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APPENDIX B (cont'd)

GENERAL LABOUR & TRADES
GROUP SPECIFIC PROVISIONS AND RATES OF PAY

ANNEX B
SUPERVISORY DIFFERENTIAL

The Supervisory Differential is to be used in the following manner:

(1) determine the non-supervisory rate of pay according to zone and level;

(2) determine the Supervisory Differential by multiplying the applicable Supervisory Differential Percentage by the non-supervisory rate of pay;

(3) determine the supervisory rate of pay by adding the non-supervisory rate of pay with the Supervisory Differential.

For example, an employee on August 5, 2004 in the MAM sub-group in Zone 1, at level 8 and a Supervisory Coordinate B2, would receive a basic rate of pay of twenty-two dollars and eighty-six cents ($22.86) as per Annex A. The Supervisory Differential of one dollar and forty-nine cents ($1.49) is arrived by multiplying the Supervisory Differential Percentage of six decimal five per cent (6.5%) (B2) by the basic rate of pay (non-supervisory). Therefore in this case the applicable supervisory rate of pay would be twenty-four dollars and thirty-five cents ($24.35).

ANNEX C
INMATE TRAINING DIFFERENTIAL

The Inmate Training Differential is to be used in the following manner:

(1) determine the non-supervisory rate of pay according to zone and level;

(2) determine the Inmate Training Differential by multiplying the applicable Inmate Training Differential Percentage by the non-supervisory rate of pay;

(3) determine the inmate training rate of pay by adding the inmate training differential to the non-supervisory rate of pay as set out in Annex A or to the supervisory rate of pay as set out in Annex B of the Agreement if applicable.

Inmate Training Differential as Applied to a Non-Supervisory Rate

For example, an employee on August 5, 2004 in the MAM sub-group in Zone 3, at level 8 and a C2 Inmate Training Rating would receive a basic rate of pay (non-supervisory) of twenty dollars and eighty-three cents ($20.83) as per Annex A. The Inmate Training Differential of two dollars and fifty cents ($2.50) is arrived by multiplying the Inmate Training Differential Percentage of twelve decimal zero per cent (12.0%) (C2) by the basic rate of pay (non-supervisory). Therefore in this case the applicable rate of pay would be twenty-three dollars and thirty-three cents ($23.33) for this particular employee.

Inmate Training Differential as Applied to a Supervisory Rate

For example, an employee on August 5, 2004 in the MAM sub-group in Zone 3, at level 8 with a Supervisory Coordinate B2 and a C2 Inmate training Rating would receive a basic rate of pay (non-supervisory) of twenty dollars and eighty-three cents ($20.83) as per Annex A. The Supervisory Differential is one dollar and thirty-five cents ($1.35) as set out in Annex B of the collective agreement. The Inmate Training Differential of two dollars and fifty cents ($2.50) is arrived by multiplying the Inmate Training Differential Percentage of twelve decimal zero per cent (12.0%) (C2) by the basic rate of pay (non-supervisory). Therefore in this case the applicable rate of pay would be twenty-four dollars and sixty-eight cents ($24.68) for this particular employee.

ANNEX D
SPECIAL CONDITIONS APPLICABLE
TO PASTURE MANAGERS, PASTURE RIDERS AND RANGE RIDERS

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

1. For full-time pasture managers, pasture riders and range riders:

2. Pasture riders and range riders who are employed on less than a full-time basis shall likewise be excluded from the same Agreement provisions as outlined in section 1(a) above, except as these exclusions are modified below:

3. Pasture managers, pasture riders and range riders shall receive a horse allowance of one thousand two hundred and fifty dollars ($1,250) per season, on a pro-rated basis, subject to the conditions that may have been determined by the Employer.

ANNEX E
SPECIAL CONDITIONS APPLICABLE TO LOCKMASTERS, BRIDGEMASTERS AND CANALMEN

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

1. General

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

- Hours of Work and Overtime

- Wash-up Time

- Call-Back Pay

- Standby

- Reporting Pay.

2. Compensation and Equalization of Earnings

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

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

3. Overtime Calculation at Fiscal Year-End

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

3.2 All time worked which is in excess of two thousand and eighty (2080) hours in any fiscal year, shall be deemed to be overtime and shall be subject to compensation at either "time and one-half" (1 1/2 times the straight-time rate) or "double time" (twice the straight-time rate).

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

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

4. Standby and Call Back

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

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

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

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

5. Maximum or Minimum Hours of Work

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

6. Pro Rata Provisions

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

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

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

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

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

9.2 During non-navigation season, Canal Operating Employees will liquidate annual leave only after compensatory leave credits are exhausted.

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

11. SHIFT AND WEEKEND PREMIUMS

(a) Shift Premium

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

(b) Weekend Premium

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

ANNEX F
SPECIAL CONDITIONS APPLICABLE TO
CERTAIN MARINE SERVICES - FISHERIES AND OCEANS CANADA

1. The following special conditions shall apply to employees in The Department of Fisheries and Oceans, Marine Services Division, who are engaged in servicing marine and/or other navigational aids and are thereby required to make a tour of duty aboard a vessel.

2. The Employer recognizes the desirability of granting days of rest and designated paid holidays at such times and in such locations so as to provide such an employee the opportunity to enjoy the employee's days of rest and designated paid holidays at home, or if not at home, in a community which affords the employee a recreational outlet.

3. The Employer therefore undertakes to grant days of rest and designated paid holidays to an employee under any one of the following alternative arrangements, as determined by the Employer, in which case Article 33, Payment for Travel Time, of the Collective Agreement shall not apply:

ANNEX G
DIVING DUTY ALLOWANCE

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

Minimum allowance per dive

- Hard Hat: four (4) hours

- Scuba: two (2) hours

- Allowance per hour: fifteen dollars ($15.00)

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

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

Note:

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

ANNEX H
SPECIAL CONDITIONS APPLICABLE TO EMPLOYEES
IN AGRICULTURE AND AGRI-FOOD CANADA
ENGAGED IN MILKING OPERATIONS

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

1. Hours of Work and Overtime

As provided in this Annex:

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

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

2. Any change in the pattern of work shall be subject to the conditions of clause 25.04 of the Collective Agreement.

3. The provisions of this Annex may be extended to cover other work areas following consultation and mutual agreement between the Agriculture Union of the Public Service Alliance of Canada and departmental management.

ANNEX I
SPECIAL CONDITIONS APPLICABLE TO EMPLOYEES OF THE DEPARTMENT OF FISHERIES AND OCEANS
SEA LAMPREY CONTROL UNIT

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

1. Representatives of local management and duly authorised local representatives of employees, may jointly devise and decide on a mutually acceptable work schedule program which shall include a specified number of consecutive calendar days of work in the field followed by a specified number of earned days of rest and compensatory leave earned during the period of field duty. The schedule will not contain the specific hours of work on each day and the starting and quitting time shall be determined according to operational requirements on a daily basis, except that the normal daily hours of work shall be consecutive with the exception of a lunch break, and not in excess of eight (8) hours and, accordingly, clause 2.04 of this Appendix shall not apply.

2. Such a work schedule shall normally not exceed a combination of twenty (20) consecutive calendar days of work and eight (8) days of rest. Should local management decide that operational requirements require an extension of the twenty (20) calendar days of work (up to a maximum of a further seven (7) consecutive calendar days), in order to preclude another trip to the area, the appropriate number of additional consecutive days shall be worked and the days of rest and compensatory leave extended as required.

3. Overtime shall be compensated in accordance with 29.06 and 29.07 of the collective agreement and shall be taken as compensatory leave immediately following the period in the field or at the discretion of the employer.

4. The Public Service Alliance of Canada agrees that it will not support any grievance related to the provisions of this Annex.

ANNEX J
SPECIAL CONDITIONS APPLICABLE TO EMPLOYEES OF AGRICULTURE AND AGRI-FOOD CANADA ENGAGED IN HARVESTING OPERATIONS

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

1. The conditions of paragraphs 29.08(a), (b), and (c) and paragraph 2.07(b) of this Appendix shall not apply.

2. Compensatory leave credits will be earned at the applicable premium rate for all hours worked beyond eight (8) hours in a regular work day. Subject to operational requirements, compensatory leave with pay shall be granted at times convenient to both the employee and the Employer.

3. So as to prevent excessive accumulation of compensatory leave, the amount of leave accumulated will be reviewed two (2) times per annum (January and July) and employees will be encouraged to liquidate the leave in the six-month period in which it is earned.

4. All compensatory leave credits should be liquidated in the fiscal year in which they are earned.

5. If, due to operational requirements, leave cannot be liquidated in the fiscal year in which it was earned, at a time convenient to both the employee and the Employer, unused compensatory leave credits may be paid off in cash at the end of the fiscal year.

6. Only in exceptional circumstances, and with the agreement of management, will compensatory leave credits not used by the end of the fiscal year be carried over into the following fiscal year.

7. The provisions of this Annex may be extended to cover other works areas following consultation and mutual agreement between the Agriculture Union of the Public Service Alliance of Canada and departmental management.

ANNEX K
MEMORANDUM OF AGREEMENT
BETWEEN
THE TREASURY BOARD
(HEREINAFTER CALLED THE EMPLOYER)
AND
THE PUBLIC SERVICE ALLIANCE OF CANADA
(HEREINAFTER CALLED THE ALLIANCE)
IN RESPECT OF AN OFF PAY SUPPLEMENTAL
UNEMPLOYMENT BENEFIT (SUB) PLAN
APPLICABLE TO EMPLOYEES CLASSIFIED AS
GENERAL LABOUR AND TRADES (GL)
AT THE CANADIAN GRAIN COMMISSION

1. SUB Plan benefits shall be payable to a full-time indeterminate employee on off-pay status as a result of a temporary stoppage in work, in the amount and subject to the conditions set out in this Plan, Seasonal employees as defined in the Employer's Terms and Conditions of Employment policy are not eligible for SUB Plan benefits.

2. In order to be eligible for SUB Plan benefits an employee must have completed a minimum of two (2) years of continuous employment with the Employer at the time they are placed on off-pay status.

3. SUB Plan benefits will be payable only to those employees on off-pay status who provide the Employer with proof that he or she has applied for and is in receipt of Employment Insurance (EI) benefits pursuant to Section 12(2) of the Employment Insurance Act in respect of insurable employment with the Employer.

4. An employee shall not be entitled to SUB Plan benefits during any period the employee is in receipt of benefits from a claim for Workers Compensation and/or Disability Insurance/Canada Pension Plan/Québec Pension Plan.

5. An employee on off-pay status who is eligible for benefits under this SUB plan shall receive seventy per cent (70%) of their regular weekly rate of pay per week of off-pay status, or one-fifth (1/5) of the said seventy per cent (70%) of their regular weekly rate of pay for each day, less the gross weekly amount received from EI during the benefit period and subject to the following maximums:

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

6. Where the employee is subject to the two-(2) week waiting period before receiving EI benefits, the employee on off-pay status who is eligible for benefits under the SUB Plan shall receive thirty-five per cent (35%) of their regular weekly rate of pay.

7. The SUB plan benefits are limited to those provided in paragraph (5) and an employee will not be reimbursed for any amount that he or she is required to repay pursuant to the Employment Insurance Act.

8. At the employee's request, the payment referred to in paragraph (6) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI benefits.

9. The weekly rate of pay referred to in paragraphs (5) and (6) shall be:

10. Where an employee becomes eligible for a pay increment or pay revision while on off-pay status, the benefits provided by the SUB plan shall be adjusted accordingly.

11. An employee covered by this Memorandum is not subject to the WFA Appendix I, sections dealing with Notice of Lay-off and Reasonable Job Offer or the Severance Pay Article of the Collective Agreement.

12. Payments made under this SUB Plan will neither reduce nor increase an employee's severance pay or be treated as additional income for pension purposes.

13. The Employer shall notify employees on off pay status of any job postings for positions within the Canadian Grain Commission.

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

ANNEX L
MEMORANDUM OF UNDERSTANDING
CONCERNING EMPLOYEES IN THE
OPERATIONAL SERVICES BARGAINING UNIT COVERED BY APPENDIX B (GROUP SPECIFIC PROVISIONS - GENERAL LABOUR AND TRADES) EMPLOYED
BY THE DEPARTMENT OF FISHERIES AND OCEANS
AT A FISH HATCHERY

1. Effective the date of signing of the collective agreement, the undersigned agree that employees employed by the Department of Fisheries and Oceans at a Fish Hatchery who are required to be on standby status at a Fish Hatchery instead of their residences for the purpose of carrying out duties related to emergency service shall not be entitled to be paid in accordance with Article 31, Standby, in this collective agreement.

2. In lieu, it is agreed that employees employed by the Department of Fisheries and Oceans at a Fish Hatchery to which paragraph 1 refers will receive the following compensation for standby status:

2.01

(a) four (4) hours pay at the employee's regular straight-time rate of pay, for each eight (8) consecutive hours or portion thereof that the employee is designated as being on standby status at a Fish Hatchery;

(b) overnight bachelor bunk house accommodation will be provided by the Employer at no cost to the employee;

(c) supper and breakfast will be provided by the Employer at no cost to the employee.

2.02

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

2.03

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

2.04

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

2.05

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

3. The overtime provisions of Article 29 and the provisions of Article 27, Shift Premiums, do not apply during those periods an employee is on standby status at a Fish Hatchery.

4. The Public Service Alliance of Canada agrees it will not support any grievance arising out of this collective agreement whose provisions are amended by this Memorandum of Understanding.

5. It is expressly understood that the terms of this memorandum are intended to allow for the particular circumstances of the Fish Hatcheries. Neither party to this memorandum shall rely on this initiative as a precedent to justify similar arrangements for other units or in any other location of the Department of Fisheries and Oceans during the lifetime of this memorandum.

6. This memorandum does not apply to employees employed by the Department of Fisheries and Oceans at a Fish Hatchery residing on site at a Fish Hatchery.

SIGNED AT OTTAWA, this 22^nd day of the month of March 2005.