                                                                Pay increment for full-time and part-time employees

                                                                                                1. The pay increment period for indeterminate employees at levels ST-1 to ST-4 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                                2. The pay increment period for term employees at levels ST-1 to ST-4 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                                3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                                WP: Welfare Programmes Group pay notes

                                                                                                Pay increment for full-time and part-time employees

                                                                                                1. The pay increment period for indeterminate employees at levels WP-1 to WP-6 is the anniversary date of such appointment. A pay increment shall be to the next rate in the scale of rates.
                                                                                                2. The pay increment period for term employees at levels WP-1 to WP-6 is fifty-two (52) weeks. A pay increment shall be to the next rate in the scale of rates.
                                                                                                3. An employee appointed to a term position shall receive an increment after having reached fifty-two (52) weeks of cumulative service. For the purpose of defining when a determinate employee will be entitled to go the next salary increment, “cumulative” means all service, whether continuous or discontinuous within the core public administration at the same occupational group and level.

                                                                                                Pay adjustment

                                                                                                1. Subject to clause 67.03, all employees being paid in the WP levels 1 to 6 scales of rates shall, on the relevant effective dates in Appendix A-1, be paid in the A, B, X, C, Y, D and Z scales of rates shown immediately below the employees’ former rate of pay.

                                                                                                Appendix B

                                                                                                Memorandum of Agreement Respecting Sessional Leave for Certain Employees of the Translation Bureau

                                                                                                This memorandum is to give effect to the agreement reached between the Employer and the Alliance respecting sessional leave for certain employees of the Translation Bureau.

                                                                                                This memorandum of agreement shall apply to employees classified as AS, CR and ST who are assigned in the operational sections serving Parliament (Parliamentary Committees, Parliamentary Debates, Parliamentary Documents and Parliamentary Interpretation Services) and who share the same working conditions as members of the Translation bargaining unit who are eligible to parliamentary leave.

                                                                                                Notwithstanding the provisions of this agreement, the following is agreed:

                                                                                                1. Sessional leave
                                                                                                   1. In addition to their vacation leave with pay, employees assigned to operational translation and interpretation sections serving Parliament shall receive special compensation in the form of sessional leave.
                                                                                                   2. The maximum number of days of sessional leave is forty (40) per fiscal year.
                                                                                                   3. An employee is entitled to a number of days of sessional leave equal to the maximum number of days multiplied by a fraction in which the numerator corresponds to the number of the employee’s sessional workdays during the fiscal year and the denominator corresponds to the number of days that the House of Commons was in session during that fiscal year.
                                                                                                   4. The granting of sessional leave is subject to operational requirements and such leave must normally be taken during periods of low demand in the fiscal year for which it is granted. If operational requirements do not permit the Employer to grant sessional leave during the fiscal year, such leave must be granted before the end of the following fiscal year.
                                                                                                   5. If an employee is granted sessional leave in advance and, at the end of the fiscal year, has been granted more leave of this type than earned, the maximum number of days referred to in paragraph (b) shall be reduced accordingly.
                                                                                                   1. The provisions of Part III of this agreement, except for clauses 30.01 to 30.05, do not apply to employees who receive sessional leave in accordance with this memorandum.

                                                                                                   **Appendix C

                                                                                                   Memorandum of Understanding with Respect to a Joint Learning Program

                                                                                                   This memorandum is to give effect to the agreement reached between the Employer and the Public Service Alliance of Canada in respect of employees in the Program and Administration Services, Operational Services, Technical Services, Border Services and Education and Library Science bargaining units.

                                                                                                   The PSAC – TBS Joint Learning Program (JLP) will continue to provide joint training on Union management issues.

                                                                                                   Starting on the first day of the month following the date of signature of the PA collective agreement, the Employer agrees to increase monthly funding to the PSAC – TBS JLP by a percentage equivalent to the annual base economic increase.

                                                                                                   Starting on the first day of the month following the date of signature of this agreement and for a two-year period, the Employer further agrees to provide fifty thousand three hundred and twenty-five dollars ($50,325) per month (for a total of $1.2 million) to fund a time-limited project to provide training tailored to the learning needs of occupational health and safety committees and representatives. For clarity, this temporary provision expires upon completion of the noted two-year period.

                                                                                                   The PSAC – TBS JLP will continue to be governed by the existing joint PSAC – TBS Steering Committee. The Bargaining Agent Side Secretary on the National Joint Council will be invited to attend the meetings of the PSAC – JLP Steering Committee with voice but no vote.

                                                                                                   **Appendix D

                                                                                                   Workforce Adjustment

                                                                                                   Table of contents

                                                                                                   • General
                                                                                                     • **Application
                                                                                                     • Collective agreement
                                                                                                     • Objectives
                                                                                                     • **Definitions
                                                                                                     • Authorities
                                                                                                     • Monitoring
                                                                                                     • **References
                                                                                                     • **Enquiries
                                                                                                     • **1.1 Departments or organizations
                                                                                                     • 1.2 Treasury Board Secretariat
                                                                                                     • 1.3 Public Service Commission
                                                                                                     • 1.4 Employees
                                                                                                     • **2.1 Department or organization
                                                                                                     • **3.1 General
                                                                                                     • 4.1 General
                                                                                                     • **4.2 Surplus Employees
                                                                                                     • **4.3 Laid-off persons
                                                                                                     • 5.1 Lower-level position
                                                                                                     • 6.1 General
                                                                                                     • 6.2 Voluntary programs
                                                                                                     • 6.3 Alternation
                                                                                                     • **6.4 Options
                                                                                                     • 6.5 Retention payment
                                                                                                     • Preamble
                                                                                                     • 7.1 Definitions
                                                                                                     • 7.2 General
                                                                                                     • 7.3 Responsibilities
                                                                                                     • 7.4 Notice of alternative delivery initiatives
                                                                                                     • 7.5 Job offers from new employers
                                                                                                     • 7.6 Application of other provisions of the appendix
                                                                                                     • 7.7 Lump-sum payments and salary top-up allowances
                                                                                                     • 7.8 Reimbursement
                                                                                                     • 7.9 Vacation leave credits and severance pay

                                                                                                     General

                                                                                                     Application

                                                                                                     This appendix applies to all indeterminate employees. Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.

                                                                                                     Collective agreement

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

                                                                                                     Notwithstanding the job security article, in the event of conflict between the present workforce adjustment appendix and that article, the present workforce adjustment appendix will take precedence.

                                                                                                     Objectives

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

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

                                                                                                     Definitions

                                                                                                     Accelerated layoff (mise en disponibilité accélérée) Occurs when a surplus employee makes a request to the deputy head, in writing, to be laid off at an earlier date than that originally scheduled, and the deputy head concurs. Layoff entitlements begin on the actual date of layoff. Affected employee (employé-e touché) Is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of a workforce adjustment situation. Alternation (échange de postes) Occurs when an opting employee or a surplus employee who is surplus as a result of having chosen option 6.4.1(a) who wishes to remain in the core public administration exchanges positions with a non-affected employee (the alternate) willing to leave the core public administration with a transition support measure or with an education allowance. Alternative delivery initiative (diversification des modes de prestation des services) Is the transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration. Appointing department or organization (ministère ou organisation d’accueil) Is a department or organization which has agreed to appoint or consider for appointment (either immediately or after retraining) a surplus or a laid-off person. Core public administration (Administration publique centrale) Means that part of the public service in or under any department or organization, or other portion of the federal public administration specified in Schedules I and IV to the Financial Administration Act for which the Public Service Commission has the sole authority to appoint. Deputy head (administrateur général) Has the same meaning as in the definition of “deputy head” set out in section 2 of the Public Service Employment Act, and also means his or her official designate.

                                                                                                     Education allowance (indemnité d’études) Is one of the options provided to an indeterminate employee affected by workforce adjustment for whom the deputy head cannot guarantee a reasonable job offer. The education allowance is a lump-sum payment equivalent to the transition support measure (see Annex B), plus a reimbursement of tuition from a recognized learning institution and book and mandatory equipment costs, up to a maximum of seventeen thousand dollars ($17,000). Guarantee of a reasonable job offer (garantie d’une offre d’emploi raisonnable) Is a guarantee of an offer of indeterminate employment within the core public administration provided by the deputy head to an indeterminate employee who is affected by workforce adjustment. Deputy heads will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict that employment will be available in the core public administration. Surplus employees in receipt of this guarantee will not have access to the options available in Part VI of this appendix. Home department or organization (ministère ou organisation d’attache) Is a department or organization declaring an individual employee surplus. Laid-off person (personne mise en disponibilité) Is a person who has been laid off pursuant to subsection 64(1) of the Public Service Employment Act and who still retains an appointment priority under subsection 41(4) and section 64 of the Public Service Employment Act. Layoff notice (avis de mise en disponibilité) Is a written notice of layoff to be given to a surplus employee at least one (1) month before the scheduled layoff date. This period is included in the surplus period. Layoff priority (priorité de mise en disponibilité) A person who has been laid off is entitled to a priority, in accordance with subsection 41(4) of the Public Service Employment Act with respect to any position to which the Public Service Commission is satisfied that the person meets the essential qualifications; the period of entitlement to this priority is one (1) year as set out in section 11 of the Public Service Employment Regulations. Opting employee (employé-e optant) Is an indeterminate employee whose services will no longer be required because of a workforce adjustment situation, who has not received a guarantee of a reasonable job offer from the deputy head and who has one hundred and twenty (120) days to consider the options in section 6.4 of this appendix. Organization (organisation) Any board, agency, commission or other body, specified in Schedules I and IV of the Financial Administration Act, that is not a department. Pay (rémunération) Has the same meaning as “rate of pay” in this agreement. Priority Information Management System (système de gestion de l’information sur les priorités) Is a system designed by the Public Service Commission to facilitate appointments of individuals entitled to statutory and regulatory priorities. Reasonable job offer (offre d’emploi raisonnable)

                                                                                                     Is an offer of indeterminate employment within the core public administration, normally at an equivalent level, but which could include lower levels. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee’s headquarters as defined in the Travel Directive. In alternative delivery situations, a reasonable offer is one that meets the criteria set out under Type 1 and Type 2 in Part VII of this appendix. A reasonable job offer is also an offer from a Financial Administration Act Schedule V employer, providing that:

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

                                                                                                     Authorities

                                                                                                     The Public Service Commission has endorsed those portions of this appendix for which it has responsibility.

                                                                                                     Monitoring

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

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

                                                                                                     References

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

                                                                                                     • Financial Administration Act
                                                                                                     • Values and Ethics Code for the Public Sector
                                                                                                     • Public Service Employment Act
                                                                                                     • Public Service Employment Regulations
                                                                                                     • Federal Public Sector Labour Relations Act
                                                                                                     • Public Service Superannuation Act
                                                                                                     • NJC Relocation Directive
                                                                                                     • Travel Directive

                                                                                                     Enquiries

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

                                                                                                     Responsible officers in departmental or organizational headquarters may, in turn, direct questions regarding the application of this appendix to the Union Engagement and National Joint Council Support Unit, Employee Relations and Total Compensation Directorate, Treasury Board Secretariat.

                                                                                                     Enquiries by employees pertaining to a priority entitlement or to their status in relation to a priority entitlement process should be directed to their departmental or organizational human resource advisors or to the priority advisor of the Public Service Commission responsible for their case.

                                                                                                     Part I: roles and responsibilities

                                                                                                     1.1 Departments or organizations

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

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

                                                                                                     1.1.3 Departments or organizations shall establish joint workforce adjustment committees, where appropriate, to advise and consult on the workforce adjustment situations within the department or organization. Terms of reference of such committees shall include a process for addressing alternation requests from other departments and organizations.

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

                                                                                                     1.1.5 Departments or organizations shall establish systems to facilitate redeployment or retraining of their affected employees, surplus employees, and laid-off persons.

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

                                                                                                     Such a communication shall also indicate if the employee:

                                                                                                     1. is being provided with a guarantee from the deputy head that a reasonable job offer will be forthcoming and that the employee will have surplus status from that date on;
                                                                                                        or
                                                                                                     2. is an opting employee and has access to the options set out in section 6.4 of this appendix because the employee is not in receipt of a guarantee of a reasonable job offer from the deputy head.

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

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

                                                                                                     1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide one hundred and twenty (120) days to consider the three options outlined in Part VI of this appendix to all opting employees before a decision is required of them. If the employee fails to select an option, the employee will be deemed to have selected option 6.4.1(a), twelve (12) month surplus priority period in which to secure a reasonable job offer.

                                                                                                     1.1.9 The deputy head shall make a determination to provide either a guarantee of a reasonable job offer or access to the options set out in section 6.3 of this appendix upon request by any indeterminate affected employee who can demonstrate that his or her duties have already ceased to exist.

                                                                                                     1.1.10 Departments or organizations shall send written notice to the Public Service Commission of an employee’s surplus status, and shall send to the Public Service Commission such details, forms, resumés, and other material as the Public Service Commission may from time to time prescribe as necessary for it to discharge its function. Departments or organizations shall notify the employee when this written notice has been sent.

                                                                                                     1.1.11 Departments or organizations shall advise and consult with the Alliance representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process and will make available to the Alliance the name and work location of affected employees.

                                                                                                     1.1.12 The home department or organization shall provide the Public Service Commission with a statement that it would be prepared to appoint the surplus employee to a suitable position in the department or organization commensurate with his or her qualifications if such a position were available.

                                                                                                     1.1.13 Departments or organizations shall provide the employee with the official notification that he or she has become subject to a workforce adjustment and shall remind the employee that Appendix D, Workforce Adjustment, of this agreement applies.

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

                                                                                                     1.1.15 Departments or organizations are responsible for counselling and advising their affected employees on their opportunities for finding continuing employment in the public service.

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

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

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

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

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

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

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

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

                                                                                                     1.1.23 For the surplus and/or layoff priority periods, home departments or organizations shall pay the salary, salary protection and/or termination costs as well as other authorized costs such as tuition, travel, relocation and retraining for surplus employees and laid-off persons, as provided for in this agreement and the various directives unless the appointing department or organization is willing to absorb these costs in whole or in part.

                                                                                                     1.1.24 Where a surplus employee is appointed by another department or organization to a term position, the home department or organization is responsible for the costs above for one (1) year from the date of such appointment, unless the home department or organization agree to a longer period, after which the appointing department or organization becomes the new home department or organization consistent with Public Service Commission authorities.

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

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

                                                                                                     1.1.27 Departments or organizations shall review the use of private temporary agency personnel, consultants, contractors, and their use of contracted out services, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, departments or organizations shall refrain from engaging or re-engaging such temporary agency personnel, consultants or contractors, and their use of contracted out services, or renewing the employment of such employees referred to above where this will facilitate the appointment of surplus employees or laid-off persons.

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

                                                                                                     1.1.29 Departments or organizations may layoff an employee at a date earlier than originally scheduled when the surplus employee so requests in writing.

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

                                                                                                     1.1.31 Departments or organizations shall provide surplus employees with a layoff notice at least one (1) month before the proposed layoff date if appointment efforts have been unsuccessful. A copy of this notice shall be provided to the National President of the Alliance.

                                                                                                     1.1.32 When a surplus employee refuses a reasonable job offer, he or she shall be subject to layoff one (1) month after the refusal, but not before six (6) months have elapsed since the surplus declaration date. The provisions of Annex C of this appendix shall continue to apply.

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

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

                                                                                                     1. the workforce adjustment situation and its effect on that individual;
                                                                                                     2. the workforce adjustment Appendix;
                                                                                                     3. the Public Service Commission’s Priority Information Management System and how it works from the employee’s perspective;
                                                                                                     4. preparation of a curriculum vitae or resumé;
                                                                                                     5. the employee’s rights and obligations;
                                                                                                     6. the employee’s current situation (for example, pay, benefits such as severance pay and superannuation, classification, language rights, years of service);
                                                                                                     7. alternatives that might be available to the employee (the alternation process, appointment, relocation, retraining, lower-level employment, term employment, retirement including the possibility of waiver of penalty if entitled to an annual allowance, transition support measure, education allowance, pay in lieu of unfulfilled surplus period, resignation, accelerated layoff);
                                                                                                     8. the likelihood that the employee will be successfully appointed;
                                                                                                     9. the meaning of a guarantee of a reasonable job offer, a twelve (12) month surplus priority period in which to secure a reasonable job offer, a transition support measure and an education allowance;
                                                                                                     10. advise employees to seek out proposed alternations and submit requests for approval as soon as possible after being informed they will not be receiving a guarantee of a reasonable job offer;
                                                                                                     11. the Human Resources services available;
                                                                                                     12. preparation for interviews with prospective employers;
                                                                                                     13. feedback when an employee is not offered a position for which he or she was referred;
                                                                                                     14. repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;
                                                                                                     15. advising the employee that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity;
                                                                                                     16. advising employees of the right to be represented by the Alliance in the application of this appendix; and
                                                                                                     17. the Employee Assistance Program (EAP).

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

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

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

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

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

                                                                                                     1.2 Treasury Board Secretariat

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

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

                                                                                                     1.3 Public Service Commission

                                                                                                     1.3.1 Within the context of workforce adjustment, and the Public Service Commission governing legislation, it is the responsibility of the Public Service Commission to:

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

                                                                                                     1.3.2 The Public Service Commission will, in accordance with the Privacy Act:

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

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

                                                                                                     1.4 Employees

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

                                                                                                     1.4.2 Employees who are directly affected by workforce adjustment situations and who receive a guarantee of a reasonable job offer or opt, or are deemed to have opted, for Option 6.4.1(a) of Part VI of this appendix are responsible for:

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

                                                                                                     1.4.3 Opting employees are responsible for:

                                                                                                     1. considering the options in Part VI of this appendix;
                                                                                                     2. communicating their choice of options, in writing, to their manager no later than one hundred and twenty (120) days after being declared opting.

                                                                                                     Part II: official notification

                                                                                                     2.1 Department or organization

                                                                                                     2.1.1 As already mentioned in 1.1.11, departments or organizations shall advise and consult with the Alliance representatives as completely as possible regarding any workforce adjustment situation as soon as possible after the decision has been made and throughout the process, and will make available to the Alliance the name and work location of affected employees.

                                                                                                     2.1.2 In any workforce adjustment situation which is likely to involve ten (10) or more indeterminate employees covered by this appendix, the department or organizations concerned shall notify the Treasury Board Secretariat, in writing and in confidence, at the earliest possible date and under no circumstances less than four (4) working days before the situation is announced.

                                                                                                     2.1.3 Prior to notifying any potentially affected employee, departments or organizations shall also notify the National President of the Alliance. Such notification is to be in writing, in confidence and at the earliest possible date and under no circumstances less than two (2) working days before any employee is notified of the workforce adjustment situation.

                                                                                                     2.1.4 Such notification will include the identity and location of the work unit(s) involved, the expected date of the announcement, the anticipated timing of the workforce adjustment situation and the number, group and level of the employees who are likely to be affected by the decision.

                                                                                                     Part III: relocation of a work unit

                                                                                                     3.1 General

                                                                                                     3.1.1 In cases where a work unit is to be relocated, departments or organizations shall provide all employees whose positions are to be relocated with the opportunity to choose whether they wish to move with the position or be treated as if they were subject to a workforce adjustment situation.

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

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

                                                                                                     3.1.4 Although departments or organizations will endeavour to respect employee location preferences, in exceptional circumstances and in consultation with the Treasury Board Secretariat, the deputy head may consider offering a relocated position to an employee in receipt of a guarantee of a reasonable job offer, after having spent as much time as operations permit looking for a reasonable job offer in the employee’s location preference area.

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

                                                                                                     Part IV: retraining

                                                                                                     4.1 General

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

                                                                                                     1. existing vacancies;
                                                                                                        or
                                                                                                     2. anticipated vacancies identified by management.

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

                                                                                                     4.1.3 When a retraining opportunity has been identified, the deputy head of the home department or organization shall approve up to two (2) years of retraining.

                                                                                                     4.2 Surplus employees

                                                                                                     4.2.1 A surplus employee is eligible for retraining, provided that:

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

                                                                                                     4.2.2 The home department or organization is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the employee and the delegated officers of the home and appointing departments or organization. The home department or organization is responsible for informing the employee in a timely fashion if a retraining proposal submitted by the employee is not approved. Upon request of the employee, feedback regarding the decision, including the reason for not approving the retraining, will be provided in writing.

                                                                                                     4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee. Department or organizations will provide the employee with feedback in writing on the progress of the retraining plan on a regular basis.

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

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

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

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

                                                                                                     4.3 Laid-off persons

                                                                                                     4.3.1 A laid-off person shall be eligible for retraining, provided that:

                                                                                                     1. retraining is needed to facilitate the appointment of the individual to a specific vacant position;
                                                                                                     2. the individual meets the minimum requirements set out in the relevant selection standard for appointment to the group concerned;
                                                                                                     3. there are no other available persons with priority who qualify for the position;
                                                                                                        and
                                                                                                     1. the appointing department or organization cannot justify, in writing, a decision not to retrain the individual.

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

                                                                                                     Part V: salary protection

                                                                                                     5.1 Lower-level position

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

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

                                                                                                     Part VI: options for employees

                                                                                                     6.1 General

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

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

                                                                                                     6.1.3 The opting employee must choose, in writing, one (1) of the three (3) options of section 6.4 of this appendix within the one hundred and twenty (120) day window. The employee cannot change options once he or she has made a written choice.

                                                                                                     6.1.4 If the employee fails to select an option, the employee will be deemed to have selected Option 6.4.1(a), twelve (12) month surplus priority period in which to secure a reasonable job offer, at the end of the one hundred and twenty (120) day window.

                                                                                                     6.1.5 If a reasonable job offer which does not require relocation is made at any time during the one hundred and twenty (120) day opting period and prior to the written acceptance of a transition support measure or education allowance option, the employee is ineligible for the Transition support measure, the pay in lieu of unfulfilled surplus period or the education allowance.

                                                                                                     6.1.6 A copy of any letter issued by departments or organizations under this part or notice of layoff pursuant to the Public Service Employment Act shall be sent forthwith to the National President of the Alliance.

                                                                                                     6.2 Voluntary departure programs

                                                                                                     Departments and organizations shall establish voluntary departure programs for all workforce adjustments situations involving five or more affected employees working at the same group and level and in the same work unit. Such programs shall:

                                                                                                     1. Be the subject of meaningful consultation through joint Union-management WFA committees;
                                                                                                     2. Volunteer programs shall not be used to exceed reduction targets. Where reasonably possible, departments and organizations will identify the number of positions for reduction in advance of the voluntary programs commencing;
                                                                                                     3. Take place after affected letters have been delivered to employees;
                                                                                                     4. Take place before the department or organization engages in the SERLO process;
                                                                                                     5. Provide for a minimum of 30 calendar days for employees to decide whether they wish to participate;
                                                                                                     6. Allow employees to select options 6.4.1(B), (C)(i) or (C)(ii);
                                                                                                     7. Provide that when the number of volunteers is larger than the required number of positions to be eliminated, volunteers will be selected based on seniority (total years of service in the public service, whether continuous or discontinuous).

                                                                                                     6.3 Alternation

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

                                                                                                     6.3.2 An alternation occurs when an opting employee or a surplus employee having chosen option 6.4.1(a) who wishes to remain in the core public administration exchanges positions with a non-affected employee (the alternate) willing to leave the core public administration under the terms of Part VI of this appendix.

                                                                                                     6.3.3

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

                                                                                                     6.3.4 An indeterminate employee wishing to leave the core public administration may express an interest in alternating with an opting employee or a surplus employee having chosen option 6.4.1(a). Management will decide, however, whether a proposed alternation is likely to result in retention of the skills required to meet the ongoing needs of the position and the core public administration.

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

                                                                                                     6.3.6 The opting employee or surplus employee having chosen option 6.4.1(a) moving into the unaffected position must meet the requirements of the position, including language requirements. The alternate moving into the opting position must meet the requirements of the position except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five (5) days of the alternation.

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

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

                                                                                                     For clarity, the alternation will not be denied solely as a result of untimely administrative processes.

                                                                                                     6.4 Options

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

                                                                                                     1. 1. Twelve (12) month surplus priority period in which to secure a reasonable job offer. It is time-limited. Should a reasonable job offer not be made within a period of twelve (12) months, the employee will be laid off in accordance with the Public Service Employment Act. Employees who choose or are deemed to have chosen this option are surplus employees.
                                                                                                        2. At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the one hundred and twenty (120) day opting period referred to in 6.1.2 which remains once the employee has selected in writing Option 6.4.1(a).
                                                                                                        3. When a surplus employee who has chosen or is deemed to have chosen Option 6.4.1(a) offers to resign before the end of the twelve (12) month surplus priority period, the deputy head may authorize a lump-sum payment equal to the surplus employee’s regular pay for the balance of the surplus period, up to a maximum of six (6) months. The amount of the lump-sum payment for the pay in lieu cannot exceed the maximum of what he or she would have received had he or she chosen Option 6.4.1(b), the transition support measure.
                                                                                                        4. Departments or organizations will make every reasonable effort to market a surplus employee within the employee’s surplus period within his or her preferred area of mobility.
                                                                                                        1. resign from the core public administration but be considered to be laid off for severance pay purposes on the date of their departure;
                                                                                                           or
                                                                                                        2. delay their departure date and go on leave without pay for a maximum period of two (2) years while attending the learning institution. The transition support measure shall be paid in one (1) or two (2) lump-sum amounts over a maximum two (2) year period. During this period, employees could continue to be public service benefit plan members and contribute both employer and employee shares to the benefits plans and the Public Service Superannuation Plan. At the end of the two (2) year leave without pay period, unless the employee has found alternative employment in the core public administration, the employee will be laid off in accordance with the Public Service Employment Act.

                                                                                                        6.4.2 Management will establish the departure date of opting employees who choose Option 6.4.1(b) or Option 6.4.1(c) above.

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

                                                                                                        6.4.4 In cases of pay in lieu of unfulfilled surplus period, Option 6.4.1(b) and Option 6.4.1(c)(i), the employee relinquishes any priority rights for reappointment upon the Employer’s acceptance of his or her resignation.

                                                                                                        6.4.5 Employees choosing Option 6.4.1(c)(ii) who have not provided their department or organization with a proof of registration from a learning institution twelve (12) months after starting their leave without pay period will be deemed to have resigned from the core public administration and be considered to be laid off for purposes of severance pay.

                                                                                                        6.4.6 All opting employees will be entitled to up to one thousand two hundred dollars ($1,200) towards counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial and job placement counselling services.

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

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

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

                                                                                                        6.4.10 If a surplus employee who has chosen or is deemed to have chosen Option 6.4.1(a) refuses a reasonable job offer at any time during the twelve (12) month surplus priority period, the employee is ineligible for pay in lieu of unfulfilled surplus period.

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

                                                                                                        6.5 Retention payment

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

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

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

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

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

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

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

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

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

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

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

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

                                                                                                        Part VII: special provisions regarding alternative delivery initiatives

                                                                                                        Preamble

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

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

                                                                                                        7.1 Definitions

                                                                                                        For the purposes of this part, an alternative delivery initiative (diversification des modes de prestation des services) is the transfer of any work, undertaking or business of the core public administration to any body or corporation that is a separate agency or that is outside the core public administration.

                                                                                                        For the purposes of this part, a reasonable job offer (offre d’emploi raisonnable) is an offer of employment received from a new employer in the case of a Type 1 or Type 2 transitional employment arrangement, as determined in accordance with 7.2.2.

                                                                                                        For the purposes of this part, a termination of employment (licenciement de l’employé-e) is the termination of employment referred to in paragraph 12(1)(f.1) of the Financial Administration Act.

                                                                                                        7.2 General

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

                                                                                                        The notice to the Alliance component(s) will include:

                                                                                                        1. the program being considered for ADI;
                                                                                                        2. the reason for the ADI;
                                                                                                           and
                                                                                                        3. the type of approach anticipated for the initiative.

                                                                                                        A joint Workforce Adjustment-Alternative Delivery Initiative (WFA-ADI) committee will be created for ADI and will have equal representation from the department or organization and the component(s). By mutual agreement, the committee may include other participants. The joint WFA-ADI committee will define the rules of conduct of the committee.

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

                                                                                                        1. Commercialization In cases of commercialization where tendering will be part of the process, the members of the joint WFA-ADI committee shall make every reasonable effort to come to an agreement on the criteria related to human resources issues (for example, terms and conditions of employment, pension and health care benefits, the take-up number of employees) to be included in the request for proposal process. The committee will respect the contracting rules of the federal government.
                                                                                                        2. Creation of a new agency In cases of the creation of new agencies, the members of the joint WFA-ADI committee shall make every reasonable effort to agree on common recommendations related to human resources issues (for example, terms and conditions of employment, pension, and health care benefits) that should be available at the date of transfer.
                                                                                                        3. Transfer to existing employers In all other ADI where an employer-employee relationship already exists, the parties will hold meaningful consultations to clarify the terms and conditions that will apply upon transfer In cases of commercialization and the creation of new agencies, consultation opportunities will be given to the component(s); however, in the event that agreements are not possible, the department may still proceed with the transfer.

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

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

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

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

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

                                                                                                           7.3 Responsibilities

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

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

                                                                                                           7.4 Notice of alternative delivery initiatives

                                                                                                           7.4.1 Where alternative delivery initiatives are being undertaken, departments or organizations shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether or not they wish to accept the offer.

                                                                                                           7.4.2 Following written notification, employees must indicate within a period of sixty (60) days their intention to accept the employment offer, except in the case of Type 3 arrangements, where home departments or organizations may specify a period shorter than sixty (60) days, but not less than thirty (30) days.

                                                                                                           7.5 Job offers from new employers

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

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

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

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

                                                                                                           7.6 Application of other provisions of the appendix

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

                                                                                                           7.7 Lump-sum payments and salary top-up allowances

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

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

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

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

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

                                                                                                           7.8 Reimbursement

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

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

                                                                                                           7.9 Vacation leave credits and severance pay

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

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

                                                                                                           However, an employee who has a severance termination benefit entitlement under the terms of Article 63.05(b) or (c) of Appendix L shall be paid this entitlement at the time of transfer.

                                                                                                           7.9.3 Where:

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

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

                                                                                                           Annex A: statement of pension principles

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

                                                                                                           Annex B

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

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

                                                                                                           Severance pay provisions of this agreement are in addition to the transition support measure.

                                                                                                           Annex C: role of Public Service Commission in administering surplus and layoff priority entitlements

                                                                                                           1. The Public Service Commission will refer surplus employees and laid-off persons to positions, in all departments, organizations and agencies governed by the Public Service Employment Act, for which they are potentially qualified for the essential qualifications, unless the individuals have advised the Public Service Commission and their home departments or organizations in writing that they are not available for appointment. The Public Service Commission will further ensure that entitlements are respected and that priority persons are fairly and properly assessed.
                                                                                                           2. The Public Service Commission, acting in accordance with the Privacy Act, will provide the Treasury Board Secretariat with information related to the administration of priority entitlements which may reflect on departments’ or organizations’ and agencies’ level of compliance with this appendix.
                                                                                                           3. The Public Service Commission will provide surplus and laid-off persons with information on their priority entitlements.
                                                                                                           4. The Public Service Commission will, in accordance with the Privacy Act, provide information to the Alliance on the numbers and status of their members who are in the Priority Information Management System and, on a service-wide basis.
                                                                                                           5. The Public Service Commission will ensure that a reinstatement priority is given to all employees who are appointed to a position at a lower level.
                                                                                                           6. The Public Service Commission will, in accordance with the Privacy Act, provide information to the Employer, departments or organizations and/or the Alliance on referrals of surplus employees and laid-off persons in order to ensure that the priority entitlements are respected.

                                                                                                           **Appendix E

                                                                                                           Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to Gender-Inclusive Language

                                                                                                           This memorandum of understanding (MOU) is to give effect to the agreement reached between the Treasury Board (the Employer) and the Public Service Alliance of Canada (the Alliance) regarding the review of language in the EB, PA, SV and TC collective agreements.

                                                                                                           The parties commit to establishing a Joint Committee to review the collective agreements to render the language more gender-inclusive in both official languages. The parties agree that any changes in language will not result in changes in application, scope or value.

                                                                                                           To support this review and for purposes of consistency in the federal public service, the Employer will share with the Alliance tools and an approach previously developed to integrate gender-inclusive language into collective agreements.

                                                                                                           The Joint Committee will be comprised of an equal number of representatives from the Employer and the Alliance. The Joint Committee will meet within ninety (90) days of the signing of the collective agreement and will endeavour to finalize the review and report to their principals by June 20, 2024. This timeline may be extended by mutual agreement.

                                                                                                           This memorandum of understanding expires on the expiry date of this collective agreement.

                                                                                                           **Appendix F

                                                                                                           Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to Implementation of the Collective Agreement

                                                                                                           Notwithstanding the provisions of clause 67.03 on the calculation of retroactive payments and clause 69.02 on the collective agreement implementation period, this memorandum is to give effect to the understanding reached between the Employer and the Public Service Alliance of Canada regarding a modified approach to the calculation and administration of retroactive payments for the current round of negotiations.

                                                                                                           1. The effective dates for economic increases will be specified in the collective agreement. Other provisions of the collective agreement will be effective as follows:
                                                                                                              1. All components of the agreement unrelated to pay administration will come into force on signature of this agreement unless otherwise expressly stipulated.
                                                                                                              2. Changes to existing and new compensation elements such as premiums, allowances, insurance premiums and coverage and changes to overtime rates will become effective within one hundred and eighty (180) days after signature of this agreement, on the date at which prospective elements of compensation increases will be implemented under 2.a).
                                                                                                              3. Payment of premiums, allowances, insurance premiums and coverage and overtime rates in the collective agreement will continue to be paid as per the previous provisions until changes come into force as stipulated in 1.b).
                                                                                                              1. The prospective elements of compensation increases (such as prospective salary rate changes and other compensation elements such as premiums, allowances, changes to overtime rates) will be implemented within one hundred and eighty (180) days after signature of this agreement where there is no need for manual intervention.
                                                                                                              2. Retroactive amounts payable to employees will be implemented within one hundred and eighty (180) days after signature of this agreement where there is no need for manual intervention.
                                                                                                              3. Prospective compensation increases and retroactive amounts that require manual processing will be implemented within four hundred and sixty (460) days after signature of this agreement.
                                                                                                              1. Employees in the bargaining unit for whom this collective agreement is not fully implemented within one hundred and eighty (180) days after signature of this collective agreement will be entitled to a lump sum of two hundred dollars ($200) non-pensionable amount when the outstanding amount owed after one hundred and eighty-one (181) days is greater than five hundred dollars ($500). This amount will be included in their final retroactive payment.
                                                                                                              2. Employees will be provided a detailed breakdown of the retroactive payments received and may request that the compensation services of their department or the Public Service Pay Centre verify the calculation of their retroactive payments, where they believe these amounts are incorrect. The Employer will consult with the Alliance regarding the format of the detailed breakdown.
                                                                                                              3. In such a circumstance, for employees in organizations serviced by the Public Service Pay Centre, they must first complete a Phoenix feedback form indicating what period they believe is missing from their pay. For employees in organizations not serviced by the Public Service Pay Centre, employees shall contact the compensation services of their department.

                                                                                                              Appendix G

                                                                                                              Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to Occupational Group Structure Review and Classification Reform

                                                                                                              This memorandum is to give effect to the agreement reached between the Employer and the Public Service Alliance of Canada in respect of employees in the Program and Administrative Services bargaining unit.

                                                                                                              Notwithstanding that classification is an exclusive Employer authority as recognized in the Financial Administration Act and that the review and redesign of the PA occupational group structure has been completed and approved, the Employer is committed to continuing with meaningful consultation with the Alliance on implementation (ie. conversion) of the restructured PA Occupational Group, with an objective of negotiating new pay lines for the new job evaluation standards in the subsequent collective agreement.

                                                                                                              **Appendix H

                                                                                                              Memorandum of Understanding Salary Protection: Red Circling

                                                                                                              General

                                                                                                              1. This memorandum of understanding cancels and replaces the memorandum of understanding entered into between the Treasury Board and the Public Service of Alliance of Canada on June 9, 1978.
                                                                                                              2. This memorandum of understanding shall remain in effect until amended or cancelled by mutual consent of the parties.
                                                                                                              3. This memorandum of understanding supersedes the Directive on Terms and Conditions of Employment where the directive is inconsistent with the memorandum of understanding.
                                                                                                              4. Where the provisions of any collective agreement differ from those set out in the memorandum of understanding, the conditions set out in the memorandum of understanding shall prevail.
                                                                                                              5. This memorandum of understanding will form part of all collective agreements to which the Public Service Alliance of Canada and Treasury Board are parties, with effect from December 13, 1981.

                                                                                                              Part I

                                                                                                              Part I of this memorandum of understanding shall apply to the incumbents of positions which will be reclassified to a group and/or level having a lower attainable maximum rate of pay after the date this memorandum of understanding becomes effective.

                                                                                                              Note : The term “attainable maximum rate of pay” means the rate attainable for fully satisfactory performance in the case of levels covered by a performance pay plan or the maximum salary rate in the case of all other groups and levels.

                                                                                                              1. Prior to a position being reclassified to a group and/or level having a lower attainable maximum rate of pay, the incumbent shall be notified in writing.
                                                                                                              2. Downward reclassification notwithstanding, an encumbered position shall be deemed to have retained for all purposes the former group and level. In respect to the pay of the incumbent, this may be cited as Salary Protection Status and subject to section 3(b) below shall apply until the position is vacated or the attainable maximum of the reclassified level, as revised from time to time, becomes greater than that applicable, as revised from time to time, to the former classification level. Determination of the attainable maxima rates of pay shall be in accordance with the Directive on Terms and Conditions of Employment.
                                                                                                              3. 1. The Employer will make a reasonable effort to transfer the incumbent to a position having a level equivalent to that of the former group and/or level of the position.
                                                                                                                 2. In the event that an incumbent declines an offer of transfer to a position as in (a) above in the same geographic area, without good and sufficient reason, that incumbent shall be immediately paid at the rate of pay for the reclassified position.

                                                                                                                 Part II

                                                                                                                 Part II of the memorandum of understanding shall apply to incumbents of positions who are in holding rates of pay on the date this memorandum of understanding becomes effective.

                                                                                                                 1. An employee whose position has been downgraded prior to the implementation of this memorandum and is being paid at a holding rate of pay on the effective date of an economic increase and continues to be paid at that rate on the date immediately prior to the effective date of a further economic increase, shall receive a lump-sum payment equal to 100% of the economic increase for the employee’s former group and level (or where a performance pay plan applied to the incumbent, the adjustment to the attainable maximum rate of pay) calculated on his annual rate of pay.
                                                                                                                 2. An employee who is paid at a holding rate on the effective date of an economic increase, but who is removed from that holding rate prior to the effective date of a further economic increase by an amount less than he would have received by the application of paragraph 1 of Part II, shall receive a lump-sum payment equal to the difference between the amount calculated by the application of paragraph 1 of Part II and any increase in pay resulting from his removal from the holding rate.

                                                                                                                 Signed at Ottawa, this 9th day of the month of February 1982.

                                                                                                                 **Appendix I

                                                                                                                 Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to a Joint Review on Employment Equity, Diversity and Inclusion Training and Informal Conflict Management Systems

                                                                                                                 This memorandum of understanding is to give effect to the agreement reached between the Treasury Board (the Employer) and the Public Service Alliance of Canada (the Alliance).

                                                                                                                 The parties recognize the importance of a public service culture that fosters employment equity, diversity and inclusion (EEDI); one where all public service employees have a sense of belonging, and where difference is embraced as a source of strength.

                                                                                                                 The parties also recognize the importance of an inclusive informal conflict resolution experience where employees feel supported, heard and respected.

                                                                                                                 To that end, the parties commit to establish a Joint Committee to be co-chaired by the Employer and the Alliance who will guide the work of the Committee. The Committee will be comprised of an equal number of representatives of the Employer and the Alliance. Both parties will endeavour to ensure that the membership of the Committee reflects the diversity of the workforce.

                                                                                                                 The Committee shall meet within thirty (30) days of the ratification of the tentative agreement to establish the terms of reference and establish the frequency of meetings. Subject to the Co-Chairs’ pre-approval, subject-matter experts (SMEs) may be resourced by the Employer and invited to contribute to the discussions, as required. They may also consider inviting representatives from the Joint Employment Equity Committee (JEEC) of the National Joint Council (NJC) to contribute to its work.

                                                                                                                 1. The Committee will review existing training courses related to EEDI which are currently available to employees in the core public administration (CPA) in order to:
                                                                                                                    1. Create an inventory of existing training courses;
                                                                                                                    2. Identify potential training gaps in the inventory of existing training courses and possible options to address them;
                                                                                                                    1. identify the specific needs for ICMS in departments or organizations;
                                                                                                                    2. draw from existing research and best practices with regards to ICMS that take into consideration EEDI to make recommendations on measures to improve upon ICMS in the CPA.

                                                                                                                    The parties will endeavour to finalize the review and present the work of the Committee to their principals within one (1) year. This timeline may be extended by mutual agreement.

                                                                                                                    This memorandum of understanding expires on the expiry date of this collective agreement.

                                                                                                                    **Appendix J

                                                                                                                    Memorandum of Understanding Between the Treasury Board (hereinafter called the Employer) and the Public Service Alliance of Canada (hereinafter called the Alliance) in Respect of the Program and Administrative Services Group: Compensation Advisors Retention Allowance

                                                                                                                    1. In an effort to increase retention of all compensation advisors and employees working in compensation operations at Public Service and Procurement Canada or departments not serviced by the Pay Centre who perform work directly related to compensation operations, including processing transactions, at the CR-05, AS-01, AS-02, AS-03 or AS-04 groups and levels, the Employer will provide a “retention allowance” for the performance of compensation duties in the following amount and subject to the conditions outlined in this appendix:
                                                                                                                    Retention allowance

                                                                                                                    Annual	Daily
                                                                                                                    $3,500	$13.42

                                                                                                                    Retention allowance

                                                                                                                    Annual	Daily
                                                                                                                    $3,500	$13.42

                                                                                                                    1. Effective according to the dates determined by Appendix F, employees falling into the categories listed in clauses 1 and 2 shall be eligible to receive an allowance to be paid biweekly;
                                                                                                                    2. The employee shall be paid the daily amount shown in this appendix for each calendar day for which the employee is paid pursuant to Appendix A of the collective agreement. This daily amount is equivalent to the annual amount divided by two hundred and sixty decimal eighty-eight (260.88);
                                                                                                                    3. The retention allowance does not form part of an employee’s salary;
                                                                                                                    4. The retention allowance will be added to the calculation of the weekly rate of pay for the maternity and parental allowances payable under Article 38 and 40 of this collective agreement;
                                                                                                                    5. Subject to paragraph (f) below, the amount of the retention allowance payable is that amount specified in either clause 1 or 2 for the level prescribed in the certificate of appointment of the employee’s position.
                                                                                                                    6. When a compensation advisor or employee as defined in clauses 1 or 2 above is required by the Employer to perform duties of a classification level that does not have a retention allowance, the retention allowance shall not be payable for the period during which the employee performs the duties.

                                                                                                                    Appendix K

                                                                                                                    Memorandum of Agreement with Respect to Implementation of Union Leave

                                                                                                                    This memorandum is to give effect to an agreement reached between the Employer and the Public Service Alliance of Canada (the Union) to implement a system of cost recovery for leave for Union business.

                                                                                                                    The elements of the new system are as follows:

                                                                                                                    • Recoverable paid leave for Union business for periods of up to 3 months of continuous leave per year;
                                                                                                                    • Cost recovery will be based on actual salary costs during the leave period, to which a percentage of salary, agreed to by the parties, will be added;
                                                                                                                    • The Employer will pay for all administration costs associated with the operation of this system.

                                                                                                                    The surcharge will be based on average expected costs incurred by the Employer for payroll taxes, pensions and supplementary benefits during the operation of the program as described above, calculated according to generally accepted practices.

                                                                                                                    Notwithstanding anything else in this agreement, and as an overarching principle, it will not include costs for benefits that would otherwise be paid by the Employer during an equivalent period of leave without pay. The consequences of the implementation of clause 14.15 will be cost neutral for the Employer in terms of compensation costs, and will confer neither a substantial financial benefit, nor a substantially increased cost, on the Employer.

                                                                                                                    A joint committee consisting of an equal number of Union and Employer representatives will be struck to resolve matters related to the implementation this new program, including, but not limited to, invoices, accounting and the manner of the transaction.

                                                                                                                    The Joint Committee’s principal work will relate to:

                                                                                                                    • Determining an appropriate surcharge in recognition of the considerations identified in this document;
                                                                                                                    • Establishing processes and the Employer’s reporting requirements ;
                                                                                                                      and
                                                                                                                    • Other considerations associated with implementation.

                                                                                                                    If agreement cannot be reached on recovering costs against Union remittances, the Joint Committee will consider alternate means of cost recovery.

                                                                                                                    The Joint Committee will be struck and convened within by February 15, 2017, and will complete its work by October 16, 2017, with implementation to be completed by the earliest feasible date as determined by the committee.

                                                                                                                    In the event that the parties do not reach an agreement, the parties may seek the services of a mediator. Necessary consequential changes will be made to Article 14, effective January 1, 2018.

                                                                                                                    The deadline for completion of work and implementation of this system may be extended by mutual consent of both parties to this agreement.

                                                                                                                    Appendix L

                                                                                                                    Archived Provisions for the Elimination of Severance Pay for Voluntary Separations (Resignation and Retirement)

                                                                                                                    This appendix is to reflect the language agreed to by the Employer and the Public Service Alliance of Canada for the elimination of severance pay for voluntary separations (resignation and retirement) on June 22, 2011. These historical provisions are being reproduced to reflect the agreed language in cases of deferred payment.

                                                                                                                    Article 63

                                                                                                                    Severance pay

                                                                                                                    Effective June 22, 2011, Article 63.01(b) and (d) are deleted from the collective agreement.

                                                                                                                    63.01 Under the following circumstances and subject to clause 63.02, 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. Layoff
                                                                                                                       1. On the first (1st) layoff, for the first (1st) complete year of continuous employment, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years of continuous employment, or four (4) weeks’ pay for employees with twenty 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 the second (2nd) or subsequent layoff, 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).
                                                                                                                       1. On retirement, when an employee is entitled to an immediate annuity under the Public Service Superannuation Act or when the employee is entitled to an immediate annual allowance under the Public Service Superannuation Act,
                                                                                                                          or
                                                                                                                       2. when a part-time employee who regularly works more than thirteen decimal five (13.5) but less than thirty (30) hours a week and who, if he or she were a contributor under the Public Service Superannuation Act, would be entitled to an immediate annuity thereunder or who would have been entitled to an immediate annual allowance if he or she were a contributor under the Public Service Superannuation Act, a severance payment in respect of the employee’s complete period of continuous employment, comprised of one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks’ pay.
                                                                                                                       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 paragraph 12(1)(e) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment, to a maximum of twenty-eight (28) weeks.
                                                                                                                       2. When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reason of termination for cause for reasons of incompetence pursuant to paragraph 12(1)(d) of the Financial Administration Act, one (1) week’s pay for each complete year of continuous employment, to a maximum of twenty-eight (28) weeks.

                                                                                                                       63.02 Severance benefits payable to an employee under this article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit. Under no circumstances shall the maximum severance pay provided under clause 63.01 and 63.04 be pyramided.

                                                                                                                       For greater certainty, payments made pursuant to 63.04 to 63.07 or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of this clause.

                                                                                                                       63.03 Appointment to a separate agency

                                                                                                                       An employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act shall be paid all severance payments resulting from the application of 63.01(b) (prior to June 22, 2011) or 63.04 to 63.07 (commencing on June 22, 2011).

                                                                                                                       63.04 Severance termination

                                                                                                                       1. Subject to 63.02 above, indeterminate employees on June 22, 2011, shall be entitled to a severance payment equal to one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks.
                                                                                                                       2. Subject to 63.02 above, term employees on June 22, 2011, shall be entitled to a severance payment equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.

                                                                                                                       Terms of payment

                                                                                                                       63.05 Options

                                                                                                                       The amount to which an employee is entitled shall be paid, at the employee’s discretion, either:

                                                                                                                       1. as a single payment at the rate of pay of the employee’s substantive position as of June 22, 2011,
                                                                                                                          or
                                                                                                                       2. as a single payment at the time of the employee’s termination of employment from the core public administration, based on the rate of pay of the employee’s substantive position at the date of termination of employment from the core public administration,
                                                                                                                          or
                                                                                                                       3. as a combination of (a) and (b), pursuant to 63.06(c).

                                                                                                                       63.06 Selection of option

                                                                                                                       1. The Employer will advise the employee of his or her years of continuous employment no later than three (3) months following the official date of signing of the collective agreement.
                                                                                                                       2. The employee shall advise the Employer of the term of payment option selected within six (6) months from the official date of signing of the collective agreement.
                                                                                                                       3. The employee who opts for the option described in 63.05(c) must specify the number of complete weeks to be paid out pursuant to 63.05(a) and the remainder to be paid out pursuant to 63.05(b).
                                                                                                                       4. An employee who does not make a selection under 63.06(b) will be deemed to have chosen option 63.05(b).

                                                                                                                       63.07 Appointment from a different bargaining unit

                                                                                                                       This clause applies in a situation where an employee is appointed into a position in the PA bargaining unit from a position outside the PA bargaining unit where, at the date of appointment, provisions similar to those in 63.01(b) and (d) are still in force, unless the appointment is only on an acting basis.

                                                                                                                       1. Subject to 63.02 above, on the date an indeterminate employee becomes subject to this agreement after June 22, 2011, he or she shall be entitled to severance payment equal to one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his or her substantive position on the day preceding the appointment.
                                                                                                                       2. Subject to 63.02 above, on the date a term employee becomes subject to this agreement after June 22, 2011, he or she shall be entitled to severance payment equal to one (1) week’s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee’s rate of pay of his or her substantive position on the day preceding the appointment.
                                                                                                                       3. An employee entitled to a severance payment under subparagraph (a) or (b) shall have the same choice of options outlined in 63.05, however, the selection of which option must be made within three (3) months of being appointed to the bargaining unit.

                                                                                                                       **Appendix M

                                                                                                                       Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to Mental Health in the Workplace

                                                                                                                       This memorandum of understanding is to recognize the ongoing joint commitment of the Treasury Board (the Employer) to address issues of mental health in the workplace in collaboration with the Public Service Alliance of Canada (the Alliance)

                                                                                                                       In 2015, the Employer and the Alliance entered into a memorandum of understanding with respect to mental health in the workplace as part of the collective agreement which established the Joint Task Force on Mental Health (the Joint Task Force). The terms of this memorandum of understanding have been met.

                                                                                                                       The Employer, based on the work of the Joint Task Force and in collaboration with the Alliance, created the Centre of Expertise on Mental Health in 2017 focused on guiding and supporting federal organizations to successfully implement measures to improve mental health in the workplace by implementing the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard). To this end, the Centre of Expertise on Mental Health was given and shall continue to have:

                                                                                                                       • central, regional and virtual presence;
                                                                                                                       • an evolving mandate based on the needs of stakeholders within the federal public service; and
                                                                                                                       • a dedicated and long-term funding from Treasury Board.

                                                                                                                       To support the Centre of Expertise on Mental Health, the parties agree to establish a renewed governance structure that includes an Advisory Board.

                                                                                                                       The Advisory Board will be comprised of an equal number of Union and Employer representatives. Each party will be responsible for determining their respective Advisory Board representatives. The Advisory Board will establish terms of reference which may be amended by mutual consent.

                                                                                                                       This memorandum of understanding expires on the expiry date of this collective agreement.

                                                                                                                       **Appendix N

                                                                                                                       Memorandum of Understanding (MOU) Between the Treasury Board and the Public Service Alliance of Canada with Respect to Maternity and Parental Leave Without Pay

                                                                                                                       This memorandum of understanding (MOU) is to give effect to the agreement reached between the Treasury Board (the Employer) and the Public Service Alliance of Canada (the Alliance) regarding the review of language under the maternity leave without pay and parental leave without pay articles in the EB, PA, SV and TC collective agreements.

                                                                                                                       The parties commit to establishing a Joint Committee to review the maternity leave without pay and parental leave without pay provisions to identify opportunities to simplify the language. The parties agree that the opportunities identified will not result in changes in application, scope or value.

                                                                                                                       The Joint Committee will also compare the interactions between the collective agreements and the Employment Insurance Program and Québec Parental Insurance Plan.

                                                                                                                       The Joint Committee will be comprised of an equal number of representatives from the Employer and the Alliance. The Joint Committee will meet within ninety (90) days of the signing of the collective agreement and will endeavour to finalize the review and present the work of the Joint Committee to their principals within one (1) year from the signing of this collective agreement. This timeline may be extended by mutual agreement.

                                                                                                                       This MOU expires on the expiry date of this collective agreement.

                                                                                                                       **Appendix O

                                                                                                                       Memorandum of Understanding between the Treasury Board and the Public Service Alliance of Canada with respect of Employees in the Programme Administration (PM) Group Working as Fishery Officers

                                                                                                                       1. The Employer will provide an annual allowance to incumbents of Programme Administration (PM) Group positions at the PM-05 to PM-06 levels for the performance of their duties as Fishery Officers.
                                                                                                                       2. The parties agree that PM employees shall be eligible to receive the annual allowance in the following amounts and subject to the following conditions:
                                                                                                                          1. Effective according to the dates determined by Appendix F, employees falling into the categories listed below shall be eligible to receive an allowance to be paid biweekly;
                                                                                                                          2. The allowance shall be paid in accordance with the following table:
                                                                                                                          Annual allowance: Programme Administration (PM)

                                                                                                                          Positions	Annual allowance
                                                                                                                          PM-05	$6,500
                                                                                                                          PM-06	$6,500

                                                                                                                          **Appendix P

                                                                                                                          Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to Pay Simplification Solutions

                                                                                                                          The purpose of this memorandum of understanding (MOU) is to confirm the parties’ commitment to ongoing collaboration with regards to the identification of human resources (HR) and pay administration simplification solutions. The parties recognize that this exercise, may extend beyond the conclusion of negotiations for the current collective agreement.

                                                                                                                          Given the parties’ shared commitment to these ongoing efforts, they may, by mutual consent, avail themselves of Article 68 should a revision be necessary to support one (1) or more solutions.

                                                                                                                          Efforts to identify human resources (HR) and pay administration simplification solutions will continue to focus on topics including but not limited to:

                                                                                                                          • acting administration;
                                                                                                                          • liquidation of leave;
                                                                                                                          • retroactive payments;
                                                                                                                          • allowances;
                                                                                                                          • general definitions;
                                                                                                                          • annual rates of pay;
                                                                                                                          • extra duty pay;
                                                                                                                          • union dues.

                                                                                                                          This MOU expires on the expiry date of this collective agreement, or upon implementation of the Next Generation HR and pay system, whichever comes first, unless otherwise agreed by the parties.

                                                                                                                          **Appendix Q

                                                                                                                          Memorandum of Understanding Between the Treasury Board and the Public Service Alliance of Canada with Respect to Welfare Programmes (WP) Group Working as Parole Officers and Parole Officer Supervisors

                                                                                                                          1. The Employer will provide an allowance to incumbents of Welfare Programmes (WP) Group positions at the WP-04 level working as a Parole Officer and WP-05 level working as a Parole Officer Supervisors or Parole Officer Managers at the Correctional Service of Canada (CSC).
                                                                                                                          2. The parties agree that WP employees shall be eligible to receive the annual allowance in the following amounts and subject to the following conditions:
                                                                                                                             1. Effective according to the dates determined by Appendix F, employees falling into the categories listed below shall be eligible to receive an allowance to be paid biweekly;
                                                                                                                             2. The allowance shall be paid in accordance with the following table:
                                                                                                                             Annual allowance: Welfare Programmes (WP)

                                                                                                                             Positions	Annual allowance
                                                                                                                             WP-04	$3,000
                                                                                                                             WP-05	$3,000