Research (RE) 212/216/225/229
List of Changes to the Agreement between the Treasury Board and The
Professional Institute of the Public Service of Canada
PART 1 - GENERAL
ARTICLE 2
INTERPRETATION AND DEFINITIONS
2.01
**
(o) "common-law partner" refers to a person living
in a conjugal relationship with an employee for a continuous period of at least
one year;
**
(s) "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 Directive.
ARTICLE 7
PUBLICATIONS AND AUTHORSHIP
**
7.05 The parties recognize that in order to promote
creativity and innovation, the Employer will endeavor to apply the Award Plan
for Inventors and Innovators Policy.
PART 2 - WORKING CONDITIONS
ARTICLE 9
OVERTIME
9.08 Meals
**
(a) An employee who works three (3) or more hours of overtime immediately
before or immediately following his 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 his place of work.
**
(b) When an employee works overtime continuously extending four (4) hours or
more beyond the period provided in (a) above, he 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 he may take a meal break
either at or adjacent to his place of work.
ARTICLE 14
TRAVELLING TIME
**
14.07 Travelling time shall include time necessarily spent
at each stop-over en route up to a maximum of five (5) hours provided that such
stop-over does not include an overnight stay.
**
14.09 Travel Leave Status
(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 or her permanent residence for forty (40) nights during a
fiscal year shall be granted one (1) day off with pay. The employee shall be
credited with one (1) additional day off for each additional twenty (20) nights
that the employee is away from his or her permanent residence to a maximum of
eighty (80) additional nights.
(b) The maximum number of days off earned under this clause shall not exceed
five (5) days in a fiscal year and shall accumulate as compensatory leave with
pay.
(c) This leave with pay is deemed to be compensatory leave and is subject to
clauses 9.06 and 9.07.
(d) The provisions of this clause do not apply when the employee travels to
attend courses, training sessions, professional conferences and seminars unless
the employee is required to attend by the Employer.
ARTICLE 16
VACATION LEAVE
16.05 Provision for Vacation Leave
**
(a) Employees are expected to take all their vacation leave during the
vacation year in which it is earned.
**
16.07 Carry Over
(a) Where in any vacation year, an employee has not been granted all of the
vacation leave credited to him, the unused portion of the employee's vacation
leave credits, up to a maximum of two hundred and sixty-two point five (262.5)
hours, shall be carried over into the following vacation year. All vacation
leave credits in excess of two hundred and sixty-two point five (262.5) hours
shall be automatically paid in cash at the employee's daily rate of pay as
calculated from the classification prescribed in the certificate of appointment
of the employee's substantive position on 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 point five (112.5) hours may be paid in cash at the
employees' daily rate of pay as calculated from the classification prescribed in
the certificate of appointment of the employee's substantive position on March
31st of the previous vacation year.
(c) Notwithstanding paragraph (a), if on the date of signing of this
Agreement or on the date an employee becomes subject to this Agreement, an
employee has more than two hundred and sixty-two point five (262.5) hours of
unused vacation leave credits earned during previous years, a minimum of
seventy-five (75) hours credit per year shall be granted, or paid in cash by
March 31st of each year, until all vacation leave credits in excess
of two hundred and sixty-two point five (262.5) hours have been liquidated.
Payment shall be in one instalment per year, and shall be at the employee's
daily rate of pay as calculated from the classification prescribed in the
certificate of appointment of the employee's substantive position on March 31st
of the applicable previous vacation year.
ARTICLE 17
SICK LEAVE
**
17.01 Credits
An employee shall earn sick leave credits at the rate of nine decimal three
hundred seventy five (9.375) hours for each calendar month for which he receives
pay for at least seventy five (75) hours.
**
17.06 Where an employee has insufficient or no credits to
cover the granting of sick leave with pay under the provision of clause 17.02
above, sick leave with pay may, at the discretion of the Employer, be granted to
an employee for a period of up to one hundred eighty seven decimal five (187.5)
hours, 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.
ARTICLE 18
OTHER LEAVE WITH OR WITHOUT PAY
**
18.02 Bereavement Leave with Pay
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,
grandchild, grandparent, father-in-law, mother-in-law, and relative permanently
residing in the employee's household or with whom the employee permanently
resides.
**
(b) An employee is entitled to one (1) day's bereavement leave with pay for
the purpose related to the death of his son-in-law, daughter-in-law,
brother-in-law or sister-in-law.
18.04 Maternity Allowance
(c) Maternity allowance payments made in accordance with the SUB Plan will
consist of the following:
**
- where an employee is subject to a waiting period of two (2) weeks before
receiving Employment Insurance pregnancy benefits, ninety-three per cent
(93%) of her weekly rate of pay and the recruitment and retention
"terminable allowance", for each week of the waiting period, less
any other monies earned during this period,
and
**
- for each week that the employee receives a pregnancy benefit pursuant to
Section 22 of the Employment Insurance Act, the difference between
the gross weekly amount of the Employment Insurance pregnancy benefit she is
eligible to receive and ninety-three per cent (93%) of her weekly rate of
pay and the recruitment and retention "terminable allowance", less
any other monies earned during this period which may result in a decrease in
Employment Insurance benefits to which she would have been eligible if no
extra monies had been earned during this period.
**
(g) The weekly rate of pay and the recruitment and retention "terminable
allowance" referred to in paragraph (f) shall be the rate to which the
employee is entitled for the substantive level to which she is appointed.
**
(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.
18.05 Special Maternity Allowance for Totally Disabled Employees
**
(a)
shall be paid, in respect of each week of maternity allowance not received
for the reason described in subparagraph (i), the difference between
ninety-three per cent (93%) of her weekly rate of pay and the 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.
18.06 Medical Appointment for Pregnant Employees
**
(a) Up to three decimal seven five (3.75) hours of time off with pay will be
granted to pregnant employees for the purpose of attending routine medical
appointments.
18.08 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.
**
(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).
18.09 Parental Allowance
(c) Parental Allowance payments made in accordance with the SUB Plan will
consist of the following:
**
- where an employee is subject to a waiting period of two (2) weeks before
receiving Employment Insurance parental benefits, ninety-three per cent
(93%) of his weekly rate of pay and the recruitment and retention
"terminable allowance", for each week of the waiting period, less
any other monies earned during this period;
**
- (ii) for each week in respect of which the employee receives parental
benefits pursuant to Section 23 of the Employment Insurance Act,
the difference between the gross weekly amount of the Employment Insurance
parental benefits he is eligible to receive and ninety-three per cent (93%)
of his weekly rate of pay and the recruitment and retention "terminable
allowance", less any other monies earned during this period which may
result in a decrease in Employment Insurance benefits to which he would have
been eligible if no extra monies had been earned during this period;
**
(g) The weekly rate of pay referred to in paragraph (f) shall be the rate and
the recruitment and retention "terminable allowance" to which the
employee is entitled for the substantive level to which he is appointed.
**
(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.
18.10 Special Parental Allowance for Totally Disabled Employees
(a)
**
shall be paid, in respect of each week of benefits under the parental
allowance not received for the reason described in subparagraph (i), the
difference between ninety-three per cent (93%) of the employee's rate of pay and
the recruitment and retention "terminable allowance", and the gross
amount of his weekly disability benefit under the DI Plan, the LTD Plan or via
the Government Employees Compensation Act.
**
18.11 Leave Without Pay for the Care of Immediate Family
(a) Both parties recognize the importance of access to leave for the purpose
of care for the immediate family.
(b) For the purpose of this article, Immediate Family is defined as spouse
(or common-law partner resident with the employee), children (including foster
children or children of spouse or common-law partner) parents (including
stepparents or foster parents) or any relative permanently residing in the
employee's household or with whom the employee permanently resides.
(c) Subject to clause 18.11 (b), an employee shall be granted leave without
pay for the care of family in accordance with the following conditions:
- an employee shall notify the Employer in writing as far in advance as
possible but not less than four (4) weeks in advance of the commencement
date of such leave, unless, because of urgent or unforeseeable
circumstances, such notice cannot be given;
- leave granted under this article shall be for a minimum period of three
(3) weeks;
- the total leave granted under this article shall not exceed five (5) years
during an employee's total period of employment in the Public Service;
- leave granted for a period of one (1) year or less shall be scheduled in a
manner which ensures continued service delivery.
(d) An employee who has proceeded on leave without pay may change his or her
return to work date if such change does not result in additional costs to the
Employer.
(e) All leave granted under Leave Without Pay for the Long-Term Care of a
Parent or under Leave Without Pay for the Care and Nurturing of Pre-School Age
Children under the terms of previous collective agreements will not count
towards the calculation of the maximum amount of time allowed for Care of
Immediate Family during an employee's total period of employment in the Public
Service.
**
18.12 Transitional Provisions
These transitional provisions are applicable to employees who have been
granted and have proceeded on leave on or after the date of signature of this
agreement.
(a) An employee who, on the date of signature of this agreement, is on Leave
Without Pay for the Long-Term Care of a Parent or on Leave Without Pay for the
Care and Nurturing of Pre-School Age Children under the terms of a previous
agreement continues on that leave for the approved duration or until the
employee's return to work, if the employee returns to work before the end of the
approved leave.
(b) An employee who becomes a member of the bargaining unit on or after the
date of signature of this agreement and who is on Leave Without Pay for the
Long-Term Care of a Parent or on Leave Without Pay for the Care and Nurturing of
Pre-School Age Children under the terms of another agreement, continues on that
leave for the approved duration or until the employee's return to work before
the end of the approved leave.
**
18.15 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.
(b) The Employer shall grant leave with pay under the following
circumstances:
- an employee is expected to make every reasonable effort to schedule
medical or dental appointments for family members to minimize or preclude
his absence from work, however, when alternate arrangements are not possible
an employee shall be granted up to three decimal seven five (3.75) hours for
a medical or dental appointment when the family member is incapable of
attending the appointment alone, or for appointments with appropriate
authorities in schools or adoption agencies; an employee requesting leave
under this provision must notify his supervisor of the appointment as far in
advance as possible;
- leave with pay 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;
- seven decimal five (7.5) hours 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;
(c) The total leave with pay that may be granted under subparagraphs (b)(i),
(ii) and (iii) shall not exceed thirty-seven decimal five (37.5) hours in a
fiscal year.
(d) After the completion of one (1) year's continuous employment in the
Public Service, and providing an employee gives the Employer at least five (5)
days' notice, the employee shall be granted thirty seven decimal five (37.5)
hours marriage leave with pay for the purpose of getting married.
**
18.20 Volunteer Leave
Subject to operational requirements as determined by the Employer and with an
advance notice of at least five (5) working days, the employee shall be granted,
in each fiscal year, seven decimal five (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;
The leave will be scheduled at a time convenient both to 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.
18.21 Other Leave with Pay
**
(b) Personal Leave
Subject to operational requirements as determined by the Employer and with an
advance notice of at least five (5) working days, the employee shall be granted,
in each fiscal year, seven decimal five (7.5) hours of leave with pay for
reasons of a personal nature.
The leave will be scheduled at a time convenient both to the employee and the
Employer. Nevertheless, the Employer shall make every reasonable effort to grant
the leave at such time as the employee may request.
ARTICLE 19
CAREER DEVELOPMENT
**
19.03 Conferences and Professional Development
The parties to this Agreement recognize that attendance at professional or
scientific conferences, symposia, workshops and other gatherings of a similar
nature constitutes an integral part of an employee's professional activities and
that attendance and participation in such gatherings is recognized as an
important element in enhancing creativity in the conduct of scientific research
or professional development. In this context, the parties also recognize the
importance of research networking with national and international peers and
active participation in the business and organization of relevant scientific and
professional societies.
ARTICLE 20
SEVERANCE PAY
20.01
**
(b) Resignation
On resignation, subject to paragraph 20.01(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.
**
20.02 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 20.01 be pyramided.
ARTICLE 22
REGISTRATION FEES
**
22.01 Both parties recognize the importance of employees
becoming members of and actively participating in the business and organization
of relevant scientific and professional activities, such as organizing
symposiums, being committee members, office holders, editors of scientific
journals and reviewers of scientific papers.
ARTICLE 23
ALLOWANCES
Diving Allowance
**
(a) Employees whose job duties require them to dive (as that word is
hereinafter defined) shall be paid an allowance of twenty dollars ($20.00) per
hour. The minimum allowance shall be two (2) hours per dive. Effective 1st
October 2005, employees whose job duties require them to dive shall be paid an
allowance of twenty-five dollars ($25.00) per hour. The minimum allowance shall
be two (2) hours per dive.
23.03 Field or Sea Research Allowance
**
(a) Effective 1st October 2004, an employee who meets the
conditions set forth below shall be paid a field or sea research allowance of
three hundred and forty dollars ($340.00) for each fifteen (15) calendar day
period, provided that:
- he completes a minimum of fifteen (15) calendar days on field or sea
research work in a consecutive three hundred and sixty-five (365) day
period,
- the minimum number of days referred to in (i) is made up of periods of not
less than two (2) consecutive calendar days.
ARTICLE 25
TECHNOLOGICAL CHANGE
**
25.01 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 in Appendix "C"
concluded by the parties will apply. In all other cases, the following clauses
will apply:
PART 3 - STAFF RELATIONS MATTERS
ARTICLE 30
INFORMATION
**
30.04 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.
ARTICLE 36
NATIONAL JOINT COUNCIL AGREEMENTS
**
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:
(1) Foreign Service Directives
(2) Government Travel and Living Accommodations Directive
(3) Isolated Posts and Government Housing Directive
(4) Memorandum of Understanding on Definition of Spouse
(5) NJC Relocation - IRP Directive
(6) Commuting Assistance Directive
(7) Bilingualism Bonus Directive
(8) Public Service Health Care Plan Directive
(9) Uniforms Directive
Occupational Safety and Health
(10) Boiler and Pressure Vessels Directive
(11) Hazardous Substances Directive
(12) Electrical Directive
(13) Elevating Devices Directive
(14) First Aid Safety and Health Directive
(15) First Aid Allowance Directive
(16) Tools and Machinery Directive
(17) Hazardous Confined Spaces Directive
(18) Materials Handling Safety Directive
(19) Motor Vehicle Operations Directive
(20) Noise Control and Hearing Conservation Directive
(21) Personal Protective Equipment and Clothing Directive
(22) Pesticides Directive
(23) Elevated Work Structures Directive
(24) Use and Occupancy of Buildings Directive
(25) Sanitation Directive
(26) Refusal to Work Directive
(27) Committees and Representatives Directive
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 38
STANDARDS OF DISCIPLINE
**
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 a minimum of two (2) days notice of such
a meeting.
**
38.05 When an employee is suspended from duty, the Employer
undertakes to inform the employee in writing of the reason for such suspension.
The Employer shall endeavour to give notification at the time of the suspension.
PART 5 - PAY AND DURATION
ARTICLE 45
PAY
**
45.06 Rates of Pay
(a) The rates of pay set forth in Appendix "A" shall become
effective on the dates specified.
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:
- "retroactive period" for the purpose of subparagraphs (ii) to
(v) means the period from the effective date of the revision up to and
including the day before the collective agreement is signed or when an
arbitral award is rendered therefore;
- 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 1 of this Agreement
during the retroactive period;
- 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;
- 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;
- no payment or no notification shall be made pursuant to paragraph 45.05(b)
for one dollar ($1.00) or less.
45.08 Acting Pay
**
(a) The required number of consecutive working days referred to in clause
45.08 is as follows:
- five (5) consecutive working days for employees classified as HR;
- five (5) consecutive working days for employees classified as MA;
**
(b) For employees classified as SE, the wording of clause 45.08 does not
apply. In its place the following applies:
When an employee is required by the Employer to substantially perform the
duties of a position of a higher classification level, other than one classified
as SE-RES, on an acting basis, for a period of at least five (5) consecutive
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.
ARTICLE 47
DURATION
**
47.01 The duration of this Collective Agreement shall be
from the date it is signed to September 30, 2006.
**APPENDIX "A"
HR - HISTORICAL RESEARCH
ANNUAL RATES OF PAY
A) Effective October 1, 2003
B) Effective October 1, 2004
C) Effective October 1, 2005
(Arbitral Award - October 1, 2004)
| HR - 1 |
| From: |
$ |
23089 |
to |
40465 |
* |
42062 |
43711 |
45360 |
47013 |
| To: |
A |
23666 |
to |
41477 |
* |
43114 |
44804 |
46494 |
48188 |
|
B |
24198 |
to |
42410 |
* |
44084 |
45812 |
47540 |
49272 |
|
C |
24742 |
to |
43364 |
* |
45076 |
46843 |
48610 |
50381 |
|
|
* (WITH INTERMEDIATE
STEPS OF $10) |
| HR - 2 |
| From: |
$ |
47465 |
49255 |
51051 |
|
52846 |
|
|
|
| To: |
A |
48652 |
50486 |
52327 |
|
54167 |
|
|
|
|
B |
49747 |
51622 |
53504 |
|
55386 |
|
|
|
|
C |
50866 |
52783 |
54708 |
|
56632 |
|
|
|
| HR - 3 |
| From: |
$ |
54780 |
56848 |
58922 |
|
60992 |
|
|
|
| To: |
A |
56150 |
58269 |
60395 |
|
62517 |
|
|
|
|
B |
57413 |
59580 |
61754 |
|
63924 |
|
|
|
|
C |
58705 |
60921 |
63143 |
|
65362 |
|
|
|
| HR - 4 |
| From: |
$ |
64218 |
66722 |
69225 |
|
71726 |
|
|
|
| To: |
A |
65823 |
68390 |
70956 |
|
73519 |
|
|
|
|
B |
67304 |
69929 |
72553 |
|
75173 |
|
|
|
|
C |
68818 |
71502 |
74185 |
|
76864 |
|
|
|
| HR - 5 |
| From: |
$ |
69592 |
73340 |
77090 |
|
80840 |
|
|
|
| To: |
A |
71332 |
75174 |
79017 |
|
82861 |
|
|
|
|
B |
72937 |
76865 |
80795 |
|
84725 |
|
|
|
|
C |
74578 |
78594 |
82613 |
|
86631 |
|
|
|
PAY NOTES Pay Increment Period
**
(1) The pay increment period for all employees, other than those paid in that
part of the HR-1 scale of rates identified by ten dollar ($10) intermediate
steps, is fifty-two (52) weeks and a pay increment shall be to the next rate in
the scale of rates.
**
(2) For all employees paid in that part of the HR-1 scale of rates identified
by ten-dollar ($10) intermediate steps, the pay increment period is twenty-six
(26) weeks 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.
Pay Adjustment Administration
**
(3) Except in the case of employees being paid in that part of the HR-1 scale
of rates identified by ten-dollar ($10) intermediate steps, and subject to note
7, an employee shall be paid effective October 1, 2003, in the "A"
scale of rates at the rate shown immediately below his former rate.
**
(4) An employee being paid in that part of the HR-1 scale of rates identified
by ten-dollar ($10) intermediate steps shall be paid, effective October 1, 2003,
in the "A" scale of rates of pay, at a rate that is two decimal five
per cent (2.5%) higher than his former rate, rounded to the nearest ten dollars
($10), provided that the last step in the ten-dollar ($10) step part of the
scale is not exceeded.
**
(5) An employee being paid in that part of the HR-1 scale of rates identified
by ten-dollar ($10) intermediate steps shall be paid, effective October 1, 2004,
in the "B" scale of rates of pay, at a rate that is two decimal
twenty-five per cent (2.25%) higher than his former rate, rounded to the nearest
ten dollars ($10), provided that the last step in the ten-dollar ($10) step part
of the scale is not exceeded.
**
(6) An employee being paid in that part of the HR-1 scale of rates identified
by ten-dollar ($10) intermediate steps shall be paid, effective October 1, 2005,
in the "C" scale of rates of pay, at a rate that is two decimal
twenty-five per cent (2.25%) higher than his former rate, rounded to the nearest
ten-dollars ($10), provided that the last step in the ten-dollar ($10) step part
of the scale is not exceeded.
**
(7) Notwithstanding Pay Note 3, where in the retroactive period, an employee,
other than one to whom Pay Notes 4 and 5 apply, was paid on initial appointment
at a rate of pay above the minimum, or was promoted or transferred and paid at a
rate of pay above the rate specified by the regulations for promotion or
transfer, he shall be paid in the new scale of rates at the rate shown
immediately below his former rate, unless he was otherwise informed in writing
prior to his appointment that a negotiated pay increase would not apply to him,
in which case he shall be paid at the rate of pay nearest to but not less than
the rate of pay at which he was appointed.
MA - MATHEMATICS
ANNUAL RATES OF PAY
A) Effective October 1, 2003
B) Effective October 1, 2004
C) Effective October 1, 2005
(Arbitral Award - October 1, 2004)
| MA - 1 |
| From: |
$ |
24601 |
to |
42198 |
|
|
|
| To: |
A |
25216 |
to |
43253 |
|
|
|
|
B |
25783 |
to |
44226 |
|
|
|
|
C |
26363 |
to |
45221 |
|
|
|
| MA - 2 |
| From: |
$ |
43197 |
44426 |
45652 |
46961 |
48497 |
50009 |
| To: |
A |
44277 |
45537 |
46793 |
48135 |
49709 |
51259 |
|
B |
45273 |
46562 |
47846 |
49218 |
50827 |
52412 |
|
C |
46292 |
47610 |
48923 |
50325 |
51971 |
53591 |
| MA - 3 |
| From: |
$ |
52588 |
54402 |
56220 |
58054 |
59889 |
|
| To: |
A |
53903 |
55762 |
57626 |
59505 |
61386 |
|
|
B |
55116 |
57017 |
58923 |
60844 |
62767 |
|
|
C |
56356 |
58300 |
60249 |
62213 |
64179 |
|
| MA - 4 |
| From: |
$ |
62796 |
64657 |
66702 |
68753 |
70795 |
|
| To: |
A |
64366 |
66273 |
68370 |
70472 |
72565 |
|
|
B |
65814 |
67764 |
69908 |
72058 |
74198 |
|
|
C |
67295 |
69289 |
71481 |
73679 |
75867 |
|
| MA - 5 |
| From: |
$ |
73564 |
75618 |
78199 |
80748 |
|
|
| To: |
A |
75403 |
77508 |
80154 |
82767 |
|
|
|
B |
77100 |
79252 |
81957 |
84629 |
|
|
|
C |
78835 |
81035 |
83801 |
86533 |
|
|
| MA - 6 |
| From: |
$ |
81950 |
84544 |
87026 |
89438 |
|
|
| To: |
A |
83999 |
86658 |
89202 |
91674 |
|
|
|
B |
85889 |
88608 |
91209 |
93737 |
|
|
|
C |
87822 |
90602 |
93261 |
95846 |
|
|
| MA - 7 |
| From: |
$ |
88493 |
90903 |
93312 |
95734 |
|
|
| To: |
A |
90705 |
93176 |
95645 |
98127 |
|
|
|
B |
92746 |
95272 |
97797 |
100335 |
|
|
|
C |
94833 |
97416 |
99997 |
102593 |
|
|
PAY NOTES Pay Increment Administration
**
The pay increment period for all employees in the MA-1 level is six (6)
months, and the minimum pay increase shall be three hundred dollars ($300) or
such higher amount that the Employer may determine, or if there is no such step,
to the maximum of the pay range.
**
(2) For all employees other than MA-1, the pay increment period is twelve
(12) months. The pay increment shall be to the next higher rate in the pay
range.
Pay Adjustment Administration
General
**
(3) All employees other than MA-1, shall be paid in the (A) range of rates at
the rate shown immediately below their former rate on the relevant adjustment
dates.
**
(4) All employees paid as MA-1, shall effective October 1, 2003, be paid in
the (A) range of rates at the rate that is nearest to their former rate
increased by two decimal five per cent (2.5%) provided that the maximum rate is
not exceeded.
**
(5) All employees paid as MA-1, shall effective October 1, 2004, be paid in
the (B) range of rates at the rate that is nearest to their former rate
increased by two decimal twenty-five per cent (2.25%) provided that the maximum
rate is not exceeded.
**
(6) All employees paid as MA-1, shall effective October 1, 2005, be paid in
the (C) range of rates at the rate that is nearest to their former rate
increased by two decimal twenty-five per cent (2.25%) provided that the maximum
rate is not exceeded.
Appointment Above the Minimum
**
(7) Notwithstanding Pay Notes 3 to 5, where in the retroactive period, an
employee was paid on initial appointment at a rate of pay above the minimum, or
was promoted or transferred and paid at a rate of pay above the rate specified
by the regulations for promotion or transfer, he shall be paid in the new scale
of rates at the rate shown immediately below his former rate, unless he was
otherwise informed in writing prior to his appointment that a negotiated pay
increase would not apply to him, in which case he shall be paid at the rate of
pay nearest to but not less than the rate of pay at which he was appointed.
SE - SCIENTIFIC RESEARCH
ANNUAL RATES OF PAY
A) Effective October 1, 2003
B) Effective October 1, 2004
C) Effective October 1, 2005
(Arbitral Award - October 1, 2004)
| SUBGROUP: RESEARCH
SCIENTIST |
| SE-RES-1 |
| From: |
$ |
42948 |
45207 |
47466 |
49728 |
51987 |
54243 |
56506 |
|
|
| To: |
A |
44022 |
46337 |
48653 |
50971 |
53287 |
55599 |
57919 |
|
|
|
B |
45012 |
47380 |
49748 |
52118 |
54486 |
56850 |
59222 |
|
|
|
C |
46025 |
48446 |
50867 |
53291 |
55712 |
58129 |
60554 |
|
|
| SE-RES-2 |
| From: |
$ |
53329 |
56649 |
59969 |
63290 |
66609 |
69927 |
73250 |
76570 |
79884 |
| To: |
A |
54662 |
58065 |
61468 |
64872 |
68274 |
71675 |
75081 |
78484 |
81881 |
|
B |
55892 |
59371 |
62851 |
66332 |
69810 |
73288 |
76770 |
80250 |
83723 |
|
C |
57150 |
60707 |
64265 |
67824 |
71381 |
74937 |
78497 |
82056 |
85607 |
| SE-RES-3 |
| From: |
$ |
67394 |
70055 |
72714 |
75373 |
78033 |
80695 |
83355 |
86014 |
88674 |
| To: |
A |
69079 |
71806 |
74532 |
77257 |
79984 |
82712 |
85439 |
88164 |
90891 |
|
B |
70633 |
73422 |
76209 |
78995 |
81784 |
84573 |
87361 |
90148 |
92936 |
|
C |
72222 |
75074 |
77924 |
80772 |
83624 |
86476 |
89327 |
92176 |
95027 |
| SE-RES-4 |
| From: |
$ |
80712 |
83665 |
86618 |
89570 |
92524 |
95476 |
98428 |
|
|
| To: |
A |
82730 |
85757 |
88783 |
91809 |
94837 |
97863 |
100889 |
|
|
|
B |
84591 |
87687 |
90781 |
93875 |
96971 |
100065 |
103159 |
|
|
|
C |
86494 |
89660 |
92824 |
95987 |
99153 |
102316 |
105480 |
|
|
| SE-RES-5 |
| From: |
$ |
88374 |
91608 |
94842 |
98075 |
101311 |
104544 |
107779 |
|
|
| To: |
A |
90583 |
93898 |
97213 |
100527 |
103844 |
107158 |
110473 |
|
|
|
B |
92621 |
96011 |
99400 |
102789 |
106180 |
109569 |
112959 |
|
|
|
C |
94705 |
98171 |
101637 |
105102 |
108569 |
112034 |
115501 |
|
|
| SUBGROUP: RESEARCH
MANAGER |
| SE-REM-1 |
| From: |
$ |
68760 |
71422 |
74082 |
76740 |
79402 |
82062 |
84720 |
87381 |
90042 |
| To: |
A |
70479 |
73208 |
75934 |
78659 |
81387 |
84114 |
86838 |
89566 |
92293 |
|
B |
72065 |
74855 |
77643 |
80429 |
83218 |
86007 |
88792 |
91581 |
94370 |
|
C |
73686 |
76539 |
79390 |
82239 |
85090 |
87942 |
90790 |
93642 |
96493 |
| SE-REM-2 |
| From: |
$ |
79286 |
81973 |
84663 |
87352 |
90042 |
92729 |
95419 |
98106 |
100795 |
| To: |
A |
81268 |
84022 |
86780 |
89536 |
92293 |
95047 |
97804 |
100559 |
103315 |
|
B |
83097 |
85912 |
88733 |
91551 |
94370 |
97186 |
100005 |
102822 |
105640 |
|
C |
84967 |
87845 |
90729 |
93611 |
96493 |
99373 |
102255 |
105135 |
108017 |
PAY NOTES
Pay Increment
**
(1) The pay increment period for all employees is twelve (12) months and the
pay increment date is April 1. A pay increment shall be to the next higher rate
in the scale of rates.
(2)
**
(a) Notwithstanding Pay Note 1, an employee who is initially appointed from
outside the Public Service or is promoted into the Scientific Research
classification or promoted between the RES and REM classifications shall be
considered for a first (1st) pay increment on the first (1st)
of April immediately following the employee's date of appointment, provided:
- the employee's appointment date was on or before the preceding October
1,
and
the employee has earned at least six (6) complete months' pay.
**
(b) Notwithstanding Pay Note 1, an employee who is transferred to the
Scientific Research classification shall be considered for a first (1st)
pay increment on the first (1st) of April immediately following the
employee's date of appointment, provided the employee did not receive an
increment in his former classification since the preceding October 1.
**
Employees Transferred from the Canada Revenue Agency
For employees transferred to the Canada Border Services Agency (CBSA) being
formerly employed in the Canada Revenue Agency (CRA), on or after 12 December
2003, with a rate of pay in excess of the maximum rate for the group and level
to which they transferred, the following conditions shall apply:
1. The employee shall maintain the rate of pay received from the CRA at the
time of the transfer until such time as the maximum of the group and level to
which they transferred is equal to or greater than that rate.
2. Where the employee continues to be paid this individual rate for the
period up to the date of a subsequent economic adjustment, then such employee
shall receive a lump sum payment equal to the economic adjustment for that group
and level.
3. When, following the application of an economic adjustment to the relevant
group and level, the employee's individual rate of pay is equal to or greater
than the rate of pay for that group and level, then the employee shall receive a
lump sum as calculated in accordance with (2) above less any amount received by
the application of the economic adjustment.
4. Pay received by the application of the above shall be treated as salary
for superannuation.
DS - DEFENCE SCIENTIFIC SERVICE
ANNUAL RATES OF PAY
X) Pay Adjustment - Effective October 1, 2003
A) Effective October 1, 2003
B) Effective October 1, 2004
C) Effective October 1, 2005
(Arbitral Award - October 1, 2004)
| DS - 1 |
| From: |
$ |
28279 |
to |
43165 |
|
|
|
|
|
|
|
|
| To: |
A |
28986 |
to |
44244 |
|
|
|
|
|
|
|
|
|
B |
29638 |
to |
45239 |
|
|
|
|
|
|
|
|
|
C |
30305 |
to |
46257 |
|
|
|
|
|
|
|
|
| DS - 2 |
| From: |
$ |
35105 |
38913 |
44845 |
46462 |
48480 |
|
|
|
|
|
|
| To: |
A |
35983 |
39886 |
45966 |
47624 |
49692 |
|
|
|
|
|
|
|
B |
36793 |
40783 |
47000 |
48696 |
50810 |
|
|
|
|
|
|
|
C |
37621 |
41701 |
48058 |
49792 |
51953 |
|
|
|
|
|
|
| DS - 3 |
| From: |
$ |
48480 |
50499 |
52520 |
/ |
54538 |
56560 |
/ |
58581 |
60599 |
|
|
| To: |
A |
49692 |
51761 |
53833 |
/ |
55901 |
57974 |
/ |
60046 |
62114 |
|
|
|
B |
50810 |
52926 |
55044 |
/ |
57159 |
59278 |
/ |
61397 |
63512 |
|
|
|
C |
51953 |
54117 |
56282 |
/ |
58445 |
60612 |
/ |
62778 |
64941 |
|
|
| DS - 4 |
| From: |
$ |
63387 |
65173 |
/ |
66957 |
68746 |
/ |
70527 |
72315 |
/ |
74101 |
|
| To: |
A |
64972 |
66802 |
/ |
68631 |
70465 |
/ |
72290 |
74123 |
/ |
75954 |
|
|
B |
66434 |
68305 |
/ |
70175 |
72050 |
/ |
73917 |
75791 |
/ |
77663 |
|
|
C |
67929 |
69842 |
/ |
71754 |
73671 |
/ |
75580 |
77496 |
/ |
79410 |
|
|
| From: |
$ |
75882 |
// |
77673 |
/ |
79455 |
/ |
81242 |
/ |
83027 |
/ |
84814 |
| To: |
A |
77779 |
// |
79615 |
/ |
81441 |
/ |
83273 |
/ |
85103 |
/ |
86934 |
|
B |
79529 |
// |
81406 |
/ |
83273 |
/ |
85147 |
/ |
87018 |
/ |
88890 |
|
C |
81318 |
// |
83238 |
/ |
85147 |
/ |
87063 |
/ |
88976 |
/ |
90890 |
| DS - 5 |
| From: |
$ |
78048 |
/ |
80053 |
/ |
82060 |
/ |
84065 |
/ |
86072 |
/ |
|
| To: |
A |
79999 |
/ |
82054 |
/ |
84112 |
/ |
86167 |
/ |
88224 |
/ |
|
|
B |
81799 |
/ |
83900 |
/ |
86005 |
/ |
88106 |
/ |
90209 |
/ |
|
|
C |
83639 |
/ |
85788 |
/ |
87940 |
/ |
90088 |
/ |
92239 |
/ |
|
|
| From: |
$ |
88080 |
/ |
90318 |
/ |
92539 |
// |
94722 |
/ |
96906 |
|
|
| To: |
A |
90282 |
/ |
92576 |
/ |
94852 |
// |
97090 |
/ |
99329 |
|
|
|
B |
92313 |
/ |
94659 |
/ |
96986 |
// |
99275 |
/ |
101564 |
|
|
|
C |
94390 |
/ |
96789 |
/ |
99168 |
// |
101509 |
/ |
103849 |
|
|
| DS - 6 |
| From: |
$ |
90729 |
/ |
92959 |
/ |
95193 |
/ |
97426 |
/ |
99661 |
/ |
|
| To: |
A |
92997 |
/ |
95283 |
/ |
97573 |
/ |
99862 |
/ |
102153 |
/ |
|
|
B |
95089 |
/ |
97427 |
/ |
99768 |
/ |
102109 |
/ |
104451 |
/ |
|
|
C |
97229 |
/ |
99619 |
/ |
102013 |
/ |
104406 |
/ |
106801 |
/ |
|
|
| From: |
$ |
101888 |
/ |
104120 |
|
|
|
|
|
|
|
|
| To: |
A |
104435 |
/ |
106723 |
|
|
|
|
|
|
|
|
|
B |
106785 |
/ |
109124 |
|
|
|
|
|
|
|
|
|
C |
109188 |
/ |
111579 |
|
|
|
|
|
|
|
|
| DS - 7 |
| From: |
$ |
99431 |
/ |
101275 |
/ |
103121 |
/ |
105621 |
|
|
|
|
| To: |
X |
99431 |
/ |
101666 |
/ |
103901 |
/ |
106136 |
/ |
108371 |
|
|
|
A |
101917 |
/ |
104208 |
/ |
106499 |
/ |
108789 |
/ |
111080 |
|
|
|
B |
104210 |
/ |
106553 |
/ |
108895 |
/ |
111237 |
/ |
113579 |
|
|
|
C |
106555 |
/ |
108950 |
/ |
111345 |
/ |
113740 |
/ |
116135 |
|
|
PAY NOTES
**
(1) All employees at the DS-7 level for whom a pay adjustment is effective
October 1, 2003, will move to the rate of pay shown immediately below the
employees' former rate of pay at the "X" range shown in Appendix
"A" or at the closest rate, but not lower than the employees former
rate of pay.
**
(2) Effective October 1, 2003, an employee shall be paid in the "A"
scale of rates at the rate shown immediately below the employee's former rate,
except that an employee paid in the DS-1 scale of rates shall be paid, effective
October 1, 2003, at a rate that is two decimal five per cent (2.5%) higher than
his former rate providing that the maximum rate in the DS-1 scale of rates is
not exceeded.
**
(3) Effective October 1, 2004, an employee shall be paid in the "B"
scale of rates at the rate shown immediately below the employee's former rate,
except that an employee paid in the DS-1 scale of rates shall be paid, effective
October 1, 2004, at a rate that is two decimal twenty-five per cent (2.25%)
higher than his former rate providing that the maximum rate in the DS-1 scale of
rates is not exceeded.
**
(4) Effective October 1, 2005, an employee shall be paid in the "C"
scale of rates at the rate shown immediately below the employee's former rate,
except that an employee paid in the DS-1 scale of rates shall be paid, effective
October 1, 2005, at a rate that is two decimal twenty-five per cent (2.25%)
higher than his former rate providing that the maximum rate in the DS-1 scale of
rates is not exceeded.
**
(5) Subject to the provisions of Article 45 and Appendix "A", the
Defence Scientific Service Pay Plan which does not form part of this collective
agreement, governs the application of pay to employees in this bargaining unit.
To the extent that this Plan modifies existing terms and conditions governing
the application of pay in this bargaining unit, the Defence Scientific Service
Pay Plan shall apply. The Employer agrees to consult with the Institute at least
two (2) months before making any changes to the Defence Scientific Service Pay
Plan which was introduced on March 13, 1980.
**
(6) Subject to Pay Notes 7 and 8, the pay increment dates for all employees
is April 1.
**
(7) The first (1st) pay increment consideration in the case of an
employee who is initially appointed to the DS classification shall become due on
the increment date immediately following his date of appointment provided that
the employee has earned at least twenty-six 26 weeks' pay immediately prior to
the increment date if he is entitled to annual increment consideration on April
1.
If an employee does not meet the requirements above, he shall not be eligible
for his first (1st) pay increment consideration until the next
following applicable increment date of April 1.
**
(8) Subject to pay note 7:
- (a) Employees at all DS levels are entitled to consideration for a pay
increment effective each April 1.
- (b) An employee may have a pay increment withheld, be delayed at a
barrier, be granted a single increment or granted multiple increments
pursuant to the Defence Scientific Service Pay Plan.
**
(9) On promotion, an employee shall be paid a rate of pay that provides for
an increase in salary that is at least equal to the lowest pay increment for the
level to which the employee is promoted.
**
(10) Notwithstanding Pay Notes 1, 2, 3 and 9, where in the retroactive period
an employee was paid on initial appointment at a rate of pay above the minimum,
or was promoted or transferred and paid at a rate of pay above the rate
specified by the regulations for promotion or transfer, he shall be paid in the
new scale of rates at the rate shown immediately below his former rate, unless
he was otherwise informed in writing prior to his appointment that a negotiated
pay increase would not apply to him, in which case he shall be paid at the rate
of pay nearest to but not less than the rate of pay at which he was appointed.
APPENDIX "B"
Application
**
1. Commencing on October 1, 2004, and ending September 30, 2006, incumbents
of positions identified above shall be eligible to receive a terminable
allowance in the annualized amount of eight thousand dollars ($8,500) to be paid
biweekly, subject to the following conditions:
- The terminable allowance specified above does not form part of an
employee's salary.
- The terminable 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.
- Part-time employees shall be entitled to the Terminable Allowance prorated
in accordance with their assigned work week.
**APPENDIX "C"
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 CERTAIN EMPLOYEES IN THE
RESEARCH (RE) GROUP
Preamble
In an effort to reduce retention and recruitment problems, the Employer will
provide an Allowance to incumbents of specific positions for the performance of
duties in the Research Group.
Eligibility
The following employees shall be entitled to a terminable allowance as shown
in note 1:
- employees who are incumbents of positions classified at the HR-1 through
HR-5 levels;
Application
1. Commencing on October 1, 2004, and ending September 30, 2006, incumbents
of positions identified above shall be eligible to receive a terminable
allowance in the annualized amount of four thousand dollars ($4,000) to be paid
biweekly, subject to the following conditions:
- The terminable allowance specified above does not form part of an
employee's salary.
- The terminable 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.
- Part-time employees shall be entitled to the Terminable Allowance prorated
in accordance with their assigned work week.
2. The parties agree that disputes arising from the application of this
Memorandum of Understanding may be subject to consultation.
3. This Memorandum of Understanding expires on September 30, 2006.
SIGNED AT OTTAWA, this 16th day of the month of December 2004.
**APPENDIX "D"
WORK FORCE ADJUSTMENT
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.
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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.
Part I
Roles and responsibilities
1.1 Departments
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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.
1.4 Employees
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1.4.3 Opting employees are responsible for:
(a) considering the Options of Part VI of this Appendix;
(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
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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.
Part VI
Options for employees
6.1 General
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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.
6.3 Options
6.3.1
(a)
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- 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).
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