Applied Science and Engineering Groups (AC, AG, AR, BI, CH, EN, FO, MT, PC, SG-PAT, SG-SRE) 201/202/203/205/206/210/211/218/222/224/230

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

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

ARTICLE 2
INTERPRETATION AND DEFINITIONS

"bargaining unit" means the employees of the Employer in the group described in Article 26 - Recognition (« unité de négociation »);

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"common-law partner" refers to a person living in a conjugal relationship with an employee for a continuous period of at least one year (« conjoint de fait »);

"continuous employment" has the same meaning as specified in the Public Service Terms and Conditions of Employment Regulations on the date of signing of this agreement (« emploi continu »);

"daily rate of pay" means an employee's weekly rate of pay divided by five (5) (« taux de rémunération journalier »);

"day of rest" in relation to an employee means a day, other than a designated paid holiday, on which that employee is not ordinarily required to perform duties other than by reason of the employee being on leave (« jour de repos »);

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

"double time" means two (2) times the employee's hourly rate of pay (« tarif double »);

"employee" means a person so defined by the Public Service Staff Relations Act and who is a member of the bargaining unit (« employé »);

"Employer" means Her Majesty in right of Canada as represented by the Treasury Board, and includes any person authorized to exercise the authority of the Treasury Board (« Employeur »);

"headquarters area" has the same meaning as given to the expression in the Travel Policy (« région du lieu d'affectation »);

"hourly rate of pay" means a full-time employee's weekly rate of pay divided by thirty-seven and one-half (37 1/2) (« taux de rémunération horaire »);

"Institute" means the Professional Institute of the Public Service of Canada (« Institut »);

"lay-off" means the termination of an employee's employment because of lack of work or because of the discontinuance of a function (« licenciement »);

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

"overtime" means work required by the Employer, to be performed by the employee in excess of the employee's daily hours of work (« heures supplémentaires »);

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

"time and one-half" means one and one half (1 1/2) times the employee's hourly rate of pay (« tarif et demi »);

"weekly rate of pay" means an employee's annual rate of pay divided by 52.176 (« taux de rémunération hebdomadaire »).

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

(b) if defined in the Interpretation Act, but not defined in the Public Service Staff Relations Act, have the same meaning as given to them in the Interpretation Act.

ARTICLE 3
OFFICIAL TEXTS

ARTICLE 4
APPLICATION

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

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

ARTICLE 5
MANAGEMENT RIGHTS

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

ARTICLE 6
RIGHTS OF EMPLOYEES

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

ARTICLE 7
PUBLICATIONS AND AUTHORSHIP

Preamble

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

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

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

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

7.04

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

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

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

ARTICLE 8
HOURS OF WORK

Clauses 8.01 through 8.06 shall not apply to employees on shift work. Clauses 8.07 through 8.21 shall apply only to employees on shift work.

General

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

Non Shift Work

8.02 The scheduled work week shall be thirty-seven and one-half (37 1/2) hours and the scheduled work day shall be seven and one-half (7 1/2) consecutive hours, exclusive of a meal period, between the hours of 7:00 a.m. and 6:00 p.m. The normal work week shall be Monday to Friday inclusive.

Flexible Hours

8.03 Upon request of an employee and the concurrence of the Employer, an employee may work flexible hours on a daily basis so long as the daily hours amount to seven and one-half (7 1/2).

Days of Rest

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

Monthly Attendance Registers

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

Compressed Work Week

8.06 Upon request of an employee and the concurrence of the Employer, an employee may complete required hours of work in a period of other than five (5) full days provided that over a period of twenty-eight (28) calendar days the employee works an average of thirty-seven and one-half (37 1/2) hours per week. As part of the provisions of this clause, attendance reporting shall be mutually agreed between the employee and the Employer. In every twenty-eight (28) day period such an employee shall be granted days of rest on such days as are not scheduled as a normal work day for the employee.

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

Shift Work

8.07 "Shift schedule" means the arrangement of shifts over a given period of time not exceeding two (2) consecutive months and, where practical, for a minimum period of twenty-eight (28) consecutive days.

8.08 For employees engaged in shift work, the hours of work shall average thirty-seven and one-half (37 1/2) hours per week over the period of a shift schedule exclusive of meal periods.

8.09 An employee shall be granted at least two (2) consecutive and continuous days of rest during each eight (8) calendar day period unless operational requirements do not permit.

8.10 In computing the hours of work within a shift schedule, leave and other entitlements will be administered in accordance with the Memorandum of Agreement, Appendix "B".

8.11 For the purpose of this agreement, when an employee's shift does not commence and end on the same day, such shift shall be deemed for all purposes to have been entirely worked:

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

8.12 In the scheduling of shift work the Employer shall arrange shifts so that:

(b) an employee's shift shall not be scheduled to commence within fifteen (15) hours of the completion of the employee's previous shift;

8.13 Every reasonable effort shall be made by the Employer to consider the wishes of the employees concerned in the arrangement of shifts within a shift schedule. Therefore:

(b) notwithstanding anything to the contrary contained in this agreement, the implementation of any variation in hours under this clause shall not result in any additional overtime work or additional payment by reason only of such variation, nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this agreement.

8.14

(a) In order to help in the consideration of the wishes of the employees concerned, a provisional shift schedule shall be prepared by the Employer and shall be posted at least two (2) months in advance.

(b) Provisional and final shift schedules shall indicate the working hours for each shift. The final shift schedule shall be published at least three (3) weeks prior to the commencement of the said schedule and every effort shall be made by the Employer to ensure that scheduled days of rest are not changed. Where in the opinion of the Employer, briefing of shifts is required, adequate paid time shall be allotted within the shift schedule.

8.15 Provided it will not result in additional costs to the Employer, employees at the same office may exchange shifts with the prior permission of the Employer. Such permission shall not be unreasonably withheld. Once the exchange has been approved, the work schedule will become the official shift schedule of the office.

8.16

(a) If an employee is given less than seventy-two (72) hours' advance notice of a change in the employee's shift schedule, the employee will receive compensation at the rate of time and one half (1 1/2) for work performed on the first shift changed. Subsequent shifts worked on the changed schedule shall be paid for at straight time and every effort shall be made by the Employer to ensure that scheduled days of rest on the changed schedule are maintained.

8.17 A meal period shall be scheduled as close to the mid-point of the shift as possible. In the event that an employee is required by the Employer to work through the meal period, such employee will be paid for the meal period, at the applicable rate.

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

Shift Premium

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8.19 An employee working a regularly scheduled shift will receive a shift premium of two dollars ($2) per hour for each hour worked, including overtime hours, between 1600 and 0800.

Weekend Premium

Employees shall receive an additional weekend premium of two dollars ($2) for all scheduled hours worked at straight-time hourly rates on Saturday and/or Sunday.

(b) An employee will be eligible to receive such a premium only if rotating shift schedules applicable to him recurrently designate all days in the week as regular working days. However, the foregoing shall not apply in cases where an employee requests to work on Saturday and/or Sunday under other than such a rotating shift schedule.

ARTICLE 9
OVERTIME

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

(b) on the employee's first day of rest, at the rate of time and one-half (1 1/2) for the first seven and one-half (7 1/2) hours of overtime worked and at the double (2) time rate for each contiguous hour thereafter;

When an employee is required to work on a designated holiday, compensation shall be granted on the basis of time and one-half (1 1/2) for each hour worked, in addition to the compensation that the employee would have been granted had the employee not worked on the designated holiday.

The compensation that the employee would have been granted had the employee not worked on a designated paid holiday is seven and one half (7 1/2) hours remunerated at straight-time.

9.03 When an employee works on a holiday, contiguous to a second day of rest on which the employee also worked and received overtime in accordance with paragraph 9.01(c), the employee shall be paid in addition to the pay that the employee would have been granted had the employee not worked on the holiday, two (2) times the employee's hourly rate of pay for all time worked.

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

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

9.06 Upon application by the employee and at the discretion of the Employer, compensation earned under this Article may be taken in the form of compensatory leave, which will be calculated at the applicable premium rate laid down in this Article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

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

9.08

(a) 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 for one meal in the amount of ten dollars and fifty cents ($10.50), except where free meals are provided. Reasonable time with pay to be determined by the Employer shall be allowed the employee in order to take a meal either at or adjacent to the employee's place of work.

(b) When an employee works overtime continuously extending four (4) hours or more beyond the period provided in (a) above, the employee shall be reimbursed for one additional meal in the amount of ten dollars and fifty cents ($10.50) except where free meals are provided. 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.

(c) Paragraphs 9.08(a) and (b) shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.

ARTICLE 10
CALL-BACK

10.02 Upon application by the employee and at the discretion of the Employer, compensation earned under this Article may be taken in the form of compensatory leave, which will be calculated at the applicable premium rate laid down in this Article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

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

10.04 Payments provided under Overtime, Reporting Pay and Standby provisions of this agreement shall not be pyramided, that is an employee shall not receive more than one compensation for the same service.

ARTICLE 11
STANDBY

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

11.02 An employee on standby who is called in to work by the Employer and who reports for work shall be compensated in accordance with Article 10 - Call-Back.

11.03

(a) An employee required to be on standby duty shall be available during the period of standby at a known telephone number or other telecommunication link and be able to return for duty as quickly as possible if called.

(b) In areas and in circumstances where the Employer deems that electronic communication devices are both practicable and efficient, they will be provided without cost to those employees on standby duty.

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

11.05 A standby duty roster and schedule may be established at locations when, in the opinion of the Employer, it is warranted by operating conditions.

11.06 At the Employer's discretion, compensation for standby may be given by granting equivalent time off in lieu of a cash payment. If such time off cannot be granted within the quarter in which it is earned then cash payment will be made.

ARTICLE 12
DESIGNATED PAID HOLIDAYS

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

(d) the day fixed by proclamation of the Governor in Council for celebration of the Sovereign's birthday,

(g) the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,

(k) one additional day in each year that, in the opinion of the Employer, is recognized to be a provincial or civic holiday in the area in which the employee is employed or in any area where, in the opinion of the Employer, no such day is recognized as a provincial or civic holiday, the first Monday in August,

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

12.02 An employee absent without pay on both the employee's full working day immediately preceding and the employee's full working day immediately following a designated paid holiday, is not entitled to pay for the holiday, except in the case of an employee who is granted leave without pay under the provisions of Article 31, Leave for Staff Relations Matters.

Designated Paid Holiday Falling on a Day of Rest

12.03 When a day designated as a paid holiday under clause 12.01 coincides with an employee's day of rest, the holiday shall be moved to the employee's first normal working day following the employee's day of rest.

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

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

Compensation for Work on a Paid Holiday

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

Designated Paid Holiday Coinciding with a Day of Paid Leave

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

12.07 Subject to clause 12.08, the following days shall be designated paid holidays for employees:

(d) the day fixed by proclamation of the Governor in Council for celebration of the Sovereign's Birthday,

(g) the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,

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

12.08 Clause 12.07 does not apply to an employee who is absent without pay on both the working day immediately preceding and the working day following the designated paid holiday, except in the case of an employee who is granted leave without pay under the provisions of Article 31.

12.09 For the purpose of this Article "lieu day" means a paid day of leave at another date in lieu of a designated paid holiday.

Lieu Days

12.10

(a) An employee who has completed six (6) months of continuous employment shall be credited:

(b) "Lieu days" shall be taken at times that are agreeable to the Employer and the employee.

(c) Any "lieu days" granted in advance of holidays occurring after the date of an employee's separation or after the employee ceases to be subject to clause 8.08 shall be subject to recovery of pay.

(d) "Lieu days" earned in a fiscal year and outstanding at the end of the fiscal year shall be paid in cash at the employee's hourly rate of pay as calculated from the classification prescribed for the employee's substantive position on March 31.

Holiday Falling on a Day of Rest

12.11 When a day designated as a paid holiday coincides with a day of rest, the employee shall be granted on another date a lieu day pursuant to clause 12.10 in lieu of the designated paid holiday.

Compensation for Work on a Paid Holiday

12.12 When an employee works on a holiday, the employee shall receive compensation on the basis of:

(b) double (2) time for all hours worked on a holiday which is also the employee's scheduled day of rest.

Work on a Lieu Day

When an employee is required to work on a scheduled "lieu day", the employee shall be compensated at the employee's hourly rate of pay for all regular hours worked and the "lieu day" credit shall be reinstated for use at a later date.

ARTICLE 13
TRAVELLING TIME

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

(b) on a normal working day on which the employee travels and works, the employee shall be paid:

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

(b) for travel by private means of transportation, the normal time as determined by the Employer, to proceed from the employee's place of residence or work place, as applicable, direct to the destination and, upon return, direct back to the employee's residence or work place;

(c) 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.

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

13.04 Upon application by the employee and at the discretion of the Employer, compensation earned under this Article may be taken in the form of compensatory leave, which will be calculated at the applicable premium rate laid down in this Article. Compensatory leave earned in a fiscal year and outstanding on September 30 of the next following fiscal year shall be paid at the employee's daily rate of pay on September 30.

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

13.06 This Article does not apply to an employee required to perform work in any type of transport in which the employee is travelling. In such circumstances, the employee shall receive pay for actual hours worked in accordance with the appropriate Article of this agreement, Hours of Work, Overtime, Designated Paid Holidays.

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

13.08 Compensation under this Article shall not be paid for travel time to courses, training sessions, conferences and seminars unless so provided for in the Career Development Article.

13.09 Travel Status Leave

(a) 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 off with pay. The employee shall be credited with an additional seven decimal five (7.5) hours off for each additional 20 nights that the employee is away from his or her permanent residence to a maximum of 80 nights.

(b) The maximum number of hours off earned under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year and shall accumulate as compensatory leave with pay.

The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars.

ARTICLE 14
LEAVE - GENERAL

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

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

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

14.04 An employee who, on the day that this Agreement is signed, is entitled to receive furlough leave, that is to say, five (5) weeks' leave with pay upon completing twenty (20) years of continuous employment, retains the employee's 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.

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

14.06 An Employee is not entitled to leave with pay during periods the employee is on leave without pay, on educational leave or under suspension.

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14.07 Except as otherwise specified in this Agreement, where leave without pay for a period in excess of three (3) months is granted to an employee for reasons other than illness, the total period of leave granted shall be deducted from "continuous employment" for the purpose of calculating severance pay and "service" for the purpose of calculating vacation leave. Time spent on such leave which is for a period of more than three (3) months shall not be counted for pay increment purposes.

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14.08 Leave credits will be earned on a basis of a day being equal to seven and one half (7 1/2) hours.

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14.09 When leave is granted, it will be granted on an hourly basis and the hours debited for each day of leave shall be the same as the hours the employee would normally have been scheduled to work on that day, except for Bereavement Leave With Pay where a day is a calendar day.

14.10

(a) When an employee becomes subject to this Agreement, the employee's earned daily leave credits shall be converted into hours on the basis of one day being equal to seven and one half (7 1/2) hours.

(b) When an employee ceases to be subject to this Agreement, the employee's earned hourly leave credits shall be converted into days on the basis of seven and one half (7 1/2) hours being equal to one day.

ARTICLE 15
VACATION LEAVE

Accumulation of Vacation Leave Credits

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

(a) nine decimal three seven five (9.375) hours until the month in which the employee's eighth (8^th) anniversary of service occurs;

(b) twelve decimal five (12.5) hours commencing with the month in which the employee's eighth (8^th) anniversary of service occurs;

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(c) thirteen decimal seventy-five (13.75) hours commencing with the month in which his sixteenth (16^th) anniversary of service occurs;

(d) fourteen decimal three seven five (14.375) hours commencing with the month in which the employee's seventeenth (17^th) anniversary of service occurs;

(e) fifteen decimal six two five (15.625) hours commencing with the month in which the employee's eighteen (18^th) anniversary of service occurs;

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(f) sixteen decimal eight seven five (16.875) hours commencing with the month in which the employee's twenty-seventh (27^th) anniversary of service occurs;

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(g) eighteen decimal seven five (18.75) hours per month commencing with the month in which the employee's twenty-eight (28^th) anniversary of service occurs;

(h) However, an employee who is entitled to or who has received furlough leave shall have the vacation leave credits earned under this Article, reduced by three decimal one two five (3.125) hours per month from the beginning of the month in which the employee completes the employee's twentieth (20^th) year of continuous employment until the beginning of the month in which the employee completes the employee's twenty-fifth (25^th) year of continuous employment.

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

Entitlement to Vacation Leave With Pay

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

Provision for Vacation Leave

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

(a) to provide an employee's vacation leave in an amount and at such time as the employee may request;

(b) not to recall an employee to duty after the employee has proceeded on vacation leave.

For those MT employees engaged in shift work under clauses 8.08 and 8.15, upon request of the employee and at the discretion of the Employer, the Employer may grant an employee vacation leave when specified by the employee if:

(a) the period of vacation leave requested is less than forty (40) hours and the employee gives the Employer at least ten (10) days' notice;

(b) the period of vacation leave requested is forty (40) hours or more, the employee shall normally give the Employer at least seven (7) days' advance notice prior to the publishing of the final shift schedule as provided for in paragraph 8.14(b).

Upon request of the employee, the Employer may, for good and sufficient reason, grant vacation leave on shorter notice than provided for in this clause.

Replacement of Vacation Leave

(b) is granted special leave with pay because of illness in the immediate family,

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

Carry-Over Provision

15.08

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

(b) During any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred and twelve decimal five (112.5) hours may be paid in cash at the employee's daily rate of pay as calculated from the classification prescribed in the employee's certificate of appointment of the employee's substantive position on March 31^st, of the previous vacation year.

Recall From Vacation Leave

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

(b) 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.

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

Cancellation of Vacation Leave

15.11 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 any losses incurred and will provide proof of such action, when available, to the Employer.

Advance Payments

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

Leave When Employment Terminates

15.13 When an employee dies or otherwise ceases to be employed, the employee or the employee's estate shall be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation and furlough leave with pay by the daily rate of pay as calculated for the classification of the employee's substantive position on the date of the termination of employment.

Vacation Leave Credits for Severance Pay

15.14 Where the employee requests, the Employer shall grant the employee unused vacation leave credits prior to termination of employment if this will enable the employee, for purposes of severance pay, to complete the first (1^st) year of continuous employment in the case of lay-off, and the tenth (10^th) year of continuous employment in the case of resignation.

Abandonment

15.15 Notwithstanding clause 15.13, an employee whose employment is terminated by reason of a declaration that the employee abandoned the employee's position is entitled to receive the payment referred to in clause 15.13 if the employee requests it within six (6) months following the date upon which the employee's employment is terminated.

Recovery on Termination

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

15.17 Appointment to a Separate Employer

Notwithstanding clause 15.13, an employee who resigns to accept an appointment with an organization listed in Part II of Schedule I of the Public Service Staff Relations Act may choose not to be paid for unused vacation and furlough leave credits, provided that the appointing organization will accept such credits.

15.18 Appointment from a Separate Employer

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 Part II of Schedule I of the Public Service Staff Relations Act in order to take a position with the Employer if the transferring employee is eligible and has chosen to have these credits transferred.

ARTICLE 16
SICK LEAVE

Credits

16.01

(a) 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.

(b) A shift worker shall earn additional sick leave credits at the rate of one decimal twenty-five (1.25) hours for each calendar month during which he works shifts and 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 sick leave credits during the current fiscal year.

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

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

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

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

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

16.06 Where an employee has insufficient or no credits to cover the granting of sick leave with pay under the provision of clause 16.02, sick leave with pay may, at the discretion of the Employer, be granted to an employee for a period of up to twenty-five (25) days, subject to the deduction of such advanced leave from any sick leave credits subsequently earned and, in the event of termination of employment for other than death or lay-off, the recovery of the advance from any monies owed the employee.

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

16.08 An employee shall not be terminated for cause for reason of incapacity pursuant to Section 11(2)(g) of the Financial Administration Act at a date earlier than the date at which the employee will have used his 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 clause 17.16.

ARTICLE 17
OTHER LEAVE WITH OR WITHOUT PAY

17.01 General

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

17.02 Bereavement Leave With Pay

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For the purpose of this clause, immediate family is defined as father, mother (or alternatively stepfather, stepmother or foster parent), brother, sister, spouse (including common-law partner resident with the employee), child (including child of common-law partner), stepchild or ward of the employee, father-in-law, mother-in-law, grandchild, grandparent and relative permanently residing in the employee's household or with whom the employee permanently resides.

(c) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Deputy Head of a department may, after considering the particular circumstances involved, grant leave with pay for a period greater or in a manner other than that provided for in sub-paragraph 17.02(a)(i) and paragraph 17.02(b).

(d) If, during a period of paid leave, an employee is bereaved in circumstances under which the employee would have been eligible for bereavement leave under this clause, the employee shall be granted bereavement leave and the employee's paid leave credits shall be restored to the extent of any concurrent bereavement leave granted.

17.03 Maternity Leave without Pay

(1) An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than seventeen (17) weeks after the termination date of pregnancy.

(a) Notwithstanding sub-clause 17.03(A)(1) above:

(i) where the employee's new-born child is hospitalized within the period defined in sub-clause 17.03(A)(1) above;

and

(ii) where the employee has proceeded on maternity leave without pay and then, upon request and with the concurrence of the Employer, returns to work for all or part of the period during which her new-born child is hospitalized;

the period of maternity leave without pay defined in sub-clause 17.03(A)(1) above may be extended beyond the date falling seventeen (17) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child's hospitalization during which the employee returned to work, to a maximum of seventeen (17) weeks.

(b) The extension described in sub-clause 17.03(A)(1)(a) above shall end not later than fifty-two (52) weeks after the termination date of pregnancy.

(2) At its discretion, the Employer may require an employee to submit a medical certificate certifying pregnancy.

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

17.04 Maternity Allowance

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

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

(d) At the employee's request, the payment referred to in subparagraph 17.04(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance pregnancy benefits.

(e) 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.

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

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

(j) Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

17.05 Special Maternity Allowance for Totally Disabled Employees

shall be paid, in respect of each week of maternity allowance not received for the reason described in sub-clause 17.05(A)(1), the difference between ninety-three per cent (93%) of her weekly rate of pay and recruitment and retention "terminable allowance", and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.

(B) An employee shall be paid an allowance under this clause and under clause 17.04 for a combined period of no more than the number of weeks during which she would have been eligible for pregnancy benefits pursuant to section 22 of the EI Act had she not been disqualified from EI maternity benefits for the reasons described in sub-clause 17.05(A)(1) above.

17.06 Parental Leave without Pay

(a) Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee's care.

(b) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for the adoption of a child, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two week (52) period beginning on the day on which the child comes into the employee's care.

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(d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of the birth of the employee's child (including the child of a common-law partner), or the date the child is expected to come into the employee's care pursuant to paragraphs (a) and (b).

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

17.07 Parental Allowance

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

(i) has completed six (6) months of continuous employment before the commencement of parental leave without pay,

(ii) provides the Employer with proof that he or she has applied for and is in receipt of parental benefits pursuant to Section 23 of the Employment Insurance Act in respect of insurable employment with the Employer,

and

(iii) has signed an agreement with the Employer stating that:

(A) the employee will return to work on the expiry date of his/her parental leave without pay, unless the return to work date is modified by the approval of another form of leave;

(B) Following his or her return to work, as described in section (A), the employee will work for a period equal to the period the employee was in receipt of the parental allowance, in addition to the period of time referred to in section 17.04 (a)(iii)(B), if applicable;

(C) should he or she fail to return to work in accordance with section (A) or should he or she return to work but fail to work the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, he or she will be indebted to the Employer for an amount determined as follows:

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(c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

(e) The parental allowance to which an employee is entitled is limited to that provided in paragraph (c) and an employee will not be reimbursed for any amount that he or she is required to repay pursuant to the Employment Insurance Act.

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

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

(j) Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee's deferred remuneration or severance pay.

17.08 Special Parental Allowance for Totally Disabled Employees

shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in sub-clause 17.08(A)(1), the difference between ninety-three per cent (93%) of the employee's rate of pay and the recruitment and retention "terminable allowance", and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.

(B) An employee shall be paid an allowance under this clause and under clause 17.07 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental benefits pursuant to section 23 of the EI Act, had the employee not been disqualified from EI parental benefits for the reasons described in sub-clause 17.08(A)(1) above.

17.09 Leave Without Pay for the Care and Nurturing of Pre-School Age Children

Subject to operational requirements an employee shall be granted leave without pay for the care and nurturing of the employee's pre-school age children (including children of common-law partner) in accordance with the following conditions:

(a) 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 such notice cannot be given because of an urgent or unforeseeable circumstance;

(b) leave granted under this clause shall be for a minimum period of three (3) weeks;

(c) the total leave granted under this clause shall not exceed five (5) years during an employee's total period of employment in the Public Service;

(d) leave granted under this clause for a period of more than three (3) months shall be deducted from the calculation of continuous employment for the purpose of calculating severance pay and from the calculation of service for the purpose of calculating vacation leave;

17.10 Leave Without Pay for Personal Needs

(a) 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.

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

(c) An employee is entitled to leave without pay for personal needs only once under each of (a) and (b) of this clause 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, parental or adoption leave without the consent of the Employer.

(d) Leave granted under (a) of this clause shall be counted for the calculation of "continuous employment" for the purpose of calculating severance pay and "service" for the purpose of calculating vacation leave. Time spent on such leave shall be counted for pay increment purposes.

(e) Leave without pay granted under (b) of this clause shall be deducted from the calculation of "continuous employment" for the purpose of calculating severance pay and "service" for the purpose of calculating vacation leave for the employee involved. Time spent on such leave shall not be counted for pay increment purposes.

17.11 Leave Without Pay for Relocation of Spouse

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

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

17.12 Leave Without Pay for the Long-Term Care of a Parent

At the discretion of the Employer, an employee may be granted leave without pay for the long-term personal care of the employee's parents, including step-parents or foster parents, in accordance with the following conditions:

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

(b) leave granted under this clause shall be for a minimum period of three (3) weeks;

(c) the total leave granted under this clause shall not exceed two (2) years during an employee's total period of employment in the Public Service;

(d) leave granted under this clause for a period of more than three (3) months shall be deducted from the calculation of "continuous employment" for the purposes of calculating severance pay and from the calculation of "service" for the purposes of calculating vacation leave;

17.13 Leave With Pay for Family-Related Responsibilities

(a) For the purpose of this clause, family is defined as spouse (or common-law partner resident with the employee), children (including children of legal or common-law partner), parents (including step-parents or foster parents), or any relative permanently residing in the employee's household or with whom the employee permanently resides.

(i) an employee is expected to make every reasonable effort to schedule medical or dental appointments for family members to minimize or preclude the employee's absence from work; however, when alternate arrangements are not possible an employee shall be granted up to seven decimal five (7.5) hours for a medical or dental appointment when the family member is incapable of attending the appointment without accompaniment, or for appointments with appropriate authorities in schools or adoption agencies. An employee requesting leave under this provision must notify the employee's supervisor of the appointment as far in advance as possible;

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

(iii) fifteen (15) hours of leave with pay for needs directly related to the birth or to the adoption of the employee's child. This leave may be divided into two (2) periods and granted on separate days;

(iv) This clause does not apply to MT employees:

thirty-seven decimal five (37.5) hours' marriage leave for the purpose of getting married provided that the employee gives the Employer at least five (5) days' notice.

The total leave with pay which may be granted under sub-paragraphs 17.13(b)(i), (ii) and (iii) shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.

After the completion of one (1) year's continuous employment in the Public Service, an employee who gives the Employer at least twenty (20) days notice shall be granted leave with pay of up to thirty-seven decimal five (37.5) hours, for the purpose of getting married, provided suitable arrangements can be made so that the taking of such leave does not interfere with the employee's professional responsibilities. At the discretion of the Employer and subject to operational requirements, such leave may be granted with less than twenty (20) days' notice.

17.14 Court Leave With Pay

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

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(c) by subpoena or summons to attend as a witness in any proceeding, except for a proceeding in which the employee is a party, held:

17.15 Personnel Selection Leave With Pay

Where an employee participates in a personnel selection process, including the appeal process where applicable, for a position in the Public Service, as defined in the Public Service Staff 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 the employee's presence is so required. This clause applies equally in respect of the personnel selection processes related to deployment.

17.16 Injury-on-Duty Leave With Pay

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

(a) personal injury accidentally received in the performance of the employee's duties and not caused by the employee's willful misconduct,

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

17.17 Examination Leave

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

17.18 Volunteer Leave

(a) 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 7.5 hours of leave with pay to work as a volunteer for a charitable or community organisation or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign.

(b) 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.

17.19 Maternity-related Reassignment or Leave

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

(b) An employee's request under paragraph 17.19(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Employer may obtain an independent medical opinion.

(c) An employee who has made a request under paragraph 17.19(a) above 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:

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

(f) 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 original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

17.20 Medical Appointment for Pregnant Employees

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

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

17.21 Other Leave With Pay

(a) At its discretion, the Employer may grant leave with pay for purposes other than those specified in this Agreement, including military or civil defence training, emergencies affecting the community or place of work, and when circumstances not directly attributable to the employee prevent the employee reporting for duty.

17.22 Other Leave Without Pay

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

ARTICLE 18
CAREER DEVELOPMENT

General

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

Education Leave

18.02

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

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

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

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

Attendance at Conferences and Conventions

18.03

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

(c) In order to benefit from an exchange of knowledge and experience, an employee shall have the opportunity on occasion to attend conferences and conventions which are related to the employee's field of specialization, subject to operational constraints.

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

(e) An employee who attends a conference or convention at the request of the Employer to represent the interests of the Employer shall be deemed to be on duty and, as required, in travel status. The Employer shall pay the registration fees of the convention or conference the employee is required to attend.

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

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

Professional Development

18.04

(a) The parties to this Agreement share a desire to improve professional standards by giving the employees the opportunity on occasion:

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

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

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

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

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

Selection Criteria

18.05

(a) Should the Employer establish selection criteria for granting leave under clauses 18.02 through 18.04 for a specified group, a copy of these criteria will be provided to an employee who so requests and to the Institute Representative on the Departmental Career Development Consultation Committee. The Employer, on request, will consult with the Institute Representative on the Committee with regard to the selection criteria.

(b) All applications for leave under clauses 18.02 through 18.04 will be reviewed by the Employer. A list of the names of the applicants to whom the Employer grants leave under clauses 18.02 through 18.04 will be provided to the Institute Representative on the Departmental Career Development Consultation Committee.

Departmental Career Development Consultation Committee

18.06

(a) The parties to this collective agreement acknowledge the mutual benefits to be derived from consultation on Career Development. To this effect the parties agree that such consultation will be held at the departmental level either through the existing Joint Consultation Committee or through the creation of a Departmental Career Development Consultation Committee. A consultation committee as determined by the parties, may be established at the local, regional or national level.

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

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

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

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

Joint Institute/Treasury Board Career Development Committee

18.07

(a) In addition to consultation on career development at the departmental level referred to in clause 18.06, the representatives of the Employer and the Institute agree to establish a joint Institute/Treasury Board Career Development Committee.

(b) In establishing this committee, it is understood by the parties that Departments are responsible for the application of the policies related to Career Development.

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

ARTICLE 19
SEVERANCE PAY

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

Lay-Off

Resignation

(b) On resignation, subject to paragraph 19.01(c) and with ten (10) or more years of continuous employment, one-half (1/2) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one-half (1/2) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), up to a maximum of twenty-six (26) years with a maximum benefit of thirteen (13) weeks' pay.

Retirement

(c) On retirement, when an employee is entitled to an immediate annuity or to an immediate annual allowance under the Public Service Superannuation Act, a severance payment in respect of the employee's complete period of continuous employment, comprising of one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks' pay.

Death

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

Termination for Cause for Reasons of Incapacity or Incompetence

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19.02 The period of continuous employment used in the calculation of severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted severance pay, retiring leave or a cash gratuity in lieu of retiring leave. Under no circumstances shall the maximum severance pay provided under clause 19.01 be pyramided.

19.03 The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for the classification of the employee's substantive position on the date of the termination of employment.

19.04 Appointment to a Separate Employer Organization

Notwithstanding paragraph 19.01(b), an employee who resigns to accept an appointment with an organization listed in Part II of Schedule I of the Public Service Staff Relations Act may choose not to be paid severance pay provided that the appointing organization will accept the employee's Part I service for its severance pay entitlement.

ARTICLE 20
STATEMENT OF DUTIES

20.01 Upon written request, an employee shall be entitled to a complete and current statement of the duties and responsibilities of the employee's position, including the position's classification level, the position rating form and an organization chart depicting the position's place in the organization.

ARTICLE 21
REGISTRATION FEES

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

ARTICLE 22
DIVING ALLOWANCE

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22.01 Employees whose job duties require them to dive (as that word is hereinafter defined) shall be paid an extra allowance of fifteen dollars ($15) per hour. The minimum allowance shall be two (2) hours per dive.

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

ARTICLE 23
IMMUNIZATION

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

ARTICLE 24
TECHNOLOGICAL CHANGE

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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, the Work Force Adjustment Agreement concluded by the parties will apply. In all other cases, the following clauses will apply:

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

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

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 twenty (120) days written notice to the Institute of the introduction or implementation of technological change.

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

24.06 As soon as reasonably practicable after notice is given under clause 24.04, the Employer shall consult with the Institute concerning the effects of the technological change referred to in clause 24.04 on each group of employees. Such consultation will include but not necessarily be limited to the following:

(a) the approximate number, class and location of employees likely to be affected by the change;

(b) the effect the change may be expected to have on working conditions or terms and conditions of employment on employees.

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 and at no cost to the employee.

ARTICLE 25
SAFETY AND HEALTH

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

ARTICLE 26
RECOGNITION

26.01 The Employer recognizes the Institute as the exclusive bargaining agent for all employees described in the certificate issued by the Public Service Staff Relations Board on June 3, 1999 covering all employees in the Applied Science and Engineering Group as defined in Part I of the Canada Gazette of March 27, 1999.

26.02 The Employer recognizes that it is a proper function and a right of the Institute to bargain with a view to arriving at a Collective Agreement and the Employer and the Institute agree to bargain in good faith, in accordance with the provisions of the Public Service Staff Relations Act.

ARTICLE 27
CHECK-OFF

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

27.02 The Institute shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee defined in clause 27.01.

27.03 For the purpose of applying clause 27.01, deductions from pay for each employee in respect of each month will start with the first full month of employment to the extent that earnings are available.

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27.04 An employee who satisfies the Employer to the extent that he declares in an affidavit that he is a member of a religious organisation whose doctrine prevents him as a matter of conscience from making financial contributions to an employee organisation and that he will make contributions to a charitable organisation 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 organisation involved.

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

27.06 The amounts deducted in accordance with clause 27.01 shall be remitted to the Institute by cheque 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.

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

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

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

27.10 Where an employee does not have sufficient earnings in respect of any month to permit deductions under this Article the Employer shall not be obligated to make such deductions for that month from subsequent salary.

ARTICLE 28
USE OF EMPLOYER FACILITIES

Access by an Institute Representative

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

Bulletin Boards

28.02 Reasonable space on bulletin boards (including electronic bulletin boards, where available) will be made available to the Bargaining Agent for the posting of official notices, in convenient locations determined by the Employer and the Institute. Notices or other materials shall require the prior approval of the Employer, except notices relating to the business affairs of the Institute and social and recreational events. The Employer shall have the right to refuse the posting of any information which it considers adverse to its interests or to the interests of any of its representatives.

Institute Literature

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

ARTICLE 29
INFORMATION

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

29.02 The Employer agrees to supply each employee with a copy of the Collective Agreement and any amendments thereto.

29.03 Upon the written request of an employee, the Employer shall make available at a mutually satisfactory time National Joint Council Agreements listed in clause 36.03 which have a direct bearing on the requesting employee's terms and conditions of employment.

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

ARTICLE 30
STEWARDS

30.01 The Employer acknowledges the right of the Institute to appoint Stewards from amongst the members of bargaining units for which the Institute is the certified bargaining agent.

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

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

Leave for Stewards

30.04 Operational requirements permitting, the Employer shall grant leave with pay to an employee to enable the employee to carry out functions as a Steward on the Employer's premises. When the discharge of these functions require an employee who is a Steward to leave the employee's normal place of work, the employee shall, on returning, report to the supervisor whenever practicable.

ARTICLE 31
LEAVE FOR STAFF RELATIONS MATTERS

31.01 Public Service Staff Relations Board Hearings

Complaints Made to the Public Service Staff Relations Board Pursuant to Section 23 of the Public Service Staff Relations Act

(a) to an employee who makes a complaint before the Public Service Staff Relations Board,

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

31.02 Applications for Certification, Representations and Interventions With Respect to Applications for Certification

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

(a) to an employee who represents the Institute in an application for certification or in an intervention,

(b) to an employee who makes personal representations with respect to a certification.

31.03 Employee Called as a Witness

(a) to an employee called as a witness by the Public Service Staff Relations Board,

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

31.04 Arbitration Board, Conciliation Board Hearings and Alternative Dispute Resolution Process

Where operational requirements permit, the Employer will grant leave with pay to an employee representing the Institute before an Arbitration Board, Conciliation Board or an Alternative Dispute Resolution Process.

31.05 Employee Called as a Witness

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

31.06 Adjudication

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

31.07 Meetings During the Grievance Process

Employee Presenting Grievance

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

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

31.08 Employee Who Acts as Representative

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

31.09 Grievance Investigations

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

31.10 Contract Negotiations Meetings

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

31.11 Preparatory Contract Negotiations Meetings

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

31.12 Meetings Between the Institute and Management

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

31.13 Institute Meetings and Conventions

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

31.14 Stewards Training Courses

(a) Where operational requirements permit, the Employer will grant leave without pay to employees appointed as Stewards by the Institute, to undertake training sponsored by the Institute related to the duties of a Steward.

(b) Where operational requirements permit, the Employer will grant leave with pay to employees appointed as Stewards by the Institute, to attend training sessions concerning Employer-employee relations sponsored by the Employer.

ARTICLE 32
CONTRACTING OUT

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

ARTICLE 33
ILLEGAL STRIKES

33.01 The Public Service Staff Relations Act provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including discharge, for participation in an illegal strike as defined in the Public Service Staff Relations Act.

ARTICLE 34
INTERPRETATION OF AGREEMENT

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

ARTICLE 35
GRIEVANCE PROCEDURE

35.01 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 14 of the NJC by-laws.

35.02 The parties recognize the value of informal discussion between employees and their supervisors to the end that problems might be resolved without recourse to a formal grievance. When notice is given that an employee, within the time limits prescribed in clause 35.09, 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.

35.03 An employee who wishes to present a grievance at any prescribed step in the grievance procedure, shall transmit this grievance to the employee's immediate supervisor or local officer-in-charge who shall forthwith:

(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate step,

(b) provide the employee with a receipt stating the date on which the grievance was received.

35.04 A grievance of an employee 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.

35.05 Subject to and as provided in Section 91 of the Public Service Staff Relations Act, an employee 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 35.03, except that:

(a) where there is another administrative procedure provided by or under any Act of Parliament to deal with the employee's specific complaint such procedure must be followed,

(b) where the grievance relates to the interpretation or application of this Collective Agreement or an Arbitral Award, the employee is not entitled to present the grievance unless he has the approval of and is represented by the Institute.

35.06

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

(b) Steps 2 and 3 in departments or agencies where such steps are established - intermediate step(s);

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

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

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

35.09 An employee may present a grievance to the first step of the procedure in the manner prescribed in clause 35.03, not later than the twenty-fifth (25^th) day after the date on which the employee is notified orally or in writing or on which the employee first becomes aware of the action or circumstances giving rise to the grievance.

35.10 An employee may present a grievance at each succeeding step in the grievance procedure beyond the first step either:

(a) where the decision or settlement is not satisfactory to the employee, within ten (10) days after that decision or settlement has been conveyed in writing to the employee by the Employer,

(b) where the Employer has not conveyed a decision to the employee within the time prescribed in clause 35.11, within fifteen (15) days after presentation by the employee of the grievance at the previous step.

35.11 The Employer shall normally reply to an employee's grievance at any step of the grievance procedure, except the final step, within ten (10) days after the grievance is presented, and within twenty (20) days where the grievance is presented at the final step.

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

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

35.14 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.

35.15 Where the provisions of clause 35.03 cannot be complied with and it is necessary to present a grievance by mail, the grievance shall be deemed to have been presented on the day on which it is postmarked and it shall be deemed to have been received by the Employer on the day it is delivered to the appropriate office of the department or agency concerned. Similarly, the Employer shall be deemed to have delivered a reply at any step on the date on which the letter containing the reply is postmarked, but the time limit within which the grievor may present the grievance at the next higher step shall be calculated from the date on which the Employer's reply was delivered to the address shown on the grievance form.

35.16 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the employee and, where appropriate the Institute representative, except as provided in clause 35.18.

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

35.18 Where the Employer demotes or terminates an employee pursuant to paragraph 11(2)(f) or (g) of the Financial Administration Act, the grievance procedure set forth in this Agreement shall apply except that:

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

35.19 An employee may by written notice to the employee's immediate supervisor or officer-in-charge abandon a grievance.

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

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

35.22 Where an employee has presented a grievance up to and including the final step in the grievance procedure with respect to:

(a) the interpretation or application in respect of the employee of a provision of this Collective Agreement or related Arbitral Award,

(b) termination of employment or demotion pursuant to paragraph 11(2)(f) or (g) of the Financial Administration Act,

and the grievance has not been dealt with to the employee's satisfaction, the employee may refer the grievance to adjudication in accordance with the provisions of the Public Service Staff Relations Act and Regulations.

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

ARTICLE 36
NATIONAL JOINT COUNCIL AGREEMENTS

36.01 Agreements concluded by the National Joint Council (NJC) of the Public Service on items which may be included in a Collective Agreement, and which the parties to this Agreement have endorsed after December 6, 1978, will form part of this Collective Agreement, subject to the Public Service Staff Relations Act (PSSRA) and any legislation by Parliament that has been or may be, as the case may be, established pursuant to any Act specified in Schedule II of the PSSRA.

36.02 The NJC items which may be included in a Collective Agreement are those items which parties to the NJC Agreements have designated as such or upon which the Chairman of the Public Service Staff Relations Board has made a ruling pursuant to (c) of the NJC Memorandum of Understanding which became effective December 6, 1978.

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

Health/Safety Standards (11 to 28)

During the term of this Collective Agreement, other directives, policies or regulations may be added to the above noted list.

Grievances in regard to the above directives, policies or regulations shall be filed in accordance with clause 35.01 of the Article on grievance procedure in this Collective Agreement.

ARTICLE 37
JOINT CONSULTATION

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

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

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

Joint Consultation Committee Meetings

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

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

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

ARTICLE 38
STANDARDS OF DISCIPLINE

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

38.02 Where an employee is required to attend a meeting on disciplinary matters the employee is entitled to have a representative of the Institute attend the meeting when the representative is readily available. Where practicable, the employee shall receive in writing a minimum of one (1) working day's notice of such meeting as well as its purpose.

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

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

ARTICLE 39
LABOUR DISPUTES

39.01 If employees whose normal duties are performed on the premises of other employers are prevented from performing their duties because of a strike or lock-out on the other employer's premises, the employees shall report the matter to the Employer and the Employer will make every reasonable effort to ensure that, so long as work is available, the employees affected are not denied regular pay and benefits to which they would normally be entitled.

ARTICLE 40
PART-TIME EMPLOYEES

Definition

40.01 Part-time employee means a person whose normal scheduled hours of work are less than thirty-seven and one-half (37 1/2) hours per week, but not less than those prescribed in the Public Service Staff Relations Act.

General

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

40.03 Part-time employees shall be paid at the hourly rate of pay for all work performed up to seven and one-half (7 1/2) hours in a day or thirty-seven and one-half (37 1/2) hours in a week unless the employee is working other daily or weekly hours of work as prescribed pursuant to Article 8, Hours of Work, or group specific Articles relating to Hours of Work.

40.04 The days of rest provisions of this Collective Agreement apply only in a week when a part-time employee has worked five (5) days and a minimum of thirty-seven and one-half (37 1/2) hours in a week at the hourly rate of pay.

(a) during those periods in which employees are scheduled to perform their duties;

Designated Holidays

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

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40.07 Subject to Article 9, Overtime, when a part-time employee is required to work on a day which is prescribed as a designated paid holiday for a full-time employee in clause 12.01 of this Agreement, the employee shall be paid time and one-half (1 1/2) the hourly rate of pay for all hours worked on the holiday up to the regular daily scheduled hours of work and double (2) time thereafter.

Overtime

40.08 "Overtime" means work required by the Employer, to be performed by the employee, in excess of those hours prescribed in clause 40.03 but does not include time worked on a holiday.

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40.09 Subject to clauses 40.04 and 40.08, when a part-time employee is required by the Employer to work overtime he shall be compensated as follows:

(a) on his normal work day, at the rate of time and one-half (1 1/2) for each hour of overtime worked for the first seven and one-half (7 1/2) overtime hours worked and double (2) time thereafter;

(b) on his first (1^st) day of rest, at time and one-half (1 1/2) for each hour of overtime worked;

(c) on his second (2^nd) or subsequent day of rest, at double (2) time for each hour of overtime worked. Second (2^nd) or subsequent day of rest means the second or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest;

(d) notwithstanding paragraph (c) above, if, in an unbroken series of consecutive and contiguous calendar days of rest, the Employer permits the employee to work the required overtime on a day of rest requested by the employee, then the compensation shall be at time and one-half (1 1/2) for the first (1^st) day worked.

Vacation Leave

40.10 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 work week, at the rate for years of employment established in clause 15.02, prorated and calculated as follows:

(a) when the entitlement is nine point three seven five (9.375) hours a month, zero point two five (0.25) of the hours in his/her workweek per month;

(b) when the entitlement is twelve point five (12.5) hours a month, zero point three three three (0.333) of the hours in his/her workweek per month;

**
(c) when the entitlement is thirteen point seven five (13.75) hours per month, zero point three six seven (0.367) of the hours in his/her workweek per month;

(d) when the entitlement is fourteen point three seven five (14.375) hours a month, zero point three eight three (0.383) of the hours in his/her workweek per month;

(e) when the entitlement is fifteen point six two five (15.625) hours a month, zero point four one seven (0.417) of the hours in his/her workweek per month;

**
(f) when the entitlement is sixteen point eight seven five (16.875) hours a month, zero point four five zero (0.450) of the hours in his/her workweek per month;

**
(g) when the entitlement is eighteen point seven five (18.75) hours a month, zero point five (0.5) of the hours in his/her workweek per month;

(h) however, a part-time employee who has received or is entitled to receive furlough leave shall have the employee's vacation leave credits earned reduced by zero point zero eight three (0.083) of the hours in the part-time workweek, beginning in the month in which the twentieth (20^th) anniversary of continuous employment occurs until the beginning of the month in which the employee's twenty-fifth (25^th) anniversary of continuous employment occurs.

Sick Leave

40.11 A part-time employee shall earn sick leave credits at the rate of zero decimal two five (0.25) of the number of hours in an employee's normal work week for each calendar month in which the employee has received pay for at least twice (2) the number of hours in the employee's normal work week.

Vacation and Sick Leave Administration

40.12

(a) For the purposes of administration of clauses 40.10 and 40.11, where an employee does not work the same number of hours each week, the normal work week shall be the weekly average calculated on a monthly basis.

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

Severance Pay

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

40.14 The weekly rate of pay referred to in clause 40.13 shall be the weekly rate of pay to which the employee is entitled for the classification prescribed for the employee's substantive position on the date of termination of employment.

ARTICLE 41
EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

(a) a formal assessment and/or appraisal of an employee's performance means any written assessment and/or appraisal by any supervisor of how well the employee has performed assigned tasks during a specified period in the past;

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

**
(c) if, during the employee performance review, either the form or instructions have changed they shall be given to the employee.

41.02

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

A copy of the employee's assessment form shall be provided to the employee at the time the assessment is signed by the employee.

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

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

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

41.05 When a report pertaining to an employee's performance or conduct is placed on that employee's personnel file, the employee concerned shall be given an opportunity to sign the report in question to indicate that its contents have been read.

ARTICLE 42
EMPLOYMENT REFERENCES

42.01 On application by an employee, the Employer shall provide personal references to the prospective employer of such employee indicating length of service, principal duties and responsibilities and performance of such duties. Personal references requested by a prospective employer outside the Public Service will not be provided without the written consent of the employee.

ARTICLE 43
SEXUAL HARASSMENT

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

43.02

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

(b) If by reason of 43.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

ARTICLE 44
NO DISCRIMINATION

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

ARTICLE 45
PENOLOGICAL FACTOR ALLOWANCE

General

A Penological Factor Allowance shall be payable to incumbents in some positions in the bargaining units which are in the Canadian Penitentiary Service, subject to the following conditions.

45.01 The Penological Factor Allowance is used to provide additional compensation to an incumbent of a position who, by reason of duties being performed in a penitentiary, as defined in the Penitentiary Act as amended from time to time, assumes additional responsibilities for the custody of inmates other than those exercised by the Correctional Group, and is exposed to immediate hazards of physical injury by assault and other disagreeable conditions.

Degrees of Exposure

45.02 The factor recognizes the differences between maximum, medium and minimum security penal institutions, as designated by the Employer, and distinguishes between continual, frequent and limited degrees of exposure, as follows:

**
45.03 The payment of the allowance for the Penological Factor is determined by the following formula:

**
45.04 The value of "X" is set at $2000 per annum. This allowance shall be paid on the same basis as that for the employee's regular pay.

Application of PFA

45.05 Penological Factor Allowance shall only be payable to the incumbent of a position on the establishment of, or loaned to, Correctional Staff Colleges, Regional Headquarters, and National Headquarters, when the conditions described in clause 45.01 above are applicable.

45.06 The applicability of PFA to a position and the position's degree of PFA entitlement, shall be determined by the Employer following consultation with the bargaining agent.

45.07 Except as prescribed in clause 45.10 below, an employee shall be entitled to receive PFA for any month in which the employee receives a minimum of ten (10) days' pay in a position(s) to which PFA applies.

45.08 Except as provided in clause 45.09 below, PFA shall be adjusted when the incumbent of a position to which PFA applies, is appointed or assigned duties in another position to which a different degree of PFA applies, regardless of whether such appointment or assignment is temporary or permanent, and for each month in which an employee performs duties in more than one position to which PFA applies, the employee shall receive the higher allowance, provided the employee has performed duties for at least ten (10) days as the incumbent of the position to which the higher allowance applies.

45.09 When the incumbent of a position to which PFA applies, is temporarily assigned to a position to which a different degree of PFA, or no PFA, applies, and when the employee's basic monthly pay entitlement in the position to which the employee is temporarily assigned, plus PFA, if applicable, would be less than the employee's basic monthly pay entitlement plus PFA in the employee's regular position, the employee shall receive the PFA applicable to the employee's regular position.

45.10 An employee will be entitled to receive PFA, in accordance with the PFA applicable to the employee's regular position:

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

(b) 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.

45.11 PFA shall not form part of an employee's salary except for the purposes of the following benefit plans:

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

45.12 If, in any month, an employee is disabled or dies prior to establishing an entitlement to PFA, the PFA benefits accruing to the employee or the employee's estate shall be determined in accordance with the PFA entitlement for the month preceding such disablement or death.

ARTICLE 46
PAY

46.01 Except as provided in clauses 46.01 to 46.07 inclusive, and the Notes to Appendix "A" of this Agreement, the terms and conditions governing the application of pay to employees are not affected by this Agreement.

(a) the pay specified in Appendix "A" for the classification of the position to which the employee is appointed, if the classification coincides with that prescribed in the employee's certificate of appointment,

(b) the pay specified in Appendix "A" for the classification prescribed in the employee's certificate of appointment, if that classification and the classification of the position to which the employee is appointed do not coincide.

46.03 The rates of pay set forth in Appendix "A" shall become effective on the date specified therein.

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

Pay Administration

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

Rates of Pay

46.06

(a) The rates of pay set forth in Appendix "A" shall become effective on the dates specified.

(b) Where the rates of pay set forth in Appendix "A" have an effective date prior to the date of signing of this Agreement, the following shall apply:

(i) "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;

(ii) 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 26 of this Agreement during the retroactive period;

(iii) 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;

(iv) for promotions, demotions, deployments, transfers or acting situations effective during the retroactive period, the rate of pay shall be recalculated, in accordance with the Public Service Terms and Conditions of Employment Regulations, 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;

(v) no payment or no notification shall be made pursuant to paragraph 46.06(b) for one dollar ($1.00) or less.

46.07 This Article is subject to the Memorandum of Understanding signed by the Employer and the Professional Institute of the Public Service of Canada dated July 21, 1982 in respect of red-circled employees.

Acting Pay

**
46.08 When an employee is required by the Employer to substantially perform the duties of a higher classification level on an acting basis for the required number of consecutive working days, the employee shall be paid acting pay calculated from the date on which the employee commenced to act as if the employee had been appointed to that higher classification level for the period in which the employee acts.

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

(a) The required number of consecutive working days referred to in clause 46.08 is three (3) consecutive working days;

(i) When an employee whose hours of work are scheduled in accordance with clause 8.02 or 8.06 is required by the Employer to perform substantially, on an acting basis, duties of a higher classification level, for a period of at least three (3) consecutive scheduled working days, the employee shall be paid acting pay calculated as if the employee had been appointed to that higher classification level from the date on which the employee commenced to act for the period in which the employee acts.

(ii) When an employee whose hours of work are scheduled in accordance with clause 8.08 is required by the Employer to perform substantially, on an acting basis, duties of a higher classification level for a period of at least three (3) consecutive scheduled working day or shifts, exclusive of overtime, the employee shall be paid acting pay calculated from the date on which the employee commenced to act as if the employee had been appointed in that higher classification level for the period in which the employee acts.

(iii) When a day designated as a paid holiday occurs during the qualifying period, the holiday shall be considered as time worked for purposes of the qualifying period.

ARTICLE 47
AGREEMENT RE-OPENER

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

ARTICLE 48
DURATION

**
48.01 The duration of this Collective Agreement shall be from the date it is signed to September 30, 2005.

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

**APPENDIX "A"

AC - ACTUARIAL SCIENCE GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

AC
PAY NOTES

**
(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B), and (C) scales of rates at the rate shown immediately below his former rate.

**
(2) Effective October 1, 2002, prior to any other pay revision which occurs on that date, an employee shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(3) Employees at levels AC-1 to AC-3 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(4) Employees who have been Associate of the Society of Actuaries for more than six (6) years and have been at the maximum rate of pay for AC-1 level and have been on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(5) Employees who have been Fellow of the Society of Actuaries or Casualty Actuarial Society for more than four (4) years and have been at the maximum rate of pay for AC-2 level on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

(6) The pay increment period for employees paid in the AC-1 to AC-3 scales of rates is twelve (12) months.

(7) AC-1 Pay Scale: Subject to notes (a) to (f) below, AC-1 employees are paid at the appropriate rate in relation to the number of courses and years of experience acquired.

(a) The AC-1 pay notes are effective retroactively to October 1, 2002 for all employees.

(b) In addition to the periodic pay increment in note (6), a further increment for each course passed will be awarded effective January 1^st or July 1^st for courses taken prior to these dates and prescribed by the society of Actuaries (SOA) or the Casualty Actuarial Society (CAS). The SOA seventh and ninth course is respectively the Seminar and the Professional Development. Future reference to the SOA includes CAS.

(c) If the employee obtains three (3) courses without having reached the 5^th increment, the employee will then advance to the 5^th increment and will be awarded one additional increment for each course over three. At the discretion of the Employer, a new hired AC-1 could be awarded additional increments for years of experience acquired.

(d) If the employee obtains six (6) courses without having reached the 11^th increment, the employee will then advance to the 11^th increment and will be awarded one additional increment for each course over six. At the discretion of the Employer, a new hired AC-1 could be awarded additional increments for years of experience acquired.

(e) Progression through the AC-1 pay scales will continue unhindered until the employee has reached the 6^th increment, then advancement beyond the 6^th increment is dependent on the employee having obtained three (3) courses.

(f) Advancement beyond the 12^th increment is dependent on the employee having obtained six (6) courses, or having been an Associate of the Society of Actuaries with at least 15 years of consecutive service and acquired expertise in the actuarial field with the Government of Canada.

PAY INCREMENT PERIODS

AG - AGRICULTURE GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2002 - Harmonization
Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

AG
PAY NOTES

**
(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B), and (C) scales of rates at the rate shown immediately below his former rate.

**
(2) Except in the case of employees being paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, an employee shall, on the relevant effective date of adjustment to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

**
(3) An employee being paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

(a) effective October 1, 2002 in the "A" scale of rates which is nearest to but not more than two point seven five per cent (2.75%) higher than his former rate of pay, rounded to the nearest ten dollars ($10);

(b) effective October 1, 2003 in the "B" scale of rates which is nearest to but not more than two point five per cent (2.5%) higher than his former rate of pay, rounded to the nearest ten dollars ($10);

(c) effective October 1, 2004 in the "C" scale of rates which is nearest to but not more than two point five per cent (2.5%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).

**
(4) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels AG-1 to AG-5 shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "X" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(5) Effective October 1, 2002 employees at levels AG-1 to AG-5 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's rate of pay in the "X" scale of rates, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's rate of pay in the "X" scale of rates.

**
(6) Employees at levels AG-1 to AG-5 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(7) Effective October 1, 2002 employees at level AG-3 shall be paid in the "A" scale of rates at the rate of pay which is immediately below the employee's rate of pay in the "Y" scale of rates, or if there is no such rate, to the next higher rate of pay in the "A" scale of rates.

(8) The pay increment period for all employees, other than those paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(9) For employees paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(10) An increase from that part of the AG-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(11) Every employee being paid in that part of the AG-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his performance reviewed at least annually thereafter.

(12) The pay increment date for an employee, appointed on or after August 13, 1982 to a position in the bargaining unit upon promotion, demotion or from outside the Public Service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to August 13, 1982 remains unchanged.

AR - ARCHITECTURE AND TOWN PLANNING GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

AR
PAY NOTES

(1) The pay increment period for employees paid in these scales of rates, other than AR-1, is twelve (12) months.

(2) The pay increment period for employees paid in the AR-1 scale of rates is six (6) months, and the pay increment shall be to a rate which is three hundred dollars ($300) higher than his former rate provided that the last rate in the AR-1 scale of rates is not exceeded.

(3) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B) or (C) scale of rates at the rate shown immediately below his former rate except that:

(b)

(i) an employee being paid for one (1) or more years in the AR-1 scale of rates shall, effective October 1, 2002, be paid in the (A) scale of rates at the rate of pay which is nearest to but not more than two point seven five per cent (2.75%) higher than his former rate of pay provided that the maximum rate in the appropriate scale of rates is not exceeded;

(ii) an employee being paid for one (1) or more years in the AR-1 scale of rates shall, effective October 1, 2003, be paid in the (B) scale of rates at the rate of pay which is nearest to but not more than two point five per cent (2.5%) higher than his former rate of pay provided that the maximum rate in the appropriate scale of rates is not exceeded;

(iii) an employee being paid for one (1) or more years in the AR-1 scale of rates shall, effective October 1, 2004, be paid in the (C) scale of rates at the rate of pay which is nearest to but not more than two point five per cent (2.5%) higher than his former rate of pay provided that the maximum rate in the appropriate scale of rates is not exceeded.

**
(4) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels AR-2 to AR-7 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(5) Employees at levels AR-2 to AR-7 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

(6) The pay increment date for an employee appointed after February 8, 1989, to a position in the bargaining unit on promotion, demotion or from outside the Public Service shall be the first (1^st) Monday following the pay increment period specified in the pay notes as calculated from the date of promotion, demotion or appointment from outside the Public Service.

BI - BIOLOGICAL SCIENCES GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2002 - Harmonization
Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

BI
PAY NOTES

**
(1) Except in the case of employees being paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, an employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

**
(2) An employee being paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

**
(3) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels BI-1 to BI-5 shall be paid in the "X" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "X" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(4) Effective October 1, 2002 employees at BI-1 to BI-5 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's rate of pay in the "X" scale of rates, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's rate of pay in the "X" scale of rates.

**
(5) Employees at levels BI-1 to BI-5 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(6) Effective October 1, 2002 employees at level BI-3 shall be paid in the "A" scale of rates at the rate of pay which is immediately below the employee's rate of pay in the "Y" scale of rates, or if there is no such rate, to the next higher rate of pay in the "A" scale of rates.

(7) The pay increment period for all employees, other than those paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(8) For employees paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(9) An increase from that part of the BI-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(10) Every employee being paid in that part of the BI-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his performance reviewed at least annually thereafter.

(11) The pay increment date for an employee, appointed on or after July 26, 1982, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to July 26, 1982 remains unchanged.

CH - CHEMISTRY GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2002 - Harmonization
Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

CH
PAY NOTES

RESTRUCTURE

**
(1) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels CH-1 to CH-5 shall be paid in the "X" scale of rates at the rate of pay which is closest to but not less than the employee's former rate of pay.

**
(2) Effective October 1, 2002 employees at levels CH-1 to CH-5 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's rate of pay in the "X" scale of rates, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's rate of pay in the "X" scale of rates.

**
(3) Employees at levels CH-2 to CH-5 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(4) Employees at level CH-1 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the next increment in the new scale of rates of pay effective October 1, 2002.

**
(5) Effective October 1, 2002 employees at level CH-3 shall be paid in the "A" scale of rates at the rate of pay which is immediately below the employee's rate of pay in the "Y" scale of rates, or if there is no such rate, to the next higher rate of pay in the "A" scale of rates.

PAY INCREMENT ADMINISTRATION

(6) The pay increment period for full-time employees, other than those paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

**
(7) The pay increment period for full-time employees in the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

(8) Except for employees in the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps, a part-time employee shall be eligible to receive a pay increment when the employee has worked a total of nineteen hundred and fifty (1950) hours at the hourly rate of pay during a period of employment, provided that the maximum rate of the employee's level is not exceeded. A part-time employee in the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be eligible for a pay increment when the employee has worked a total of nine hundred and seventy-five (975) hours at the hourly rate of pay during a period of employment, provided that the last step in the ten-dollar ($10) step portion of the scale is not exceeded. The pay increment date shall be the first working day following completion of the hours specified in this clause.

**
(9) For the purposes of administering pay notes 4 and 5, the pay increment date for an employee, appointed on or after March 20, 1981, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to March 20, 1981 remains unchanged.

PAY ADJUSTMENT ADMINISTRATION

(10) Except for employees being paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps, an employee shall be paid in the new scale of rates at the rate shown immediately below his former rate on the relevant adjustment dates.

(11) An employee who was initially appointed to the ten ($10) dollar step portion of the CH-1 scale of rates shall not have his/her rate of pay adjusted as a result of an economic increase for a period of twelve (12) months from the date of his/her initial appointment, except that no employee shall be paid less than the minimum rate of pay. On the date which is twelve (12) months from the employee's initial appointment, the employee's rate of pay shall be adjusted by any economic increase to the fixed incremental portion of the CH-1 scale of rates which occurred during that twelve (12) month period, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the CH-1 scale of rates is not exceeded. The employee's rate of pay shall, on the relevant effective date, be further adjusted by any economic increase applicable to the fixed incremental portion of the CH-1 scale of rates, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the CH-1 scale of rates is not exceeded.

(12) An increase from that part of the CH-1 scale identified by ten-dollar ($10) intermediate steps to the first step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(13) Every employee being paid in that part of the CH-1 scale identified by ten-dollar ($10) intermediate steps will have his/her performance reviewed by the Employer within two (2) years of his/her appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his appointment will have his/her performance reviewed at least annually thereafter.

**
(14) An employee being paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

EN - ENGINEERING AND LAND SURVEY GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

ENG
PAY NOTES

SUB-GROUP: ENGINEERING

PAY INCREMENT ADMINISTRATION

(1) The pay increment period for employees paid in these scales of rates, other than EN-ENG-1, is twelve (12) months and the pay increment shall be to the next higher rate in the applicable scale.

(2) The pay increment period for an employee paid in the EN-ENG-1 scale of rates is six (6) months, and the pay increment shall be to a rate which is three hundred dollars ($300) higher than his former rate, or if there is no such rate, to the maximum of EN-ENG-1 scale of rates.

**
(3) An employee paid at the EN-ENG-1 scale of rates shall have his rate of pay adjusted to a step:

**
(4) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels EN-ENG-2 to EN-ENG- 6 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(5) Employees at levels EN-ENG-2 to EN-ENG-6 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(6) Except as provided in pay notes 3 and 4, an employee shall on the relevant effective dates of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

(7) Except for a part-time employee in the EN-ENG-1 level, a part-time employee shall be eligible to receive a pay increment when the employee has worked a total of nineteen hundred and fifty (1950) hours at the hourly rate of pay provided that the maximum rate for the employee's level is not exceeded. A part-time employee in level EN-ENG-1, shall be eligible for a pay increment when the employee has worked a total of nine hundred and seventy-five (975) hours at the hourly rate of pay provided that the maximum of the range for the employee is not exceeded.

SUB-GROUP: LAND SURVEY

PAY INCREMENT ADMINISTRATION

The pay increment period for employees paid in that part of the EN-SUR-1 scale of rates identified with sixty-dollar ($60) steps is six (6) months, and the pay increment shall be to a step which is three hundred dollars ($300) higher than his former rate, or if there is no such step, to the last step in the sixty-dollar ($60) part of the scale.

Notwithstanding pay note 1 above, an employee appointed to the EN-SUR-1 portion of the scale, with duties and responsibilities of EN-SUR-1, shall be advanced to the first (1^st) of the four (4) remaining rates in the scale of rates on completion of two (2) years of service from the date of appointment to EN-SUR-1.

Notwithstanding pay note 1, an employee paid in the sixty-dollar ($60) step portion of the EN-SUR-1 scale who is appointed to EN-SUR-1 with prior experience commensurate with duties and responsibilities of EN-SUR-1, may be advanced to the first (1^st) rate in the remaining portion of the scale at such time after appointment to EN-SUR-1 as the Employer may determine.

(5) The pay increment period for an employee paid in the EN-SUR-1 scale of rates is six (6) months, and the pay increment shall be to a rate which is three hundred dollars ($300) higher than his former rate, or if there is no such rate, to the maximum of EN-SUR-1 scale of rates.

**
(6) An employee paid at the EN-SUR-1 scale of rates shall have his rate of pay adjusted to a step:

**
(7) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels EN-SUR-1 to EN-SUR-6 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(8) Employees at levels EN-SUR-1 to EN-SUR-6 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(9) Except as provided in pay notes 6 and 7, an employee shall on the relevant effective dates of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

(10) Except for a part-time employee in the EN-SUR-1 sixty-dollar ($60) step portion level, a part-time employee shall be eligible to receive a pay increment when the employee has worked a total of nineteen hundred and fifty (1950) hours at the hourly rate of pay provided that the maximum rate for the employee's level is not exceeded. A part-time employee in the EN-SUR-1 sixty-dollar ($60) step portion level, shall be eligible for a pay increment when the employee has worked a total of nine hundred and seventy-five (975) hours at the hourly rate of pay provided that the maximum of the range for the employee is not exceeded.

FO - FORESTRY GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

FO
PAY NOTES

(1) Except in the case of employees being paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, an employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

**
(2) An employee being paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

**
(3) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels FO-1 to FO-4 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(4) Employees at levels FO-1 to FO-4 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

(5) The pay increment period for all employees, other than those paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(6) For employees paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months and a pay increment shall be three hundred dollars ($300), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(7) An increase from that part of the FO-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(8) Every employee being paid in that part of the FO-1 scale identified by ten-dollar ($10) intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second anniversary of his appointment will have his performance reviewed at least annually thereafter.

(9) The pay increment date for an employee, appointed on or after July 15^th, 1982, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to July 15, 1982 remains unchanged.

MT - METEOROLOGY GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

MT
PAY NOTES

**
(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B) and (C) scales of rates at the rate shown immediately below his former rate.

**
(2) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at level MT-2 to MT-7 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(3) Employees at levels MT-2 to MT-7 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

(a) Effective October 1, 2002, increase the scale of rates for employees being paid at the MT-1 by two point seven five per cent (2.75%) as reflected in scale of rates (A). Employees on the scale of rates shall be paid at a rate of pay two point seven five per cent (2.75%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(b) Effective October 1, 2003, increase the scale of rates for employees being paid at the MT-1 by two point five per cent (2.5%) as reflected in scale of rates (B). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(c) Effective October 1, 2004, increase the scale of rates for employees being paid at the MT-1 by two point five per cent (2.5%) as reflected in scale of rates (C). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

PAY INCREMENT ADMINISTRATION

The pay increment period for full-time employees is twelve (12) months, except in the case of employees paid in the MT-1 scale of rates. An employee being paid in the MT-1 scale of rates is not eligible for a pay increment.

A part-time employee shall be eligible to receive a pay increment when the employee has worked a total of nineteen hundred and fifty (1950) hours at the hourly rate of pay during a period of employment provided that the maximum rate for the employee's level is not exceeded. The pay increment date shall be the first (1^st) working day following completion of the hours specified in this clause.

For the purposes of administering pay note 6, the pay increment date for an employee appointed on or after December 23, 1980, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service, shall be the anniversary date of such appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to December 23, 1980 remains unchanged.

PC - PHYSICAL SCIENCES GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

PC
PAY NOTES

PAY INCREMENT ADMINISTRATION

(1) For employees paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps, the pay increment period is six (6) months, and a pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by ten-dollar ($10) intermediate steps is not exceeded.

(2) An increase from that part of the PC-1 scale identified by ten-dollar ($10) intermediate steps to the first (1^st) step in the incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(3) For the purposes of transfer and promotion, the lowest pay increment in that part of the scale identified by ten-dollar ($10) intermediate steps is three hundred dollars ($300).

(4) Except for those employees paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps, a pay increment shall be to the next rate in the scale of rates.

The pay increment date for an employee appointed to a position in the bargaining unit on promotion, demotion or from outside the Public Service after the date of signing of this Agreement, shall be the anniversary date of such appointment. The pay increment date for an employee who was appointed to a position in the bargaining unit prior to the date of signing of this Agreement remains unchanged.

The pay increment period listed below will continue to apply to employees appointed to their current position prior to December 22, 1976, and the pay increment will become due on the appropriate quarterly date:

PAY ADJUSTMENT ADMINISTRATION

**
(7) Except as provided in pay note 12, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($l0) intermediate steps shall be paid effective October 1, 2002 in the "A" scale of rates of pay, at a rate which is two point seven five per cent (2.75%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

**
(8) Except as provided in pay note 12, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid effective October 1, 2003 in the "B" scale of rates of pay, at a rate which is two point five per cent (2.5%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

**
(9) Except as provided in pay note 12, an employee being paid in that part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid effective October 1, 2004 in the "C" scale of rates of pay, at a rate which is two point five per cent (2.5%) higher than his/her former rate of pay, rounded to the nearest ten dollars ($10).

**
(10) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at Levels PC-1 to PC-5 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(11) Employees at levels PC-1 to PC-5 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

(12) An employee who was initially appointed to the part of the PC-1 scale of rates identified by ten-dollar ($10) intermediate steps shall not have his/her rate of pay adjusted as a result of an economic increase for a period of twelve (12) months from the date of the initial appointment, except that no employee shall be paid less than the minimum rate of pay. Twelve months from the employee's initial appointment, the employee's rate of pay shall be adjusted by any economic increase which occurred to the fixed incremental portion of the PC-1 scale of rates during that twelve (12) month period, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the PC-1 scale of rates is not exceeded. The employee's rate of pay shall, on the relevant effective date, be further adjusted by any economic increase applicable to the fixed incremental portion of the PC-1 scale of rates, provided that the maximum rate of pay in the ten-dollar ($10) step portion of the PC-1 scale of rates is not exceeded.

(13) Except as provided in pay note 14, an employee paid in the fixed incremental part of the PC-1 scale of rates or in the PC-2, 3, 4 or 5 scale of rates shall be paid, on the applicable adjustment dates, in the "A", "B" and "C" scale of rates at the rate shown immediately below his/her former rate.

(14) Every employee being paid in that part of the PC-1 scale identified by ten-dollar ($10) intermediate steps will have his/her performance reviewed by the Employer within two (2) years of his/her appointment with a view to ascertaining whether the employee should be paid at the first (1^st) step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first (1^st) step in that part of the scale. An employee who continues to be paid in that part of the scale identified by ten-dollar ($10) intermediate steps after the second (2^nd) anniversary of his/her appointment will have a performance review at least annually thereafter.

SG - SCIENTIFIC REGULATION GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

SG
PAY NOTES

PAY INCREMENT ADMINISTRATION

(1) Except for SG-SRE-1, the pay increment period for a full-time employee is twelve (12) months.

(2) The pay increment period for full-time employees in the SG-SRE-1 scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

(3) Except for SG-SRE-1 a part-time employee shall be eligible to receive a pay increment when the employee has worked a total of nineteen hundred and fifty (1950) hours at the hourly rate of pay during a period of employment provided that the maximum rate for the employee's level is not exceeded. A part-time employee in level SG-SRE-1 shall be eligible for a pay increment when the employee has worked a total of nine hundred and seventy-five (975) hours at the hourly rate of pay during a period of employment provided that a maximum rate for the SG-SRE-1 level is not exceeded.

(4) For the purposes of administering pay notes 1 and 2, the pay increment date for an employee, appointed on or after May 28, 1980, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service, shall be the anniversary date for such an appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to May 28, 1980 remains unchanged.

PAY ADJUSTMENT ADMINISTRATION

SG-SRE-1

(a) Effective October 1, 2002, the SG-SRE-1 scale of rates shall be restructured by increasing all SG-SRE-1 rates of pay by two point seven five per cent (2.75%) as reflected in scale of rates (A). Employees on this scale of rates shall be paid at a rate of pay that is two point seven five per cent (2.75%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(b) Effective October 1, 2003, increase the scale of rates for employees being paid at the SG-SRE-1 by two point five per cent (2.5%) as reflected in scale of rates (B). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

(c) Effective October 1, 2004, increase the scale of rates for employees being paid at the SG-SRE-1 by two point five per cent (2.5%) as reflected in scale of rates (C). Employees on the scale of rates shall be paid at a rate of pay two point five per cent (2.5%) higher than their former rate of pay rounded to the nearest ten dollars ($10).

SG-SRE-2 to 8 inclusive

(6) An employee being paid in SG-SRE-2 to 8 scale of rates shall, on the relevant effective date of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

**
(7) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels SG-SRE-2 to SG-SRE-8 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(8) Employees at levels SG-SRE-2 to SG-SRE-6 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

**
(9) Employees at levels SG-SRE-7 to SG-SRE-8 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the next increment in the new scale of rates effective October 1, 2002.

PAT - PATENT GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

SG-PAT
PAY NOTES

PAY INCREMENT ADMINISTRATION

(1) Except for SG-PAT-1, the pay increment period for a full-time employee is twelve (12) months.

(2) The pay increment period for full-time employees in the SG-PAT-1 scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine, or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion, the lowest pay increment is three hundred dollars ($300).

(3) Except for SG-PAT-1, a part-time employee shall be eligible to receive a pay increment when the employee has worked a total of nineteen hundred and fifty (1950) hours at the hourly rate of pay during a period of employment provided that the maximum rate for the employee's level is not exceeded. A part-time employee in level SG-PAT-1 shall be eligible for a pay increment when the employee has worked a total of nine hundred and seventy-five (975) hours at the hourly rate of pay during a period of employment provided that the maximum rate for the SG-PAT-1 level is not exceeded.

(4) For the purposes of administering pay notes 1 and 2, the pay increment date for an employee, appointed on or after May 28, 1980, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service shall be the anniversary date for such an appointment. The anniversary date for an employee who was appointed to a position in the bargaining unit prior to May 28, 1980 remains unchanged.

SG-PAT-1

**
(5) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2002 in the (A) scale of rates of pay at a rate that is two point seven five per cent (2.75%) higher than his former rate, rounded to the nearest ten dollars ($10).

**
(6) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2003 in the (B) scale of rates of pay at a rate that is two point five per cent (2.5%) higher than his former rate, rounded to the nearest ten dollars ($10).

**
(7) An employee being paid in the SG-PAT-1 scale of rates shall be paid effective October 1, 2004 in the (C) scale of rates of pay at a rate that is two point five per cent (2.5%) higher than his former rate, rounded to the nearest ten dollars ($10).

**
(8) Notwithstanding pay note 5, an employee being paid in the SG-PAT-1 scale of rates who was initially appointed to the Public Service bargaining unit in 2002 and was paid a rate established to recognize that the employee was without experience commensurate with level SG-PAT-1 shall not have his/her rate of pay adjusted by virtue of the October 1, 2002 scale of rates.

SG-PAT-2 to 7 Inclusive

**
(9) An employee being paid in SG-PAT-2 to SG-PAT-7 scale of rates shall, on the relevant effective date of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below his former rate.

**
(10) Effective October 1, 2002, prior to any other pay revision which occurs on that date, employees at levels SG-PAT-2 to SG-PAT-7 shall be paid in the "Y" scale of rates at the rate of pay which is immediately below the employee's former rate of pay, or if there is no such rate, to the rate of pay in the "Y" scale of rates which is closest to but not less than the employee's former rate of pay.

**
(11) Employees at levels SG-PAT-2 to SG-PAT-7 who have been at the maximum rate of pay for their level for twelve (12) months or more on October 1, 2002, will move to the new maximum rate of pay effective October 1, 2002.

APPENDIX "B"

MEMORANDUM OF AGREEMENT
BETWEEN
THE TREASURY BOARD
AND
THE PROFESSIONAL INSTITUTE OF THE
PUBLIC SERVICE OF CANADA -
HOURS OF WORK

The Employer and the Professional Institute of the Public Service of Canada agree that for those employees to whom the provisions of clause .07 of Article 8 applies, the provisions of the Collective Agreement which specifies days shall be converted to hours. Where the Collective Agreement refers to a "day", it shall be converted to seven and one-half (7 1/2) hours.

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

ARTICLE 2 - INTERPRETATION AND DEFINITIONS

ARTICLES 9 & 13 - OVERTIME - TRAVELLING TIME

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

When an employee is required by the Employer to work overtime on the employee's day of rest, compensation shall be granted as per paragraphs 9.01(b) and 9.01(c).

ARTICLE 12 - DESIGNATED PAID HOLIDAYS

A designated paid holiday shall account for seven and one-half (7 1/2) hours only.

ARTICLE 14 - LEAVE - GENERAL

Effective the date on which clause .06 of Article 8 applies or ceases to apply to an employee, the accrued vacation and sick leave credits shall be converted to days or hours, as applicable.

The Memorandum of Agreement shall be effective from the date of signing of the Collective Agreement to September 30, 2005.

APPENDIX "C"

MEMORANDUM OF
AGREEMENT - SEA TRIALS

Employees in the Engineering and Land Survey Group employed by the Department of National Defence engaged in Sea Trials under the following conditions will be remunerated in accordance with the terms below:

4. Compensatory leave is to be granted at the convenience of the employee where operational requirements permit.

5. Certain provisions of the Collective Agreement for which an employee normally may be eligible are inapplicable if the employee is in receipt of remuneration in accordance with the provisions set out in this Memorandum. The articles which do not have application to employees covered by this Memorandum are:

APPENDIX "D"

PATENT EXAMINERS
LETTER OF UNDERSTANDING

In recognition of the fact that, in the past some patent examiners have been allowed leave to write the patent agent's examination, it is agreed between the Professional Institute of the Public Service of Canada and the Patent Office, that the Patent Office will grant leave with pay to patent examiners to write the examination under the following conditions, expressly accepted by both sides:

2. The granting of the privilege will be at the discretion of the Patent Office, and subject to operational requirements of the Office.

3. The privilege will not extend to preparatory seminars nor to any fees connected with the examination or seminar.

4. The granting of this privilege shall not be construed in any way as indicating that passing the examination is a necessary or desirable qualification for patent examiners, nor a factor to be considered in staff appraisal or promotion.

APPENDIX "E"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF THE
APPLIED SCIENCE AND ENGINEERING (AP) UNIT -
ALLOWANCE FOR THE ARCHITECTURE AND
TOWN PLANNING GROUP

1. In an effort to reduce retention and recruitment problems, the employer will provide an Allowance to incumbents of AR positions for the performance of AR duties in the Applied Science and Engineering Group.

2. The parties agree that AR employees who perform the duties of positions identified above shall be eligible to receive a "Terminable Allowance" in the following amounts and subject to the following conditions:

TERMINABLE ALLOWANCE
	Effective October 1, 2002		Effective October 1, 2003		Effective October 1, 2004
	Annual Amount	Daily Amount	Annual Amount	Daily Amount	Annual Amount	Daily Amount
AR-1	$5,138	$19.69	$5,266	$20.19	$5,398	$20.69
AR-2	$6,658	$25.52	$6,824	$26.16	$6,995	$26.81
AR-3	$8,370	$32.08	$8,579	$32.88	$8,793	$33.71
AR-4	$9,746	$37.36	$9,990	$38.29	$10,240	$39.25
AR-5	$10,984	$42.10	$11,259	$43.16	$11,540	$44.23
AR-6	$11,853	$45.43	$12,149	$46.57	$12,453	$47.73
AR-7	$13,244	$50.77	$13,575	$52.04	$13,914	$53.33

4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.

APPENDIX "F"

1. In an effort to reduce retention and recruitment problems, the employer will provide an Allowance to incumbents of EN positions for the performance of EN duties in the Applied Science and Engineering Group.

2. The parties agree that EN employees who perform the duties of positions identified above shall be eligible to receive a "Terminable Allowance" in the following amounts and subject to the following conditions:

TERMINABLE ALLOWANCE
	Effective October 1, 2002		Effective October 1, 2003		Effective October 1, 2004
	Annual Amount	Daily Amount	Annual Amount	Daily Amount	Annual Amount	Daily Amount
EN-ENG-1	$5,578	$21.38	$5,717	$21.91	$5,860	$22.46
EN-ENG-2	$6,771	$25.95	$6,940	$26.60	$7,114	$27.27
EN-ENG-3	$9,123	$34.97	$9,351	$35.84	$9,585	$36.74
EN-ENG-4	$10,545	$40.42	$10,809	$41.43	$11,079	$42.47
EN-ENG-5	$12,166	$46.63	$12,470	$47.80	$12,782	$49.00
EN-ENG-6	$13,423	$51.45	$13,759	$52.74	$14,103	$54.06
EN-SUR-1	$6,170	$23.65	$6,324	$24.24	$6,482	$24.85
EN-SUR-2	$9,075	$34.79	$9,302	$35.66	$9,535	$36.55
EN-SUR-3	$9,776	$37.47	$10,020	$38.41	$10,271	$39.37
EN-SUR-4	$11,096	$42.53	$11,373	$43.59	$11,657	$44.68
EN-SUR-5	$11,968	$45.88	$12,267	$47.02	$12,574	$48.20
EN-SUR-6	$11,994	$45.98	$12,294	$47.13	$12,601	$48.30

4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.

APPENDIX "G"

1. In an effort to reduce retention and recruitment problems, the employer will provide an Allowance to incumbents of SG-PAT positions for the performance of SG-PAT duties in the Applied Science and Engineering Group.

2. The parties agree that SG-PAT employees who perform the duties of positions identified above shall be eligible to receive a "Terminable Allowance" in the following amounts and subject to the following conditions:

(a) Commencing on October 1^st, 2002, and ending September 30^th, 2005, SG-PAT employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;

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

TERMINABLE ALLOWANCE
	Effective October 1, 2002		Effective October 1, 2003		Effective October 1, 2004
	Annual Amount	Daily Amount	Annual Amount	Daily Amount	Annual Amount	Daily Amount
SG-PAT-1	$5,138	$19.69	$5,266	$20.19	$5,398	$20.69
SG-PAT-2	$6,876	$26.36	$7,048	$27.02	$7,224	$27.69
SG-PAT-3	$8,016	$30.73	$8,216	$31.49	$8,421	$32.28
SG-PAT-4	$9,070	$34.77	$9,297	$35.64	$9,529	$36.53
SG-PAT-5	$10,602	$40.64	$10,867	$41.66	$11,139	$42.70
SG-PAT-6	$11,346	$43.49	$11,630	$44.58	$11,921	$45.70
SG-PAT 7	$12,216	$46.83	$12,521	$48.00	$12,834	$49.20

(c) The Terminable Allowance specified above does not form part of an employee's salary. (d) The Allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this Agreement. (e) Subject to (f) below, the amount of the Terminable Allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee's substantive position. (f) When an SG-PAT employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 46.08, the Terminable Allowance payable shall be proportionate to the time at each level.

4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.

**APPENDIX "H"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF AN
ALLOWANCE FOR CERTAIN HEALTH CANADA EMPLOYEES IN THE
BIOLOGICAL SCIENCE GROUP
OF APPLIED SCIENCE AND ENGINEERING (AP) BARGAINING UNIT

1. The Employer will provide an Allowance to employees of the Health Product and Food Branch (HPFB) of Health Canada, who are involved in the assessment of submissions for human therapeutic products and occupy:

who assess the safety and efficacy of Human Therapeutic Products (drugs and devices as defined in Section 2 of the Food and Drug Act) through a combination of in-depth scientific assessment of human clinical data, risk/benefit assessment, risk management and communication. The assessment would be undertaken in respect of any of the following:

2. The parties agree that BI employees who perform the duties of the specific positions identified above shall be eligible to receive a "Human Drugs Clinical Review Allowance" in the following amounts and subject to the following conditions:

	Annual Amount	Daily Amount
BI-4	$14,000	$53.66
BI-5	$16,000	$61.33

(c) The Human Drugs Clinical Review Allowance specified above does not form part of an employee's salary except for the determination of the Supplementary Unemployment Benefit provided for in clauses 17.04, 17.05, 17.07 and 17.08.

(d) The Human Drugs Clinical Review Allowance shall not be paid to or in respect of a person who ceased to be a member of the bargaining unit prior to the date of signing of this Memorandum of Understanding.

(e) Subject to (f) below, the amount of the Human Drugs Clinical Review Allowance payable is that amount specified in 2(b) for the level prescribed in the certificate of appointment of the employee's substantive position.

(f) When a BI employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 46.08, the Human Drugs Clinical Review Allowance payable shall be proportionate to the time at each level.

3. A part-time BI employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 40.03.

4. An employee shall not be entitled to the Human Drugs Clinical Review Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of the Memorandum of Understanding may be subject to consultation.

**APPENDIX "I"

MEMORANDUM OF UNDERSTANDING
RED CIRCLING

GENERAL

1. This Memorandum of Understanding sets out conditions of employment respecting pay upon reclassification for all employees whose bargaining agent is the Professional Institute of the Public Service of Canada.

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 Regulations respecting Pay on Reclassification or Conversion where the Regulations are 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 Professional Institute of the Public Service 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 Retroactive Remuneration Regulations.

4. Employees subject to Section 3, will be considered to have transferred (as defined in the Public Service Terms and Conditions of Employment Regulations) for the purpose of determining increment dates and rates of pay.

PART II

Part II of this 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 per cent 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 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.

**APPENDIX "J"

WORK FORCE ADJUSTMENT

General

Application

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

Collective agreement

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

Objectives

It is the policy of the Treasury Board to maximise employment opportunities for indeterminate employees affected by work force 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 work force adjustment situation and for whom the deputy head knows or can predict employment availability will receive a guarantee of a reasonable job offer within the public service. Those employees for whom the deputy head cannot provide the guarantee will have access to transitional employment arrangements (as per Part VI and VII).

Definitions

Accelerated lay-off (mise en disponibilité accélérée) - occurs when a surplus employee makes a request to the deputy head, in writing, to be laid off at an earlier date than that originally scheduled, and the deputy head concurs. Lay-off entitlements begin on the actual date of lay-off.

Affected employee (fonctionnaire touché) - is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of a work force adjustment situation.

Alternation (échange de postes) - occurs when an opting employee (not a surplus employee) who wishes to remain in the public service exchanges positions with a non-affected employee (the alternate) willing to leave the public service with a Transition Support Measure or with an Education Allowance.

Alternative delivery initiative (diversification de mode de prestation de service) - is the transfer of any work, undertaking or business of the public service to any body or corporation that is a separate employer or that is outside the public service.

Appointing department (ministère d'accueil) - is a department or agency which has agreed to appoint or consider for appointment (either immediately or after retraining) a surplus or a laid-off person.

Deputy head (administrateur général) - has the same meaning as in the definition of "Deputy Head" set out in section 2 of the Public Service Employment Act, and also means his or her official designate.

Education Allowance (indemnité d'étude) - is one of the options provided to an indeterminate employee affected by normal work force adjustment for whom the deputy head cannot guarantee a reasonable job offer. The Education Allowance is a cash payment, equivalent to the Transitional Support Measure (see Annex "B"), plus a reimbursement of tuition from a recognised learning institution, book and mandatory equipment costs, up to a maximum of $8,000.00.

Guarantee of a reasonable job offer (garantie d'une offre d'emploi raisonnable) - is a guarantee of an offer of indeterminate employment within the public service provided by the deputy head to an indeterminate employee who is affected by work force adjustment. Deputy heads will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict employment availability in the public service. Surplus employees in receipt of this guarantee will not have access to the Options available in Part VI of this Appendix.

Home department (ministère d'attache) - is a department or agency declaring an individual employee surplus.

Laid-off person (personne mise en disponibilité) - is a person who has been laid off pursuant to PSEA 29(1) and who still retains a reappointment priority under PSEA 29(3).

Lay-off notice (avis de mise en disponibilité) - is a written notice of lay-off to be given to a surplus employee at least one month before the scheduled lay-off date. This period is included in the surplus period.

Lay-off priority (priorité de mise en disponibilité) - a person who has been laid off is entitled to a priority for appointment without competition or appeal to a position in the public service for which, in the opinion of the PSC, they are qualified. This priority is accorded for one year following the lay-off date, pursuant to subsection 29(3) of the Public Service Employment Act, or following the termination date, pursuant to paragraph 11(2.01) of the Financial Administration Act.

**
Opting employee (fonctionnaire optant) - is an indeterminate employee whose services will no longer be required because of a work force adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has 120 days to consider the Options of Part 6.3 of this Appendix.

Pay (rémunération) - has the same meaning as "rate of pay" in the employee's collective agreement.

Priority administration system (système d'administration des priorités) - is a system designed by the PSC to facilitate appointments of individuals entitled to statutory and regulatory priorities.

Public Service (fonction publique) - means the several positions in or under any department, agency, or other portion of the public service of Canada specified in Schedule I, Part I of the Public Service Staff Relations Act (PSSRA), for which the PSC has the sole authority to appoint.

**
Reasonable job offer (offre d'emploi raisonnable) - is an offer of indeterminate employment within the public service, normally at an equivalent level but 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 in Type 1 and Type 2 of Part VII of this appendix. A reasonable job offer is also an offer from a PSSRA Part II employer, providing that:

(a) 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.

(b) It is a seamless transfer of all employee benefits including a recognition of years of service for the definition of continuous employment and accrual of benefits, including the transfer of sick leave credits, severance pay and accumulated vacation leave credits.

Reinstatement priority (priorité de réintégration) - is an appointment priority accorded by the PSC, pursuant to the Public Service Employment Regulations, to certain individuals salary-protected under this Appendix for the purpose of assisting such persons to re-attain an appointment level equivalent to that from which they were declared surplus.

Relocation of work unit (réinstallation d'une unité de travail) - is the authorised move of a work unit of any size to a place of duty beyond what, according to local custom, is normal commuting distance from the former work location and from the employee's current residence.

Retraining (recyclage) - is on-the-job training or other training intended to enable affected employees, surplus employees and laid-off persons to qualify for known or anticipated vacancies within the public service.

Surplus employee (fonctionnaire excédentaire) - is an indeterminate employee who has been formally declared surplus, in writing, by his or her deputy head.

Surplus priority (priorité de fonctionnaire excédentaire) - is an entitlement for a priority in appointment accorded by the PSC, pursuant to the Public Service Employment Regulations, to surplus employees to permit them to be appointed to other positions in the public service without competition or right of appeal.

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

Transition Support Measure (mesure de soutien à la transition) - is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer. The Transition Support Measure is a cash payment based on the employee's years of service in the public service, as per Annex "B".

Twelve-month surplus priority period in which to secure a reasonable job offer (Priorité de fonctionnaire excédentaire d'une durée de douze mois pour trouver une offre d'emploi raisonnable) - is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer.

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

Authorities

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

Monitoring

Departments 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

Pay Rate Selection (Treasury Board Manual, Pay administration volume, chapter 3).

Policy on termination of Employment in Alternative Delivery Situations (Treasury Board Manual, Human Resources Volume, Chapter 1-13)

Relocation Directive (Treasury Board Manual, Employee Services Volume, Chapter 3-1).

Travel Directive (Treasury Board Manual, Employee Services Volume, Chapter 1-1).

Enquiries

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

Responsible officers in departmental headquarters may, in turn, direct questions regarding the application of this Appendix to the Transition and Work-Life Policies Group, Human Resources Branch, Treasury Board Secretariat.

Enquiries by employees pertaining to entitlements to a priority in appointment or to their status in relation to the priority appointment process should be directed to their departmental human resource advisors or to the regional and district offices of the PSC responsible for their case. Responsible officers in departmental headquarters seeking interpretations and guidance may contact the Employment Equity and Priority Administration Division of the Recruitment Programs and Priority Administration Directorate, Resourcing and Learning Branch, Public Service Commission Canada.

Part I
Roles and Responsibilities

1.1 Departments

1.1.1 Since indeterminate employees who are affected by work force adjustment situations are not themselves responsible for such situations, it is the responsibility of departments 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 shall carry out effective human resource planning to minimise the impact of work force adjustment situations on indeterminate employees, on the department, and on the public service.

1.1.3 Departments shall establish work force adjustment committees, where appropriate, to manage the work force adjustment situations within the department.

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

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

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

(a) is being provided a guarantee of a reasonable job offer from the deputy head and that the employee will be in surplus status from that date on,

(b) is an opting employee and has access to the Options of Section 6.3 of this Appendix because the employee is not in receipt of a guarantee of a reasonable job offer from the deputy head. Where applicable, the communication should also provide the information relative to the employee's possible lay-off date.

**
1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide 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 (a), Twelve-month surplus priority period in which to secure a reasonable job offer.

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

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

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

1.1.12 The home department shall recommend in writing to the PSC whether the employee is suitable for appointment. Where an employee is not considered suitable for appointment, the department shall advise the employee and PIPSC of that recommendation. The department shall send to the employee a copy of the written communication to the Public Service Commission, indicating the reasons for the recommendation together with any enclosures. The department shall also advise the employee that he or she may make oral or written submissions about the matter to the Public Service Commission before the PSC makes its decision. Where the Public Service Commission does not accept the department's recommendation, the department shall provide the surplus period required under this Appendix, beginning on the date the department is advised of the decision. The department shall so advise the employee.

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

1.1.14 Departments shall provide that employee with the official notification that he or she has become subject to a work force adjustment and shall remind them that Appendix "F" on Work Force Adjustment of this collective agreement applies.

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

1.1.16 Departments are responsible to counsel and advise their affected employees on their opportunities of finding continuing employment in the public service.

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

1.1.18 Home departments 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.

1.1.19 Home departments shall relocate surplus employees and laid-off individuals, if necessary.

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

(a) there are no available priority persons, or priority persons with a higher priority, qualified and interested in the position being filled;

(b) no available local surplus employees or laid-off persons who are interested and who could qualify with retraining.

1.1.21 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. Such cost shall be consistent with the Travel and Relocation directives.

1.1.23 For the purposes of the Travel directive, laid-off persons travelling to interviews for possible reappointment to public service are deemed to be "other persons travelling on government business".

1.1.24 For the priority period, home departments shall pay the salary costs, and other authorised costs such as tuition, travel, relocation, and retraining for surplus employees and laid-off persons, as provided for in this collective agreement and the various directives; all authorised costs of termination; and salary protection upon lower-level appointment, unless the appointing department is willing to absorb these costs in whole or in part.

1.1.25 Where a surplus employee is appointed by another department to a term position, the home department is responsible for the costs above for one year from the date of such appointment, after which the appointing department becomes the new home department.

1.1.26 Departments shall protect the indeterminate status and surplus priority of a surplus indeterminate employee appointed to a term position under this Appendix.

1.1.27 Departments shall inform the PSC in a timely fashion of the results of all referrals made to them under this Appendix, whether such referrals are for immediate appointment, for retraining designed to qualify individuals for appointment, or for anticipated vacancies.

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

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

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

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

1.1.32 Departments shall provide surplus employees with a lay-off notice at least one month before the proposed lay-off date, if appointment efforts have been unsuccessful.

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

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

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

(c) the PSC's Priority Administration System and how it works from the employee's perspective (referrals, interviews or "boards", feedback to the employee, follow-up by the PSC, how the employee can obtain job information and prepare for an interview, etc.);

(g) the employee's current situation (e.g. pay, benefits such as severance pay and superannuation, classification, language rights, years of service);

(h) alternatives that might be available to the employee (alternation, appointment, relocation, retraining, lower-level employment, term employment, retirement including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, Education Allowance, resignation, accelerated lay-off);

(j) the meaning of a guarantee of reasonable job offer, a Twelve-month surplus priority period in which to secure a reasonable job offer, a Transition Support Measure, an Education Allowance;

(k) the Human Resources Centres and their services (including a recommendation that the employee register with the nearest office as soon as possible);

(m) repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;

(n) advising the employee that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity.

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

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

1.2 The Treasury Board Secretariat

(a) investigate and seek to resolve situations referred by the PSC or other parties,

1.3 The Public Service Commission

1.3.1 The PSC shall establish and modify staffing policies and procedures to ensure the most effective and efficient means of maximizing the redeployment of surplus employees and the appointment of laid-off persons to positions in the public service.

1.3.2 The PSC shall temporarily restrict or suspend any authority delegated to deputy heads to make appointments in specified occupational groups when such action is necessary.

1.3.3 The PSC shall actively market surplus employees and laid-off persons to all departments unless the individuals have advised the PSC in writing that they are not available for appointment.

1.3.4 The PSC shall advise the Treasury Board Secretariat when departments fail to comply in good faith with this Appendix and/or to cooperate with the PSC in redeployment, retraining, or appointment activities.

1.3.5 The PSC shall determine, to the extent possible, the occupations in which there are skill shortages for which surplus employees or laid-off persons could be retrained, and advise departments accordingly.

1.3.6 The PSC shall provide surplus and laid-off individuals with counselling on their work force adjustment situation and its impact on them during their priority entitlement.

1.3.7 The PSC shall provide information directly to PIPSC on the numbers and status of their members who are in the Priority Administration System and, on a service-wide basis, through reports to PIPSC.

1.3.8 The Public Service Commission shall decide whether employees are suitable for appointment. Where a deputy head recommends that an employee is not suitable, the PSC shall, after considering such a recommendation, and representations of the employee or his or her representative, advise the deputy head, the employee, and his or her representative of its decision whether the employee is entitled to surplus and lay-off priority and the reasons for the decision. The PSC shall also inform the PIPSC of its decision.

1.3.9 The PSC shall, wherever possible, ensure that reinstatement priority is given to all employees who are subject to salary protection.

1.3.10 While the responsibility for retraining lies with the home department, the PSC is responsible for making the appropriate referrals and may recommend retraining where it would facilitate appointment, and the appointing department is responsible for considering retraining the individual and for justifying a decision not to retrain.

1.3.11 The PSC shall inform, in a routine and timely manner, a surplus employee or laid-off person, his or her home department and a representative of PIPSC, when he or she has been referred to a department for consideration but will not be offered the position. The PSC shall include full details of why he or she will not be appointed to or retrained for that position.

1.4 Employees

1.4.1 Employees have the right to be represented by PIPSC in the application of this Appendix.

1.4.2 Employees who are directly affected by work force adjustment situations and who receive a guarantee of a reasonable job offer, or who opt, or are deemed to have opted, for Option

(a) of Part VI of this Appendix are responsible for: (a) actively seeking alternative employment in co-operation with their departments and the PSC, unless they have advised the department and the PSC, in writing, that they are not available for appointment;

(c) providing timely information to the home department and to the PSC to assist them in their appointment activities (including curriculum vitae or resumes);

(d) ensuring that they can be easily contacted by the PSC and appointing departments, and attending appointments related to referrals;

(e) seriously considering job opportunities presented to them (referrals within the home department, referrals from the PSC, and job offers made by departments), including retraining and relocation possibilities, specified period appointments and lower-level appointments. **

(b) communicating their choice of Options, in writing, to their manager no later than 120 days after being declared opting.

Part II
Official Notification

2.1 Department

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

2.1.2 In any work force adjustment situation which is likely to involve ten or more indeterminate employees covered by this Appendix, the department concerned shall notify the Director, Transition and Work-Life Policies Group, Human Resources Management Division, Human Resources Branch, Treasury Board Secretariat, in confidence, at the earliest possible date and under no circumstances less than 96 hours before the situation is announced. The department shall send a copy of the advice to the Director General, Recruitment Programs and Priority Administration Directorate, Resourcing and Learning Branch, Public Service Commission.

2.2 Treasury Board Secretariat

2.2.1 Upon notification by the department concerned in 2.1.2 above, and under no circumstances less than 48 hours before the situation is announced, the Director, Transition and Work-Life Policies Group, Human Resources Management Division, Human Resources Branch, Treasury Board Secretariat shall inform, in writing and in confidence, the chief executive officer of PIPSC. This information is to include the identity and location of the work unit(s) involved; the expected date of the announcement; the anticipated timing of the situation; and the numbers of employees, by group and level, who will be affected.

Part III
Relocation of a Work Unit

3.1 General

3.1.1 In cases where a work unit is to be relocated, departments 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 work force adjustment situation.

**
3.1.2 Following written notification, employees must indicate, within a period of six months, their intention to move. If the employee's intention is not to move with the relocated position, the Deputy head, after having considered relevant factors, can either provide the employee with a guarantee of a reasonable job offer or access to the Options set out in section 6.3 of this Appendix.

3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.19 to 1.1.23.

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

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

Part IV
Retraining

4.1 General

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

4.1.2 The PSC and departments shall be responsible for identifying situations where retraining can facilitate the appointment of surplus employees and laid-off persons, and shall cooperate in such efforts.

4.2 Surplus employees

(a) 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;

4.2.2 The home department 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.

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

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

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

4.2.7 In addition to all other rights and benefits granted pursuant to this section, an employee who is guaranteed a reasonable job offer, is also guaranteed, subject to the employee's willingness to relocate, training to prepare the surplus employee for appointment to a position pursuant to section 4.1.1, such training to continue for one 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

(a) retraining is needed to facilitate the appointment of the individual to a specific vacant position;

(b) the individual meets the minimum requirements set out in the relevant Selection Standard for appointment to the group concerned;

(d) the appointing department cannot justify 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 reviewed by the PSC shall be included in the letter of offer. If the individual accepts the conditional offer, he or she will be appointed on an indeterminate basis to the full level of the position after having successfully completed training and being assessed as qualified for the position. When an individual accepts an appointment to a position with a lower maximum rate of pay than the position from which he or she was laid-off, the employee will be salary protected in accordance with Part V.

Part V
Salary Protection

5.1 Lower-level position

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

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

Part VI
Options for Employees

6.1 General

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

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6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have 120 days to consider the three Options below before a decision is required of them.

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6.1.3 The opting employee must choose, in writing, one of the three Options of section 6.3 of this Appendix within the 120-day window. The employee cannot change Options once having made a written choice.

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6.1.4 If the employee fails to select an Option, the employee will be deemed to have selected Option

(a), Twelve-month surplus priority period in which to secure a reasonable job offer at the end of the 120-day window.

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6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the 120-day opting period and prior to the written acceptance of the Transition Support Measure or the Education Allowance Option, the employee is ineligible for the TSM or the Education Allowance.

6.2 Alternation

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

6.2.3 Only an opting employee, not a surplus one, may alternate into an indeterminate position that remains in the public service.

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

6.2.6 The opting employee 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 days of the alternation.

6.2.7 An alternation should normally occur between employees at the same group and level. When the two positions are not the same group and 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 higher than the maximum rate of pay for the lower paid position.

6.2.8 An alternation must occur on a given date, i.e. two employees directly exchange positions on the same day. There is no provision in alternation for a "domino" effect or for "future considerations".

6.3 Options

6.3.1 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:

(ii) At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the 120-day opting period referred to in 6.1.2 which remains once the employee has selected in writing option (a).

(iii) When a surplus employee who has chosen, or who is deemed to have chosen, Option (a) offers to resign before the end of the twelve-month surplus priority period, the deputy head may authorise 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 months. The amount of the lump sum payment for the pay in lieu cannot exceed the maximum of that which he or she would have received had they chosen Option (b), the Transition Support Measure.

(iv) Departments will make every reasonable effort to market a surplus employee and the Employer will ask the Public Service Commission to make every reasonable effort to market a surplus employee within the employee's surplus period within his or her preferred area of mobility. or

(b) Transition Support Measure (TSM) is a cash payment, based on the employee's years of service in the public service (see Annex "B") made to an opting employee. Employees choosing this Option must resign but will be considered to be laid-off for purposes of severance pay.

(c) Education allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than $8000 for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and mandatory equipment. Employees choosing Option (c) could either:

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

6.3.3 The TSM, pay in lieu of unfulfilled surplus period and the Education Allowance cannot be combined with any other payment under the Work Force Adjustment Appendix.

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

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

6.3.6 All opting employees will be entitled to up to $400.00 for financial planning advice.

6.3.7 An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an Education Allowance and is re-appointed to that portion of the public service of Canada specified from time to time in Schedule I, Part I of the Public Service Staff Relations Act shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the TSM or Education Allowance was paid.

6.3.8 Notwithstanding section 6.3.7, an opting employee who has received an Education Allowance will not be required to reimburse tuition expenses, costs of books and mandatory equipment, for which he or she cannot get a refund.

6.3.9 The deputy head shall ensure that pay in lieu of unfulfilled surplus period is only authorised 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.

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

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

6.4 Retention payment

6.4.1 There are three 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.

6.4.2 All employees accepting retention payments must agree to leave the public service without priority rights.

6.4.3 An individual who has received a retention payment and, as applicable, is either reappointed to that portion of the public service of Canada specified from time to time in Schedule I, Part I of the Public Service Staff Relations Act, or is hired by the new employer within the six months immediately following his or her resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the lump sum was paid.

6.4.4 The provisions of 6.4.5 shall apply in total facility closures where public service jobs are to cease, and:

6.4.5 Subject to 6.4.4, 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 public service to take effect on that closure date, a sum equivalent to six months' pay payable upon the day on which the departmental operation ceases, provided the employee has not separated prematurely.

(b) when the deputy head of the home department 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,

6.4.7 Subject to 6.4.6, the deputy head shall pay to each employee who is asked to remain until the relocation of the work unit and offers a resignation from the public service to take effect on the relocation date, a sum equivalent to six months' pay payable upon the day on which the departmental operation relocates, provided the employee has not separated prematurely.

(a) where the public service work units are affected by alternative delivery initiatives;

(b) when the deputy head of the home department 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;

(c) where the employee has not received a job offer from the new employer or has received an offer and did not accept it.

6.4.9 Subject to 6.4.8, the deputy head shall pay to each employee who is asked to remain until the transfer date and who offers a resignation from the public service to take effect on the transfer date, a sum equivalent to six 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:

7.1 Definitions

For the purposes of this part, an alternative delivery initiative (diversification des modes d'exécution) is the transfer of any work, undertaking or business of the public service to any body or corporation that is a separate employer or that is outside the public service;

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 section 7.2.2;

For the purposes of this part, a termination of employment (licenciement du fonctionnaire) is the termination of employment referred to in paragraph 11(2)(g.1) of the Financial Administration Act (FAA).

7.2 General

Departments will, as soon as possible after the decision is made to proceed with an ASD initiative, and if possible, not less that 180 days prior to the date of transfer, provide notice to PIPSC. The notice to PIPSC will include:

3) the type of approach anticipated for the initiative. A joint WFA-ASD committee will be created for ASD initiatives and will have equal representation from the department and PIPSC. By mutual agreement the committee may include other participants. The joint WFA-ASD committee will define the rules of conduct of the committee. In cases of ASD initiatives, the parties will establish a joint WFA-ASD committee to conduct meaningful consultation on the human resources issues related to the ASD initiative 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.

In cases of commercialisation where tendering will be part of the process, the members of the joint WFA-ASD committee shall make every reasonable effort to come to an agreement on the criteria related to human resources issues (e.g. terms and conditions of employment, pension and health care benefits, the take-up number of employees) to be used in the request for proposal (RFP) process. The committee will respect the contracting rules of the federal government.

In cases of the creation of new agencies, the members of the joint WFA/ASD committee shall make every reasonable effort to agree on common recommendations related to human resources issues (e.g. terms and conditions of employment, pension, and health care benefits) that should be available at the date of transfer.

In all other ASD initiatives where an employer-employee relationship already exists the parties will hold meaningful consultations to clarify the terms and conditions that will apply upon transfer.

In the cases of commercialisation and creation of new agencies, consultation opportunities will be given to PIPSC; 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.

(i) legislated successor rights apply. Specific conditions for successor rights applications will be determined by the labour legislation governing the new employer;

(i.ii) the Public Service Terms and Conditions of Employment Regulations, 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;

(ii) recognition of continuous employment in the public service, as defined in the Public Service Terms and Conditions of Employment Regulations, for purposes of determining the employee's entitlements under the collective agreement continued due to the application of successor rights;

(iii) pension arrangements according to the Statement of Pension Principles set out in Annex "A", or, in cases where the test of reasonableness set out in that Statement is not met, payment of a lump-sum to employees pursuant to section 7.7.3;

(iv) transitional employment guarantee: a two-year minimum employment guarantee with the new employer;

(v) coverage in each of the following core benefits: health benefits, long term disability insurance (LTDI) and dental plan;

(vi) short-term disability bridging: recognition of the employee's earned but unused sick leave credits up to maximum of the new employer's LTDI waiting period.

Type 2 arrangements meet all of the following criteria:

(i) the average new hourly salary offered by the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is 85 per cent or greater of the group's current federal hourly remuneration (= pay + equal pay adjustments + supervisory differential), when the hours of work are the same;

(ii) the average annual salary of the new employer (= rate of pay + equal pay adjustments + supervisory differential) for the group moving is 85 per cent 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;

(iii) pension arrangements according to the Statement of Pension Principles as set out in Annex "A", or in cases where the test of reasonableness set out in that Statement is not met, payment of a lump-sum to employees pursuant to section 7.7.3;

(iv) transitional employment guarantee: employment tenure equivalent to that of the permanent work force in receiving organizations or a two-year minimum employment guarantee;

(v) coverage in each area of the following core benefits: health benefits, long-term disability insurance (LTDI) and dental plan; (vi) 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.

7.3 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 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 shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether they wish to accept the offer.

7.4.2 Following written notification, employees must indicate within a period of 60 days their intention to accept the employment offer, except in the case of Type 3 arrangements, where home departments may specify a period shorter than 60 days, but not less than 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 2 transitional employment arrangements will be given four 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 month notice period except where the employee was unaware of the offer or incapable of indicating an acceptance of the offer as provided for in subsection 11(2.02) of the Financial Administration Act (FAA).

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. For greater certainty, those who are declared surplus will be subject to the provisions of section 29 of the Public Service Employment Act (PSEA) and section 39 of the Public Service Employment Regulations (PSER).

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 for operational reasons provided that this does not create a break in continuous service between the public service 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 6.4, Retention Payment, will apply in the case of an employee who refuses an offer of employment in the case of a Type 1 or 2 transitional employment arrangement. A payment under section 6.4 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 months pay, payable upon the day on which the departmental work or function is transferred to the new employer. The home department will also pay these employees an 18-month salary top-up allowance equivalent to the difference between the remuneration applicable to their public service 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 work or function is transferred to the new employer.

7.7.2 In the case of individuals who accept an offer of employment from the new employer in the case of a Type 2 arrangement whose new hourly or annual salary falls below 80 per cent of their former federal hourly or annual remuneration, departments will pay an additional six months of salary top-up allowance for a total of 24-months under this section and section 7.7.1. The salary top-up allowance equivalent to the difference between the remuneration applicable to their public service 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 work or function is transferred to the new employer.

7.7.3 Employees who accept the reasonable job offer from the successor employer in the case of a Type 1 or Type 2 transitional employment arrangement where the test of reasonableness referred to in the Statement of Pension Principles set out in Annex "A" is not met, that is, where the actuarial value (cost) of the new employer's pension arrangements are less than 6.5 per cent of pensionable payroll (excluding the employer's costs related to the administration of the plan) will receive a sum equivalent to three months pay, payable on the day on which the departmental 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 months pay payable on the day on which the departmental work or function is transferred to the new employer. The home department will also pay these employees a 12-month salary top-up allowance equivalent to the difference between the remuneration applicable to their public service 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 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 year's pay.

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

7.8 Reimbursement

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

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

7.9 Vacation leave credits and severance pay

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

7.9.2 Notwithstanding the provisions of this collective agreement concerning severance pay, an employee who accepts a reasonable job offer pursuant to this part will not be paid severance pay where successor rights apply and/or, in the case of a Type 2 transitional employment arrangement, when the new employer recognizes the employee's years of continuous employment in the 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.

(b) the severance provisions of this collective agreement are extracted from this collective agreement prior to the date of transfer to another non-federal public sector employer,

(d) 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 public service terminates.

Annex "A" - Statement of Pension Principles

1. The new employer will have in place, or Her Majesty in right of Canada will require the new employer to put in place, reasonable pension arrangements for transferring employees. The test of "reasonableness" will be that the actuarial value (cost) of the new employer pension arrangements will be at least 6.5 per cent of pensionable payroll, which in the case of defined-benefit pension plans will be as determined by the Assessment Methodology developed by Towers Perrin for the Treasury Board, dated October 7, 1997. This Assessment Methodology will apply for the duration of this collective agreement. Where there is no reasonable pension arrangement in place on the transfer date or no written undertaking by the new employer to put such reasonable pension arrangement in place effective on the transfer date, subject to the approval of Parliament and a written undertaking by the new employer to pay the employer costs, Public Service Superannuation Act (PSSA) coverage could be provided during a transitional period of up to a year.

2. Benefits in respect of service accrued to the point of transfer are to be fully protected.

3. Her Majesty in right of Canada will seek portability arrangements between the Public Service Superannuation Plan and the pension plan of the new employer where a portability arrangement does not yet exist. Furthermore, Her Majesty in right of Canada will seek authority to permit employees the option of counting their service with the new employer for vesting and benefit thresholds under the PSSA.

Annex "B"

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

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

List of Changes to the Agreement between the
Treasury Board and The Professional Institute
of the Public Service of Canada -
Applied Science and Engineering

ARTICLE 2
INTERPRETATION AND DEFINITIONS

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"common-law partner" refers to a person living in a conjugal relationship with an employee for a continuous period of at least one year (« conjoint de fait »);

ARTICLE 8
HOURS OF WORK

Shift Premium

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8.19 An employee working a regularly scheduled shift will receive a shift premium of two dollars ($2) per hour for each hour worked, including overtime hours, between 1600 and 0800.

Weekend Premium

Employees shall receive an additional weekend premium of two dollars ($2) for all scheduled hours worked at straight-time hourly rates on Saturday and/or Sunday.

(a) Subject to the conditions of this clause, where the Employer has a seven (7) day week operation with rotating shifts on a continuing and annual basis, an employee working in such an operation shall receive a premium of two dollars ($2) per hour for all regularly scheduled hours at straight-time rates worked on Saturday and/or Sunday plus shift premium if applicable.

ARTICLE 9
OVERTIME

The compensation that the employee would have been granted had the employee not worked on a designated paid holiday is seven and one half (7 1/2) hours remunerated at straight-time.

(c) Paragraphs 9.08(a) and (b) shall not apply to an employee who is in travel status which entitles the employee to claim expenses for lodging and/or meals.

ARTICLE 11
STANDBY

ARTICLE 13
TRAVELLING TIME

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

13.09 Travel Status Leave

(b) The maximum number of hours off earned under this clause shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year and shall accumulate as compensatory leave with pay.

The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars.

ARTICLE 14
LEAVE - GENERAL

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14.08 Leave credits will be earned on a basis of a day being equal to seven and one half (7 1/2) hours.

ARTICLE 15
VACATION LEAVE

Accumulation of Vacation Leave Credits

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(c) thirteen decimal seventy-five (13.75) hours commencing with the month in which his sixteenth (16^th) anniversary of service occurs;

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(f) sixteen decimal eight seven five (16.875) hours commencing with the month in which the employee's twenty-seventh (27^th) anniversary of service occurs;

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(g) eighteen decimal seven five (18.75) hours per month commencing with the month in which the employee's twenty-eight (28^th) anniversary of service occurs;

15.17 Appointment to a Separate Employer

15.18 Appointment from a Separate Employer

ARTICLE 16
SICK LEAVE

Credits

ARTICLE 17
OTHER LEAVE WITH OR WITHOUT PAY

17.02 Bereavement Leave With Pay

(b) An employee is entitled to up to one (1) day's bereavement leave with pay for the purpose related to the death of the employee's son-in-law, daughter-in-law, brother-in-law or sister-in-law.

17.06 Parental Leave without Pay

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(a) Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law partner), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee's care.

17.07 Parental Allowance

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(c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

17.13 Leave With Pay for Family-Related Responsibilities

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(a) For the purpose of this clause, family is defined as spouse (or common-law partner resident with the employee), children (including children of legal or common-law partner), parents (including step-parents or foster parents), or any relative permanently residing in the employee's household or with whom the employee permanently resides.

The total leave with pay which may be granted under sub-paragraphs 17.13(b)(i), (ii) and (iii) shall not exceed thirty-seven decimal five (37.5) hours in a fiscal year.

17.14 Court Leave With Pay

**
(c) by subpoena or summons to attend as a witness in any proceeding, except for a proceeding in which the employee is a party, held:

17.18 Volunteer Leave

17.19 Maternity-related Reassignment or Leave

(d) Where reasonably practicable, the Employer shall modify the employee's job functions or reassign her.

17.20 Medical Appointment for Pregnant Employees

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

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

17.21 Other Leave With Pay

ARTICLE 18
CAREER DEVELOPMENT

Attendance at Conferences and Conventions

ARTICLE 19
SEVERANCE PAY

19.04 Appointment to a Separate Employer Organization

ARTICLE 22
DIVING ALLOWANCE

ARTICLE 24
TECHNOLOGICAL CHANGE

ARTICLE 27
CHECK-OFF

ARTICLE 29
INFORMATION

ARTICLE 35
GRIEVANCE PROCEDURE

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

(b) Steps 2 and 3 in departments or agencies where such steps are established - intermediate step(s);

ARTICLE 36
NATIONAL JOINT COUNCIL AGREEMENTS

Health/Safety Standards (11 to 28)

During the term of this Collective Agreement, other directives, policies or regulations may be added to the above noted list.

Grievances in regard to the above directives, policies or regulations shall be filed in accordance with clause 35.01 of the Article on grievance procedure in this Collective Agreement.

ARTICLE 40
PART-TIME EMPLOYEES

Designated Holidays

Overtime

**
40.09 Subject to clauses 40.04 and 40.08, when a part-time employee is required by the Employer to work overtime he shall be compensated as follows:

(a) on his normal work day, at the rate of time and one-half (1 1/2) for each hour of overtime worked for the first seven and one-half (7 1/2) overtime hours worked and double (2) time thereafter;

(b) on his first (1^st) day of rest, at time and one-half (1 1/2) for each hour of overtime worked;

Vacation Leave

**
(c) when the entitlement is thirteen point seven five (13.75) hours per month, zero point three six seven (0.367) of the hours in his/her workweek per month;

**
(f) when the entitlement is sixteen point eight seven five (16.875) hours a month, zero point four five zero (0.450) of the hours in his/her workweek per month;

**
(g) when the entitlement is eighteen point seven five (18.75) hours a month, zero point five (0.5) of the hours in his/her workweek per month;

ARTICLE 41
EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES

**
(c) if, during the employee performance review, either the form or instructions have changed they shall be given to the employee.

ARTICLE 45
PENOLOGICAL FACTOR ALLOWANCE

**
45.03 The payment of the allowance for the Penological Factor is determined by the following formula:

**
45.04 The value of "X" is set at $2000 per annum. This allowance shall be paid on the same basis as that for the employee's regular pay.

ARTICLE 46
PAY

Rates of Pay

(a) The rates of pay set forth in Appendix "A" shall become effective on the dates specified.

(b) Where the rates of pay set forth in Appendix "A" have an effective date prior to the date of signing of this Agreement, the following shall apply:

(v) no payment or no notification shall be made pursuant to paragraph 46.06(b) for one dollar ($1.00) or less.

Acting Pay

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

(a) The required number of consecutive working days referred to in clause 46.08 is three (3) consecutive working days;

(iii) When a day designated as a paid holiday occurs during the qualifying period, the holiday shall be considered as time worked for purposes of the qualifying period.

ARTICLE 48
DURATION

**
48.01 The duration of this Collective Agreement shall be from the date it is signed to September 30, 2005.

**APPENDIX "A"

AC - ACTUARIAL SCIENCE GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

AC
PAY NOTES

**
(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B), and (C) scales of rates at the rate shown immediately below his former rate.

AG - AGRICULTURE GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2002 - Harmonization
Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

AG
PAY NOTES

**
(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B), and (C) scales of rates at the rate shown immediately below his former rate.

**
(3) An employee being paid in that part of the AG-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

AR - ARCHITECTURE AND TOWN PLANNING GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

AR
PAY NOTES

(b)

BI - BIOLOGICAL SCIENCES GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2002 - Harmonization
Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

BI
PAY NOTES

**
(2) An employee being paid in that part of the BI-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

CH - CHEMISTRY GROUP
ANNUAL RATES OF PAY

X) Effective October 1, 2002 - Harmonization
Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

CH
PAY NOTES

RESTRUCTURE

PAY INCREMENT ADMINISTRATION

PAY ADJUSTMENT ADMINISTRATION

**
(14) An employee being paid in that part of the CH-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

EN - ENGINEERING AND LAND SURVEY GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

ENG
PAY NOTES

SUB-GROUP: ENGINEERING

PAY INCREMENT ADMINISTRATION

**
(3) An employee paid at the EN-ENG-1 scale of rates shall have his rate of pay adjusted to a step:

SUB-GROUP: LAND SURVEY

PAY INCREMENT ADMINISTRATION

**
(6) An employee paid at the EN-SUR-1 scale of rates shall have his rate of pay adjusted to a step:

FO - FORESTRY GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

FO
PAY NOTES

**
(2) An employee being paid in that part of the FO-1 scale of rates identified by ten-dollar ($10) intermediate steps shall be paid:

MT - METEOROLOGY GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

MT
PAY NOTES

**
(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the (A), (B) and (C) scales of rates at the rate shown immediately below his former rate.

PC - PHYSICAL SCIENCES GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

PC
PAY NOTES

PAY ADJUSTMENT ADMINISTRATION

SG - SCIENTIFIC REGULATION GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

SG
PAY NOTES

PAY ADJUSTMENT ADMINISTRATION

SG-SRE-1

SG-SRE-2 to 8 inclusive

PAT - PATENT GROUP
ANNUAL RATES OF PAY

Y) Effective October 1, 2002 - Restructure
A) Effective October 1, 2002
B) Effective October 1, 2003
C) Effective October 1, 2004

SG-PAT
PAY NOTES

SG-PAT-1

SG-PAT-2 to 7 Inclusive

**APPENDIX "H"

MEMORANDUM OF UNDERSTANDING
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE
OF CANADA
(HEREINAFTER CALLED THE INSTITUTE)
IN RESPECT OF AN
ALLOWANCE FOR CERTAIN HEALTH CANADA EMPLOYEES IN THE
BIOLOGICAL SCIENCE GROUP
OF APPLIED SCIENCE AND ENGINEERING (AP) BARGAINING UNIT

	Annual Amount	Daily Amount
BI-4	$14,000	$53.66
BI-5	$16,000	$61.33

3. A part-time BI employee shall be paid the daily amount shown above divided by seven decimal five (7.5), for each hour paid at his hourly rate of pay pursuant to clause 40.03.

4. An employee shall not be entitled to the Human Drugs Clinical Review Allowance for periods he is on leave without pay or under suspension.

5. The parties agree that disputes arising from the application of the Memorandum of Understanding may be subject to consultation.

**APPENDIX "I"

MEMORANDUM OF UNDERSTANDING
RED CIRCLING

GENERAL

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 Regulations respecting Pay on Reclassification or Conversion where the Regulations are 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.

PART I

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.

4. Employees subject to Section 3, will be considered to have transferred (as defined in the Public Service Terms and Conditions of Employment Regulations) for the purpose of determining increment dates and rates of pay.

PART II

Part II of this 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.

**APPENDIX "J"

WORK FORCE ADJUSTMENT

General

Definitions

**
Opting employee (fonctionnaire optant) - is an indeterminate employee whose services will no longer be required because of a work force adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has 120 days to consider the Options of Part 6.3 of this Appendix.

**
Reasonable job offer (offre d'emploi raisonnable) - is an offer of indeterminate employment within the public service, normally at an equivalent level but 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 in Type 1 and Type 2 of Part VII of this appendix. A reasonable job offer is also an offer from a PSSRA Part II employer, providing that:

(a) 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.

Part I
Roles and Responsibilities

1.1 Departments

1.4 Employees

(b) communicating their choice of Options, in writing, to their manager no later than 120 days after being declared opting.

Part III
Relocation of a Work Unit

3.1 General

Part VI
Options for Employees

6.1 General

**
6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have 120 days to consider the three Options below before a decision is required of them.

**
6.1.4 If the employee fails to select an Option, the employee will be deemed to have selected Option (a), Twelve-month surplus priority period in which to secure a reasonable job offer at the end of the 120-day window.

6.3 Options

Print Specifications Profile

* Note: Colour is based on Canadian recycled Fusion and Rockland Cover stock. 20% post-consumer. Laser guaranteed and permanent. Distributed by Domtar and Rolland inc.

Craig Kennedy
Client Services Section
Treasury Board of Canada Secretariat
Telephone: (613) 995-2678
Facsimile: (613) 995-6949

Groups:
	Actuarial Science
	Agriculture
	*Architecture and Town Planning (New agreement: NR Group)**
	Biological Science
	Chemistry
	*Engineering and Land Survey (New agreement: NR Group)**
	Forestry
	Meteorology
	Physical Sciences
	Scientific Regulation
	Patent

Continual	-	means fulfilment of the conditions described in clause 45.01 above throughout the working day and recurring daily.
Frequent	-	means fulfilment of the conditions described in clause 45.01 above for part or parts of the working day and generally recurring daily.
Limited	-	means fulfilment of the conditions described in clause 45.01 above on an occasional basis.

Degree of Contact	Maximum			Medium			Minimum
Continual	100%	X	($2000)	50%	X	($1000)	30%	X	($600)
Frequent	50%	X	($1000)	30%	X	($600)	20%	X	($400)
Limited	30%	X	($600)	20%	X	($400)	10%	X	($200)

AC-1
		(1)	(2)	(3)	(4)	(5)	(6)	(7)	(8)	(9)
From:	$	40767	42530	44287	47022	49184	51343	53505	55666	57825
To:	Y		42530	44287	47022	49184	51343	53505	55666	57825
	A		43700	45505	48315	50537	52755	54976	57197	59415
	B		44793	46643	49523	51800	54074	56350	58627	60900
	C		45913	47809	50761	53095	55426	57759	60093	62423

		(10)	(11)	(12)	(13)	(14)	(15)	(16)	(17)	(18)
From:	$	59983	62561	65125	67550	69871	72206	74914	77723
To:	Y	59983	62561	65125	67550	69871	72206	74914	77723	80532
	A	61633	64281	66916	69408	71792	74192	76974	79860	82747
	B	63174	65888	68589	71143	73587	76047	78898	81857	84816
	C	64753	67535	70304	72922	75427	77948	80870	83903	86936
AC-2
From:	$	75931	78490	81044	83599	86158	89268	92492
To:	Y		78490	81044	83599	86158	89268	92492	95716
	A		80648	83273	85898	88527	91723	95036	98348
	B		82664	85355	88045	90740	94016	97412	100807
	C		84731	87489	90246	93009	96366	99847	103327
AC-3
From:	$	85201	87880	90550	93229	96283	99591	103011	106549
To:	Y		87880	90550	93229	96283	99591	103011	106549	110087
	A		90297	93040	95793	98931	102330	105844	109479	113114
	B		92554	95366	98188	101404	104888	108490	112216	115942
	C		94868	97750	100643	103939	107510	111202	115021	118841

Level	Full-Time Employees	1/2 Time or More but Less Than Full-Time	1/3 Time or More but Less Than Half-Time
AC-1 to AC-3	52 weeks	104 weeks	156 weeks

(allowance received)	X	(remaining period to be worked following her return to work)
		[total period to be worked as specified in (B)]

AG-1
From:	$	23494	to	41452	*		42756	44391	46298	48205
To:	X	23772	to	41600	*	42442	44086	45730	47377	49023
	Y	24072	to	41600	*	42442	44086	45730	47377	49023	50669
	A	24734	to	42744	*	43609	45298	46988	48680	50371	52062
	B	25352	to	43813	*	44699	46430	48163	49897	51630	53364
	C	25986	to	44908	*	45816	47591	49367	51144	52921	54698
		*(WITH INTERMEDIATE STEPS OF $10)
AG-2
From:	$					47606	49669	51742	53801	55888
To:	X	43082	45200	47319		49436	51567	53675	55683	58615
	Y		45200	47319		49436	51567	53675	55683	58615	61547
	A		46443	48620		50795	52985	55151	57214	60227	63240
	B		47604	49836		52065	54310	56530	58644	61733	64821
	C		48794	51082		53367	55668	57943	60110	63276	66442
AG-3
From:	$			55486		57572	59664	61544	63423
To:	X	51754	54300	56847		59396		61939	64488	67033	68468
	Y		54300	56847		59396		61939	64488	67033	68468	69903
	A		55793	58410		61029		63642	66261	68876	70351	71825
	B		57188	59870		62555		65233	67918	70598	72110	73621
	C		58618	61367		64119		66864	69616	72363	73913	75462
AG-4
From:	$	62447	64508	66565		68622	70672
To:	X		65447	67980		70514	73045	75579
	Y			67980		70514	73045	75579	78113
	A			69849		72453	75054	77657	80261
	B			71595		74264	76930	79598	82268
	C			73385		76121	78853	81588	84325
AG-5
From:	$	69920	72316	74707		77072	79432
To:	X	71905		74995		78091	81182	84274
	Y			74995		78091	81182	84274	87366
	A			77057		80239	83415	86592	89769
	B			78983		82245	85500	88757	92013
	C			80958		84301	87638	90976	94313

AR-1
From:	$	24646	to	39122
To:	Y	24946	to	39422
	A	25632	to	40506
	B	26273	to	41519
	C	26930	to	42557
AR-2
From:	$	39035	40913	42798	44680	46556	48438
To:	Y		40913	42798	44680	46556	48438	50320
	A		42038	43975	45909	47836	49770	51704
	B		43089	45074	47057	49032	51014	52997
	C		44166	46201	48233	50258	52289	54322
AR-3
From:	$	47911	50022	52135	54240	56343	58032
To:	Y		50022	52135	54240	56343	58032	59721
	A		51398	53569	55732	57892	59628	61363
	B		52683	54908	57125	59339	61119	62897
	C		54000	56281	58553	60822	62647	64469
AR-4
From:	$	54044	56375	58671	60967	63259	65156
To:	Y		56375	58671	60967	63259	65156	67053
	A		57925	60284	62644	64999	66948	68897
	B		59373	61791	64210	66624	68622	70619
	C		60857	63336	65815	68290	70338	72384
AR-5
From:	$	60660	63256	65853	68452	71046	73177
To:	Y		63256	65853	68452	71046	73177	75308
	A		64996	67664	70334	73000	75189	77379
	B		66621	69356	72092	74825	77069	79313
	C		68287	71090	73894	76696	78996	81296
AR-6
From:	$	67989	70686	73375	76069	78765	81127
To:	Y		70686	73375	76069	78765	81127	83489
	A		72630	75393	78161	80931	83358	85785
	B		74446	77278	80115	82954	85442	87930
	C		76307	79210	82118	85028	87578	90128
AR-7
From:	$	72930	75855	78767	81696	84624	89493
To:	Y		75855	78767	81696	84624	89493	94362
	A		77941	80933	83943	86951	91954	96957
	B		79890	82956	86042	89125	94253	99381
	C		81887	85030	88193	91353	96609	101866

BI-1
From:	$	23772	to	41600	*	42442	44086	45730	47377	49023
To:	X	23772	to	41600	*	42442	44086	45730	47377	49023
	Y	24072	to	41600	*	42442	44086	45730	47377	49023	50669
	A	24734	to	42744	*	43609	45298	46988	48680	50371	52062
	B	25352	to	43813	*	44699	46430	48163	49897	51630	53364
	C	25986	to	44908	*	45816	47591	49367	51144	52921	54698
		*(WITH INTERMEDIATE STEPS OF $10)
BI-2
From:	$			46467		48460	50466	52462	54459	56458	58456
To:	X	43082	45200	47319		49436	51567	53675	55683		58615
	Y		45200	47319		49436	51567	53675	55683		58615	61547
	A		46443	48620		50795	52985	55151	57214		60227	63240
	B		47604	49836		52065	54310	56530	58644		61733	64821
	C		48794	51082		53367	55668	57943	60110		63276	66442

BI-3
From:	$			55278		57683	60083	62489	64889	67097
To:	X	51754	54300	56847		59396	61939	64488	67033	68468
	Y		54300	56847		59396	61939	64488	67033	68468	69903
	A		55793	58410		61029	63642	66261	68876	70351	71825
	B		57188	59870		62555	65233	67918	70598	72110	73621
	C		58618	61367		64119	66864	69616	72363	73913	75462

BI-4
From:	$	65447	67980	70514		73045	75579
To:	X	65447	67980	70514		73045	75579
	Y		67980	70514		73045	75579	78113
	A		69849	72453		75054	77657	80261
	B		71595	74264		76930	79598	82268
	C		73385	76121		78853	81588	84325
BI-5
From:	$		74527	77330		80133	82841
To:	X	71905	74995	78091		81182	84274
	Y		74995	78091		81182	84274	87366
	A		77057	80239		83415	86592	89769
	B		78983	82245		85500	88757	92013
	C		80958	84301		87638	90976	94313

CH-1
From:	$			26396		to	36724		*	39120		40878					42635		44390
To:	X			23772		to						41600		*	42442		44086		45730		47377		49023
	Y			24072		to						41600		*	42442		44086		45730		47377		49023	50669
	A			24734		to						42744		*	43609		45298		46988		48680		50371	52062
	B			25352		to						43813		*	44699		46430		48163		49897		51630	53364
	C			25986		to						44908		*	45816		47591		49367		51144		52921	54698
				*(WITH INTERMEDIATE STEPS OF $10)
CH-2
From:		$	43082		45200			47319			49436		51567			53675		55683		58615
To:		X	43082		45200			47319			49436		51567			53675		55683		58615
		Y			45200			47319			49436		51567			53675		55683		58615		61547
		A			46443			48620			50795		52985			55151		57214		60227		63240
		B			47604			49836			52065		54310			56530		58644		61733		64821
		C			48794			51082			53367		55668			57943		60110		63276		66442
CH-3
From:		$	51754		54300			56847			59396		61939			64488		67033		68468
To:		X	51754		54300			56847			59396		61939			64488		67033		68468
		Y			54300			56847			59396		61939			64488		67033		68468		69903
		A			55793			58410			61029		63642			66261		68876		70351		71825
		B			57188			59870			62555		65233			67918		70598		72110		73621
		C			58618			61367			64119		66864			69616		72363		73913		75462
CH-4
From:		$	62199		65048			67678			70305		72932			75561
To:		X			65447			67980			70514		73045			75579
		Y						67980			70514		73045			75579		78113
		A						69849			72453		75054			77657		80261
		B						71595			74264		76930			79598		82268
		C						73385			76121		78853			81588		84325
CH-5
From:		$	71905		74995			78091			81182		84274
To:		X	71905		74995			78091			81182		84274
		Y			74995			78091			81182		84274			87366
		A			77057			80239			83415		86592			89769
		B			78983			82245			85500		88757			92013
		C			80958			84301			87638		90976			94313

SUB-GROUP: ENGINEERING
EN-ENG-1
From:	$	33318	to	39966	*
To:	Y	33618	to	40266	*
	A	34542	to	41373	*
	B	35406	to	42407	*
	C	36291	to	43467	*
		*(WITH INTERMEDIATE STEPS OF $60)
EN-ENG-2
From:	$	41521	43255	45121		46852	48586
To:	Y		43255	45121		46852	48586	50320
	A		44445	46362		48140	49922	51704
	B		45556	47521		49344	51170	52997
	C		46695	48709		50578	52449	54322
EN-ENG-3
From:	$	50159	52272	54446		56615	58781	60950	63118
To:	Y		52272	54446		56615	58781	60950	63118	65286
	A		53709	55943		58172	60397	62626	64854	67081
	B		55052	57342		59626	61907	64192	66475	68758
	C		56428	58776		61117	63455	65797	68137	70477
EN-ENG-4
From:	$	58929	61283	63635		65992	68348	70703
To:	Y		61283	63635		65992	68348	70703	73058
	A		62968	65385		67807	70228	72647	75067
	B		64542	67020		69502	71984	74463	76944
	C		66156	68696		71240	73784	76325	78868
EN-ENG-5
From:	$	67576	70327	73063		75812	78560	81313
To:	Y		70327	73063		75812	78560	81313	84066
	A		72261	75072		77897	80720	83549	86378
	B		74068	76949		79844	82738	85638	88537
	C		75920	78873		81840	84806	87779	90750
EN-ENG-6
From:	$	75660	78581	81498		84421	87340	90259
To:	Y		78581	81498		84421	87340	90259	93178
	A		80742	83739		86743	89742	92741	95740
	B		82761	85832		88912	91986	95060	98134
	C		84830	87978		91135	94286	97437	100587
SUB-GROUP: LAND SURVEY
EN-SUR-1
From:	$	33318	to	39966	*	42490	44287	46094	48019
To:	Y	33618	to	39966	*	42490	44287	46094	48019	49944
	A	34542	to	41065	*	43658	45505	47362	49340	51317
	B	35406	to	42092	*	44749	46643	48546	50574	52600
	C	36291	to	43144	*	45868	47809	49760	51838	53915
		*(WITH INTERMEDIATE STEPS OF $60)
EN-SUR-2
From:	$	50159	52272	54446		56615	58781	60950	63118
To:	Y		52272	54446		56615	58781	60950	63118	65286
	A		53709	55943		58172	60397	62626	64854	67081
	B		55052	57342		59626	61907	64192	66475	68758
	C		56428	58776		61117	63455	65797	68137	70477

EN-SUR-3
From:	$	56615	58384	60144		61903	63663	65425
To:	Y		58384	60144		61903	63663	65425	67187
	A		59990	61798		63605	65414	67224	69035
	B		61490	63343		65195	67049	68905	70761
	C		63027	64927		66825	68725	70628	72530
EN-SUR-4
From:	$	61903	64597	67276		69739	72203	74665
To:	Y		64597	67276		69739	72203	74665	77127
	A		66373	69126		71657	74189	76718	79248
	B		68032	70854		73448	76044	78636	81229
	C		69733	72625		75284	77945	80602	83260
EN-SUR-5
From:	$	70036	72899	75752		78613	81476	84333
To:	Y		72899	75752		78613	81476	84333	87190
	A		74904	77835		80775	83717	86652	89588
	B		76777	79781		82794	85810	88818	91828
	C		78696	81776		84864	87955	91038	94124
EN-SUR-6
From:	$	72838	75812	78780		81755	84732	87706
To:	Y		75812	78780		81755	84732	87706	90680
	A		77897	80946		84003	87062	90118	93174
	B		79844	82970		86103	89239	92371	95503
	C		81840	85044		88256	91470	94680	97891

FO-1
From:	$	23772	to	40878	*	42827	44152	45687	47234	49749
To:	Y	24072	to	40878	*	42827	44152	45687	47234	49749
	A	24734	to	42002	*	44005	45366	46943	48533	51117
	B	25352	to	43052	*	45105	46500	48117	49746	52395
	C	25986	to	44128	*	46233	47663	49320	50990	53705

From:	$	51581	53397	55215		57035
To:	Y	51581	53397	55215		57035	58855
	A	52999	54865	56733		58603	60474
	B	54324	56237	58151		60068	61986
	C	55682	57643	59605		61570	63536
		*(WITH INTERMEDIATE STEPS OF $10)
FO-2
From:	$	54842	56675	58436		60304	62372	64237	66079
To:	Y		56675	58436		60304	62372	64237	66079	67921
	A		58234	60043		61962	64087	66004	67896	69789
	B		59690	61544		63511	65689	67654	69593	71534
	C		61182	63083		65099	67331	69345	71333	73322
FO-3
From:	$	64421	66201	68078		69928	72252	74547
To:	Y		66201	68078		69928	72252	74547	76842
	A		68022	69950		71851	74239	76597	78955
	B		69723	71699		73647	76095	78512	80929
	C		71466	73491		75488	77997	80475	82952
FO-4
From:	$	72334	74385	76439		78489	80546	82515
To:	Y		74385	76439		78489	80546	82515	84484
	A		76431	78541		80647	82761	84784	86807
	B		78342	80505		82663	84830	86904	88977
	C		80301	82518		84730	86951	89077	91201

MT-1
From:	$	23796	to	34414
To:	Y	24096	to	34714
	A	24759	to	35669
	B	25378	to	36561
	C	26012	to	37475
MT-2
From:	$	38046	40059	42077	44091	46109	48130	50145	52157
To:	Y		40059	42077	44091	46109	48130	50145	52157	54169
	A		41161	43234	45304	47377	49454	51524	53591	55659
	B		42190	44315	46437	48561	50690	52812	54931	57050
	C		43245	45423	47598	49775	51957	54132	56304	58476
MT-3
From:	$	52029	54039	56037	58044	60043	62039	65350
To:	Y		54039	56037	58044	60043	62039	65350	68661
	A		55525	57578	59640	61694	63745	67147	70549
	B		56913	59017	61131	63236	65339	68826	72313
	C		58336	60492	62659	64817	66972	70547	74121
MT-4
From:	$	53318	55487	57601	59501	61301	63102	65777	68455
To:	Y		55487	57601	59501	61301	63102	65777	68455	71133
	A		57013	59185	61137	62987	64837	67586	70338	73089
	B		58438	60665	62665	64562	66458	69276	72096	74916
	C		59899	62182	64232	66176	68119	71008	73898	76789
MT-5
From:	$	58928	60985	62872	64757	66648	68539	71233	73930
To:	Y		60985	62872	64757	66648	68539	71233	73930	76627
	A		62662	64601	66538	68481	70424	73192	75963	78734
	B		64229	66216	68201	70193	72185	75022	77862	80702
	C		65835	67871	69906	71948	73990	76898	79809	82720
MT-6
From:	$	64198	66291	68383	70481	72581	76213	79844
To:	Y		66291	68383	70481	72581	76213	79844	83475
	A		68114	70264	72419	74577	78309	82040	85771
	B		69817	72021	74229	76441	80267	84091	87915
	C		71562	73822	76085	78352	82274	86193	90113
MT-7
From:	$	69853	72182	74510	76834	79159	82695	86231
To:	Y		72182	74510	76834	79159	82695	86231	89767
	A		74167	76559	78947	81336	84969	88602	92236
	B		76021	78473	80921	83369	87093	90817	94542
	C		77922	80435	82944	85453	89270	93087	96906

PC-1
From:	$	25983	to	43135	*	44962	46820	48676	50536
To:	Y	26283	to	43135	*	44962	46820	48676	50536	52396
	A	27006	to	44321	*	46198	48108	50015	51926	53837
	B	27681	to	45429	*	47353	49311	51265	53224	55183
	C	28373	to	46565	*	48537	50544	52547	54555	56563
		*(WITH INTERMEDIATE STEPS OF $10)
PC-2
From:	$	49308	51338	53376		55402	57438	59468
To:	Y		51338	53376		55402	57438	59468	61498
	A		52750	54844		56926	59018	61103	63189
	B		54069	56215		58349	60493	62631	64769
	C		55421	57620		59808	62005	64197	66388
PC-3
From:	$	59513	61858	64207		66566	68913	71263
To:	Y		61858	64207		66566	68913	71263	73613
	A		63559	65973		68397	70808	73223	75637
	B		65148	67622		70107	72578	75054	77528
	C		66777	69313		71860	74392	76930	79466
PC-4
From:	$	69165	71671	74177		76687	79193	81701
To:	Y		71671	74177		76687	79193	81701	84209
	A		73642	76217		78796	81371	83948	86525
	B		75483	78122		80766	83405	86047	88688
	C		77370	80075		82785	85490	88198	90905
PC-5
From:	$	77967	80745	83516		86299	89082
To:	Y		80745	83516		86299	89082	91865
	A		82965	85813		88672	91532	94391
	B		85039	87958		90889	93820	96751
	C		87165	90157		93161	96166	99170

Level	Full-Time Employees
PC-1 ($10 increment portion)	6 months
PC-1 (Other)	12 months
PC-2 to PC-5	12 months

SG-SRE-1
From:	$	22323	to	45265
To:	Y	22623	to	45565
	A	23245	to	46818
	B	23826	to	47988
	C	24422	to	49188
SG-SRE-2
From:	$	43733	45269	47066	48850	50646
To:	Y		45269	47066	48850	50646	52442
	A		46514	48360	50193	52039	53884
	B		47677	49569	51448	53340	55231
	C		48869	50808	52734	54674	56612
SG-SRE-3
From:	$	45123	47192	49271	51348	53436	55508	57578	59666
To:	Y		47192	49271	51348	53436	55508	57578	59666	61754
	A		48490	50626	52760	54905	57034	59161	61307	63452
	B		49702	51892	54079	56278	58460	60640	62840	65038
	C		50945	53189	55431	57685	59922	62156	64411	66664
SG-SRE-4
From:	$	53872	56070	58258	60324	62270	64213	66411
To:	Y		56070	58258	60324	62270	64213	66411	68609
	A		57612	59860	61983	63982	65979	68237	70496
	B		59052	61357	63533	65582	67628	69943	72258
	C		60528	62891	65121	67222	69319	71692	74064
SG-SRE-5
From:	$	59954	62139	64321	66506	68690	70862	73047
To:	Y		62139	64321	66506	68690	70862	73047	75232
	A		63848	66090	68335	70579	72811	75056	77301
	B		65444	67742	70043	72343	74631	76932	79234
	C		67080	69436	71794	74152	76497	78855	81215
SG-SRE-6
From:	$	65768	67909	70049	72193	74351	76511
To:	Y		67909	70049	72193	74351	76511	78671
	A		69776	71975	74178	76396	78615	80834
	B		71520	73774	76032	78306	80580	82855
	C		73308	75618	77933	80264	82595	84926
SG-SRE-7
From:	$	68365	70403	72425	74950	77260	79786
To:	Y		70403	72425	74950	77260	79786	82312	84838
	A		72339	74417	77011	79385	81980	84576	87171

SG-PAT-1
From:	$	21800	to	44204
To:	Y	22100	to	44504
	A	22708	to	45728
	B	23276	to	46871
	C	23858	to	48043
SG-PAT-2
From:	$	42707	44208	45961	47705
To:	Y		44208	45961	47705	49449
	A		45424	47225	49017	50809
	B		46560	48406	50242	52079
	C		47724	49616	51498	53381
SG-PAT-3
From:	$	44062	46084	48115	50143	52182	54205	56242
To:	Y		46084	48115	50143	52182	54205	56242	58279
	A		47351	49438	51522	53617	55696	57789	59882
	B		48535	50674	52810	54957	57088	59234	61379
	C		49748	51941	54130	56331	58515	60715	62913
SG-PAT-4
From:	$	51597	53701	55797	57777	59640	61501	63362	65466
To:	Y		53701	55797	57777	59640	61501	63362	65466	67570
	A		55178	57331	59366	61280	63192	65104	67266	69428
	B		56557	58764	60850	62812	64772	66732	68948	71164
	C		57971	60233	62371	64382	66391	68400	70672	72943
SG-PAT-5
From:	$	57421	59514	61605	63697	65789	67868	69945	72038
To:	Y		59514	61605	63697	65789	67868	69945	72038	74131
	A		61151	63299	65449	67598	69734	71868	74019	76170
	B		62680	64881	67085	69288	71477	73665	75869	78074
	C		64247	66503	68762	71020	73264	75507	77766	80026
SG-PAT-6
From:	$	64225	66318	68407	70502	72609	74715	76825	79243
To:	Y		66318	68407	70502	72609	74715	76825	79243	81661
	A		68142	70288	72441	74606	76770	78938	81422	83907
	B		69846	72045	74252	76471	78689	80911	83458	86005
	C		71592	73846	76108	78383	80656	82934	85544	88155
SG-PAT-7
From:	$	66762	68753	70727	73193	75449	77704	80171	83670	87167
To:	Y		68753	70727	73193	75449	77704	80171	83670	87167	90664
	A		70644	72672	75206	77524	79841	82376	85971	89564	93157

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

Title:	Agreement between the Treasury Board and The Professional Institute of the Public Service of Canada - Applied Science and Engineering
Size/Format:	8 1/2" x 11"
Number of Pages:	153 + Cover
Cover Stock:	50 LB., 100 M, xx*
Inside Text:	20 LB., 40 M, Recycled White Bond #2
Recommended Binding:	E/F Tumble Format. 2 Side Stitch (3 holes optional)

Applied Science and Engineering Groups (AC, AG, AR, BI, CH, EN, FO, MT, PC, SG-PAT, SG-SRE) 201/202/203/205/206/210/211/218/222/224/230

Agreement between the Treasury Board and The Professional Institute of the Public Service of Canada