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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.
(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 fill his present role more adequately, or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.
(b) An employee on Education Leave without pay under this clause shall receive an allowance in lieu of salary equivalent to from fifty per cent (50%) 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:
(i) fails to complete the course,
(ii) does not resume employment with the Employer on completion of the course,
or
(iii) ceases to be employed, except by reason of death or lay-off, before termination of the period he has undertaken to serve after completion of the course,
the employee shall repay the Employer all allowances paid to him under this clause during the education leave or such lesser sum as shall be determined by the Employer.
(a) The parties to this Agreement recognize that attendance or participation at conferences, conventions, symposia, workshops and other gatherings of a similar nature contributes to the maintenance of high professional standards.
(b) 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.
(c) The Employer may grant leave with pay and reasonable expenses including registration fees to attend such gatherings, subject to budgetary and operational constraints.
(d) 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.
(e) 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 the payment of convention or conference registration fees and reasonable travel expenses.
(f) 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).
(a) The parties to this Agreement share a desire to improve professional standards by giving the employees the opportunity on occasion:
(i) to participate in workshops, short courses or similar out-service programs to keep up to date with knowledge and skills in their respective fields,
(ii) to conduct research or perform work related to their normal research programs in institutions or locations other than those of the Employer,
or
(iii) to carry out research in the employee's field of specialization not specifically related to the employee's assigned work projects when in the opinion of the Employer such research is needed to enable the employee to fill his present role more adequately.
(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 locations 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 his 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.
(a) The Employer shall establish Selection Criteria for granting leave under clauses 18.02, 18.03 and 18.04. Upon request, a copy of these criteria will be provided to an employee and/or the Institute Representative.
(b) The parties to this Collective Agreement acknowledge the mutual benefits to be derived from consultation on Career Development. To this effect, the Employer, upon request, will consult with the Institute as prescribed in Article 36, Joint Consultation.
(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.
(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.
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:
(a) Lay-Off
(i) On the first lay-off two (2) week's pay for the first complete year of continuous employment and one (1) week's pay for each additional complete year of continuous employment and, in the case of partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous of employment divided by three hundred and sixty-five (365).
(ii) On second or subsequent lay-off one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), less any period in respect of which he was granted Severance Pay under 19.01(a)(i) above.
(b) Resignation
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 up to a maximum of twenty-six (26) years with a maximum benefit of thirteen (13) weeks' pay.
(c) Retirement
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, comprised of one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks' pay.
(d) Death
If an employee dies, there shall be paid to the employee's estate a severance payment in respect of the employee's complete period of continuous employment, comprised of one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks' pay, regardless of any other benefit payable.
(e) Rejection on Probation
On rejection on probation, when an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of rejection during a probationary period, one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-seven (27) weeks.
(f) Termination for Cause for Reasons of Incapacity or Incompetence
(i) When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity pursuant to Section 11(2)(g) of the Financial Administration Act, 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), with a maximum benefit of twenty-eight (28) weeks.
(ii) When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reasons of termination for cause of reasons of incompetence pursuant to Section 11(2)(g) of the Financial Administration Act, one week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.
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 any type of termination benefit by the Public Service, a Federal Crown Corporation, the Canadian Forces or the Royal Canadian Mounted Police. 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 prescribed in the employee's certificate of appointment, immediately prior to the termination of his employment.
Notwithstanding paragraph 19.01(b) an employee who resigns to accept an appointment with an organization listed in Part II of Schedule 1 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.
20.01 At time of hiring or at any other time upon written request, an employee shall be entitled to a complete and current statement of the duties and responsibilities of his position, including the position's classification level and the position rating form.
21.01 The Employer shall reimburse an employee for the payment of membership, registration or other related fees to organizations or governing bodies when the Employer is satisfied that the payment of such fees is a requirement for the continuation of the performance of the duties of the employee's position.
22.01 The Employer recognizes that the monitoring of pharmaceutical services shall be performed by a pharmacist. The Employer will make every reasonable effort to ensure that correct pharmaceutical services, as determined by the Employer, will be provided within the Employer's institutions. The Employer encourages the employee to make proposals for improvement of the Employer's pharmaceutical services.
23.01 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 National Joint Council Work Force Adjustment Agreement concluded by the parties will apply. In all other cases, the following clauses will apply:
23.02 In this Article "Technological Change" means:
(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;
or
(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.
23.03 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.
23.04 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.
23.05 The written notice provided for in clause 23.04 will provide the following information:
(a) the nature and degree of change;
(b) the anticipated date or dates on which the Employer plans to effect change;
(c) the location or locations involved.
23.06 As soon as reasonably practicable after notice is given under clause 23.04, the Employer shall consult meaningfully with the Institute concerning the effects of the technological change referred to in clause 23.04 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.
23.07 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 his 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.
24.01 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, including critical incident stress management services consistent with Treasury Board employee Assistance Program policy.
24.02 The Employer shall provide the employee with immunization or prophylactic drugs against communicable diseases or infection where there is a risk of incurring such diseases or infection in the performance of the employee's duties.
24.03 The Employer shall provide for a pre-employment physical examination including chest x-ray for each new NU employee, and for other employees at risk as determined by the Employer in accordance with the Occupational Health Evaluation Standard. The Employer shall also provide for employees a health evaluation in accordance with the Periodic Health Evaluation Standard.
25.01 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 10 June 1999 covering employees of the Health Services Group.
25.02 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.
26.01 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.
26.02 The Institute shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee defined in clause 26.01.
26.03 For the purpose of applying clause 26.01, deductions from pay for each employee in respect of each month will start with the first (1st) full month of employment to the extent that earnings are available.
26.04 An employee who satisfies the Employer to the extent that he declares in an affidavit that he is a member of a religious organization whose doctrine prevents him as a matter of conscience from making financial contributions to an employee organization and that he will make contributions to a charitable organization registered pursuant to the Income Tax Act, other than the religious organization named in the affidavit, equal to dues, shall not be subject to this Article, provided that the affidavit submitted by the employee is countersigned by an official representative of the religious organization involved. A copy of the affidavit will be provided to the Institute.
26.05 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.
26.06 The amounts deducted in accordance with clause 26.01 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.
26.07 The Employer agrees to continue the past practice of making deductions for other purposes on the basis of the production of appropriate documentation.
26.08 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.
26.09 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.
26.10 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.
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.
(a) 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 material 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 he considers adverse to his interests or to the interests of any of his representatives.
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(b) In Health Canada nursing stations and health centres, the Employer agrees the Institute can use the fax machines for the purpose stipulated in paragraph 27.02(a), subject to the same conditions.
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.
28.01 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.
28.02 The Employer agrees to supply each employee with a copy of the Collective Agreement and any amendments thereto.
28.03 Upon the written request of an employee, the Employer shall make available at a mutually satisfactory time National Joint Council Agreements listed in clause 35.03 which have a direct bearing on the requesting employee's terms and conditions of employment.
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29.01 The Employer acknowledges the exclusive right of the Institute to appoint Stewards and other Institute representatives from amongst the members of bargaining units for which the Institute is the certified bargaining agent.
29.02 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.
29.03 The Institute shall inform the Employer promptly and in writing of the names of its Stewards, their jurisdiction, and of any subsequent changes.
Operational requirements permitting, the Employer shall grant leave with pay to an employee to enable the employee to carry out the employee's functions as a Steward on the Employer's premises. When the discharge of these functions require an employee who is a Steward to leave his normal place of work, the employee shall report his return to his supervisor whenever practicable.
Where operational requirements permit the Employer will grant leave with pay:
(a) to an employee who makes a complaint on his own behalf before the Public Service Staff Relations Board,
and
(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.
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,
and
(b) to an employee who makes personal representations with respect to a certification.
The Employer will grant leave with pay:
(a) to an employee called as a witness by the Public Service Staff Relations Board,
and
(b) where operational requirements permit, to an employee called as a witness by an employee or the Institute.
When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees representing the Institute before an Arbitration Board, Conciliation Board or an Alternative Dispute Resolution Process.
The Employer will grant leave with pay to an employee called as witness by an Arbitration Board, Conciliation Board or an Alternative Dispute Resolution Process and, when operational requirements permit, leave with pay to an employee called as a witness by the Institute.
Where operational requirements permit, the Employer will grant leave with pay to an employee who is:
(a) a party to an adjudication,
or
(b) the representative of an employee who is a party to an adjudication,
or
(c) a witness called by an employee who is party to an adjudication.
Where operational requirements permit, the Employer will grant to an employee:
(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;
and
(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.
Where an employee who has presented a grievance wishes to be represented by an employee at a meeting with the Employer, 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.
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.
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.
Where operational requirements permit, the Employer will grant leave without pay to an employee to attend preparatory contract negotiations meetings.
Where operational requirements permit, the Employer will grant leave with pay to an employee to attend meetings with management on behalf of the Institute.
Where operational requirements permit, the Employer will grant leave without pay to a reasonable number of employees to attend meetings and conventions provided in the constitution and the by-laws of the Institute.
(a) Where operational requirements permit, the Employer will grant leave without pay to employees appointed as employee representatives by the Institute, to undertake training sponsored by the Institute related to the duties of an employee representative.
(b) Where operational requirements permit, the Employer will grant leave with pay to employees appointed as employee representatives by the Institute, to attend training sessions concerning Employer-employee relations sponsored by the Employer.
31.01 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.
32.01 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 availing himself or herself of the grievance procedure provided in this Agreement.
33.01 The Employer and the Institute agree it is appropriate to resolve disputes at the level where they occur without necessarily invoking the filing of a grievance, and preferably at the lowest possible level of management with the involvement of an Institute representative. Accordingly, when disputes might arise, the manager and the Institute representative endeavour to foster open co-operation, frank exchanges of views and a quest for innovative solutions.
34.01 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 7.0 of the NJC by-laws.
34.02 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 an employee, within the time limits prescribed in clause 34.09, gives notice that they wish 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.
34.03 An employee who wishes to present a grievance at any prescribed step in the grievance procedure, shall transmit this grievance to the 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,
and
(b) provide the employee with a receipt stating the date on which the grievance was received.
34.04 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.
34.05 Subject to and as provided in Section 91 of the Public Service Staff Relations Act, an employee who feels that he has been treated unjustly or considers himself 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 34.03, except that:
(a) where there is another administrative procedure provided by or under any Act of Parliament to deal with the specific complaint such procedure must be followed,
and
(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 the employee has the approval of and is represented by the Institute.
34.06 There shall be no more than a maximum of four (4) steps in the grievance procedure. These steps shall be as follows:
(a) Step 1 - first (1st) level of management;
(b) Steps 2 and 3 in departments or agencies where such steps are established - intermediate step(s);
(c) Final Step - Chief Executive or Deputy Head or authorized representative.
34.07 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.
34.08 If the employee so desires, they 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.
34.09 An employee may present a grievance to the first (1st) step of the procedure in the manner prescribed in clause 34.03, not later than the twenty-fifth (25th) 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.
34.10 An employee may present a grievance at each succeeding step in the grievance procedure beyond the first (1st) 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,
or
(b) where the Employer has not conveyed a decision to the employee within the time prescribed in clause 34.11, within fifteen (15) days after the employee presented the grievance at the previous step.
34.11 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.
34.12 Where an employee has been represented by the Institute in the presentation of a 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.
34.13 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.
34.14 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.
34.15 Where the provisions of clause 34.03 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.
34.16 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 34.18.
34.17 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.
34.18 Where the Employer demotes or terminates an employee for cause pursuant to paragraph 11(2)(f) and (g) of the Financial Administration Act, the grievance procedure set forth in this Agreement shall apply except that:
(a) the grievance may be presented at the final step only,
and
(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.
34.19 An employee may by written notice to their immediate supervisor or officer-in-charge abandon a grievance.
34.20 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, they were unable to comply with the prescribed time limits.
34.21 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.
34.22 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,
or
(b) disciplinary action resulting in suspension or a financial penalty,
or
(c) termination of employment or demotion pursuant to paragraph 11(2)(f) or (g) of the Financial Administration Act.
and the employee's 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.
34.23 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:
(a) its approval of the reference of the grievance to adjudication,
and
(b) its willingness to represent the employee in the adjudication proceedings.
35.01 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 6 December 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.
35.02 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 paragraph (c) of the NJC Memorandum of Understanding which became effective 6 December 1978.
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35.03 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) Travel Policy
(3) Withdrawal from Work in Imminent Danger Policy and Procedures
(4) Isolated Posts Directive
(5) Clothing Policy
(6) Living Accommodation Charges Policy
(7) First Aid to the General Public - Allowance for employees
(8) Memorandum of Understanding on the Definition of the Word "Spouse"
(9) Relocation Policy
(10) Commuting Assistance Policy
(11) Bilingualism Bonus Policy
(12) Boilers and Pressure Vessels
(13) Hazardous Substances
(14) Electrical
(15) Elevating Confined Spaces
(16) First Aid
(17) Hand Tools and Portable Power Tools
(18) Hazardous Confined Spaces
(19) Machine Guarding
(20) Materials Handling
(21) Motor Vehicle Operations
(22) Noise Control and Hearing Conservation
(23) Personal Protective Equipment
(24) Pesticide Devices
(25) Elevated Work Structures
(26) Use and Occupancy of Buildings
(27) Sanitation
(28) Public Service Health Care Plan.
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 34.01 of the Article on grievance procedure in this Collective Agreement.
36.01 The parties acknowledge the mutual benefits to be derived from joint consultation and will consult on matters of common interest.
**
36.02 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, professional responsibilities and standards, quality of client services and workload. Consultation may be at the local, regional or national level as determined by the parties.
36.03 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. Both parties agree to consult in a timely manner so that the opinions of the consulted party can be taken into consideration before a decision is taken.
36.04 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.
36.05 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.
36.06 Joint Consultation Committees are prohibited from agreeing to items which would alter any provision of this collective agreement.
36.07 Without prejudice to the position the Employer or the Institute may wish to take in future about the desirability of having the subjects dealt with by the provisions of Collective Agreements, the following subjects as they affect employees covered by this Agreement, shall be regarded as appropriate subjects of consultation involving the Employer and the Institute during the term of this Agreement:
(a) pay administration;
(b) relocation directive;
(c) insurance for long-term disability;
(d) training;
(e) cafeterias, mobile canteens, washrooms, restrooms, showers, locker facilities and recreational facilities;
(f) parking privileges;
(g) payment of school fees and costs of transportation to school for children of employees;
(h) provision of uniforms and protective clothing;
(i) provision to the Institute of departmental manuals and Treasury Board directives.
36.08 With respect to the subjects listed in clause 36.07, the Employer agrees that new policies will not be introduced and existing regulations or directives will not be cancelled or amended by the Treasury Board in such a way as to affect employees covered by this Agreement until such time as the Institute has been given a reasonable opportunity to consider and to consult on the Employer's proposals.
37.01 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.
37.02 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.
37.03 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.
37.04 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.
38.01 If employees whose normal duties are performed on the premises of another Employer are prevented from performing their duties because of a strike or lock-out on this other Employer's premises, the employees shall report the matter to the Employer and the Employer will consider measures designed 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.
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.
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 compared with the normal weekly hours of work of full-time employees unless otherwise specified in this Agreement.
39.03 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 and Shift Work.
39.04 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.
39.05 Leave will only be provided:
(a) during those periods in which employees are scheduled to perform their duties;
or
(b) where it may displace other leave as prescribed by this Agreement.
A part-time employee shall not be paid for the designated holidays but shall, instead be paid a premium of four decimal two five per cent (4.25%) for all straight-time hours worked during the period of part-time employment.
**
39.07 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 according to paragraph 9.01(b) for all hours worked on the holiday.
"Overtime" means work required by the Employer, to be performed by the employee, in excess of those hours prescribed in clause 39.03 but does not include time worked on a holiday.
39.09 Subject to Article 9, Overtime, a part-time employee who is required to work overtime shall be paid at time d one-half (1 ½) for all overtime hours worked. The provisions of clause 9.04, Compensatory Leave, do not apply.
(a) When a part-time employee is called back to work or when a part-time employee who is on standby duty is called back to work by the Employer anytime outside his normal working hours, and such employee is not entitled to overtime in accordance with the present article, the employee shall be entitled to the greater of:
(i) a minimum of three (3) hours' pay at the straight-time rate;
or
(ii) compensation at the applicable rate for all hours worked.
(b) When a part-time employee is entitled to overtime in accordance with the present article the employee shall be paid in accordance with Article 10, Call-back, of this Agreement.
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 one decimal twenty-five (1.25) days a month, .250 multiplied by the number of hours in the employee's workweek per month;
(b) when the entitlement is one decimal sixty-seven (1.67) days a month, .333 multiplied by the number of hours in the employee's workweek per month;
**
(c) when the entitlement is one decimal eighty-four (1.84) days a month, .367 multiplied by the number of hours in the employee's workweek per month;
(d) when the entitlement is one decimal ninety-two (1.92) days a month, .383 multiplied by the number of hours in the employee's workweek per month;
(e) when the entitlement is two decimal zero nine (2.09) days a month, .417 multiplied by the number of hours in the employee's workweek per month;
**
(f) when the entitlement is two decimal twenty-five (2.25) days a month, .450 multiplied by the number of hours in the employee's workweek per month;
**
(g) when the entitlement is two decimal five (2.5) days a month, .500 multiplied by the number of hours in the employee's workweek per month;
(h) however, a part-time employee who has received or is entitled to receive furlough leave shall have his vacation leave credits earned reduced by .083 multiplied by the number of hours in the part-time workweek, beginning in the month in which the twentieth (20th) anniversary of service occurs until the beginning of the month in which his twenty-fifth (25th) anniversary of service occurs.
A part-time employee shall earn sick leave credits at the rate of one-quarter (1/4) of the number of hours in an employee's normal 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.
(a) For the purposes of administration of clauses 39.11 and 39.12, 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.
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.
39.15 The weekly rate of pay referred to in clause 39.14 shall be the weekly rate of pay to which the employee is entitled for the classification prescribed in the employee's certificate of appointment, immediately prior to the termination of employment.
40.01 For the purpose of this Article,
(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 his 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.
(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 the assessment form shall be considered to be an indication only that its contents have been read and shall not indicate his concurrence with the statements contained on the form.
A copy of the employee's assessment form shall be provided to him 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.
40.03 When an employee disagrees with the assessment and/or appraisal of his work 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.
**
40.04 Upon written request of an employee, all the personnel files of that employee shall be made available once per year for his examination in the presence of an authorized representative of the Employer.
40.05 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.
41.01 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.
42.01 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.
(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.
If by reason of paragraph 42.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.
**
42.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement.
43.01 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, family status, marital status, a conviction for which a pardon has been granted, mental or physical disability, or membership or activity in the Institute.
(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of a complaint.
If by reason of paragraph 43.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.
**
43.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with discrimination. The selection of the mediator will be by mutual agreement.
A Penological Factor Allowance shall be payable to incumbents in some positions in the bargaining units which are in the Correctional Service Canada, subject to the following conditions.
44.01 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 Corrections and Conditional Release 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.
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:
|
Continual |
- |
means fulfillment of the conditions described in clause 44.01 above throughout the working day and recurring daily. |
|
Frequent |
- |
means fulfillment of the conditions described in clause 44.01 above for part or parts of the working day and generally recurring daily. |
|
Limited |
- |
means fulfillment of the conditions described in clause 44.01 above on an occasional basis. |
**
44.03 The payment of the allowance for the Penological Factor is determined by the following formula:
|
Penological Factor (X) Effective Date of Signing: |
|||||||||
|
Degree of |
Maximum |
Medium |
Minimum |
||||||
|
Continual |
100% |
X |
($1,900) |
50% |
X |
($950) |
30% |
X |
($570) |
|
Frequent |
50% |
X |
($950) |
30% |
X |
($570) |
20% |
X |
($380) |
|
Limited |
30% |
X |
($570) |
20% |
X |
($380) |
10% |
X |
($190) |
|
|
|||||||||
|
Degree of |
Maximum |
Medium |
Minimum |
||||||
|
Continual |
100% |
X |
($2,000) |
50% |
X |
($1,000) |
30% |
X |
($600) |
|
Frequent |
50% |
X |
($1,000) |
30% |
X |
($600) |
20% |
X |
($400) |
|
Limited |
30% |
X |
($600) |
20% |
X |
($400) |
10% |
X |
($200) |
**
The value of "X" is set at one thousand and nine hundred dollars ($1,900) per annum. This allowance shall be paid on the same basis as that for the employee's regular pay.
The value of "X" is set at two thousand dollars ($2,000) per annum. This allowance shall be paid on the same basis as that for the employee's regular pay.
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 44.01 above are applicable.
44.06 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.
44.07 Except as prescribed in clause 44.10 below, an employee shall be entitled to receive PFA for any month in which he receives a minimum of ten (10) days' pay in a position(s) to which PFA applies.
44.08 Except as provided in clause 44.09 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, he shall receive the higher allowance, provided he has performed duties for at least ten (10) days as the incumbent of the position to which the higher allowance applies.
44.09 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 he is temporarily assigned, plus PFA, if applicable, would be less than his basic monthly pay entitlement plus PFA in his regular position, the employee shall receive the PFA applicable to his regular position.
44.10 An employee will be entitled to receive PFA, in accordance with the PFA applicable to his regular position:
(a) during any period of paid leave up to a maximum of sixty (60) consecutive calendar days,
or
(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.
44.11 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
44.12 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.
45.01 Except as provided in clauses 45.01 to 45.08 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.
45.02 An employee is entitled to be paid for services rendered at:
(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 his certificate of appointment,
or
(b) the pay specified in Appendix "A" for the classification prescribed in his certificate of appointment, if that classification and the classification of the position to which the employee is appointed do not coincide.
45.03 The rates of pay set forth in Appendix "A" shall become effective on the date specified therein.
45.04 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.
When two (2) 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:
(a) the employee shall receive their pay increment;
(b) the employee's rate of pay shall be revised;
(c) the employee's rate of pay on appointment shall be established in accordance with this Agreement.
(a) This clause supersedes the Retroactive Remuneration Directives. Where the rates of pay set forth in Appendix "A" have an effective date prior to the date of signing of the collective agreement the following shall apply:
(i) "retroactive period" for the purpose of subparagraphs (ii) to (v) means the period commencing on the effective date of the retroactive upward revision in rates of pay and ending on the day the collective agreement is signed or when an arbitral award is rendered therefore;
(ii) a retroactive upward revision in rates of pay shall apply to employees, former employees or in case of death the estates of former employees, who were employees in the bargaining unit during the retroactive period;
(iii) rates of pay shall be paid in an amount equal to what would have been paid had the collective agreement been signed or an arbitral award rendered therefore on the effective date of the revision in rates of pay;
(iv) in order for former employees, or in the case of death for the former employees' representatives, to receive payment in accordance with subparagraph (iii), the Employer shall notify by registered mail, such individuals at their last known address that they have thirty (30) days from the date of receipt of the registered letter to request in writing such payment after which time any obligation upon the Employer to provide payment ceases;
(v) no payment nor notification shall be made pursuant to clause 45.06 for one dollar ($1.00) or less.
45.07 This Article is subject to the Memorandum of Understanding signed by the Employer and the Professional Institute of the Public Service of Canada dated 21 July 1982 in respect of red-circled employees.
**
Should there be an error made in pay calculations resulting in an overpayment, the employee shall be notified beforehand in writing of the requirement for repayment to the employer and the intended repayment schedule. The employer will discuss the proposed schedule with the employee prior to putting it into effect.
(a) When an employee is required by the Employer to substantially perform the duties of a higher classification level on an acting basis for the number of consecutive working days indicated in (i) or (ii), 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.
(i) two (2) working days: ND-DIT and OP level 1, and NU-CHN and NU-HOS levels 1-4;
(ii) four (4) working days: all other employees.
(b) 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.
The following conditions shall apply to employees to whom the provisions of clause 8.06 (Compressed Work Week) and subparagraph 8.09(e)(i) (shift longer than 7 1/2 hours) of Article 8 apply.
It is agreed that the implementation of any variation in hours shall not result under any circumstances in any additional expenditure or cost by reason of such variation.
(a) Conversion to Hours
(i) The provisions of the Collective Agreement which specify days shall be converted to hours based on a seven and one-half (7 1/2) hour day as follows:
|
- |
five-twelfths (5/12) day |
= |
3.125 hours |
|
- |
one (1) day |
= |
7.500 hours |
|
- |
one and one-quarter(1 1/4) days |
= |
9.375 hours |
|
- |
one and two-thirds (1 2/3) days |
= |
12.500 hours |
|
- |
one and eleven-twelfth (1 11/12) days |
= |
14.375 hours |
|
- |
two and one-twelfth (2 1/12) days |
= |
15.625 hours |
|
- |
two and one half ( 2 1/2) days |
= |
18.750 hours |
(ii) Notwithstanding the above, in clause 17.02, Bereavement Leave with Pay, and Article 34, Grievance Procedure, a day will have the same meaning as the provisions of the collective agreement.
(b) Implementation and Termination
Effective the date on which clause 8.06 and paragraph 8.09(c) of Article 8, hours of Work and Shift Work, apply or cease to apply to an employee, the accrued vacation and sick leave credits shall be converted to days or hours, as applicable.
(c) Leave - Usage
When leave is granted, it will be granted on an hourly basis with the hours debited for each day of leave being the same as the hours the employee would normally have been scheduled to work on that day.
For greater certainty, the following provisions shall be administered as provided herein:
(a) Article 2 - Interpretation and Definitions
Paragraph 2.01(c) - "daily rate of pay" - shall not apply.
(b) Article 9 - Overtime
(i) Overtime compensation shall only be applicable on a normal work day for hours in excess of the employee's scheduled daily hours of work.
(ii) The provision of two (2) times the straight-time hourly rate still applies when a designated paid holiday(s) separates the period of consecutive and contiguous days of rest provided the requirements of subparagraph 46.03(b)(i) above are met.
(c) Article 12 - Designated Paid Holiday
A designated holiday shall account for seven and one-half (7 1/2) hours.
(d) Article 13 - Travelling Time
Overtime compensation referred to in clause 13.01 shall only be applicable on a normal work day for hours in excess of the employee's scheduled daily hours of work.
(e) Article 15 - Vacation Leave
Leave When Employment Terminates
When an employee dies or otherwise ceases to be employed, he or his estate shall be paid an amount equal to the product obtained by multiplying the number of hours of earned but unused vacation and furlough leave with pay to his credit by the hourly rate of pay as calculated from the rate specified in his certificate of appointment prior to the termination of his employment.
**
47.01 An employee on shift work shall receive a shift premium of one dollar and seventy-five cents ($1.75) per hour for all hours worked between 1600 and 0800 hours. The shift premium will not be paid for hours worked between 0800 and 1600 hours.
As of 1 October 2002 the premium will be increased to two dollars ($2.00).
**
(a) Employees shall receive an additional premium of one dollar and seventy-five cents ($1.75) per hour for work on a Saturday and/or Sunday for hours worked as stipulated in (b) below.
As of 1 October 2002 the premium will be increased to two dollars ($2.00).
(b) Weekend premiums shall be payable in respect of all regularly scheduled hours at straight-time rates worked on Saturday and/or Sunday.
48.01 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.
49.01 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 (1) calendar month after receipt of such notice.
**
50.01 The duration of this Collective Agreement shall be from the date it is signed to 30 September 2003.
50.02 Unless otherwise expressly stipulated, the provisions of this Agreement shall become effective on the date it is signed.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD |
THE PROFESSIONAL |
|
THE TREASURY BOARD |
THE PROFESSIONAL |
Addendum Effective April 1, 2003
Memorandum of Understanding Effective October 1, 2003
Memorandum of Understanding Effective October 1, 2004
| THIS AGREEMENT COVERS THE FOLLOWING GROUPS: | ||
| CODE | GROUP | |
| 207 | Dentistry | (DE) |
| 213 | Nutrition and Dietetics | (ND) |
| 217 | Medicine | (MD) |
| 219 | Nursing | (NU) |
| 220 | Occupational and Physical Therapy | (OP) |
| 221 | Pharmacy | (PH) |
| 223 | Psychology | (PS) |
| 226 | Social Work | (SW) |
| 228 | Veterinary Medicine | (VM) |
ARTICLE 1 PURPOSE OF AGREEMENT
ARTICLE 2 INTERPRETATION AND DEFINITIONS
ARTICLE 3 OFFICIAL TEXTS
ARTICLE 4 APPLICATION
ARTICLE 5 MANAGEMENT RIGHTS
ARTICLE 6 RIGHTS OF EMPLOYEES
ARTICLE 7 PUBLICATIONS AND AUTHORSHIP
**ARTICLE 8 HOURS OF WORK AND SHIFT WORK
**ARTICLE 9 OVERTIME
ARTICLE 10 CALL-BACK
ARTICLE 11 STANDBY
**ARTICLE 12 DESIGNATED PAID HOLIDAYS
**ARTICLE 13 TRAVELLING TIME
ARTICLE 14 LEAVE - GENERAL
**ARTICLE 15 VACATION LEAVE
ARTICLE 16 SICK LEAVE
ARTICLE 17 OTHER LEAVE WITH OR WITHOUT PAY
17.01 General
**17.02 Bereavement Leave With Pay
17.03 Maternity Leave without Pay
***Transitional Provision for 17.04
***17.04 Maternity Allowance
17.05 Special Maternity Allowance for Totally Disabled Employees
***Transitional Provision for 17.06 and 17.07
***17.06 Parental Leave Without Pay
***17.07 Parental Allowance
17.08 Special Parental Allowance for Totally Disabled Employees
**Transitional Provisions for 17.09
**17.09 Leave Without Pay for the Care of Immediate Family
17.10 Leave Without Pay for Personal Needs
17.11 Leave Without Pay for Relocation of Spouse
**17.12 Leave With Pay for Family-Related Responsibilities
17.13 Court Leave With Pay
17.14 Personnel Selection Leave With Pay
17.15 Injury-on-Duty Leave With Pay
17.16 Examination Leave
17.17 Religious Observance
**17.18 Maternity-related Reassignment or Leave
17.19 Medical Appointment for Pregnant Employees
**17.20 Volunteer Leave
**17.21 Other Leave With Pay
17.22 Other Leave Without Pay
ARTICLE 18 CAREER DEVELOPMENT
ARTICLE 19 SEVERANCE PAY
ARTICLE 20 STATEMENT OF DUTIES
ARTICLE 21 REGISTRATION FEES
ARTICLE 22 RESPONSIBILITY FOR PHARMACEUTICAL SERVICES
ARTICLE 23 TECHNOLOGICAL CHANGE
ARTICLE 24 SAFETY AND HEALTH
ARTICLE 25 RECOGNITION
ARTICLE 26 CHECK-OFF
**ARTICLE 27 USE OF EMPLOYER FACILITIES
ARTICLE 28 INFORMATION
**ARTICLE 29 STEWARDS
ARTICLE 30 LEAVE FOR STAFF RELATIONS MATTERS
ARTICLE 31 ILLEGAL STRIKES
ARTICLE 32 INTERPRETATION OF AGREEMENT
**ARTICLE 33 DISPUTE RESOLUTION
ARTICLE 34 GRIEVANCE PROCEDURE
**ARTICLE 35 NATIONAL JOINT COUNCIL AGREEMENTS
**ARTICLE 36 JOINT CONSULTATION
ARTICLE 37 STANDARDS OF DISCIPLINE
ARTICLE 38 LABOUR DISPUTES
**ARTICLE 39 PART-TIME EMPLOYEES
**ARTICLE 40 EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES
ARTICLE 41 EMPLOYMENT REFERENCES
**ARTICLE 42 SEXUAL HARASSMENT
**ARTICLE 43 NO DISCRIMINATION
**ARTICLE 44 PENOLOGICAL FACTOR ALLOWANCE
**ARTICLE 45 PAY
ARTICLE 46 VARIATION IN HOURS OF WORK
**ARTICLE 47 SHIFT AND WEEKEND PREMIUMS
ARTICLE 48 CONTRACTING OUT
ARTICLE 49 AGREEMENT RE-OPENER
**ARTICLE 50 DURATION
**APPENDIX "A"
**APPENDIX "A-1"
**APPENDIX "A-2"
**APPENDIX "A-3"
**APPENDIX "A-4"
**APPENDIX "A-5"
**APPENDIX "A-6"
**APPENDIX "B"
**APPENDIX "C"
**APPENDIX "D"
**APPENDIX "E"
**APPENDIX "F"
**APPENDIX "G"
**APPENDIX "H"
APPENDIX "I"
**APPENDIX "J"
**APPENDIX "K"
**APPENDIX "L"
**APPENDIX "M"
**APPENDIX "N"
**APPENDIX "O"
**APPENDIX "P"
**APPENDIX "Q"
**APPENDIX "R"
**APPENDIX "S"
** Two (2) asterisks denote changes from the previous Collective Agreement.
*** Three (3) asterisks denote changes to the previous Collective Agreement negotiated during this round of negotiations and implemented as of 14 February 2001.
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 units are employed.
2.01 For the purpose of this Agreement:
"bargaining unit" means the employees of the Employer in the group described in Article 25, Recognition (« unité de négociation »);
"common-law spouse" a common-law spouse relationship exists when, for a continuous period of at least one (1) year, an employee has lived with a person, publicly represented that person to be his/her spouse and continues to live with the person as if that person were his/her spouse (« conjoint de fait »);
"compensatory leave" means leave with pay in lieu of cash payment for overtime, travelling time compensated at overtime rate and call-back. The duration of such leave will be equal to the time compensated or the minimum time entitlement multiplied by the applicable overtime rate. The rate of pay to which an employee is entitled during such leave shall be based on the employee's hourly rate of pay as calculated from the classification prescribed in the employee's certificate of appointment on the day immediately prior to the day on which leave is taken (« congé compensatoire »);
"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 the duties of his position other than by reason of his 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 (« mise en disponibilité »);
"leave" means authorized absence from duty (« congé »);
"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 his daily hours of work (« heures supplémentaires »);
"straight-time rate" means the employee hourly rate of pay (« tarif normal »);
"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,
(a) if defined in the Public Service Staff Relations Act, have the same meaning as given to them in the Public Service Staff Relations Act,
and
(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.
3.01 Both the English and French texts of this Agreement shall be official.
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.
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.
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.
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 his 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.
(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.
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.
(a) This paragraph does not apply to the DE, MD and NU groups.
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.
**
(b) Subparagraphs (i) to (v) apply to the NU Group only.
(i) For employees engaged in non-shift work, the normal work week shall be thirty-seven and one-half (37 1/2) hours and the normal work day shall be seven and one-half (7 1/2) consecutive hours, exclusive of a meal period, between the hours of 7 a.m. and 6 p.m.
(ii) When normal hours, other than those provided in subparagraph 8.02(b)(i), are in existence when this Agreement is signed, the Employer, on request, will consult with the Institute on such hours of work and in such consultation establish that such hours are required to meet the needs of the public and/or the efficient operation of the service. Where normal hours are to be changed so that they are different from those specified in paragraph 8.02(b), the Employer, except in cases of emergency, will consult in advance with the Institute on such hours of work and, in such consultation, will establish that such hours are required to meet the needs of the public and/or the efficient operation of the Service.
(iii) It is understood that consultation may be held at the local level and will be referred to the appropriate Employer and Institute levels before implementation.
(iv) Within five (5) days of notification of consultation served by either party, the Institute shall notify the Employer in writing of the representative authorized to act on behalf of the Institute for consultation purposes.
(v) When operational requirements permit, an employee shall not be scheduled to work in excess of fifty-two and one-half (52 1/2) hours without at least two (2) consecutive days of rest
(c) Subparagraphs (i) to (iii) apply to the DE and MD groups only.
(i) The normal hours of work shall average thirty-seven and one-half (37 1/2) hours per week over each four-week (4) period. Subject to the approval of the Employer, the hours of work shall be arranged to suit an employee's individual duties.
(ii) A reconciliation of hours of work will be made by the employee and the immediate supervisor for each four-week (4) period. In computing the hours of work within the period, vacation and other leaves of absence will account for seven and one-half (7 1/2) hours per day.
(iii) Where operational requirements permit, the normal work week shall be Monday through Friday.
(d) This paragraph only applies to ND-DITs in hospitals.
The work week of Dieticians, in the ND Group, employed in hospitals may be varied to accommodate local operational requirements provided that such variations are not contrary to the provisions of clause 8.04.
This clause does not apply to employees in the MD and DE groups.
Upon the 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).
An employee shall be granted two (2) consecutive days of rest during each seven (7) day period unless operational requirements do not so permit.
Employees will submit monthly attendance registers; only those hours of overtime and absences need be specified.
Notwithstanding the provisions of this Article, upon request of an employee and the concurrence of the Employer, an employee may complete his weekly hours of employment in a period of other than five (5) full days provided that over a period of twenty-one (21) or 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-one (21) day period or 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 him.
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.
Implementation of this clause is subject to article 46, Variations in hours of Work.
8.07 When operational requirements permit, two (2) rest periods of fifteen (15) minutes each shall be provided during each normal work day.
(a) "shift schedule" means the arrangement of shifts over a given period of time and includes days of rest and designated paid holidays;
(b) "shift work" means rotation through two (2) or more periods of eight (8) hours or longer where operational requirements necessitate sixteen (16) or twenty-four (24) hours coverage each day or where the requirements of the position would normally necessitate rotation but the employee, with the approval of the Employer, works on permanent evening or night duty.
Hours of work shall be scheduled so that employees, over a minimum period of four (4) weeks work:
**
(a)
(i) an average of thirty-seven and one-half (37 1/2) hours per week,
and
(ii) an average of five (5) days per week;
(b) seven and one-half (7 1/2) hours per day;
(c) the commencement and/or end of each shift may be varied by fifteen (15) minutes to provide for the continuity of care and/or an appropriate length of the meal period;
(d) the daily hours of work shall be consecutive and exclusive of meal periods;
(e)
**
(i) notwithstanding subparagraph 8.09(a)(ii) and paragraph 8.09(b), upon the request of a three-quarter majority of the employees affected and with the concurrence of the Employer, hours of work may be modified provided no shift exceeds twelve (12) hours or is less than seven and one-half (7 1/2) hours;
(ii) implementation of subparagraph 8.09(e)(i) is subject to article 46, Variations in hours of work.
(a) When operational requirements permit, an employee shall receive four (4) days' rest in every two (2) week period and scheduled so that two (2) consecutive days of rest are received at a time. Upon request of an employee and with the concurrence of the Employer, the employee's days of rest may be split.
(b) Whenever possible employees shall receive one (1) out of two (2) weekends (Saturday and Sunday) off duty. However, an employee shall be granted one (1) out of three (3) weekends off duty except:
(i) in cases of emergency,
(ii) when other scheduling is authorized by mutual agreement,
and
(iii) when such scheduling is impossible in small hospitals.
(c) An employee may meet with local management to offer scheduling suggestions to provide the maximum number of weekends off duty.
8.11 Where an employee's scheduled shift does not commence and end on the same day, such shift shall be considered for all purposes to have been entirely worked:
(a) on the day it commenced where half (1/2) or more of the hours worked fall on that day,
or
(b) on the day it terminates where more than half (1/2) of the hours worked fall on that day.
Accordingly, the first (1st) day of rest will be considered to start immediately after midnight of the calendar day on which the employee worked or is considered to have worked his last scheduled shift; and the second (2nd) day of rest will start immediately after midnight of the employee's first (1st) day of rest, or immediately after midnight of an intervening designated paid holiday if days of rest are separated thereby.
8.12 The standard shift cycle will be scheduled as follows:
|
12 midnight |
to |
8 a.m. |
|
8 a.m. |
to |
4 p.m. |
|
4 p.m. |
to |
12 midnight |
|
or |
||
|
11:30 p.m. |
to |
7:30 a.m. |
|
7:30 a.m. |
to |
3:30 p.m. |
|
3:30 p.m. |
to |
11:30 p.m. |
|
or |
||
|
11:00 p.m. |
to |
7:00 a.m. |
|
7:00 a.m. |
to |
3:00 p.m. |
|
3:00 p.m. |
to |
11:00 p.m. |
(a) Where standard shift cycles are to be changed so that they are different from those specified in clause 8.12, the Employer, except in cases of emergency, will consult in advance with the Institute on the timing of such cycles and in such consultation establish that such cycles are required to meet the needs of the public and/or the efficient operation of the Service.
(b) It is understood that consultation may be held at the local level and will be referred to the appropriate Employer/Institute levels before implementation.
**
(c) It is understood by the parties that the provisions of clause 8.12 will not be applicable in respect of employees whose work week is less than thirty-seven and one-half (3 1/2) hours per week.
The Employer shall set up a shift schedule which shall cover a minimum period of four (4) weeks, posted two (2) weeks in advance, which will cover the normal requirements of the work area.
(a) The staffing, preparation, posting and administration of shift schedules are the responsibility of the Employer.
(b) When a change in the shift schedule is required, the Employer shall make every reasonable effort to notify employees on leave before they return to work.
8.16 Provided sufficient advance notice is given and with the approval of the Employer, employees may exchange shifts if there is no increase in cost to the Employer.
8.17 Every reasonable effort shall be made by the Employer to consider the wishes of the majority of employees concerned in the arrangements of shifts within a shift schedule. Consideration shall be given to an employee's request for permanent evening or night duty.
**
8.18 An employee who normally rotates shifts shall be scheduled to work the majority of shifts on day duty whenever possible. For purposes of verification, a period of twelve (12) complete weeks commencing with the start of a shift schedule will be used or such longer period as may be mutually agreeable with the staff concerned.
8.19 There shall be a time period of at least fifteen (15) hours elapsing between changes to scheduled shifts, except in cases of emergency. Upon request of an employee, and with the concurrence of the Employer, the time period elapsing between changes to scheduled shifts may be shorter than fifteen (15) hours.
**
(a) An employee who is required to change his scheduled shift without receiving at least seventy-two (72) hours' notice in advance of the starting time of such change in the scheduled shift, shall be paid for the first (1st) shift worked on the revised schedule at the rate of time and one-half (1 1/2). Subsequent shifts worked on the revised schedule shall be paid for at the hourly rate of pay.
(b) In addition, where an employee reports for work without notice of a change in his shift schedule, the employee shall receive four (4) hours' pay at straight-time, should his service not be required.
(c) When a change in the shift schedule is required, the Employer shall make every reasonable effort to personally notify employees on leave before they return to work.
8.21 Notwithstanding anything to the contrary contained in this Agreement, the implementation of any variation in hours (subparagraph 8.09(e)(i)) 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.
8.22 Within five (5) days of notification of consultation served by either party, the Institute shall notify the Employer in writing of the representative authorized to act on behalf of the Institute for consultation purposes.
8.23 Where operational requirements permit the meal period will be as close to the middle of the shift as possible and will be taken at a location other than the place of duty.
8.24 When operational requirements permit, two (2) rest periods of fifteen (15) minutes each shall be provided during each normal work day.
8.25 When operational requirements permit, an employee shall not be scheduled to work in excess of fifty-two and one-half (52 1/2) hours without at least two (2) consecutive days of rest. Upon request of an employee and with the concurrence of the Employer, the employee's days of rest may be split.
**
(a) When a full-time employee is required to attend one of the following proceedings outside a period which extends before or beyond three (3) hours his scheduled hours of work on a day during which he would be eligible for a shift premium, the employee may request that his hours of work on that day be scheduled between 7 a.m. and 6 p.m.
(i) Public Service Staff Relations Board Proceedings
Clauses 30.01, 30.02, 30.04, 30.05 and 30.06.
(ii) Contract Negotiation and Preparatory Contract Negotiation Meetings
Clauses 30.10 and 30.11.
(iii) Personnel Selection Process
Article 17.14.
(iv) To write Provincial Certification Examinations which are a requirement for the continuation of the performance of the duties of the employee's position.
(v) Training Courses which the employee is required to attend by the Employer.
(b) In no case will the employee be required to report back for work on his next scheduled work period without at least twelve (12) hours of rest; nor will the employee lose any portion of his regular pay because the employee reported for work later than the scheduled start of the shift.
(c) In every case, such request will be granted provided there is no increase in cost to the Employer.
(d) Notwithstanding paragraph (c), proceedings described in sub-paragraph 8.26(a)(v) are not subject to the condition that there be no increase in cost to the Employer.
9.01 When an employee is required by the Employer to work overtime the employee shall be compensated as follows:
(a)
(i) time and one-half (1 1/2), except as provided for in subparagraph 9.01(a)(ii);
(ii) double (2) time for all hours of overtime worked in excess of seven and one-half (7 1/2) consecutive hours of overtime in any contiguous period, and for all hours worked on the second (2nd) or subsequent day of rest. Second or subsequent day of rest means the second (2nd) or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest;
(b) on a holiday, the employee shall be paid, in addition to the pay that he would have been granted had he not worked on the holiday:
(i) one and one-half (1 1/2) times his hourly rate of pay for the first seven and one-half (7 1/2) hours worked;
and
(ii) two (2) times his hourly rate of pay for hours worked in excess of seven and one-half (7 1/2) hours;
(iii) when an employee works on a holiday following a day of rest on which the employee also worked and received overtime in accordance with subparagraph 9.01(a)(ii), the employee shall be paid, in addition to the pay that he would have been granted had he not worked on the holiday, two (2) times his hourly rate of pay for all time worked.
(c) This paragraph applies to the MD and DE Groups only.
When an employee is required by the Employer to work overtime , the employee shall be compensated at the rate of one and one-half (1 1/2) times the employee's hourly rate of pay for each hour worked in excess of the normal hours of work for each four-week (4) period.
9.02 All calculations for overtime shall be based on each completed period of fifteen (15) minutes.
9.03 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.
9.04 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 30 September of the next following fiscal year shall be paid at the employee's daily rate of pay on 30 September.
9.05 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 (1st) pay period after 30 September of the next following fiscal year.
**
(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 nine dollars fifty ($9.50), 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.
This reimbursement will be increased to ten dollars ($10) as of 1 October 2002.
**
(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 nine dollars fifty ($9.50) 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.
This reimbursement will be increased to ten dollars ($10) as of 1 October 2002.
(c) Paragraphs 9.06(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.
**
(a) Subject to operational requirements of the service and except in case of emergency, the Employer shall make every reasonable effort to allocate overtime work on an equitable basis among readily available employees who are deemed qualified by the Employer.
(b) Provided provisions of paragraph 9.07(a) are met, the Employer endeavours to allocate overtime first to those employees who have indicated a willingness to work overtime.
10.01 When an employee is called back to work or when an employee who is on stand-by duty is called back to work by the Employer any time outside his normal working hours the employee shall be entitled to the greater of:
(a) a minimum of three (3) hours' pay at the applicable overtime,
or
(b) compensation at the applicable overtime rate for each hour worked.
With respect to employees of Health Canada in the NU Group at Nursing Stations, Health Centres and Health Stations, when there is no on-duty supervision, call-back calculated in accordance with 10.01 will be paid once in each 3-hour (3) period.
10.03 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 30 September of the next following fiscal year shall be paid at the employee's daily rate of pay on 30 September.
10.04 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 (1st) pay period after 30 September of the next following fiscal year.
10.05 When an employee is called back to work without prior notice at any time outside his normal hours of work, for work not contiguous to his normal hours of work, the employee shall be entitled to the greater of:
(a) Credit for all hours worked for the purpose of:
(i) subparagraph 8.02(c)(i),
or
(ii) paragraph 9.01(c) if the hours worked are in excess of the normal hours of work for the applicable four (4) week period,
or
(b) A minimum:
(i) credit of four (4) hours of work for the purpose of subparagraph 8.02(c)(i),
or
(ii) four (4) hours pay at the employee's hourly rate of pay if the hours worked are in excess of the normal hours of work for the applicable four (4) week period,
except that either minimum shall only apply once during a single period of eight (8) hours.
11.01 When the Employer requires an employee to be available on standby during off-duty hours an 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 those clauses of Article 10, Call-Back, which are applicable to him.
11.03 An employee required to be on standby duty shall be available during his period of standby at a known telecommunication number and be able to return for duty as quickly as possible if called.
11.04 No standby duty payment shall be granted if any employee is unable to report for duty when required.
12.01 Subject to clause 12.02, the following days shall be designated paid holidays for employees:
(a) New Year's Day,
(b) Good Friday,
(c) Easter Monday,
(d) the day fixed by proclamation of the Governor in Council for celebration of the Sovereign's birthday,
(e) Canada Day,
(f) Labour Day,
(g) the day fixed by proclamation of the Governor in Council as a general day of Thanksgiving,
(h) Remembrance Day,
(i) Christmas Day,
(j) Boxing Day,
(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 (1st) Monday in August,
and
(l) one additional day when proclaimed by an Act of Parliament as a National Holiday.
12.02 An employee absent without pay on both his full working day immediately preceding and his 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 30, Leave for Staff Relations Matters.
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 (1st) normal working day following his 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:
(a) work performed by an employee on the day from which the holiday was moved shall be considered as work performed on a day of rest,
and
(b) work performed by an employee on the day to which the holiday was moved, shall be considered as work performed on a holiday.
**
(a) Compensation for work on a designated paid holiday will be in accordance with Article 9, Overtime.
(b) Entitlement
On a designated paid holiday, an employee shall be entitled, in addition to the pay he would have been granted had he not worked on the holiday:
(i)
(A) one and one-half (1/2) times his hourly rate of pay for the first seven and one-half (7 1/2) hours worked;
and
(B) two (2) times his hourly rate of pay for hours worked in excess of seven and one-half (7 1/2) hours;
or
(ii) when an employee works on a holiday following a day of rest on which the employee also worked and received overtime in accordance with subparagraph 9.01(a)(ii), two (2) times his hourly rate of pay for all time worked.
(c) Compensation
The entitlement earned according to 12.05(b) shall be compensated:
(i)
(A) in cash;
or
(B) upon request and with the approval of the Employer, in the form of compensatory leave with pay. Compensatory leave earned in a fiscal year and outstanding on 30 September of the next following fiscal year shall be paid at the employee's daily rate of pay on 30 September;
or
(C) upon request and with the approval of the Employer, a combination of cash and a lieu day, as follows:
(I) leave with pay (straight-time rate of pay) to be taken at a later date comprising;
a day (7 1/2 hours) in lieu of the holiday;
(II) plus, if the employee's normal scheduled daily hours are greater than seven and one-half (7 1/2) hours, the number of hours equal to the difference between the employee's normal scheduled daily hours and seven and one-half (7 1/2) hours;
and
(III) payment in cash for the entitlement not already compensated under 12.05(c)(i)(C)(I).
(ii) Subject to operational requirements and adequate advance notice, the Employer shall grant leave with pay mentioned in 12.05(c)(i)(C) at such times as the employee may request.
(iii) When in a fiscal year an employee has not been granted all of his leave with pay mentioned in 12.05(c)(i)(C) as requested by him such leave shall be carried over for one (1) year at the employee's request.
(iv) In the absence of such request, unused leave with pay shall be paid off at the employee's straight-time rate of pay in effect when the leave with pay was earned.
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 operational requirements, when an employee works both Christmas Day and Boxing Day of the same year, the Employer will endeavour not to schedule the employee for the same days in the following year, provided there is no additional cost to the Employer and unless otherwise requested by the employee.
13.01 When the Employer requires an employee to travel outside his headquarters area for the purpose of performing duties, the employee shall be compensated in the following manner:
(a) On a normal working day on which the employee travels but does not work, the employee shall receive his regular pay for the day.
(b) On a normal working day on which the employee travels and works, the employee shall be paid:
(i) his regular pay for the day for a combined period of travel and work not exceeding seven and one-half (7 1/2) hours,
and
(ii) at the applicable overtime rate for additional travel time in excess of a seven and one-half (7 1/2) hour period of work and travel, with a maximum payment for such additional travel time not to exceed twelve (12) hours pay at the straight-time rate in any day.
(c) On a day of rest or on a designated paid holiday, the employee shall be paid at the applicable overtime rate for hours travelled to a maximum of twelve (12) hours pay at the straight-time rate.
13.02 For the purpose of clause 13.01, the travelling time for which an employee shall be compensated is as follows:
(a) For travel by public transportation, the time between the scheduled time of departure and the time of arrival at a destination, including the normal travel time to the point of departure, as determined by the Employer.
(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 employee's destination and, upon his return, direct back to the employee's residence or work place.
(c) In the event that an alternate time of departure and/or means of travel is requested by the employee, the Employer may authorize such alternate 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 30 September of the next following fiscal year shall be paid at the employee's daily rate of pay on 30 September.
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 30 September 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 Articles, hours of Work, Overtime, Designated Paid Holidays.
13.07 Travelling time shall include time necessarily spent at each stop-over en route up to a maximum of three (3) hours 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 Article 18, Career Development.
**
(a) An employee who is required to travel outside his 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 one (1) day off with pay. The employee shall be credited with one additional day off for each additional twenty (20) nights that the employee is away from his 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 the article 9.04.
(d) The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars.
13.10 When an employee is required to work in more than one location during a period of duty, transportation between such locations shall be provided, or paid for, by the Employer.
13.11 When an employee is required to report for work and reports under the conditions described in paragraph 9.01(a) and clause 10.01, and is required to use transportation services other than normal public transportation services, the employee shall be reimbursed for reasonable round trip expenses incurred as follows:
(a) mileage allowance at the rate normally paid to an employee when authorized by the Employer to use the employee's automobile when the employee travels by means of his own automobile,
or
(b) out-of-pocket expenses for other means of commercial transportation.
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 layoff, the employee is considered to have earned the amount of leave with pay granted to the employee.
14.02 An employee is entitled, once in each fiscal year, to be informed, upon request, of the balance of his 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 his 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 he is on leave without pay, on educational leave or under suspension.
15.01 The vacation year shall be from April 1st to March 31st, inclusive.
An employee shall earn vacation leave credits at the following rate for each calendar month during which the employee receives pay for at least ten (10) days:
**
(a) one decimal sixty-seven (1.67) days until the month in which the employee's sixteen (16th) anniversary of service occurs;
(b) one decimal twenty-five (1.25) days until the month in which the employee's first (1st) anniversary of service occurs;
(c) one decimal sixty-seven (1.67) days commencing with the month in which the employee's first (1st) anniversary of service occurs;
**
(d) one decimal eighty-four (1.84) days commencing with the month in which the employee's sixteenth (16th) anniversary of service occurs;
(e) one decimal ninety-two (1.92) days commencing with the month in which the employee's seventeenth (17th) anniversary of service occurs;
(f) two decimal zero nine (2.09) days commencing with the month in which the employee's eighteenth (18th) anniversary of service occurs;
**
(g) two decimal twenty-five (2.25) days per month commencing with the month in which the employee's twenty-seventh (27th) anniversary of service occurs.
**
(h) two decimal five (2.5) days per month commencing with the month in which the employee's twenty-eighth (28th) anniversary of service occurs.
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.
An employee is entitled to vacation leave with pay to the extent of the 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.
**
The Employer shall give an employee as much notice as is practicable and reasonable of approval, denial or cancellation of a request for vacation or furlough leave. In the case of denial, alteration or cancellation of such leave, the Employer shall give the written reason thereof, upon written request from the employee.
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 they have proceeded on vacation leave.
Where, in respect of any period of vacation leave, an employee:
(a) is granted bereavement leave,
or
(b) is granted sick leave on production of a medical certificate,
or
(c) is granted 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.
(a) Where in any vacation year an employee has not been granted all the vacation leave credited to them, the unused portion of the vacation leave shall be carried over.
(b) Liquidation
During any vacation year, upon application by the employee and at the discretion of the Employer earned but unused vacation leave credits shall be compensated at the employee's daily rate of pay as calculated from the classification prescribed in the employee's certificate of appointment of their substantive position on March 31st.
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, that the employee incurs:
(a) in proceeding to the place of duty,
and
(b) in returning to the place from which he was recalled if the employee immediately resumes vacation upon completing the assignment for which he 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 15.08 to be reimbursed for reasonable expenses incurred by him.
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.
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.
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 to the employee's credit by the daily rate of pay as calculated from the classification prescribed in the employee's certificate of appointment on the date of the termination of employment.
Where the employee requests, the Employer shall grant the employee earned but unused vacation leave credits prior to termination of employment if this will enable the employee, for purposes of severance pay, to complete the first (1st) year of continuous employment in the case of lay-off, and the tenth (10th) year of continuous employment in the case of resignation.
Notwithstanding clause 15.12, an employee whose employment is terminated by reason of a declaration that the employee has abandoned their position is entitled to receive the payment referred to in clause 15.12 if the employee requests it within six (6) months following the date upon which his employment is terminated.
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 employee's classification on the date of termination.
Notwithstanding clause 15.12 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.
An employee shall earn sick leave credits at the rate of one and one-quarter (1 1/4) days for each calendar month for which the employee receives pay for at least ten (10) days.
16.02 An employee shall be granted sick leave with pay when the employee is unable to perform his 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,
and
(b) the employee has the necessary sick leave credits.
16.03 Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury he were unable to perform their 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 the employee is under suspension or on leave of absence without pay.
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) year from the date of lay-off.
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.
**
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 spouse resident with the employee), child (including child of common-law spouse), grandchild, grandparent, stepchild or ward of the employee, father-in-law, mother-in-law, and any other relative permanently residing in the employee's household or with whom the employee permanently resides.
(a) When a member of the employee's immediate family dies, an employee:
**
(i) shall be entitled to a bereavement period of five (5) consecutive calendar days which must include the day of the funeral. During such period the employee shall be paid for those days which are not regularly scheduled days of rest;
(ii) in addition, the employee may be granted up to three (3) days' leave with pay for the purpose of travel related to the death.
**
(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.
(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 subparagraph 17.02(a)(i) and (b).
(d) If, during a period of sick leave or vacation 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 sick leave or vacation leave credits shall be restored to the extent of any concurrent bereavement leave granted.
(a) 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.
(b) Notwithstanding paragraph (a):
(i) where the employee has not yet proceeded on maternity leave without pay and her newborn child is hospitalized,
or
(ii) where the employee has proceeded on maternity leave without pay and then returns to work for all or part of the period during which her newborn child is hospitalized,
the period of maternity leave without pay defined in paragraph (a) 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 was not on maternity leave, to a maximum of seventeen (17) weeks.
(c) The extension described in paragraph (b) shall end not later than fifty-two (52) weeks after the termination date of pregnancy.
(d) The Employer may require an employee to submit a medical certificate certifying pregnancy.
(e) An employee who has not commenced maternity leave without pay may elect to:
(i) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates;
(ii) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in Article 16, Sick Leave With Pay. For purposes of this subparagraph, the terms "illness" or "injury" used in Article 16, Sick Leave With Pay, shall include medical disability related to pregnancy.
(f) An employee shall inform the Employer in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur unless there is a valid reason why the notice cannot be given.
(g) 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.
***
If, on the date of signature of the Memorandum of Agreement modifying the provisions of clause 17.04, an employee is currently on maternity leave without pay or has requested a period of maternity leave but has not commenced the leave, she shall upon request be entitled to the provisions of this clause. Any application must be received before the termination date of the leave period originally requested.
(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:
(i) has completed six (6) months of continuous employment before the commencement of her maternity leave without pay,
(ii) provides the Employer with proof that she has applied for and is in receipt of pregnancy benefits pursuant to Section 22 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) she will return to work on the expiry date of her maternity leave without pay unless the return to work date is modified by the approval of another form of leave;
***
(B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of the maternity allowance;
***
(C) should she fail to return to work in accordance with section (A), or should she return to work but fail to work for the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows:
|
(allowance received) |
X |
(remaining period to be worked |
|
[total period to be worked |
however, an employee whose specified period of employment expired and who is rehired by the same department within a period of five (5) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B).
***
(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).
(c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following:
(i) 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 for each week of the waiting period, less any other monies earned during this period,
and
(ii) 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 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.
(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.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay,
(ii) for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full-time during such period.
(g) The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for her substantive level to which she is appointed.
(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 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.
(a) An employee who:
(i) fails to satisfy the eligibility requirement specified in subparagraph 17.04(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance pregnancy benefits,
and
(ii) has satisfied all of the other eligibility criteria specified in paragraph 17.04(a), other than those specified in sections (A) and (B) of subparagraph 17.04(a)(iii),
shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or 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 Employment Insurance Act had she not been disqualified from Employment Insurance pregnancy benefits for the reasons described in subparagraph (a)(i).
***
If, on the date of signature of the Memorandum of Agreement modifying the provisions of clauses 17.06 and 17.07, an employee is currently on parental leave without pay or has requested a period of such leave without pay but has not commenced the leave, he shall upon request be entitled to the provisions of these clauses. Any application must be received before the termination date of the leave period originally requested.
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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 spouse), 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.
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(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.
(c) Notwithstanding paragraphs (a) and (b):
(i) where the employee's child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay,
or
(ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his child is hospitalized,
the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child's hospitalization during which the employee was not on parental leave. However, the extension shall end not later than fifty-two (52) weeks after 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 spouse), or the date the child is expected to come into the employee's care pursuant to paragraphs (a) and (b).
(e) The Employer may :
(i) defer the commencement of parental leave without pay at the request of the employee;
(ii) grant the employee parental leave without pay with less than four (4) weeks' notice;
(iii) require an employee to submit a birth certificate or proof of adoption of the child.
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(f) Parental leave without pay taken by a couple employed in the Public Service shall not exceed a total of thirty-seven (37) weeks for both individuals combined. For the purpose of this paragraph, Public Service means any portion of the Public Service of Canada specified in Part I of Schedule I of the Public Service Staff Relations Act.
(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.
(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:
(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 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 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 fail to return to work in accordance with section (A) or should he 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 will be indebted to the Employer for an amount determined as follows:
|
(allowance received) |
X |
(remaining period to be worked |
|
[total period to be worked |
however, an employee whose specified period of employment expired and who is rehired by the same department within a period of five (5) days or less is not indebted for the amount if his new period of employment is sufficient to meet the obligations specified in section (B).
***
(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).
(c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following:
(i) 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/her weekly rate of pay for each week of the waiting period, less any other monies earned during this period;
(ii) other than as provided in subparagraph (iii) below, 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 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;
(iii) where the employee becomes entitled to an extension of parental benefits pursuant to Subsection 12(7) of the Employment Insurance Act, the parental allowance payable under the SUB Plan described in subparagraph (ii) will be extended by the number of weeks of extended benefits which the employee receives under Subsection 12(7) of the EI Act.
(d) At the employee's request, the payment referred to in subparagraph 17.07(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI parental benefits.
(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 is required to repay pursuant to the Employment Insurance Act.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity or parental leave without pay;
(ii) for an employee who has been employed on a part-time or on a combined full time and part-time basis during the six (6) month period preceding the commencement of maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full time during such period.
(g) The weekly rate of pay referred to in paragraph (f) shall be the rate to which the employee is entitled for the substantive level to which she or he is appointed.
(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 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.
(a) An employee who:
(i) fails to satisfy the eligibility requirement specified in subparagraph 17.07(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government employees Compensation Act prevents the employee from receiving Employment Insurance parental benefits,
and
(ii) has satisfied all of the other eligibility criteria specified in paragraph 17.07(a), other than those specified in sections (A) and (B) of subparagraph 17.07(a)(iii),
shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the gross amount of his 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 Employment Insurance Act, had the employee not been disqualified from Employment Insurance parental benefits for the reasons described in subparagraph (a)(i).
**
This clause is applicable to employees who have been granted Leave Without Pay for the Care and Nurturing of Pre-School Age Children or Leave Without Pay for the Long-Term Care of a Parent on or after the date of signature of this agreement, and have proceeded on leave.
(a) An employee who, on the date of signature of this agreement, is on Leave Without Pay for the Care and Nurturing of Pre-School Age Children (clause 17.09) or on Leave Without Pay for the Long-Term Care of a Parent (clause 17.13) under the terms of the agreement expired on 30 September 2000, 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 Care and Nurturing of Pre-School Age Children or on Leave Without Pay for the Long-Term Care of a Parent under the terms of another 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.
**
Subject to operational requirements, an employee shall be granted leave without pay for family-related needs in accordance with the following conditions:
(a) For the purpose of this clause, immediate family is defined as any relative permanently residing in the employee's household or with whom the employee permanently resides, and the employee's spouse (or common-law spouse resident with the employee), children (including foster children or children of legal or common-law spouse) or parents (including stepparents or foster parent).
(b) Subject to paragraph (a), up to five (5) years leave without pay during an employee's total period of employment in the Public Service may be granted for the personal long-term care of the employee's family. Leave granted under this paragraph shall be for a minimum period of three (3) weeks.
(c) 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.
(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.
(e) Time spent on such leave shall not be counted for pay increment purposes.
(f) Leave granted under Leave Without Pay for the Care and Nurturing of Pre-School Age Children or under Leave Without Pay for the Long-Term Care of a Parent under the terms of other 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.
Leave without pay will be granted for personal needs, in the following manner:
(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 his total period of employment in the Public Service. Leave without pay granted under this clause may not be used in combination with maternity or parental leave without the consent of the Employer.
(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.
(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.
**
(a) For the purpose of this clause, family is defined as any relative permanently residing in the employee's household or with whom the employee permanently resides, and the employee's spouse (or common-law spouse resident with the employee), children (including foster children and children of legal or common-law spouse) or parents (including stepparents or foster parents).
(b) The Employer shall grant leave with pay under the following circumstances:
**
(i) 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 one (1) day for a medical or dental appointment when the family member is incapable of attending the appointment by himself or herself, 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;
(ii) 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;
**
(iii) two (2) day's 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) five (5) days' marriage leave for the purpose of getting married provided that the employee gives the Employer at least five (5) days' notice.
(c) The total leave with pay which may be granted under subparagraphs (b)(i), (ii), (iii) and (iv) shall not exceed five (5) days in a fiscal year.
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:
(a) to be available for jury selection;
(b) to serve on a jury;
or
(c) by subpoena or summons to attend as a witness in any proceeding held:
(i) in or under the authority of a court of justice or before a grand jury;
(ii) before a court, judge, justice, magistrate or coroner;
(iii) before the Senate or House of Commons of Canada or a committee of the Senate or House of Commons otherwise than in the performance of the duties of the employee's position;
(iv) before a legislative council, legislative assembly or house of assembly, or any committee thereof that is authorized by law to compel the attendance of witnesses before it;
or
(v) before an arbitrator or umpire or a person or body of persons authorized by law to make an inquiry and to compel the attendance of witnesses before it.
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.
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 his 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,
(b) sickness resulting from the nature of the employee's employment,
or
(c) over-exposure to radioactivity or other hazardous conditions in the course of the employee's employment,
if the employee agrees to pay to the Receiver General of Canada any amount received by him for loss of wages in settlement of any claim the employee may have in respect of such injury, sickness or exposure, providing, however, that such amount does not stem from a personal disability policy for which the employee or the employee's agent has paid the premium.
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.
(a) The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill his religious obligations.
(b) employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory leave or leave without pay for other reasons in order to fulfill their religious obligations.
(c) Notwithstanding paragraph 17.17(b), at the request of the employee and at the discretion of the Employer, time off with pay may be granted to the employee in order to fulfill his religious obligations. The number of hours with pay so granted must be made up hour for hour within a period of six (6) months, at times agreed to by the Employer. Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Employer.
(d) An employee who intends to request leave or time off under this Article must give notice to the Employer as far in advance as possible but no later than four (4) weeks before the requested period of absence.
(a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24th) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child.
(b) An employee's request under paragraph (a) 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 (a) 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:
(i) modifies her job functions or reassigns her,
or
(ii) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her.
(d) Where reasonably practicable, the Employer shall modify the employee's job functions or reassign her.
(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 medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.
**
(g) Notwithstanding paragraph (e), for an employee working in an institution at Correctional Service Canada where she is in direct and regular contact with offenders and for Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2 according to Health Canada's Community Workload Increase System (CWIS)) and NU-HOS of Ste-Anne de Bellevue Hospital who provide direct and regular health care to patients, if the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on Maternity Leave Without Pay or the termination date of the pregnancy, whichever comes first.
(a) Up to half (1/2) a day of reasonable 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.
**
(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, one (1) day of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign;
(b) The leave will be scheduled at times convenient both to the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as the employee may request.
(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 his reporting for duty.
**
(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, one (1) day of leave with pay for reasons of a personal nature.
The leave will be scheduled at times convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as the employee may request.
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.
|
DE-1 |
||||||||
|
From: |
$ |
57591 |
60399 |
63206 |
66008 |
68815 |
71617 |
|
|
To: |
X |
57591 |
60399 |
63206 |
66008 |
68815 |
71617 |
74482 |
|
A |
59434 |
62332 |
65229 |
68120 |
71017 |
73909 |
76865 |
|
|
B |
61098 |
64077 |
67055 |
70027 |
73005 |
75978 |
79017 |
|
|
C |
62625 |
65679 |
68731 |
71778 |
74830 |
77877 |
80992 |
|
|
DE-2 |
||||||||
|
From: |
$ |
62537 |
65586 |
68641 |
71685 |
74735 |
77787 |
|
|
To: |
X |
62537 |
65586 |
68641 |
71685 |
74735 |
77787 |
80898 |
|
A |
64538 |
67685 |
70838 |
73979 |
77127 |
80276 |
83487 |
|
|
B |
66345 |
69580 |
72821 |
76050 |
79287 |
82524 |
85825 |
|
|
C |
68004 |
71320 |
74642 |
77951 |
81269 |
84587 |
87971 |
|
|
DE-3 |
||||||||
|
From: |
$ |
68032 |
71356 |
74676 |
78001 |
81323 |
84645 |
|
|
To: |
X |
68032 |
71356 |
74676 |
78001 |
81323 |
84645 |
88031 |
|
A |
70209 |
73639 |
77066 |
80497 |
83925 |
87354 |
90848 |
|
|
B |
72175 |
75701 |
79224 |
82751 |
86275 |
89800 |
93392 |
|
|
C |
73979 |
77594 |
81205 |
84820 |
88432 |
92045 |
95727 |
|
1. The pay increment period for employees at the DE levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment for an employee appointed on or after 14 May 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 the application of the date mentioned above, remains unchanged.
3. All employees at the DE levels 1 to 3 for whom a restructuring is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's former rate of pay at the X range shown in Appendix "A".
4. Employees at the DE levels 1 to 3 who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2000 will move to the new maximum rate of pay effective 1 October 2000.
5. All employees being paid at the DE levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
MEDICAL OFFICER SUB-GROUP |
||||||
|
MD-MOF-1 |
||||||
|
From: |
$ |
58187 |
61281 |
64372 |
67467 |
70560 |
|
To: |
A |
60049 |
63242 |
66432 |
69626 |
72818 |
|
B |
61730 |
65013 |
68292 |
71576 |
74857 |
|
|
C |
63273 |
66638 |
69999 |
73365 |
76728 |
|
|
From: |
$ |
73653 |
76747 |
79841 |
82933 |
|
|
To: |
A |
76010 |
79203 |
82396 |
85587 |
|
|
B |
78138 |
81421 |
84703 |
87983 |
||
|
C |
80091 |
83457 |
86821 |
90183 |
||
|
MD-MOF-2 |
||||||
|
From: |
$ |
75043 |
78265 |
81485 |
84708 |
87929 |
|
To: |
A |
77444 |
80769 |
84093 |
87419 |
90743 |
|
B |
79612 |
83031 |
86448 |
89867 |
93284 |
|
|
C |
81602 |
85107 |
88609 |
92114 |
95616 |
|
|
From: |
$ |
91272 |
94479 |
|||
|
To: |
A |
94193 |
97502 |
|||
|
B |
96830 |
100232 |
||||
|
C |
99251 |
102738 |
||||
|
MD-MOF-3 |
||||||
|
From: |
$ |
86571 |
90308 |
94047 |
97622 |
101050 |
|
To: |
A |
89341 |
93198 |
97057 |
100746 |
104284 |
|
B |
91843 |
95808 |
99775 |
103567 |
107204 |
|
|
C |
94139 |
98203 |
102269 |
106156 |
109884 |
|
|
MD-MOF-4 |
||||||
|
From: |
$ |
91522 |
95388 |
99255 |
103027 |
106647 |
|
To: |
A |
94451 |
98440 |
102431 |
106324 |
110060 |
|
B |
97096 |
101196 |
105299 |
109301 |
113142 |
|
|
C |
99523 |
103726 |
107931 |
112034 |
115971 |
|
|
MEDICAL SPECIALIST SUB-GROUP |
||||||
|
MD-MSP-1 |
||||||
|
From: |
$ |
90450 |
93868 |
97286 |
101177 |
|
|
To: |
A |
93344 |
96872 |
100399 |
104415 |
|
|
B |
95958 |
99584 |
103210 |
107339 |
||
|
C |
98357 |
102074 |
105790 |
110022 |
||
|
MD-MSP-2 |
||||||
|
From: |
$ |
96556 |
100012 |
103466 |
107397 |
|
|
To: |
A |
99646 |
103212 |
106777 |
110834 |
|
|
B |
102436 |
106102 |
109767 |
113937 |
||
|
C |
104997 |
108755 |
112511 |
116785 |
||
1. The pay increment period for employees at the MD-MOF levels 1 to 4 and at the MD-MSP levels 1 to 2 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment for an employee appointed on or after 9 April 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 the application of the date mentioned above, remains unchanged.
3. All employees being paid in the MD-MOF levels 1 to 4 and at the MD-MSP levels 1 to 2 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
SUBGROUP: DIETITIAN |
||||||
|
ND-DIT-1 |
||||||
|
From: |
$ |
47802 |
49008 |
50287 |
51582 |
52877 |
|
To: |
A |
49332 |
50576 |
51896 |
53233 |
54569 |
|
B |
50713 |
51992 |
53349 |
54724 |
56097 |
|
|
C |
51981 |
53292 |
54683 |
56092 |
57499 |
|
|
From: |
$ |
54232 |
55640 |
57051 |
||
|
To: |
A |
55967 |
57420 |
58877 |
||
|
B |
57534 |
59028 |
60526 |
|||
|
C |
58972 |
60504 |
62039 |
|||
|
ND-DIT-2 |
||||||
|
From: |
$ |
53635 |
55069 |
56511 |
58158 |
59727 |
|
To: |
A |
55351 |
56831 |
58319 |
60019 |
61638 |
|
B |
56901 |
58422 |
59952 |
61700 |
63364 |
|
|
C |
58324 |
59883 |
61451 |
63243 |
64948 |
|
|
From: |
$ |
61295 |
||||
|
To: |
A |
63256 |
||||
|
B |
65027 |
|||||
|
C |
66653 |
|||||
|
ND-DIT-3 |
||||||
|
From: |
$ |
57690 |
59240 |
60940 |
62620 |
64369 |
|
To: |
A |
59536 |
61136 |
62890 |
64624 |
66429 |
|
B |
61203 |
62848 |
64651 |
66433 |
68289 |
|
|
C |
62733 |
64419 |
66267 |
68094 |
69996 |
|
|
From: |
$ |
66118 |
||||
|
To: |
A |
68234 |
||||
|
B |
70145 |
|||||
|
C |
71899 |
|||||
|
ND-DIT-4 |
||||||
|
From: |
$ |
66072 |
67889 |
69713 |
71532 |
73352 |
|
To: |
A |
68186 |
70061 |
71944 |
73821 |
75699 |
|
B |
70095 |
72023 |
73958 |
75888 |
77819 |
|
|
C |
71847 |
73824 |
75807 |
77785 |
79764 |
|
|
From: |
$ |
75172 |
||||
|
To: |
A |
77578 |
||||
|
B |
79750 |
|||||
|
C |
81744 |
|||||
|
SUBGROUP: ADVISORY |
||||||
|
ND-ADV-1 |
||||||
|
From: |
$ |
49607 |
51138 |
52816 |
54478 |
56206 |
|
To: |
A |
51194 |
52774 |
54506 |
56221 |
58005 |
|
B |
52627 |
54252 |
56032 |
57795 |
59629 |
|
|
C |
53943 |
55608 |
57433 |
59240 |
61120 |
|
|
From: |
$ |
57935 |
||||
|
To: |
A |
59789 |
||||
|
B |
61463 |
|||||
|
C |
63000 |
|||||
|
ND-ADV-2 |
||||||
|
From: |
$ |
56037 |
58001 |
59960 |
61923 |
63976 |
|
To: |
A |
57830 |
59857 |
61879 |
63905 |
66023 |
|
B |
59449 |
61533 |
63612 |
65694 |
67872 |
|
|
C |
60935 |
63071 |
65202 |
67336 |
69569 |
|
|
From: |
$ |
66029 |
||||
|
To: |
A |
68142 |
||||
|
B |
70050 |
|||||
|
C |
71801 |
|||||
|
ND-ADV-3 |
||||||
|
From: |
$ |
62599 |
64973 |
67348 |
69713 |
72079 |
|
To: |
A |
64602 |
67052 |
69503 |
71944 |
74386 |
|
B |
66411 |
68929 |
71449 |
73958 |
76469 |
|
|
C |
68071 |
70652 |
73235 |
75807 |
78381 |
|
|
From: |
$ |
74019 |
75961 |
|||
|
To: |
A |
76388 |
78392 |
|||
|
B |
78527 |
80587 |
||||
|
C |
80490 |
82602 |
||||
|
SUBGROUP: HOME ECONOMIST |
||||||
|
ND-HME-1 |
||||||
|
From: |
$ |
49828 |
51099 |
52380 |
53716 |
55104 |
|
To: |
A |
51422 |
52734 |
54056 |
55435 |
56867 |
|
B |
52862 |
54211 |
55570 |
56987 |
58459 |
|
|
C |
54184 |
55566 |
56959 |
58412 |
59920 |
|
|
From: |
$ |
56494 |
||||
|
To: |
A |
58302 |
||||
|
B |
59934 |
|||||
|
C |
61432 |
|||||
|
ND-HME-2 |
||||||
|
From: |
$ |
53132 |
54609 |
56099 |
57589 |
59132 |
|
To: |
A |
54832 |
56356 |
57894 |
59432 |
61024 |
|
B |
56367 |
57934 |
59515 |
61096 |
62733 |
|
|
C |
57776 |
59382 |
61003 |
62623 |
64301 |
|
|
From: |
$ |
60634 |
62135 |
|||
|
To: |
A |
62574 |
64123 |
|||
|
B |
64326 |
65918 |
||||
|
C |
65934 |
67566 |
||||
|
ND-HME-3 |
||||||
|
From: |
$ |
58075 |
59713 |
61341 |
63044 |
64807 |
|
To: |
A |
59933 |
61624 |
63304 |
65061 |
66881 |
|
B |
61611 |
63349 |
65077 |
66883 |
68754 |
|
|
C |
63151 |
64933 |
66704 |
68555 |
70473 |
|
|
From: |
$ |
66491 |
68175 |
|||
|
To: |
A |
68619 |
70357 |
|||
|
B |
70540 |
72327 |
||||
|
C |
72304 |
74135 |
||||
|
ND-HME-4 |
||||||
|
From: |
$ |
65400 |
67449 |
69489 |
71525 |
73640 |
|
To: |
A |
67493 |
69607 |
71713 |
73814 |
75996 |
|
B |
69383 |
71556 |
73721 |
75881 |
78124 |
|
|
C |
71118 |
73345 |
75564 |
77778 |
80077 |
|
|
From: |
$ |
75753 |
||||
|
To: |
A |
78177 |
||||
|
B |
80366 |
|||||
|
C |
82375 |
|||||
1. The pay increment period for employees at the ND-DIT levels 1 to 4, ND-ADV levels 1 to 3 and ND-HME levels 1 to 4 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees being paid in the ND-DIT levels 1 to 4, ND-ADV levels 1 to 3 and ND-HME level 1 to 4 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
4.
(a) The rate of pay on initial appointment shall be no less than:
Subparagraphs (i), (ii), (iii) and (iv) apply to ND-ADV-1, ND-DIT-1, and ND-HME-2 only.
(i) the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
(ii) the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
(iii) the third rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
(iv) the fourth rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
Subparagraph (v) applies to ND-ADV-1, ND-DIT-1 and ND-HME-2 only.
(v) the fifth rate of the salary scale for persons with four (4) years, but less than five (5) years of recent and relevant experience;
Subparagraph (vi) applies to ND-DIT-1 and ND-HME-2 only.
(vi) the sixth rate of the salary scale for persons with five (5) years, but less than six (6) years of recent and relevant experience;
Subparagraph (vii) applies to ND-DIT-1 only.
(vii) the seventh rate of the salary scale for persons with six (6) years, but less than seven (7) years of recent and relevant experience.
|
REGION: ATLANTIC |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45044 |
46185 |
47323 |
48465 |
49639 |
|
To: |
A |
46485 |
47663 |
48837 |
50016 |
51227 |
|
B |
47787 |
48998 |
50204 |
51416 |
52661 |
|
|
C |
48982 |
50223 |
51459 |
52701 |
53978 |
|
|
OP-2 |
||||||
|
From: |
$ |
46302 |
47542 |
48778 |
50021 |
51249 |
|
To: |
A |
47784 |
49063 |
50339 |
51622 |
52889 |
|
B |
49122 |
50437 |
51748 |
53067 |
54370 |
|
|
C |
50350 |
51698 |
53042 |
54394 |
55729 |
|
|
From: |
$ |
52537 |
||||
|
To: |
A |
54218 |
||||
|
B |
55736 |
|||||
|
C |
57129 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
48889 |
50235 |
51574 |
52919 |
54257 |
|
To: |
A |
50453 |
51843 |
53224 |
54612 |
55993 |
|
B |
51866 |
53295 |
54714 |
56141 |
57561 |
|
|
C |
53163 |
54627 |
56082 |
57545 |
59000 |
|
|
From: |
$ |
55650 |
||||
|
To: |
A |
57431 |
||||
|
B |
59039 |
|||||
|
C |
60515 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
51719 |
53182 |
54637 |
56094 |
57551 |
|
To: |
A |
53374 |
54884 |
56385 |
57889 |
59393 |
|
B |
54868 |
56421 |
57964 |
59510 |
61056 |
|
|
C |
56240 |
57832 |
59413 |
60998 |
62582 |
|
|
From: |
$ |
59064 |
||||
|
To: |
A |
60954 |
||||
|
B |
62661 |
|||||
|
C |
64228 |
|||||
|
REGION: QUEBEC |
||||||
|
OP-1 |
||||||
|
From: |
$ |
51107 |
52541 |
53971 |
55404 |
56835 |
|
To: |
A |
52742 |
54222 |
55698 |
57177 |
58654 |
|
B |
54219 |
55740 |
57258 |
58778 |
60296 |
|
|
C |
55574 |
57134 |
58689 |
60247 |
61803 |
|
|
From: |
$ |
58312 |
59792 |
61270 |
62745 |
64226 |
|
To: |
A |
60178 |
61705 |
63231 |
64753 |
66281 |
|
B |
61863 |
63433 |
65001 |
66566 |
68137 |
|
|
C |
63410 |
65019 |
66626 |
68230 |
69840 |
|
|
OP-2 |
||||||
|
From: |
$ |
54118 |
55679 |
57235 |
58789 |
60345 |
|
To: |
A |
55850 |
57461 |
59067 |
60670 |
62276 |
|
B |
57414 |
59070 |
60721 |
62369 |
64020 |
|
|
C |
58849 |
60547 |
62239 |
63928 |
65621 |
|
|
From: |
$ |
61959 |
63572 |
65189 |
66801 |
68418 |
|
To: |
A |
63942 |
65606 |
67275 |
68939 |
70607 |
|
B |
65732 |
67443 |
69159 |
70869 |
72584 |
|
|
C |
67375 |
69129 |
70888 |
72641 |
74399 |
|
|
OP-3 |
||||||
|
From: |
$ |
57364 |
59062 |
60747 |
62432 |
64122 |
|
To: |
A |
59200 |
60952 |
62691 |
64430 |
66174 |
|
B |
60858 |
62659 |
64446 |
66234 |
68027 |
|
|
C |
62379 |
64225 |
66057 |
67890 |
69728 |
|
|
From: |
$ |
65870 |
67620 |
69365 |
71112 |
72862 |
|
To: |
A |
67978 |
69784 |
71585 |
73388 |
75194 |
|
B |
69881 |
71738 |
73589 |
75443 |
77299 |
|
|
C |
71628 |
73531 |
75429 |
77329 |
79231 |
|
|
OP-4 |
||||||
|
From: |
$ |
60936 |
62763 |
64599 |
66429 |
68261 |
|
To: |
A |
62886 |
64771 |
66666 |
68555 |
70445 |
|
B |
64647 |
66585 |
68533 |
70475 |
72417 |
|
|
C |
66263 |
68250 |
70246 |
72237 |
74227 |
|
|
From: |
$ |
70164 |
72065 |
73967 |
75872 |
77772 |
|
To: |
A |
72409 |
74371 |
76334 |
78300 |
80261 |
|
B |
74436 |
76453 |
78471 |
80492 |
82508 |
|
|
C |
76297 |
78364 |
80433 |
82504 |
84571 |
|
|
REGION: ONTARIO, YUKON AND NORTHWEST TERRITORIES |
||||||
|
OP-1 |
||||||
|
From: |
$ |
48389 |
49713 |
51031 |
52359 |
53679 |
|
To: |
A |
49937 |
51304 |
52664 |
54034 |
55397 |
|
B |
51335 |
52741 |
54139 |
55547 |
56948 |
|
|
C |
52618 |
54060 |
55492 |
56936 |
58372 |
|
|
From: |
$ |
55040 |
56404 |
|||
|
To: |
A |
56801 |
58209 |
|||
|
B |
58391 |
59839 |
||||
|
C |
59851 |
61335 |
||||
|
OP-2 |
||||||
|
From: |
$ |
51174 |
52605 |
54045 |
55480 |
56918 |
|
To: |
A |
52812 |
54288 |
55774 |
57255 |
58739 |
|
B |
54291 |
55808 |
57336 |
58858 |
60384 |
|
|
C |
55648 |
57203 |
58769 |
60329 |
61894 |
|
|
From: |
$ |
58406 |
59893 |
|||
|
To: |
A |
60275 |
61810 |
|||
|
B |
61963 |
63541 |
||||
|
C |
63512 |
65130 |
||||
|
OP-3 |
||||||
|
From: |
$ |
54171 |
55734 |
57283 |
58843 |
60399 |
|
To: |
A |
55904 |
57517 |
59116 |
60726 |
62332 |
|
B |
57469 |
59127 |
60771 |
62426 |
64077 |
|
|
C |
58906 |
60605 |
62290 |
63987 |
65679 |
|
|
From: |
$ |
62013 |
63628 |
|||
|
To: |
A |
63997 |
65664 |
|||
|
B |
65789 |
67503 |
||||
|
C |
67434 |
69191 |
||||
|
OP-4 |
||||||
|
From: |
$ |
57461 |
59151 |
60839 |
62530 |
64226 |
|
To: |
A |
59300 |
61044 |
62786 |
64531 |
66281 |
|
B |
60960 |
62753 |
64544 |
66338 |
68137 |
|
|
C |
62484 |
64322 |
66158 |
67996 |
69840 |
|
|
From: |
$ |
65977 |
67773 |
|||
|
To: |
A |
68088 |
69942 |
|||
|
B |
69994 |
71900 |
||||
|
C |
71744 |
73698 |
||||
|
REGION: MANITOBA |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45072 |
46257 |
47440 |
48631 |
49821 |
|
To: |
A |
46514 |
47737 |
48958 |
50187 |
51415 |
|
B |
47816 |
49074 |
50329 |
51592 |
52855 |
|
|
C |
49011 |
50301 |
51587 |
52882 |
54176 |
|
|
From: |
$ |
51041 |
52094 |
|||
|
To: |
A |
52674 |
53761 |
|||
|
B |
54149 |
55266 |
||||
|
C |
55503 |
56648 |
||||
|
OP-2 |
||||||
|
From: |
$ |
47569 |
48861 |
50146 |
51437 |
52727 |
|
To: |
A |
49091 |
50425 |
51751 |
53083 |
54414 |
|
B |
50466 |
51837 |
53200 |
54569 |
55938 |
|
|
C |
51728 |
53133 |
54530 |
55933 |
57336 |
|
|
From: |
$ |
54062 |
||||
|
To: |
A |
55792 |
||||
|
B |
57354 |
|||||
|
C |
58788 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
50263 |
51663 |
53060 |
54458 |
55853 |
|
To: |
A |
51871 |
53316 |
54758 |
56201 |
57640 |
|
B |
53323 |
54809 |
56291 |
57775 |
59254 |
|
|
C |
54656 |
56179 |
57698 |
59219 |
60735 |
|
|
From: |
$ |
57310 |
||||
|
To: |
A |
59144 |
||||
|
B |
60800 |
|||||
|
C |
62320 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
53216 |
54731 |
56249 |
57764 |
59290 |
|
To: |
A |
54919 |
56482 |
58049 |
59612 |
61187 |
|
B |
56457 |
58063 |
59674 |
61281 |
62900 |
|
|
C |
57868 |
59515 |
61166 |
62813 |
64473 |
|
|
From: |
$ |
60865 |
||||
|
To: |
A |
62813 |
||||
|
B |
64572 |
|||||
|
C |
66186 |
|||||
|
REGION: SASKATCHEWAN |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45072 |
46257 |
47440 |
48631 |
49821 |
|
To: |
A |
46514 |
47737 |
48958 |
50187 |
51415 |
|
B |
47816 |
49074 |
50329 |
51592 |
52855 |
|
|
C |
49011 |
50301 |
51587 |
52882 |
54176 |
|
|
From: |
$ |
51041 |
52261 |
|||
|
To: |
A |
52674 |
53933 |
|||
|
B |
54149 |
55443 |
||||
|
C |
55503 |
56829 |
||||
|
OP-2 |
||||||
|
From: |
$ |
47569 |
48861 |
50146 |
51437 |
52727 |
|
To: |
A |
49091 |
50425 |
51751 |
53083 |
54414 |
|
B |
50466 |
51837 |
53200 |
54569 |
55938 |
|
|
C |
51728 |
53133 |
54530 |
55933 |
57336 |
|
|
From: |
$ |
54062 |
55209 |
|||
|
To: |
A |
55792 |
56976 |
|||
|
B |
57354 |
58571 |
||||
|
C |
58788 |
60035 |
||||
|
OP-3 |
||||||
|
From: |
$ |
50263 |
51663 |
53060 |
54458 |
55853 |
|
To: |
A |
51871 |
53316 |
54758 |
56201 |
57640 |
|
B |
53323 |
54809 |
56291 |
57775 |
59254 |
|
|
C |
54656 |
56179 |
57698 |
59219 |
60735 |
|
|
From: |
$ |
57310 |
58763 |
|||
|
To: |
A |
59144 |
60643 |
|||
|
B |
60800 |
62341 |
||||
|
C |
62320 |
63900 |
||||
|
OP-4 |
||||||
|
From: |
$ |
53216 |
54731 |
56249 |
57764 |
59290 |
|
To: |
A |
54919 |
56482 |
58049 |
59612 |
61187 |
|
B |
56457 |
58063 |
59674 |
61281 |
62900 |
|
|
C |
57868 |
59515 |
61166 |
62813 |
64473 |
|
|
From: |
$ |
60865 |
62441 |
|||
|
To: |
A |
62813 |
64439 |
|||
|
B |
64572 |
66243 |
||||
|
C |
66186 |
67899 |
||||
|
REGION: ALBERTA |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45608 |
46870 |
48129 |
49395 |
50651 |
|
To: |
A |
47067 |
48370 |
49669 |
50976 |
52272 |
|
B |
48385 |
49724 |
51060 |
52403 |
53736 |
|
|
C |
49595 |
50967 |
52337 |
53713 |
55079 |
|
|
From: |
$ |
51911 |
53214 |
|||
|
To: |
A |
53572 |
54917 |
|||
|
B |
55072 |
56455 |
||||
|
C |
56449 |
57866 |
||||
|
OP-2 |
||||||
|
From: |
$ |
49524 |
50900 |
52263 |
53632 |
55000 |
|
To: |
A |
51109 |
52529 |
53935 |
55348 |
56760 |
|
B |
52540 |
54000 |
55445 |
56898 |
58349 |
|
|
C |
53854 |
55350 |
56831 |
58320 |
59808 |
|
|
From: |
$ |
56423 |
||||
|
To: |
A |
58229 |
||||
|
B |
59859 |
|||||
|
C |
61355 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
52384 |
53870 |
55354 |
56837 |
58321 |
|
To: |
A |
54060 |
55594 |
57125 |
58656 |
60187 |
|
B |
55574 |
57151 |
58725 |
60298 |
61872 |
|
|
C |
56963 |
58580 |
60193 |
61805 |
63419 |
|
|
From: |
$ |
59864 |
||||
|
To: |
A |
61780 |
||||
|
B |
63510 |
|||||
|
C |
65098 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
55519 |
57131 |
58745 |
60353 |
61969 |
|
To: |
A |
57296 |
58959 |
60625 |
62284 |
63952 |
|
B |
58900 |
60610 |
62323 |
64028 |
65743 |
|
|
C |
60373 |
62125 |
63881 |
65629 |
67387 |
|
|
From: |
$ |
63642 |
||||
|
To: |
A |
65679 |
||||
|
B |
67518 |
|||||
|
C |
69206 |
|||||
|
REGION: BRITISH COLUMBIA |
||||||
|
OP-1 |
||||||
|
From: |
$ |
53313 |
54720 |
56128 |
57580 |
|
|
To: |
A |
55019 |
56471 |
57924 |
59423 |
|
|
B |
56560 |
58052 |
59546 |
61087 |
||
|
C |
57974 |
59503 |
61035 |
62614 |
||
|
OP-2 |
||||||
|
From: |
$ |
53463 |
54990 |
56516 |
58046 |
59577 |
|
To: |
A |
55174 |
56750 |
58325 |
59903 |
61483 |
|
B |
56719 |
58339 |
59958 |
61580 |
63205 |
|
|
C |
58137 |
59797 |
61457 |
63120 |
64785 |
|
|
From: |
$ |
61158 |
||||
|
To: |
A |
63115 |
||||
|
B |
64882 |
|||||
|
C |
66504 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
56651 |
58313 |
59971 |
61627 |
63286 |
|
To: |
A |
58464 |
60179 |
61890 |
63599 |
65311 |
|
B |
60101 |
61864 |
63623 |
65380 |
67140 |
|
|
C |
61604 |
63411 |
65214 |
67015 |
68819 |
|
|
From: |
$ |
65008 |
||||
|
To: |
A |
67088 |
||||
|
B |
68966 |
|||||
|
C |
70690 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
60152 |
61954 |
63752 |
65554 |
67357 |
|
To: |
A |
62077 |
63937 |
65792 |
67652 |
69512 |
|
B |
63815 |
65727 |
67634 |
69546 |
71458 |
|
|
C |
65410 |
67370 |
69325 |
71285 |
73244 |
|
|
From: |
$ |
69224 |
||||
|
To: |
A |
71439 |
||||
|
B |
73439 |
|||||
|
C |
75275 |
|||||
1. The pay increment period for employees at the OP levels 1 to 4 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees being paid in the OP levels 1 to 4 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
4.
a) The rate of pay on initial appointment shall be no less than:
Subparagraphs (i), (ii), (iii), (iv) and (v) apply to OP-1 only.
(i) the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
(ii) the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
(iii) the third (3rd) rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
(iv) the fourth (4th) rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
(v) In regions, where there are more than four (4) experience increments at level OP-1, persons will be granted one (1) experience increment for each additional year of recent and relevant experience to the maximum of the level OP-1 scale of rates;
|
PH-1 |
|||||||
|
From: |
$ |
42428 |
44278 |
46135 |
47983 |
49835 |
51690 |
|
To: |
X |
49835 |
49835 |
49835 |
49835 |
49835 |
51690 |
|
A |
51430 |
53344 |
|||||
|
B |
52870 |
54838 |
|||||
|
C |
54192 |
56209 |
|||||
|
From: |
$ |
53544 |
55399 |
||||
|
To: |
X |
53544 |
55399 |
57255 |
59173 |
61155 |
63204 |
|
A |
55257 |
57172 |
59087 |
61067 |
63112 |
65227 |
|
|
B |
56804 |
58773 |
60741 |
62777 |
64879 |
67053 |
|
|
C |
58224 |
60242 |
62260 |
64346 |
66501 |
68729 |
|
|
PH-2 |
|||||||
|
From: |
$ |
52699 |
54823 |
56947 |
59066 |
61188 |
|
|
To: |
X |
59066 |
59066 |
59066 |
59066 |
61188 |
63636 |
|
A |
60956 |
63146 |
65672 |
||||
|
B |
62663 |
64914 |
67511 |
||||
|
C |
64230 |
66537 |
69199 |
||||
|
From: |
$ |
||||||
|
To: |
X |
66181 |
68994 |
||||
|
A |
68299 |
71202 |
|||||
|
B |
70211 |
73196 |
|||||
|
C |
71966 |
75026 |
|||||
|
PH-3 |
|||||||
|
From: |
$ |
57941 |
60389 |
62823 |
65257 |
67697 |
|
|
To: |
X |
65257 |
65257 |
65257 |
65257 |
67697 |
70405 |
|
A |
67345 |
69863 |
72658 |
||||
|
B |
69231 |
71819 |
74692 |
||||
|
C |
70962 |
73614 |
76559 |
||||
|
From: |
$ |
||||||
|
To: |
X |
73221 |
76150 |
||||
|
A |
75564 |
78587 |
|||||
|
B |
77680 |
80787 |
|||||
|
C |
79622 |
82807 |
|||||
1. The pay increment period for employees at the PH levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment for an employee appointed on or after 20 April 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 the application of the date mentioned above, remains unchanged.
3. All employees for whom a restructuring is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's 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.
4. Employees at the PH levels 1, 2 and 3 who have been at the maximum rate of pay for their level for more than one (1) year but less than two (2) years on 1 October 2000 will move to the next first new increment of the new scale.
5. Employees at the PH levels 1, 2 and 3 who have been at the maximum rate of pay for their level for more than two (2) years but less than three (3) years on 1 October 2000 will move to the second (2nd) new increment of the new scale.
6. Employees at the PH levels 1, 2 and 3 who have been at the maximum rate of pay for their level for more than three (3) years but less than four (4) years on 1 October 2000 will move to the third (3rd) new increment of the new scale.
7. Employees at the PH level 1 who have been at the maximum rate of pay for their level for more than four (4) years on 1 October 2000 will move to the fourth (4th) new increment of the new scale.
8. All employees being paid in the PH levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
PS-1 |
||||||
|
From: |
$ |
33686 |
35222 |
36765 |
38301 |
39843 |
|
To: |
A |
34764 |
36349 |
37941 |
39527 |
41118 |
|
B |
35737 |
37367 |
39003 |
40634 |
42269 |
|
|
C |
36630 |
38301 |
39978 |
41650 |
43326 |
|
|
From: |
$ |
41382 |
42923 |
44467 |
||
|
To: |
A |
42706 |
44297 |
45890 |
||
|
B |
43902 |
45537 |
47175 |
|||
|
C |
45000 |
46675 |
48354 |
|||
|
PS-2 |
||||||
|
From: |
$ |
43496 |
45422 |
47345 |
49274 |
51197 |
|
To: |
A |
44888 |
46876 |
48860 |
50851 |
52835 |
|
B |
46145 |
48189 |
50228 |
52275 |
54314 |
|
|
C |
47299 |
49394 |
51484 |
53582 |
55672 |
|
|
From: |
$ |
53126 |
55051 |
|||
|
To: |
A |
54826 |
56813 |
|||
|
B |
56361 |
58404 |
||||
|
C |
57770 |
59864 |
||||
|
PS-3 |
||||||
|
From: |
$ |
51129 |
53339 |
55547 |
57753 |
59967 |
|
To: |
A |
52765 |
55046 |
57325 |
59601 |
61886 |
|
B |
54242 |
56587 |
58930 |
61270 |
63619 |
|
|
C |
55598 |
58002 |
60403 |
62802 |
65209 |
|
|
From: |
$ |
62185 |
||||
|
To: |
A |
64175 |
||||
|
B |
65972 |
|||||
|
C |
67621 |
|||||
|
PS-4 |
||||||
|
From: |
$ |
57482 |
60010 |
62536 |
65068 |
67598 |
|
To: |
A |
59321 |
61930 |
64537 |
67150 |
69761 |
|
B |
60982 |
63664 |
66344 |
69030 |
71714 |
|
|
C |
62507 |
65256 |
68003 |
70756 |
73507 |
|
|
From: |
$ |
70127 |
||||
|
To: |
A |
72371 |
||||
|
B |
74397 |
|||||
|
C |
76257 |
|||||
|
PS-5 |
||||||
|
From: |
$ |
64408 |
67285 |
70164 |
73037 |
75775 |
|
To: |
A |
66469 |
69438 |
72409 |
75374 |
78200 |
|
B |
68330 |
71382 |
74436 |
77484 |
80390 |
|
|
C |
70038 |
73167 |
76297 |
79421 |
82400 |
|
|
From: |
$ |
78445 |
||||
|
To: |
A |
80955 |
||||
|
B |
83222 |
|||||
|
C |
85303 |
|||||
1. The pay increment period for employees at the PS levels 1 to 5 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees being paid in the PS levels 1 to 5 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
SUBGROUP: SOCIAL WELFARE
|
SW-SCW-1 |
||||||
|
From: |
$ |
29051 |
30525 |
31999 |
33471 |
34945 |
|
To: |
A |
29981 |
31502 |
33023 |
34542 |
36063 |
|
B |
30820 |
32384 |
33948 |
35509 |
37073 |
|
|
C |
31591 |
33194 |
34797 |
36397 |
38000 |
|
|
From: |
$ |
36417 |
37888 |
39361 |
40835 |
42310 |
|
To: |
A |
37582 |
39100 |
40621 |
42142 |
43664 |
|
B |
38634 |
40195 |
41758 |
43322 |
44887 |
|
|
C |
39600 |
41200 |
42802 |
44405 |
46009 |
|
|
From: |
$ |
43785 |
45260 |
|||
|
To: |
A |
45186 |
46708 |
|||
|
B |
46451 |
48016 |
||||
|
C |
47612 |
49216 |
||||
|
SW-SCW-1 - CLINICAL SOCIAL WORKERS |
||||||
|
From: |
$ |
29051 |
30525 |
31999 |
33471 |
34945 |
|
To: |
X |
40249 |
41723 |
43197 |
44669 |
46143 |
|
A |
41537 |
43058 |
44579 |
46098 |
47620 |
|
|
B |
42700 |
44264 |
45827 |
47389 |
48953 |
|
|
C |
43768 |
45371 |
46973 |
48574 |
50177 |
|
|
From: |
$ |
36417 |
37888 |
39361 |
40835 |
42310 |
|
To: |
X |
47615 |
49086 |
50559 |
52033 |
53508 |
|
A |
49139 |
50657 |
52177 |
53698 |
55220 |
|
|
B |
50515 |
52075 |
53638 |
55202 |
56766 |
|
|
C |
51778 |
53377 |
54979 |
56582 |
58185 |
|
|
From: |
$ |
43785 |
45260 |
|||
|
To: |
X |
54983 |
56458 |
|||
|
A |
56742 |
58265 |
||||
|
B |
58331 |
59896 |
||||
|
C |
59789 |
61393 |
||||
|
SW-SCW-2 |
||||||
|
From: |
$ |
40210 |
41842 |
43480 |
45113 |
46744 |
|
To: |
A |
41497 |
43181 |
44871 |
46557 |
48240 |
|
B |
42659 |
44390 |
46127 |
47861 |
49591 |
|
|
C |
43725 |
45500 |
47280 |
49058 |
50831 |
|
|
From: |
$ |
48382 |
||||
|
To: |
A |
49930 |
||||
|
B |
51328 |
|||||
|
C |
52611 |
|||||
|
SW-SCW-2 - CLINICAL SOCIAL WORKERS |
||||||
|
From: |
$ |
40210 |
41842 |
43480 |
45113 |
46744 |
|
To: |
X |
49275 |
50907 |
52545 |
54178 |
55809 |
|
A |
50852 |
52536 |
54226 |
55912 |
57595 |
|
|
B |
52276 |
54007 |
55744 |
57478 |
59208 |
|
|
C |
53583 |
55357 |
57138 |
58915 |
60688 |
|
|
From: |
$ |
48382 |
||||
|
To: |
X |
57447 |
||||
|
A |
59285 |
|||||
|
B |
60945 |
|||||
|
C |
62469 |
|||||
|
SW-SCW-3 |
||||||
|
From: |
$ |
44993 |
46828 |
48660 |
50500 |
52337 |
|
To: |
A |
46433 |
48326 |
50217 |
52116 |
54012 |
|
B |
47733 |
49679 |
51623 |
53575 |
55524 |
|
|
C |
48926 |
50921 |
52914 |
54914 |
56912 |
|
|
From: |
$ |
54171 |
||||
|
To: |
A |
55904 |
||||
|
B |
57469 |
|||||
|
C |
58906 |
|||||
|
SW-SCW-3 - CLINICAL SOCIAL WORKERS |
||||||
|
From: |
$ |
44993 |
46828 |
48660 |
50500 |
52337 |
|
To: |
X |
51391 |
53226 |
55058 |
56898 |
58735 |
|
A |
53036 |
54929 |
56820 |
58719 |
60615 |
|
|
B |
54521 |
56467 |
58411 |
60363 |
62312 |
|
|
C |
55884 |
57879 |
59871 |
61872 |
63870 |
|
|
From: |
$ |
54171 |
||||
|
To: |
X |
60569 |
||||
|
A |
62507 |
|||||
|
B |
64257 |
|||||
|
C |
65863 |
|||||
|
SW-SCW-4 |
||||||
|
From: |
$ |
51398 |
53258 |
55112 |
56973 |
58837 |
|
To: |
A |
53043 |
54962 |
56876 |
58796 |
60720 |
|
B |
54528 |
56501 |
58469 |
60442 |
62420 |
|
|
C |
55891 |
57914 |
59931 |
61953 |
63981 |
|
|
From: |
$ |
60693 |
||||
|
To: |
A |
62635 |
||||
|
B |
64389 |
|||||
|
C |
65999 |
|||||
|
SW-SCW-5 |
||||||
|
From: |
$ |
60962 |
63224 |
65491 |
67755 |
70018 |
|
To: |
A |
62913 |
65247 |
67587 |
69923 |
72259 |
|
B |
64675 |
67074 |
69479 |
71881 |
74282 |
|
|
C |
66292 |
68751 |
71216 |
73678 |
76139 |
|
|
From: |
$ |
72283 |
||||
|
To: |
A |
74596 |
||||
|
B |
76685 |
|||||
|
C |
78602 |
|||||
|
SUBGROUP: CHAPLAIN |
||||||
|
SW-CHA-1 |
||||||
|
From: |
$ |
38269 |
39761 |
41247 |
42738 |
44232 |
|
To: |
A |
39494 |
41033 |
42567 |
44106 |
45647 |
|
B |
40600 |
42182 |
43759 |
45341 |
46925 |
|
|
C |
41615 |
43237 |
44853 |
46475 |
48098 |
|
|
SW-CHA-2 |
||||||
|
From: |
$ |
43560 |
45264 |
46973 |
48680 |
50383 |
|
To: |
A |
44954 |
46712 |
48476 |
50238 |
51995 |
|
B |
46213 |
48020 |
49833 |
51645 |
53451 |
|
|
C |
47368 |
49221 |
51079 |
52936 |
54787 |
|
|
SW-CHA-3 |
||||||
|
From: |
$ |
51002 |
52758 |
54520 |
56270 |
58040 |
|
To: |
A |
52634 |
54446 |
56265 |
58071 |
59897 |
|
B |
54108 |
55970 |
57840 |
59697 |
61574 |
|
|
C |
55461 |
57369 |
59286 |
61189 |
63113 |
|
1. The pay increment period for employees at the SW-SCW levels 1 to 5 and at the SW-CHA levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All Clinical Social Workers at the SW-SCW levels 1 to 3 for whom an equalization adjustment is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's former rate of pay at the X range shown in Appendix "A".
4. All employees being paid in the SW-SCW levels 1 to 5 and SW-CHA levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
(a) The rate of pay on initial appointment shall be no less than:
Subparagraphs (i), (ii), (iii), (iv) and (v) apply to SW-CHA-1 and SW-SCW-1 only.
(i) the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
(ii) the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
(iii) the third (3rd) rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
(vi) the fourth (4th) rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
(v) the fifth (5th) rate of the salary scale for persons with four (4) years, but less than five (5) years of recent and relevant experience;
Paragraph (b) applies to SW-CHA-1 and SW-SCW-1 only.
(b) where there are more than five (5) experience increments at level SW-CHA-1 and SW-SCW-1, persons will be granted one (1) experience increment for each additional year of recent and relevant experience to a maximum of seven (7) experience increments;
|
VM-1 |
||||||
|
From: |
$ |
45414 |
47424 |
49432 |
51447 |
53448 |
|
To: |
X |
45414 |
47424 |
49432 |
51447 |
53448 |
|
A |
46867 |
48942 |
51014 |
53093 |
55158 |
|
|
B |
48179 |
50312 |
52442 |
54580 |
56702 |
|
|
C |
49383 |
51570 |
53753 |
55945 |
58120 |
|
|
From: |
$ |
55464 |
||||
|
To: |
X |
55464 |
57683 |
|||
|
A |
57239 |
59529 |
||||
|
B |
58842 |
61196 |
||||
|
C |
60313 |
62726 |
||||
|
VM-2 |
||||||
|
From: |
$ |
53148 |
55413 |
57675 |
59941 |
62202 |
|
To: |
X |
53148 |
55413 |
57675 |
59941 |
62202 |
|
A |
54849 |
57186 |
59521 |
61859 |
64192 |
|
|
B |
56385 |
58787 |
61188 |
63591 |
65989 |
|
|
C |
57795 |
60257 |
62718 |
65181 |
67639 |
|
|
From: |
$ |
64460 |
||||
|
To: |
X |
64460 |
67038 |
|||
|
A |
66523 |
69183 |
||||
|
B |
68386 |
71120 |
||||
|
C |
70096 |
72898 |
||||
|
VM-3 |
||||||
|
From: |
$ |
58549 |
61067 |
63586 |
66094 |
68616 |
|
To: |
X |
58549 |
61067 |
63586 |
66094 |
68616 |
|
A |
60423 |
63021 |
65621 |
68209 |
70812 |
|
|
B |
62115 |
64786 |
67458 |
70119 |
72795 |
|
|
C |
63668 |
66406 |
69144 |
71872 |
74615 |
|
|
From: |
$ |
71135 |
||||
|
To: |
X |
71135 |
73980 |
|||
|
A |
73411 |
76347 |
||||
|
B |
75467 |
78485 |
||||
|
C |
77354 |
80447 |
||||
|
VM-4 |
||||||
|
From: |
$ |
66489 |
68974 |
71460 |
73775 |
76047 |
|
To: |
X |
66489 |
68974 |
71460 |
73775 |
76047 |
|
A |
68617 |
71181 |
73747 |
76136 |
78481 |
|
|
B |
70538 |
73174 |
75812 |
78268 |
80678 |
|
|
C |
72301 |
75003 |
77707 |
80225 |
82695 |
|
|
From: |
$ |
78038 |
||||
|
To: |
X |
78038 |
80574 |
|||
|
A |
80535 |
83152 |
||||
|
B |
82790 |
85480 |
||||
|
C |
84860 |
87617 |
||||
|
VM-5 |
||||||
|
From: |
$ |
73487 |
76073 |
78331 |
80583 |
82840 |
|
To: |
X |
73487 |
76073 |
78331 |
80583 |
82840 |
|
A |
75839 |
78507 |
80838 |
83162 |
85491 |
|
|
B |
77962 |
80705 |
83101 |
85491 |
87885 |
|
|
C |
79911 |
82723 |
85179 |
87628 |
90082 |
|
|
From: |
$ |
85099 |
||||
|
To: |
X |
85099 |
87652 |
|||
|
A |
87822 |
90457 |
||||
|
B |
90281 |
92990 |
||||
|
C |
92538 |
95315 |
||||
1. The pay increment period for employees at the VM levels 1 to 5 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees at the VM levels 1 to 5 for whom a restructuring is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's former rate of pay at the X range shown in Appendix "A".
4. Employees at the VM levels 1 to 5 who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2000 will move to the new maximum rate of pay effective 1 October 2000.
5. All employees being paid in the VM levels 1 to 5 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
42105 |
||||
|
To: |
A |
43452 |
||||
|
X |
43452 |
|||||
|
B |
44669 |
|||||
|
C |
45786 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
44885 |
45468 |
46049 |
||
|
To: |
A |
46321 |
46923 |
47523 |
||
|
X |
46321 |
46923 |
47523 |
|||
|
B |
47618 |
48237 |
48854 |
|||
|
C |
48808 |
49443 |
50075 |
|||
|
NU-HOS-2 |
||||||
|
From: |
$ |
46041 |
47202 |
48363 |
49517 |
50677 |
|
To: |
A |
47514 |
48712 |
49911 |
51102 |
52299 |
|
X |
47514 |
48712 |
49911 |
51102 |
52299 |
|
|
B |
48844 |
50076 |
51309 |
52533 |
53763 |
|
|
C |
50065 |
51328 |
52592 |
53846 |
55107 |
|
|
From: |
$ |
51842 |
53006 |
|||
|
To: |
A |
53501 |
54702 |
|||
|
X |
53501 |
54702 |
||||
|
B |
54999 |
56234 |
||||
|
C |
56374 |
57640 |
||||
|
NU-HOS-3 |
||||||
|
From: |
$ |
47110 |
48260 |
49410 |
50557 |
51709 |
|
To: |
A |
48618 |
49804 |
50991 |
52175 |
53364 |
|
X |
50740 |
52116 |
53479 |
|||
|
B |
52161 |
53575 |
54976 |
|||
|
C |
53465 |
54914 |
56350 |
|||
|
From: |
$ |
52856 |
54007 |
55157 |
||
|
To: |
A |
54547 |
55735 |
56922 |
||
|
X |
54849 |
56212 |
57580 |
|||
|
B |
56385 |
57786 |
59192 |
|||
|
C |
57795 |
59231 |
60672 |
|||
|
NU-HOS-4 |
||||||
|
From: |
$ |
48803 |
50035 |
51263 |
52495 |
53726 |
|
To: |
A |
50365 |
51636 |
52903 |
54175 |
55445 |
|
X |
51170 |
52626 |
54088 |
55547 |
||
|
B |
52603 |
54100 |
55602 |
57102 |
||
|
C |
53918 |
55453 |
56992 |
58530 |
||
|
From: |
$ |
54968 |
56200 |
57434 |
58669 |
|
|
To: |
A |
56727 |
57998 |
59272 |
60546 |
|
|
X |
57005 |
58466 |
59920 |
61379 |
||
|
B |
58601 |
60103 |
61598 |
63098 |
||
|
C |
60066 |
61606 |
63138 |
64675 |
||
|
NU-HOS-5 |
||||||
|
From: |
$ |
51336 |
52734 |
54131 |
55535 |
56938 |
|
To: |
A |
52979 |
54421 |
55863 |
57312 |
58760 |
|
X |
53869 |
55510 |
57150 |
58788 |
||
|
B |
55377 |
57064 |
58750 |
60434 |
||
|
C |
56761 |
58491 |
60219 |
61945 |
||
|
From: |
$ |
58342 |
59745 |
61143 |
62542 |
|
|
To: |
A |
60209 |
61657 |
63100 |
64543 |
|
|
X |
60432 |
62063 |
63702 |
65344 |
||
|
B |
62124 |
63801 |
65486 |
67174 |
||
|
C |
63677 |
65396 |
67123 |
68853 |
||
|
NU-HOS-6 |
||||||
|
From: |
$ |
54146 |
55832 |
57512 |
59195 |
60874 |
|
To: |
A |
55879 |
57619 |
59352 |
61089 |
62822 |
|
X |
56875 |
58813 |
60750 |
62686 |
||
|
B |
58468 |
60460 |
62451 |
64441 |
||
|
C |
59930 |
61972 |
64012 |
66052 |
||
|
From: |
$ |
62562 |
64242 |
65927 |
67612 |
|
|
To: |
A |
64564 |
66298 |
68037 |
69776 |
|
|
X |
64627 |
66566 |
68503 |
70442 |
||
|
B |
66437 |
68430 |
70421 |
72414 |
||
|
C |
68098 |
70141 |
72182 |
74224 |
||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
45428 |
||||
|
To: |
A |
46882 |
||||
|
X |
46882 |
|||||
|
B |
48195 |
|||||
|
C |
49400 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
48561 |
49194 |
|||
|
To: |
A |
50115 |
50768 |
|||
|
X |
50115 |
50768 |
||||
|
B |
51518 |
52190 |
||||
|
C |
52806 |
53495 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
49820 |
51077 |
52338 |
53599 |
54856 |
|
To: |
A |
51414 |
52711 |
54013 |
55314 |
56611 |
|
X |
51414 |
52711 |
54013 |
55314 |
56611 |
|
|
B |
52854 |
54187 |
55525 |
56863 |
58196 |
|
|
C |
54175 |
55542 |
56913 |
58285 |
59651 |
|
|
From: |
$ |
56118 |
57373 |
58639 |
||
|
To: |
A |
57914 |
59209 |
60515 |
||
|
X |
57914 |
59209 |
60515 |
|||
|
B |
59536 |
60867 |
62209 |
|||
|
C |
61024 |
62389 |
63764 |
|||
|
NU-HOS-3 |
||||||
|
From: |
$ |
50328 |
51549 |
52778 |
54000 |
55226 |
|
To: |
A |
51938 |
53199 |
54467 |
55728 |
56993 |
|
X |
51938 |
53199 |
54467 |
55728 |
56993 |
|
|
B |
53392 |
54689 |
55992 |
57288 |
58589 |
|
|
C |
54727 |
56056 |
57392 |
58720 |
60054 |
|
|
From: |
$ |
56447 |
57675 |
58905 |
60128 |
|
|
To: |
A |
58253 |
59521 |
60790 |
62052 |
|
|
X |
58253 |
59521 |
60790 |
62052 |
||
|
B |
59884 |
61188 |
62492 |
63789 |
||
|
C |
61381 |
62718 |
64054 |
65384 |
||
|
NU-HOS-4 |
||||||
|
From: |
$ |
52137 |
53429 |
54720 |
56008 |
57299 |
|
To: |
A |
53805 |
55139 |
56471 |
57800 |
59133 |
|
X |
53805 |
55139 |
56471 |
57800 |
59133 |
|
|
B |
55312 |
56683 |
58052 |
59418 |
60789 |
|
|
C |
56695 |
58100 |
59503 |
60903 |
62309 |
|
|
From: |
$ |
58591 |
59881 |
61168 |
62460 |
63752 |
|
To: |
A |
60466 |
61797 |
63125 |
64459 |
65792 |
|
X |
60466 |
61797 |
63125 |
64459 |
65792 |
|
|
B |
62159 |
63527 |
64893 |
66264 |
67634 |
|
|
C |
63713 |
65115 |
66515 |
67921 |
69325 |
|
|
NU-HOS-5 |
||||||
|
From: |
$ |
54852 |
56273 |
57691 |
59115 |
60534 |
|
To: |
A |
56607 |
58074 |
59537 |
61007 |
62471 |
|
X |
56607 |
58074 |
59537 |
61007 |
62471 |
|
|
B |
58192 |
59700 |
61204 |
62715 |
64220 |
|
|
C |
59647 |
61193 |
62734 |
64283 |
65826 |
|
|
From: |
$ |
61955 |
63375 |
64783 |
66201 |
67622 |
|
To: |
A |
63938 |
65403 |
66856 |
68319 |
69786 |
|
X |
63938 |
65403 |
66856 |
68319 |
69786 |
|
|
B |
65728 |
67234 |
68728 |
70232 |
71740 |
|
|
C |
67371 |
68915 |
70446 |
71988 |
73534 |
|
|
NU-HOS-6 |
||||||
|
From: |
$ |
57870 |
59503 |
61139 |
62772 |
64404 |
|
To: |
A |
59722 |
61407 |
63095 |
64781 |
66465 |
|
X |
59722 |
61407 |
63095 |
64781 |
66465 |
|
|
B |
61394 |
63126 |
64862 |
66595 |
68326 |
|
|
C |
62929 |
64704 |
66484 |
68260 |
70034 |
|
|
From: |
$ |
66043 |
67673 |
69307 |
70943 |
72577 |
|
To: |
A |
68156 |
69839 |
71525 |
73213 |
74899 |
|
X |
68156 |
69839 |
71525 |
73213 |
74899 |
|
|
B |
70064 |
71794 |
73528 |
75263 |
76996 |
|
|
C |
71816 |
73589 |
75366 |
77145 |
78921 |
|
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
46764 |
||||
|
To: |
A |
48260 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
50059 |
50570 |
51080 |
||
|
To: |
A |
51661 |
52188 |
52715 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51084 |
52102 |
53125 |
54150 |
55173 |
|
To: |
A |
52719 |
53769 |
54825 |
55883 |
56939 |
|
X |
52719 |
53769 |
54825 |
55883 |
56939 |
|
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
From: |
$ |
56192 |
57218 |
58244 |
||
|
To: |
A |
57990 |
59049 |
60108 |
||
|
X |
57990 |
59049 |
60108 |
|||
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 |
||||||
|
From: |
$ |
52119 |
53130 |
54146 |
55153 |
56169 |
|
To: |
A |
53787 |
54830 |
55879 |
56918 |
57966 |
|
X |
53787 |
54830 |
55879 |
56918 |
57966 |
|
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
From: |
$ |
57184 |
58197 |
59208 |
60220 |
|
|
To: |
A |
59014 |
60059 |
61103 |
62147 |
|
|
X |
59014 |
60059 |
61103 |
62147 |
||
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53819 |
54908 |
55990 |
57066 |
58153 |
|
To: |
A |
55541 |
56665 |
57782 |
58892 |
60014 |
|
X |
55541 |
56665 |
57782 |
58892 |
60014 |
|
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
From: |
$ |
59240 |
60328 |
61413 |
62495 |
63577 |
|
To: |
A |
61136 |
62258 |
63378 |
64495 |
65611 |
|
X |
61136 |
62258 |
63378 |
64495 |
65611 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 |
||||||
|
From: |
$ |
56369 |
57599 |
58823 |
60048 |
61273 |
|
To: |
A |
58173 |
59442 |
60705 |
61970 |
63234 |
|
X |
58173 |
59442 |
60705 |
61970 |
63234 |
|
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
From: |
$ |
62507 |
63729 |
64957 |
66182 |
67408 |
|
To: |
A |
64507 |
65768 |
67036 |
68300 |
69565 |
|
X |
64507 |
65768 |
67036 |
68300 |
69565 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 |
||||||
|
From: |
$ |
59208 |
60671 |
62142 |
63604 |
65065 |
|
To: |
A |
61103 |
62612 |
64131 |
65639 |
67147 |
|
X |
61103 |
62612 |
64131 |
65639 |
67147 |
|
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
From: |
$ |
66534 |
67986 |
69448 |
70908 |
72369 |
|
To: |
A |
68663 |
70162 |
71670 |
73177 |
74685 |
|
X |
68663 |
70162 |
71670 |
73177 |
74685 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
47292 |
||||
|
To: |
A |
48805 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
50633 |
51175 |
|||
|
To: |
A |
52253 |
52813 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51719 |
52797 |
53884 |
54966 |
56045 |
|
To: |
A |
53374 |
54487 |
55608 |
56725 |
57838 |
|
X |
53374 |
54487 |
55608 |
56725 |
57838 |
|
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
From: |
$ |
57129 |
||||
|
To: |
A |
58957 |
||||
|
X |
58957 |
|||||
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 |
||||||
|
From: |
$ |
52001 |
53051 |
54101 |
55144 |
56190 |
|
To: |
A |
53665 |
54749 |
55832 |
56909 |
57988 |
|
X |
53665 |
54749 |
55832 |
56909 |
57988 |
|
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
From: |
$ |
57242 |
58294 |
|||
|
To: |
A |
59074 |
60159 |
|||
|
X |
59074 |
60159 |
||||
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53794 |
54935 |
56072 |
57211 |
58351 |
|
To: |
A |
55515 |
56693 |
57866 |
59042 |
60218 |
|
X |
55515 |
56693 |
57866 |
59042 |
60218 |
|
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
From: |
$ |
59488 |
60623 |
61761 |
||
|
To: |
A |
61392 |
62563 |
63737 |
||
|
X |
61392 |
62563 |
63737 |
|||
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 |
||||||
|
From: |
$ |
56492 |
57806 |
59126 |
60441 |
61759 |
|
To: |
A |
58300 |
59656 |
61018 |
62375 |
63735 |
|
X |
58300 |
59656 |
61018 |
62375 |
63735 |
|
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
From: |
$ |
63083 |
64396 |
65714 |
||
|
To: |
A |
65102 |
66457 |
67817 |
||
|
X |
65102 |
66457 |
67817 |
|||
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 |
||||||
|
From: |
$ |
59488 |
61102 |
62719 |
64339 |
65950 |
|
To: |
A |
61392 |
63057 |
64726 |
66398 |
68060 |
|
X |
61392 |
63057 |
64726 |
66398 |
68060 |
|
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
From: |
$ |
67565 |
69185 |
70797 |
||
|
To: |
A |
69727 |
71399 |
73063 |
||
|
X |
69727 |
71399 |
73063 |
|||
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
46609 |
||||
|
To: |
A |
48100 |
||||
|
X |
48100 |
|||||
|
B |
49447 |
|||||
|
C |
50683 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
49875 |
50449 |
|||
|
To: |
A |
51471 |
52063 |
|||
|
X |
51471 |
52063 |
||||
|
B |
52912 |
53521 |
||||
|
C |
54235 |
54859 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51017 |
52162 |
53307 |
54454 |
55595 |
|
To: |
A |
52650 |
53831 |
55013 |
56197 |
57374 |
|
X |
52650 |
53831 |
55013 |
56197 |
57374 |
|
|
B |
54124 |
55338 |
56553 |
57771 |
58980 |
|
|
C |
55477 |
56721 |
57967 |
59215 |
60455 |
|
|
NU-HOS-3 |
||||||
|
From: |
$ |
51621 |
52733 |
53847 |
54961 |
56069 |
|
To: |
A |
53273 |
54420 |
55570 |
56720 |
57863 |
|
X |
53273 |
54420 |
55570 |
56720 |
57863 |
|
|
B |
54765 |
55944 |
57126 |
58308 |
59483 |
|
|
C |
56134 |
57343 |
58554 |
59766 |
60970 |
|
|
From: |
$ |
57176 |
||||
|
To: |
A |
59006 |
||||
|
X |
59006 |
|||||
|
B |
60658 |
|||||
|
C |
62174 |
|||||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53583 |
54820 |
56058 |
57289 |
58528 |
|
To: |
A |
55298 |
56574 |
57852 |
59122 |
60401 |
|
X |
55298 |
56574 |
57852 |
59122 |
60401 |
|
|
B |
56846 |
58158 |
59472 |
60777 |
62092 |
|
|
C |
58267 |
59612 |
60959 |
62296 |
63644 |
|
|
From: |
$ |
59761 |
61002 |
|||
|
To: |
A |
61673 |
62954 |
|||
|
X |
61673 |
62954 |
||||
|
B |
63400 |
64717 |
||||
|
C |
64985 |
66335 |
||||
|
NU-HOS-5 |
||||||
|
From: |
$ |
56530 |
58011 |
59492 |
60972 |
62458 |
|
To: |
A |
58339 |
59867 |
61396 |
62923 |
64457 |
|
X |
58339 |
59867 |
61396 |
62923 |
64457 |
|
|
B |
59972 |
61543 |
63115 |
64685 |
66262 |
|
|
C |
61471 |
63082 |
64693 |
66302 |
67919 |
|
|
From: |
$ |
63934 |
65416 |
|||
|
To: |
A |
65980 |
67509 |
|||
|
X |
65980 |
67509 |
||||
|
B |
67827 |
69399 |
||||
|
C |
69523 |
71134 |
||||
|
NU-HOS-6 |
||||||
|
From: |
$ |
59801 |
61694 |
63584 |
65477 |
67365 |
|
To: |
A |
61715 |
63668 |
65619 |
67572 |
69521 |
|
X |
61715 |
63668 |
65619 |
67572 |
69521 |
|
|
B |
63443 |
65451 |
67456 |
69464 |
71468 |
|
|
C |
65029 |
67087 |
69142 |
71201 |
73255 |
|
|
From: |
$ |
69256 |
71146 |
|||
|
To: |
A |
71472 |
73423 |
|||
|
X |
71472 |
73423 |
||||
|
B |
73473 |
75479 |
||||
|
C |
75310 |
77366 |
||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
37325 |
||||
|
To: |
A |
38519 |
||||
|
X |
43452 |
|||||
|
B |
44669 |
|||||
|
C |
45786 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
40104 |
40687 |
41267 |
||
|
To: |
A |
41387 |
41989 |
42588 |
||
|
X |
46321 |
46923 |
47523 |
|||
|
B |
47618 |
48237 |
48854 |
|||
|
C |
48808 |
49443 |
50075 |
|||
|
NU-CHN-2 |
||||||
|
From: |
$ |
41260 |
42420 |
43583 |
44736 |
45896 |
|
To: |
A |
42580 |
43777 |
44978 |
46168 |
47365 |
|
X |
47514 |
48712 |
||||
|
B |
48844 |
50076 |
||||
|
C |
50065 |
51328 |
||||
|
From: |
$ |
47061 |
48226 |
|||
|
To: |
A |
48567 |
49769 |
|||
|
X |
49911 |
51102 |
52299 |
53501 |
54702 |
|
|
B |
51309 |
52533 |
53763 |
54999 |
56234 |
|
|
C |
52592 |
53846 |
55107 |
56374 |
57640 |
|
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
50740 |
52116 |
53479 |
54849 |
56212 |
|
|
B |
52161 |
53575 |
54976 |
56385 |
57786 |
|
|
C |
53465 |
54914 |
56350 |
57795 |
59231 |
|
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57580 |
|||||
|
B |
59192 |
|||||
|
C |
60672 |
|||||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
51170 |
52626 |
54088 |
55547 |
57005 |
|
|
B |
52603 |
54100 |
55602 |
57102 |
58601 |
|
|
C |
53918 |
55453 |
56992 |
58530 |
60066 |
|
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58466 |
59920 |
61379 |
|||
|
B |
60103 |
61598 |
63098 |
|||
|
C |
61606 |
63138 |
64675 |
|||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
53869 |
55510 |
57150 |
58788 |
60432 |
|
|
B |
55377 |
57064 |
58750 |
60434 |
62124 |
|
|
C |
56761 |
58491 |
60219 |
61945 |
63677 |
|
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62063 |
63702 |
65344 |
|||
|
B |
63801 |
65486 |
67174 |
|||
|
C |
65396 |
67123 |
68853 |
|||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
56875 |
58813 |
60750 |
62686 |
64627 |
|
|
B |
58468 |
60460 |
62451 |
64441 |
66437 |
|
|
C |
59930 |
61972 |
64012 |
66052 |
68098 |
|
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66566 |
68503 |
70442 |
|||
|
B |
68430 |
70421 |
72414 |
|||
|
C |
70141 |
72182 |
74224 |
|||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
62219 |
64383 |
66557 |
68725 |
70775 |
|
|
B |
63961 |
66186 |
68421 |
70649 |
72757 |
|
|
C |
65560 |
67841 |
70132 |
72415 |
74576 |
|
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73060 |
75227 |
77397 |
|||
|
B |
75106 |
77333 |
79564 |
|||
|
C |
76984 |
79266 |
81553 |
|||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
40647 |
||||
|
To: |
A |
41948 |
||||
|
X |
46882 |
|||||
|
B |
48195 |
|||||
|
C |
49400 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
43780 |
44413 |
|||
|
To: |
A |
45181 |
45834 |
|||
|
X |
50115 |
50768 |
||||
|
B |
51518 |
52190 |
||||
|
C |
52806 |
53495 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
45039 |
46296 |
47558 |
48817 |
50075 |
|
To: |
A |
46480 |
47777 |
49080 |
50379 |
51677 |
|
X |
51414 |
52711 |
||||
|
B |
52854 |
54187 |
||||
|
C |
54175 |
55542 |
||||
|
From: |
$ |
51338 |
52592 |
53858 |
||
|
To: |
A |
52981 |
54275 |
55581 |
||
|
X |
54013 |
55314 |
56611 |
57914 |
59209 |
|
|
B |
55525 |
56863 |
58196 |
59536 |
60867 |
|
|
C |
56913 |
58285 |
59651 |
61024 |
62389 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
60515 |
|||||
|
B |
62209 |
|||||
|
C |
63764 |
|||||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
51938 |
53199 |
54467 |
55728 |
56993 |
|
|
B |
53392 |
54689 |
55992 |
57288 |
58589 |
|
|
C |
54727 |
56056 |
57392 |
58720 |
60054 |
|
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
58253 |
59521 |
60790 |
62052 |
||
|
B |
59884 |
61188 |
62492 |
63789 |
||
|
C |
61381 |
62718 |
64054 |
65384 |
||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
53805 |
55139 |
56471 |
57800 |
||
|
B |
55312 |
56683 |
58052 |
59418 |
||
|
C |
56695 |
58100 |
59503 |
60903 |
||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59133 |
60466 |
61797 |
63125 |
64459 |
|
|
B |
60789 |
62159 |
63527 |
64893 |
66264 |
|
|
C |
62309 |
63713 |
65115 |
66515 |
67921 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
65792 |
|||||
|
B |
67634 |
|||||
|
C |
69325 |
|||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
56607 |
58074 |
59537 |
61007 |
||
|
B |
58192 |
59700 |
61204 |
62715 |
||
|
C |
59647 |
61193 |
62734 |
64283 |
||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62471 |
63938 |
65403 |
66856 |
68319 |
|
|
B |
64220 |
65728 |
67234 |
68728 |
70232 |
|
|
C |
65826 |
67371 |
68915 |
70446 |
71988 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
69786 |
|||||
|
B |
71740 |
|||||
|
C |
73534 |
|||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
59722 |
61407 |
63095 |
64781 |
||
|
B |
61394 |
63126 |
64862 |
66595 |
||
|
C |
62929 |
64704 |
66484 |
68260 |
||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66465 |
68156 |
69839 |
71525 |
73213 |
|
|
B |
68326 |
70064 |
71794 |
73528 |
75263 |
|
|
C |
70034 |
71816 |
73589 |
75366 |
77145 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
74899 |
|||||
|
B |
76996 |
|||||
|
C |
78921 |
|||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
66035 |
67968 |
69895 |
71831 |
||
|
B |
67884 |
69871 |
71852 |
73842 |
||
|
C |
69581 |
71618 |
73648 |
75688 |
||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73765 |
75698 |
77629 |
79569 |
81497 |
|
|
B |
75830 |
77818 |
79803 |
81797 |
83779 |
|
|
C |
77726 |
79763 |
81798 |
83842 |
85873 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
83434 |
|||||
|
B |
85770 |
|||||
|
C |
87914 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
41983 |
||||
|
To: |
A |
43326 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45277 |
45788 |
46299 |
||
|
To: |
A |
46726 |
47253 |
47781 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46302 |
47321 |
48344 |
49369 |
50392 |
|
To: |
A |
47784 |
48835 |
49891 |
50949 |
52005 |
|
X |
52719 |
|||||
|
B |
54195 |
|||||
|
C |
55550 |
|||||
|
From: |
$ |
51411 |
52437 |
53463 |
||
|
To: |
A |
53056 |
54115 |
55174 |
||
|
X |
53769 |
54825 |
55883 |
56939 |
57990 |
|
|
B |
55275 |
56360 |
57448 |
58533 |
59614 |
|
|
C |
56657 |
57769 |
58884 |
59996 |
61104 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
59049 |
60108 |
||||
|
B |
60702 |
61791 |
||||
|
C |
62220 |
63336 |
||||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
53787 |
54830 |
55879 |
56918 |
||
|
B |
55293 |
56365 |
57444 |
58512 |
||
|
C |
56675 |
57774 |
58880 |
59975 |
||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57966 |
59014 |
60059 |
61103 |
62147 |
|
|
B |
59589 |
60666 |
61741 |
62814 |
63887 |
|
|
C |
61079 |
62183 |
63285 |
64384 |
65484 |
|
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55541 |
56665 |
57782 |
|||
|
B |
57096 |
58252 |
59400 |
|||
|
C |
58523 |
59708 |
60885 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58892 |
60014 |
61136 |
62258 |
63378 |
|
|
B |
60541 |
61694 |
62848 |
64001 |
65153 |
|
|
C |
62055 |
63236 |
64419 |
65601 |
66782 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
64495 |
65611 |
||||
|
B |
66301 |
67448 |
||||
|
C |
67959 |
69134 |
||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58173 |
59442 |
60705 |
|||
|
B |
59802 |
61106 |
62405 |
|||
|
C |
61297 |
62634 |
63965 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
61970 |
63234 |
64507 |
65768 |
67036 |
|
|
B |
63705 |
65005 |
66313 |
67610 |
68913 |
|
|
C |
65298 |
66630 |
67971 |
69300 |
70636 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
68300 |
69565 |
||||
|
B |
70212 |
71513 |
||||
|
C |
71967 |
73301 |
||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
|
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
|
|
X |
61103 |
62612 |
64131 |
|||
|
B |
62814 |
64365 |
65927 |
|||
|
C |
64384 |
65974 |
67575 |
|||
|
From: |
$ |
62623 |
64502 |
66379 |
68258 |
|
|
To: |
A |
64627 |
66566 |
68503 |
70442 |
|
|
X |
65639 |
67147 |
68663 |
70162 |
71670 |
|
|
B |
67477 |
69027 |
70586 |
72127 |
73677 |
|
|
C |
69164 |
70753 |
72351 |
73930 |
75519 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
73177 |
74685 |
||||
|
B |
75226 |
76776 |
||||
|
C |
77107 |
78695 |
||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
67379 |
69106 |
70828 |
|||
|
B |
69266 |
71041 |
72811 |
|||
|
C |
70998 |
72817 |
74631 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
72557 |
74279 |
76007 |
77730 |
79456 |
|
|
B |
74589 |
76359 |
78135 |
79906 |
81681 |
|
|
C |
76454 |
78268 |
80088 |
81904 |
83723 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
81175 |
|||||
|
B |
83448 |
|||||
|
C |
85534 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
53374 |
|||||
|
B |
54868 |
|||||
|
C |
56240 |
|||||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
54487 |
55608 |
56725 |
57838 |
58957 |
|
|
B |
56013 |
57165 |
58313 |
59457 |
60608 |
|
|
C |
57413 |
58594 |
59771 |
60943 |
62123 |
|
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
53665 |
54749 |
55832 |
56909 |
||
|
B |
55168 |
56282 |
57395 |
58502 |
||
|
C |
56547 |
57689 |
58830 |
59965 |
||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57988 |
59074 |
60159 |
|||
|
B |
59612 |
60728 |
61843 |
|||
|
C |
61102 |
62246 |
63389 |
|||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55515 |
56693 |
57866 |
|||
|
B |
57069 |
58280 |
59486 |
|||
|
C |
58496 |
59737 |
60973 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59042 |
60218 |
61392 |
62563 |
63737 |
|
|
B |
60695 |
61904 |
63111 |
64315 |
65522 |
|
|
C |
62212 |
63452 |
64689 |
65923 |
67160 |
|
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58300 |
59656 |
61018 |
|||
|
B |
59932 |
61326 |
62727 |
|||
|
C |
61430 |
62859 |
64295 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62375 |
63735 |
65102 |
66457 |
67817 |
|
|
B |
64122 |
65520 |
66925 |
68318 |
69716 |
|
|
C |
65725 |
67158 |
68598 |
70026 |
71459 |
|
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
61392 |
63057 |
64726 |
|||
|
B |
63111 |
64823 |
66538 |
|||
|
C |
64689 |
66444 |
68201 |
|||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66398 |
68060 |
69727 |
71399 |
73063 |
|
|
B |
68257 |
69966 |
71679 |
73398 |
75109 |
|
|
C |
69963 |
71715 |
73471 |
75233 |
76987 |
|
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
68075 |
70030 |
71950 |
|||
|
B |
69981 |
71991 |
73965 |
|||
|
C |
71731 |
73791 |
75814 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73871 |
75787 |
77712 |
79630 |
81539 |
|
|
B |
75939 |
77909 |
79888 |
81860 |
83822 |
|
|
C |
77837 |
79857 |
81885 |
83907 |
85918 |
|
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
41828 |
||||
|
To: |
A |
43166 |
||||
|
X |
48100 |
|||||
|
B |
49447 |
|||||
|
C |
50683 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45094 |
45668 |
|||
|
To: |
A |
46537 |
47129 |
|||
|
X |
51471 |
52063 |
||||
|
B |
52912 |
53521 |
||||
|
C |
54235 |
54859 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46237 |
47381 |
48527 |
49672 |
50814 |
|
To: |
A |
47717 |
48897 |
50080 |
51262 |
52440 |
|
X |
52650 |
|||||
|
B |
54124 |
|||||
|
C |
55477 |
|||||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
53831 |
55013 |
56197 |
57374 |
||
|
B |
55338 |
56553 |
57771 |
58980 |
||
|
C |
56721 |
57967 |
59215 |
60455 |
||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
53273 |
54420 |
55570 |
56720 |
||
|
B |
54765 |
55944 |
57126 |
58308 |
||
|
C |
56134 |
57343 |
58554 |
59766 |
||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57863 |
59006 |
||||
|
B |
59483 |
60658 |
||||
|
C |
60970 |
62174 |
||||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55298 |
56574 |
57852 |
|||
|
B |
56846 |
58158 |
59472 |
|||
|
C |
58267 |
59612 |
60959 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59122 |
60401 |
61673 |
62954 |
||
|
B |
60777 |
62092 |
63400 |
64717 |
||
|
C |
62296 |
63644 |
64985 |
66335 |
||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58339 |
59867 |
61396 |
|||
|
B |
59972 |
61543 |
63115 |
|||
|
C |
61471 |
63082 |
64693 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62923 |
64457 |
65980 |
67509 |
||
|
B |
64685 |
66262 |
67827 |
69399 |
||
|
C |
66302 |
67919 |
69523 |
71134 |
||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
61715 |
63668 |
65619 |
|||
|
B |
63443 |
65451 |
67456 |
|||
|
C |
65029 |
67087 |
69142 |
|||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
67572 |
69521 |
71472 |
73423 |
||
|
B |
69464 |
71468 |
73473 |
75479 |
||
|
C |
71201 |
73255 |
75310 |
77366 |
||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
69119 |
71397 |
||||
|
B |
71054 |
73396 |
||||
|
C |
72830 |
75231 |
||||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73668 |
75941 |
78216 |
80492 |
82761 |
|
|
B |
75731 |
78067 |
80406 |
82746 |
85078 |
|
|
C |
77624 |
80019 |
82416 |
84815 |
87205 |
|
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
53374 |
|||||
|
B |
54868 |
|||||
|
C |
56240 |
|||||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
54487 |
55608 |
56725 |
57838 |
58957 |
|
|
B |
56013 |
57165 |
58313 |
59457 |
60608 |
|
|
C |
57413 |
58594 |
59771 |
60943 |
62123 |
|
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
|
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
|
|
X |
53665 |
54749 |
55832 |
|||
|
B |
55168 |
56282 |
57395 |
|||
|
C |
56547 |
57689 |
58830 |
|||
|
From: |
$ |
54469 |
55795 |
|||
|
To: |
A |
56212 |
57580 |
|||
|
X |
56909 |
57988 |
59074 |
60159 |
||
|
B |
58502 |
59612 |
60728 |
61843 |
||
|
C |
59965 |
61102 |
62246 |
63389 |
||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55515 |
56693 |
57866 |
|||
|
B |
57069 |
58280 |
59486 |
|||
|
C |
58496 |
59737 |
60973 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59042 |
60218 |
61392 |
62563 |
63737 |
|
|
B |
60695 |
61904 |
63111 |
64315 |
65522 |
|
|
C |
62212 |
63452 |
64689 |
65923 |
67160 |
|
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58300 |
59656 |
61018 |
|||
|
B |
59932 |
61326 |
62727 |
|||
|
C |
61430 |
62859 |
64295 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62375 |
63735 |
65102 |
66457 |
67817 |
|
|
B |
64122 |
65520 |
66925 |
68318 |
69716 |
|
|
C |
65725 |
67158 |
68598 |
70026 |
71459 |
|
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
61392 |
63057 |
64726 |
|||
|
B |
63111 |
64823 |
66538 |
|||
|
C |
64689 |
66444 |
68201 |
|||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66398 |
68060 |
69727 |
71399 |
73063 |
|
|
B |
68257 |
69966 |
71679 |
73398 |
75109 |
|
|
C |
69963 |
71715 |
73471 |
75233 |
76987 |
|
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
68110 |
70030 |
71950 |
|||
|
B |
70017 |
71991 |
73965 |
|||
|
C |
71767 |
73791 |
75814 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73882 |
75787 |
77712 |
79630 |
81539 |
|
|
B |
75951 |
77909 |
79888 |
81860 |
83822 |
|
|
C |
77850 |
79857 |
81885 |
83907 |
85918 |
|
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
43800 |
||||
|
To: |
A |
45202 |
||||
|
X |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
47283 |
47910 |
|||
|
To: |
A |
48796 |
49443 |
|||
|
X |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
48542 |
49795 |
51055 |
52312 |
53567 |
|
To: |
A |
50095 |
51388 |
52689 |
53986 |
55281 |
|
X |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
C |
57984 |
59346 |
||||
|
From: |
$ |
54828 |
||||
|
To: |
A |
56582 |
||||
|
X |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
55412 |
56676 |
||||
|
B |
56964 |
58263 |
||||
|
C |
58388 |
59720 |
||||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57938 |
59200 |
60460 |
61723 |
62987 |
|
|
B |
59560 |
60858 |
62153 |
63451 |
64751 |
|
|
C |
61049 |
62379 |
63707 |
65037 |
66370 |
|
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
57230 |
|||||
|
B |
58832 |
|||||
|
C |
60303 |
|||||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58586 |
59933 |
61294 |
62645 |
63997 |
|
|
B |
60226 |
61611 |
63010 |
64399 |
65789 |
|
|
C |
61732 |
63151 |
64585 |
66009 |
67434 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
65346 |
66700 |
||||
|
B |
67176 |
68568 |
||||
|
C |
68855 |
70282 |
||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
59956 |
61492 |
||||
|
B |
61635 |
63214 |
||||
|
C |
63176 |
64794 |
||||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
63022 |
64559 |
66089 |
67629 |
69164 |
|
|
B |
64787 |
66367 |
67939 |
69523 |
71101 |
|
|
C |
66407 |
68026 |
69637 |
71261 |
72879 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
70697 |
|||||
|
B |
72677 |
|||||
|
C |
74494 |
|||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
62987 |
64820 |
||||
|
B |
64751 |
66635 |
||||
|
C |
66370 |
68301 |
||||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66660 |
68493 |
70333 |
72170 |
74009 |
|
|
B |
68526 |
70411 |
72302 |
74191 |
76081 |
|
|
C |
70239 |
72171 |
74110 |
76046 |
77983 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
75846 |
|||||
|
B |
77970 |
|||||
|
C |
79919 |
|||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
69516 |
71613 |
||||
|
B |
71462 |
73618 |
||||
|
C |
73249 |
75458 |
||||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73712 |
75808 |
77906 |
80002 |
82097 |
|
|
B |
75776 |
77931 |
80087 |
82242 |
84396 |
|
|
C |
77670 |
79879 |
82089 |
84298 |
86506 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
84193 |
|||||
|
B |
86550 |
|||||
|
C |
88714 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
41983 |
||||
|
To: |
A |
43326 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45277 |
45788 |
46299 |
||
|
To: |
A |
46726 |
47253 |
47781 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46302 |
47321 |
48344 |
49369 |
50392 |
|
To: |
A |
47784 |
48835 |
49891 |
50949 |
52005 |
|
X |
52719 |
|||||
|
B |
54195 |
|||||
|
C |
55550 |
|||||
|
From: |
$ |
51411 |
52437 |
53463 |
||
|
To: |
A |
53056 |
54115 |
55174 |
||
|
X |
53769 |
54825 |
55883 |
56939 |
57990 |
|
|
B |
55275 |
56360 |
57448 |
58533 |
59614 |
|
|
C |
56657 |
57769 |
58884 |
59996 |
61104 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
59049 |
60108 |
||||
|
B |
60702 |
61791 |
||||
|
C |
62220 |
63336 |
||||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
|
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
|
|
X |
53787 |
54830 |
55879 |
|||
|
B |
55293 |
56365 |
57444 |
|||
|
C |
56675 |
57774 |
58880 |
|||
|
From: |
$ |
54469 |
55795 |
|||
|
To: |
A |
56212 |
57580 |
|||
|
X |
56918 |
57966 |
59014 |
60059 |
61103 |
|
|
B |
58512 |
59589 |
60666 |
61741 |
62814 |
|
|
C |
59975 |
61079 |
62183 |
63285 |
64384 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
62147 |
|||||
|
B |
63887 |
|||||
|
C |
65484 |
|||||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55541 |
56665 |
57782 |
|||
|
B |
57096 |
58252 |
59400 |
|||
|
C |
58523 |
59708 |
60885 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58892 |
60014 |
61136 |
62258 |
63378 |
|
|
B |
60541 |
61694 |
62848 |
64001 |
65153 |
|
|
C |
62055 |
63236 |
64419 |
65601 |
66782 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
64495 |
65611 |
||||
|
B |
66301 |
67448 |
||||
|
C |
67959 |
69134 |
||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58173 |
59442 |
60705 |
|||
|
B |
59802 |
61106 |
62405 |
|||
|
C |
61297 |
62634 |
63965 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
61970 |
63234 |
64507 |
65768 |
67036 |
|
|
B |
63705 |
65005 |
66313 |
67610 |
68913 |
|
|
C |
65298 |
66630 |
67971 |
69300 |
70636 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
68300 |
69565 |
||||
|
B |
70212 |
71513 |
||||
|
C |
71967 |
73301 |
||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
|
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
|
|
X |
61103 |
62612 |
64131 |
|||
|
B |
62814 |
64365 |
65927 |
|||
|
C |
64384 |
65974 |
67575 |
|||
|
From: |
$ |
62623 |
64502 |
66379 |
68258 |
|
|
To: |
A |
64627 |
66566 |
68503 |
70442 |
|
|
X |
65639 |
67147 |
68663 |
70162 |
71670 |
|
|
B |
67477 |
69027 |
70586 |
72127 |
73677 |
|
|
C |
69164 |
70753 |
72351 |
73930 |
75519 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
73177 |
74685 |
||||
|
B |
75226 |
76776 |
||||
|
C |
77107 |
78695 |
||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
67379 |
69106 |
70828 |
|||
|
B |
69266 |
71041 |
72811 |
|||
|
C |
70998 |
72817 |
74631 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
72557 |
74280 |
76007 |
77730 |
79456 |
|
|
B |
74589 |
76360 |
78135 |
79906 |
81681 |
|
|
C |
76454 |
78269 |
80088 |
81904 |
83723 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
81175 |
|||||
|
B |
83448 |
|||||
|
C |
85534 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
NU-CON-1 |
||||||
| From: |
$ |
63994 | 65992 | 67979 | 69970 | 71960 |
|
To: |
A |
66042 |
68104 |
70154 |
72209 |
74263 |
|
B |
67891 |
70011 |
72118 |
74231 |
76342 |
|
|
C |
69588 |
71761 |
73921 |
76087 |
78251 |
|
|
From: |
$ |
73952 |
75943 |
77931 |
79921 |
81915 |
|
To: |
A |
76318 |
78373 |
80425 |
82478 |
84536 |
|
B |
78455 |
80567 |
82677 |
84787 |
86903 |
|
|
C |
80416 |
82581 |
84744 |
86907 |
89076 |
|
|
PENDING REGISTRATION |
||||||
|
Ontario |
||||||
|
From: |
$ |
41983 |
||||
|
To: |
A |
43326 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
Manitoba |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
Alberta |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
British Colombia |
||||||
|
From: |
$ |
43800 |
||||
|
To: |
A |
45202 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-CHN-1 |
||||||
|
Ontario |
||||||
|
From: |
$ |
45277 |
45788 |
46299 |
||
|
To: |
A |
46726 |
47253 |
47781 |
||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
Manitoba |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
Alberta |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
British Colombia |
||||||
|
From: |
$ |
47283 |
47910 |
|||
|
To: |
A |
48796 |
49443 |
|||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-CHN-2 |
||||||
|
Ontario |
||||||
|
From: |
$ |
46302 |
47321 |
48344 |
49369 |
50392 |
|
To: |
A |
47784 |
48835 |
49891 |
50949 |
52005 |
|
X |
50095 |
51388 |
52689 |
|||
|
Y |
||||||
|
B |
||||||
|
Z |
55271 |
|||||
|
C |
56653 |
|||||
|
From: |
$ |
51411 |
52437 |
53463 |
||
|
To: |
A |
53056 |
54115 |
55174 |
||
|
X |
53986 |
55281 |
56582 |
|||
|
Y |
55029 |
56322 |
57623 |
58919 |
60215 |
|
|
B |
56570 |
57899 |
59236 |
60569 |
61901 |
|
|
Z |
56570 |
57899 |
59236 |
60569 |
61901 |
|
|
C |
57984 |
59346 |
60717 |
62083 |
63449 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
||||||
|
Y |
61516 |
|||||
|
B |
63238 |
|||||
|
Z |
63238 |
|||||
|
C |
64819 |
|||||
|
Manitoba |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
50095 |
51388 |
52689 |
53986 |
55281 |
|
|
Y |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
Z |
55271 |
56570 |
57899 |
|||
|
C |
56653 |
57984 |
59346 |
|||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
56582 |
|||||
|
Y |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
Z |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
Alberta |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
50095 |
51388 |
52689 |
53986 |
55281 |
|
|
Y |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
Z |
55271 |
56570 |
57899 |
|||
|
C |
56653 |
57984 |
59346 |
|||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
56582 |
|||||
|
Y |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
Z |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
British Colombia |
||||||
|
From: |
$ |
48542 |
49795 |
51055 |
52312 |
53567 |
|
To: |
A |
50095 |
51388 |
52689 |
53986 |
55281 |
|
X |
50095 |
51388 |
52689 |
53986 |
55281 |
|
|
Y |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
Z |
55271 |
56570 |
57899 |
|||
|
C |
56653 |
57984 |
59346 |
|||
|
From: |
$ |
54828 |
||||
|
To: |
A |
56582 |
||||
|
X |
56582 |
|||||
|
Y |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
Z |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
50740 |
52116 |
53479 |
54849 |
56212 |
|
|
Y |
55412 |
56676 |
||||
|
B |
56964 |
58263 |
||||
|
Z |
55694 |
56964 |
58263 |
|||
|
C |
57086 |
58388 |
59720 |
|||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57580 |
|||||
|
Y |
57938 |
59200 |
60460 |
61723 |
62987 |
|
|
B |
59560 |
60858 |
62153 |
63451 |
64751 |
|
|
Z |
59560 |
60858 |
62153 |
63451 |
64751 |
|
|
C |
61049 |
62379 |
63707 |
65037 |
66370 |
|
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
51170 |
52626 |
54088 |
55547 |
57005 |
|
|
Y |
57230 |
|||||
|
B |
58832 |
|||||
|
Z |
57470 |
58832 |
||||
|
C |
58907 |
60303 |
||||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58466 |
59920 |
61379 |
|||
|
Y |
58586 |
59933 |
61294 |
62645 |
63997 |
|
|
B |
60226 |
61611 |
63010 |
64399 |
65789 |
|
|
Z |
60226 |
61611 |
63010 |
64399 |
65789 |
|
|
C |
61732 |
63151 |
64585 |
66009 |
67434 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
||||||
|
Y |
65346 |
66700 |
||||
|
B |
67176 |
68568 |
||||
|
Z |
67176 |
68568 |
||||
|
C |
68855 |
70282 |
||||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
44669 |
|||||
|
C |
45786 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
47618 |
48237 |
48854 |
|||
|
C |
48808 |
49443 |
50075 |
|||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
48844 |
50076 |
51309 |
52533 |
53763 |
|
|
C |
50065 |
51328 |
52592 |
53846 |
55107 |
|
|
B |
54999 |
56234 |
||||
|
C |
56374 |
57640 |
||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
52161 |
53575 |
54976 |
56385 |
57786 |
|
|
C |
53465 |
54914 |
56350 |
57795 |
59231 |
|
|
B |
59192 |
|||||
|
C |
60672 |
|||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
52603 |
54100 |
55602 |
57102 |
58601 |
|
|
C |
53918 |
55453 |
56992 |
58530 |
60066 |
|
|
B |
60103 |
61598 |
63098 |
|||
|
C |
61606 |
63138 |
64675 |
|||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
55377 |
57064 |
58750 |
60434 |
62124 |
|
|
C |
56761 |
58491 |
60219 |
61945 |
63677 |
|
|
B |
63801 |
65486 |
67174 |
|||
|
C |
65396 |
67123 |
68853 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
58468 |
60460 |
62451 |
64441 |
66437 |
|
|
C |
59930 |
61972 |
64012 |
66052 |
68098 |
|
|
B |
68430 |
70421 |
72414 |
|||
|
C |
70141 |
72182 |
74224 |
|||
|
NU-CHN-7 |
||||||
|
B |
63961 |
66186 |
68421 |
70649 |
72757 |
|
|
C |
65560 |
67841 |
70132 |
72415 |
74576 |
|
|
B |
75106 |
77333 |
79564 |
|||
|
C |
76984 |
79266 |
81553 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
48195 |
|||||
|
C |
49400 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
51518 |
52190 |
||||
|
C |
52806 |
53495 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
52854 |
54187 |
55525 |
56863 |
58196 |
|
|
C |
54175 |
55542 |
56913 |
58285 |
59651 |
|
|
B |
59536 |
60867 |
62209 |
|||
|
C |
61024 |
62389 |
63764 |
|||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
53392 |
54689 |
55992 |
57288 |
58589 |
|
|
C |
54727 |
56056 |
57392 |
58720 |
60054 |
|
|
B |
59884 |
61188 |
62492 |
63789 |
||
|
C |
61381 |
62718 |
64054 |
65384 |
||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
55312 |
56683 |
58052 |
59418 |
60789 |
|
|
C |
56695 |
58100 |
59503 |
60903 |
62309 |
|
|
B |
62159 |
63527 |
64893 |
66264 |
67634 |
|
|
C |
63713 |
65115 |
66515 |
67921 |
69325 |
|
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
58192 |
59700 |
61204 |
62715 |
64220 |
|
|
C |
59647 |
61193 |
62734 |
64283 |
65826 |
|
|
B |
65728 |
67234 |
68728 |
70232 |
71740 |
|
|
C |
67371 |
68915 |
70446 |
71988 |
73534 |
|
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
61394 |
63126 |
64862 |
66595 |
68326 |
|
|
C |
62929 |
64704 |
66484 |
68260 |
70034 |
|
|
B |
70064 |
71794 |
73528 |
75263 |
76996 |
|
|
C |
71816 |
73589 |
75366 |
77145 |
78921 |
|
|
NU-CHN-7 |
||||||
|
B |
67884 |
69871 |
71852 |
73842 |
75830 |
|
|
C |
69581 |
71618 |
73648 |
75688 |
77726 |
|
|
B |
77818 |
79803 |
81797 |
83779 |
85770 |
|
|
C |
79763 |
81798 |
83842 |
85873 |
87914 |
|
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
|
PENDING REGISTRATION |
||||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
NU-CHN-7 |
||||||
|
B |
69266 |
71041 |
72811 |
74589 |
76359 |
|
|
C |
70998 |
72817 |
74631 |
76454 |
78268 |
|
|
B |
78135 |
79906 |
81681 |
83448 |
||
|
C |
80088 |
81904 |
83723 |
85534 |
||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
|
PENDING REGISTRATION |
||||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
NU-CHN-7 |
||||||
|
B |
69981 |
71991 |
73965 |
75939 |
77909 |
|
|
C |
71731 |
73791 |
75814 |
77837 |
79857 |
|
|
B |
79888 |
81860 |
83822 |
|||
|
C |
81885 |
83907 |
85918 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
|
PENDING REGISTRATION |
||||||
|
B |
49447 |
|||||
|
C |
50683 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
52912 |
53521 |
||||
|
C |
54235 |
54859 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54124 |
55338 |
56553 |
57771 |
58980 |
|
|
C |
55477 |
56721 |
57967 |
59215 |
60455 |
|
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
54765 |
55944 |
57126 |
58308 |
59483 |
|
|
C |
56134 |
57343 |
58554 |
59766 |
60970 |
|
|
B |
60658 |
|||||
|
C |
62174 |
|||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
56846 |
58158 |
59472 |
60777 |
62092 |
|
|
C |
58267 |
59612 |
60959 |
62296 |
63644 |
|
|
B |
63400 |
64717 |
||||
|
C |
64985 |
66335 |
||||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59972 |
61543 |
63115 |
64685 |
66262 |
|
|
C |
61471 |
63082 |
64693 |
66302 |
67919 |
|
|
B |
67827 |
69399 |
||||
|
C |
69523 |
71134 |
||||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
63443 |
65451 |
67456 |
69464 |
71468 |
|
|
C |
65029 |
67087 |
69142 |
71201 |
73255 |
|
|
B |
73473 |
75479 |
||||
|
C |
75310 |
77366 |
||||
|
NU-CHN-7 |
||||||
|
B |
71054 |
73396 |
75731 |
78067 |
80406 |
|
|
C |
72830 |
75231 |
77624 |
80019 |
82416 |
|
|
B |
82746 |
85078 |
||||
|
C |
84815 |
87205 |
||||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
NU-CHN-7 |
||||||
|
B |
70017 |
71991 |
73965 |
75951 |
77909 |
|
|
C |
71767 |
73791 |
75814 |
77850 |
79857 |
|
|
B |
79888 |
81860 |
83822 |
|||
|
C |
81885 |
83907 |
85918 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
56570 |
57899 |
59236 |
60569 |
||
|
Z |
55271(*) |
56570 |
57899 |
59236 |
60569 |
|
|
C |
56653(*) |
57984 |
59346 |
60717 |
62083 |
|
|
B |
61901 |
63238 |
||||
|
Z |
61901 |
63238 |
||||
|
C |
63449 |
64819 |
||||
|
(*)Only applies to Health Canada nurses in remote and isolated communities (CWIS Type 1 and 2) |
||||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
56964 |
58263 |
59560 |
60858 |
||
|
Z |
55694(*) |
56964 |
58263 |
59560 |
60858 |
|
|
C |
57086(*) |
58388 |
59720 |
61049 |
62379 |
|
|
B |
62153 |
63451 |
64751 |
|||
|
Z |
62153 |
63451 |
64751 |
|||
|
C |
63707 |
65037 |
66370 |
|||
|
(*)Only applies to Health Canada nurses in remote and isolated communities (CWIS Type 1 and 2) |
||||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
58832 |
60226 |
61611 |
63010 |
||
|
Z |
57470(*) |
58832 |
60226 |
61611 |
63010 |
|
|
C |
58907(*) |
60303 |
61732 |
63151 |
64585 |
|
|
B |
64399 |
65789 |
67176 |
68568 |
||
|
Z |
64399 |
65789 |
67176 |
68568 |
||
|
C |
66009 |
67434 |
68855 |
70282 |
||
|
(*)Only applies to Health Canada nurses in remote and isolated communities (CWIS Type 1 and 2) |
||||||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
Note: Rates of pay for NU-HOS-5/NU-CHN-5 to NU-HOS-8/NU-CHN-8 inclusively do not apply to Health Canada nurses in isolated and remote communities (CWIS Type 1 and 2) |
||||||
|
B |
61635 |
63214 |
64787 |
66367 |
67939 |
|
|
C |
63176 |
64794 |
66407 |
68026 |
69637 |
|
|
B |
69523 |
71101 |
72677 |
|||
|
C |
71261 |
72879 |
74494 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
64751 |
66635 |
68526 |
70411 |
72302 |
|
|
C |
66370 |
68301 |
70239 |
72171 |
74110 |
|
|
B |
74191 |
76081 |
77970 |
|||
|
C |
76046 |
77983 |
79919 |
|||
|
NU-CHN-7 |
||||||
|
B |
71462 |
73618 |
75776 |
77931 |
80087 |
|
|
C |
73249 |
75458 |
77670 |
79879 |
82089 |
|
|
B |
82242 |
84396 |
86550 |
|||
|
C |
84298 |
86506 |
88714 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
NU-CHN-7 |
||||||
|
B |
69266 |
71041 |
72811 |
74589 |
76360 |
|
|
C |
70998 |
72817 |
74631 |
76454 |
78269 |
|
|
B |
78135 |
79906 |
81681 |
83448 |
||
|
C |
80088 |
81904 |
83723 |
85534 |
||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
1. The pay increment period for employees at levels NU-HOS-1 and NU-CHN-1 is six (6) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than six (6) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment period for employees at the NU-HOS levels 2 to 6 and at the NU-CHN levels 2 to 8 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
3. The pay increment date for an employee, appointed on or after 19 April 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 the application date above, remains unchanged.
4. All employees being paid at the pending registration, the NU HOS levels 1 to 6, and the NU CHN 1 to 8 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
5. All employees at the pending registration, the NU HOS levels 1 to 6, and the NU CHN levels 1 to 8 for whom a pay harmonization is effective 1 October 2001 will move to the rate of pay shown immediately below the employee's 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.
6. Employees at the NU HOS levels 1 to 6 and NU CHN levels 1 to 8 who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2001will move to the next increment in the new rate of pay effective 1 October 2001.
7. All Health Canada employees at the pending registration and at the NU CHN levels 1 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraphs (a), (b) and (c) for whom a pay harmonization is effective 1 October 2001 will move to the rate of pay shown immediately below the employee's 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.
(a) "Remote community (type1)" means a community with no scheduled flights, minimal telephones or radio services and no road access.
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access.
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
8. All Health Canada employees at the pending registration and at the NU CHN levels 1 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraph 6 (a), (b) and (c) for whom a national rate is effective 1 October 2001 will move to the rate of pay shown immediately below the employee's former rate of pay at the Y range shown in Appendix "A" or at the closest rate, but not lower than the employees' former rate of pay.
9. Health Canada employees at the NU CHN levels 1 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraph 6(a), (b) and (c) who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2001 will move to the next rate of pay of the Y range effective 1 October 2001.
10. The rate of pay on initial appointment to Health Canada at the NU CHN levels 2 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraph 6(a), (b) and (c) will be paid on appointment in the applicable salary scale of the Z range shown in Appendix "A":
(a) with more than one (1) year, but less than three (3) years of recent experience, at the first (1st) step;
(b) with more than three (3) years of recent experience but with less than five (5) years of recent experience, at the second (2nd) step;
(c) with five (5) or more years of recent experience, at the third (3rd) step;
or
such higher step as determined by the Employer;
(d) Assessment of recent experience will be at the discretion of management.
11. The rate of pay on initial appointment for the NU-HOS levels 1 to 3 and NU-CHN levels 1 to 3 will be established as follows:
(a) A nurse, with no experience, or with no recent experience, or with less than one (1) year of recent experience, will be appointed at the first (1st) step of the NU-HOS-1 level or at the first (1st) step of the NU-CHN-1 level.
(b) A nurse, appointed at the NU-HOS-2, NU-CHN-2, NU-HOS-3 or NU-CHN-3 will be paid on appointment in the applicable salary scale of rates:
(i) with more than one (1) year, but less than three (3) years of recent experience, at the first (1st) step;
(ii) with more than three (3) years of recent experience but with less than five (5) years of recent experience, at the second (2nd) step;
(iii) with five (5) or more years of recent experience, at the third (3rd) step;
or
such higher step as determined by the Employer.
(c) Assessment of recent experience will be at the discretion of management.
Upon transfer, except on temporary duty, the employee's rate of pay is to be adjusted to the corresponding rate in the range determined by years of service and experience, and such adjustments will not affect the employee's pay increment date.
(a) Appointments - General
All appointments of persons eligible for registration as a nurse in a province or territory of Canada without further formal training, but who are not formally registered, shall be made as Nurse Pending Registration on a specified period basis for a period not exceeding twelve (12) months.
(b) Pay on Appointment
The rate of pay on appointment as a "specified period" employee of a Nurse Pending Registration is stipulated in Appendix "A".
(c) Appointment on Registration
Upon registration as a nurse in a province or territory of Canada, an employee who has been appointed as a Nurse Pending Registration, shall be appointed at the applicable position level for which the employee has qualified (subject to registration). The effective date of such appointment shall be:
(i) retroactive to the date of appointment as a Nurse Pending Registration if no additional formal training or education is required, although the employee may have to successfully complete qualification examinations;
or
(ii) the date of the successful completion of qualification examinations for Registration when additional formal training or education is required.
In no case will the date of such appointment be later than the date of registration.
For all purposes of pay, the annual rates of pay for the Nursing Levels stipulated in Appendix "A" shall be altered by the addition of the amounts specified hereunder in Column II in the circumstances specified in Column I.
|
Column I |
Column II |
|||
|
A. |
Responsibility Allowance |
|||
|
Where the regular duties of the position of Level NU-HOS-5 include the duties of Assistant Director of Nursing, on a continuing basis, in the following hospital |
||||
|
Sioux Lookout, Zone Hospital - |
$ 1,300 |
|||
|
B. |
Education Allowances |
|||
|
Where the following post-graduate nursing training or nursing education is utilized in the performance of the duties of the position: |
||||
|
** |
||||
|
(a) |
Recognized speciality training course including the Clinical Skill Training Program, 3-6 months |
$ 550 |
||
|
** |
||||
|
(b) |
Recognized speciality training course, 7-12 months |
$ 850 |
||
|
** |
||||
|
(c) |
(i) One year university course in Administration, Administration and Education (« organisation des soins et éducation »), Clinical Fields (« milieu clinique »), Community Health (« santé communautaire »), Gerontology (« gérontologie »), Health Services Administration I and Health Services Administration II (« gestion des services de santé 1 et 2 »), Mental Health (« santé mentale »), Nursing, Psychiatry, Public Health, Teaching and Supervision, or in any other related field of study approved by the Employer. |
$ 1,500 |
||
|
(ii) Two one-year university courses as described in (i) above. |
$ 2,000 |
|||
|
(iii) Three one-year university courses as described in (i) above. |
$ 2,500 |
|||
|
** |
||||
|
(d) |
Bachelor's degree in nursing |
$ 3,000 |
||
|
** |
||||
|
(e) |
Master's degree in nursing or any other health related field of study approved by the Employer. |
$ 3,500 |
||
One (1) allowance only will be paid for the highest relevant qualification under paragraph B.
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 levels and MD-MSP-1 through MD-MSP-2 for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, MD 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);
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$13,850 |
$53.09 |
|
MD-MOF-2 |
$14,100 |
$54.05 |
|
MD-MOF-3 |
$15,150 |
$58.07 |
|
MD-MOF-4 |
$23,750 |
$91.04 |
|
MD-MSP-1 |
$15,150 |
$58.07 |
|
MD-MSP-2 |
$23,750 |
$91.04 |
(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 MD employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive this allowance and that of Appendixes "D" and/or "K".
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to Forensic Psychiatrists who perform the duties of positions at the MD-MSP-1 and MD-MSP-2 in Correctional Service Canada (CSC) for the performance of forensic psychiatrists duties in the Health Services Group.
2. The parties agree that Forensic Psychiatrists 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, Forensic Psychiatrists 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MSP-1 |
$54,250 |
$207.95 |
|
MD-MSP-2 |
$50,800 |
$194.73 |
(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 Forensic Psychiatrists is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time Forensic Psychiatrists 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1.
(a) In an effort to resolve recruitment problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that only the employees identified above, i.e. Health Canada NU-CHNs hired on or after the date of signing of this agreement, shall be eligible to receive a "Recruitment Allowance" in the following amounts and subject to the following conditions:
(a) An initial payment of two thousand two hundred and fifty dollars ($2,250) is paid in the month of hiring, a second payment of two thousand two hundred and fifty dollars ($2,250), is paid at the end of twelve (12) months.
|
RECRUITMENT ALLOWANCE |
|
|
In the month of hiring: $2,250 |
At the end of the twelve (12) months after hiring: $2,250 |
(b) Only full-time indeterminate employees and full-time employees hired for term of twelve (12) month or more are eligible for this allowance.
(c) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(d) Employees can only become eligible for the second payment of this allowance after they have received ten (10) days' pay per calendar month for twelve (12) calendar months continuous or discontinuous.
(e) The Recruitment Allowance specified above does not form part of an employee's salary.
(f) Employees whose employment ends prior to the end of the 12 months period mention in (a) shall not be entitled to the second payment of this allowance.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. An employee may receive this allowance and that of Appendix "G"- Expanded Role Allowance and Appendix "H" - Nurse-in-Charge Allowance, as long as he meets the provisions of such appendixes.
6. An employee may not receive this allowance and the retention allowance in Appendix "F" during the same twelve (12) month period.
7. This allowance can only be paid once during his total period of employment in the Public Service.
8. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
9. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1.
(a) In an effort to resolve retention problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that NU-CHN 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, NU 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 receive 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 |
||
|
Annual Amount |
Daily Amount |
|
|
NU-CHN |
$4,500 |
$17.25 |
(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) Only full-time indeterminate employees and employees hired for term of 12 month or more are eligible for this allowance.
(f) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(g) Employees can only become eligible for this allowance after they have received ten (10) days' pay per calendar month for 12 calendar months continuous or discontinuous.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. The terminable allowance will cease where an employee is assigned or temporarily appointed to duties with no responsibility within or for types 1 and 2 communities, for the duration of the assignment or temporary appointment. Employees participating on Clinical Skills training outside the type 1 or 2 community will continue to receive the terminable allowance for the period they are on training.
6. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
7. An employee may receive both this allowance and that of Appendix "G" - Expanded Role Allowance and Appendix "H" - Nurse-in-charge, as long as he meets the provisions of both appendixes.
8. An employee may not receive this allowance and the recruitment allowance in Appendix "E" during the same twelve (12) month period.
9. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
10. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1.
(a) In an effort to recognize their expanded professional role, the Employer will provide an allowance to Health Canada NU-CHN-2, NU-CHN-3 AND NU-CHN-4 employees in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of expanded professional role.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that employees who perform the duties of positions identified above shall be eligible to receive an allowance in the following amounts and subject to the following conditions:
(a) Commencing the first (1st) day of the month following the month during which this agreement is signed NU 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 receive 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);
|
EXPANDED PROFESSIONAL ROLE ALLOWANCE |
|
|
Annual Amount: $6,000 |
Daily Amount: $23.00 |
(c) The 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.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive:
(a) this allowance and that of Appendix "E" - Recruitment Allowance and/or Appendix "H" - Nurse-in-Charge Allowance.
or
(b) this allowance and that of Appendix "F"- Retention Allowance and/or Appendix "H"- Nurse-in-Charge Allowance.
6. NU-CHNS Currently in Receipt of the Allowance
(a) NU-CHNS currently in receipt of the allowance at the time of signing who have not successfully completed an approved clinical skills training program will have to go on the first available course offered. The employer will endeavour to provide reasonable notice to the employees.
(b) If the employee refuses to go on the course without a reason deemed acceptable by the employer, the employee will cease to be eligible for this allowance. Once this employee has completed the clinical course he will become eligible again for this allowance.
(c) Employees currently in receipt of the allowance when being sent on the clinical skills training program will continue to receive the allowance.
7. Every effort will be made by the employer to ensure that those nurses required to perform the expanded role will have access to the Clinical Skills Training Program within one year of appointment.
8. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
9. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to recognize the role of Nurse -in-Charge (NIC), the Employer will provide an allowance to Health Canada NU-CHNs, for the performance of the duties of position of NIC in the Health Services group.
2. The parties agree than NU-CHN who performs the duties of the NIC position shall be eligible to receive an allowance in the following amount and subject to the following conditions:
(a) Commencing the first (1st) day of the month following the month during which this agreement is signed NU-CHN employees who perform the duties of the NIC position shall be eligible to receive an allowance to be paid biweekly;
(b) the employee shall receive 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 |
||
|
Annual Amount |
Daily Amount |
|
|
Nurse-in-Charge |
$6,000 |
$23.00 |
(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.
3. A part-time Nurse-in-Charge 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive:
(a) this allowance and that of Appendix "E"- Recruitment Allowance and/or Appendix "G" - Expanded Role Allowance;
or
(b) this allowance and that of Appendix "F"- Retention Allowance and/or Appendix "G" - Expanded Role Allowance.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
In an effort to resolve recruitment and retention problems, the Employer will reimburse the cost of one trip to Health Canada NU-CHNs in nursing stations situated in remote and isolated First Nations communities for the performance of NU-CHN duties in the Health Services group subject to the conditions outlined in the Application section below.
1. This memorandum only applies to employees and not to their dependants (as defined in the Isolated Post Directive).
2. This memorandum does not apply to relief nurses, to part-time nurses or to a person who ceased to be a member of the bargaining unit prior to the date of signing of this Agreement.
3. NU-CHNs who meet the entitlement provisions stipulated in clause 4 will be granted one trip for each twelve (12) month period of continuous employment in a remote or isolated community.
4. Entitlement:
(a) To qualify for a trip, the employee must have received ten (10) days' pay per calendar month for seven (7) consecutive calendar months within the period described in clause 3.
(b) For the purposes of clause 3 and paragraph 4(a), months of continuous employment from and including October 1999 are counted.
(c) For the purpose of clause 3, time away on the mandatory clinical skills training course will not be considered as an interruption of the twelve (12) month continuous employment period in a remote or isolated community.
(d) For the purpose of paragraph 4(a), time away on the mandatory clinical skills training course will not be counted toward the consecutive seven (7) month period requirement but will not be considered as an interruption of the said period.
5. Reimbursement
(a) The amount of expenses reimbursed shall be the lesser of:
(i) the actual transportation and travelling expenses incurred in travelling, by any mode(s) of transportation, from the headquarters to any other location and return,
or
(ii) the return economy class air fare between the headquarters and the point of departure, ground transportation to and from the airport at the headquarters and the point of departure, and the travelling expenses for any necessary stopovers, due to the airline schedules, between the headquarters and the point of departure.
(b) For the purpose of implementing subparagraph 5(a)(ii), "point of departure" means Vancouver, Edmonton, Calgary, Saskatoon, Winnipeg, Toronto, Ottawa, Montreal, Quebec City, Moncton, Halifax or St. John's, whichever of these places is the nearest to the headquarters of an employee by the most practical route and means of transportation.
6. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
7. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to Masters and Doctoral level registered psychologists (PS) in Correctional Service Canada (CSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, PS 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 |
|||
|
Doctoral Level Registered Psychologists: |
|||
|
Annual Amount: |
$12,000 |
Daily Amount: |
$ 46.00 |
|
Masters Level Registered Psychologists: |
|||
|
Annual Amount: |
Daily Amount: |
||
|
Pacific Region: |
$ 6,000 |
Pacific Region: |
$ 23.00 |
|
Prairies Region |
$ 6,000 |
Prairies Region |
$ 23.00 |
|
Ontario Region: |
$ 6,000 |
Ontario Region: |
$ 23.00 |
|
Quebec Region: |
$ 2,000 |
Quebec Region: |
$ 7.67 |
|
Atlantic Region: |
$ 4,000 |
Atlantic Region: |
$ 15.33 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 in Correctional Service Canada (CSC) for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, MD 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$8,500 |
$32.58 |
|
MD-MOF-2 |
$10,000 |
$38.33 |
|
MD-MOF-3 |
$10,500 |
$40.25 |
|
MD-MOF-4 |
$11,000 |
$42.16 |
(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 MD employees is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD employees 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to NU employees who perform the duties of positions at the NU-HOS-1 through NU-HOS-6 in Correctional Service Canada (CSC) for the performance of NU duties in the Health Services Group.
2. The parties agree that NU 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;
(b)
(i) the employee shall receive 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);
(ii) employees working a shift the length of which is different than the length of a standard shift:
(A) entitlement: the employee working a shift the length of which is different than the length of a standard shift shall receive the daily amount shown below divided by seven decimal five (7.5) for each hour of his shift for which he is paid pursuant to Appendix "A" of the collective agreement;
(B) method of payment: for employees working a shift the length of which is different than the length of a standard shift, the allowance will be paid based on the average number of hours per week over a complete shift cycle.
|
TERMINABLE ALLOWANCE |
||
|
Annual Amount |
Daily Amount |
|
|
NU-HOS-1 through NU-HOS-6 |
$4,500 |
$17.25 |
(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 NU employees is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time NU employees 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to psychologists (PS) at the Personnel Psychology Centre (PPC) of the Public Service Commission (PSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, PS 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 |
||
|
Annual Amount |
Daily Amount |
|
|
PS-2 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-2 - after one (1) year of service: |
$3,750 |
$14.37 |
|
PS-3 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-3 - after one (1) year of service: |
$7,500 |
$28.75 |
|
PS-4 |
$7,500 |
$28.75 |
|
PS-5 |
$7,500 |
$28.75 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above specified group.
Accordingly, the parties agree to establish a joint committee comprising equal representation to meet in Winnipeg within ninety (90) days of the signing of the collective agreement for the Health Services Bargaining Unit. The committee will review the issue and develop a FNIHB directive on second on-Standby for the Health Canada Nurses in remote and isolated communities (Type 1 and 2 Communities as defined by CWIS) and for those facilities where there is an ongoing acute medical treatment component and on-call services are provided. Second on-Standby is defined as any other nurse assigned standby duties. The joint committee, as a minimum will establish the criteria, the application and the accountability for inclusion in the branch directive on second on-Standby.
The department will pay the salary of four (4) nurses, one each from the Pacific, Alberta, Manitoba and Ontario regions, for one (1) face to face two-day meeting as well as travel time during regular hours of work to get to and from the meeting.
The committee will recommend a FNIHB directive for promulgation, no later than six (6) months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.
This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above specified group.
Accordingly, the parties agree to establish a joint committee comprising equal representation to meet within ninety (90) days of the signing of the collective agreement for the Health Services Bargaining Unit. The Committee will, with a view of ensuring consistency of application between regions and zones, develop a departmental policy which will include as a minimum the criteria, application, accountability and principles outlined in the Memorandum of Understanding on employee leave status during or as a result of a critical incident at Health Canada.
The committee will recommend a departmental policy for promulgation, no later than six (6) months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.
This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above specified group.
Accordingly, Health Canada agrees to develop a policy on return to work after illness and injury ensuring active and continuous collaboration with Institute Representatives in its development.
The policy will be in effect no later than six months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.
The parties recognize the benefits of sharing information on matters related to safety and health. As such, they propose, in the spirit of consultation, that regular exchanges of information take place.
They also propose that the information be shared via the JOSH at the local level. Where such committees do not exists, the department, in collaboration with the Institute representative as selected by the Institute, will work towards their creation.
Specifically, the exchange of information, while not limited to, would include the following:
A. Incidents:
- vandalism;
- threats;
- assaults;
- break-in and thefts.
B. Safety Concerns.
C. Updates on policies and activities of the Employer and/or departments related to employee safety and health.
The type of information provided, subject to confidentiality and privacy requirements, should include:
A. Specific Incident:
- brief description of the incident;
- where the incident occurred;
- the immediate response;
- follow-up action.
B. Summative statistics (local, regional, national level).
The following reproduces the English version of a memorandum sent by Ian Potter, Assistant Deputy Minister, First Nations and Inuit Health Branch (FNIHB) of Health Canada to FNIHB Regional Directors on 15 January 2002.
In the course of recent contract negotiations with the Professional Institute of the Public Service of Canada (PIPSC), five Community Workload Increase Systems (CWIS) Type 3 communities have been identified1 where the union reports that the nurses in these health facilities are providing care twenty-four hours a day, seven days a week and are practicing an expanded scope of nursing practice. According to the collective agreement, because these communities are not designated as CWIS Type 1 or 2, the nursing staff will not receive the expanded professional role allowance, or the recruitment or the retention allowances until such time that the employer makes a decision to extend the allowances.
There is a documented process established to allow for full senior management review and decision regarding whether the level of nursing services in a Type 3 community warrants extension of these allowances to nurses working in that facility. To date this process has not been exercised and, as a result, an outstanding union's concern regarding five Type 3 communities remains unresolved.
In order to bring resolution to this issue I propose the following course of action. As a first step, the request for extension of these allowances to the nurses working in the communities in question must be brought to the respective Regional Union Management Consultation Committee (UMCC). The Regional Director, together with the Regional Nursing Officer (RNO), and a representative of PIPSC will review the nursing service requirements of each of the communities identified by the union in Alberta and Ontario. This review will take place within 90 days of the signing of the new agreement. The results of this review and resulting recommendations, will be brought forward by the respective Regional Directors to the next First Nations and Inuit Health Branch (FNIHB) Executive Committee meeting for final decision as per the established Branch process developed in May 2000.
Furthermore, to ensure that all levels of management in the Regions are aware of this established process for review and decision regarding the level of nursing service in a Type 3 community as it relates to the allowances for nurses, I will outline the process in a memorandum to the FNIHB Regional Directors which will be distributed to Regional managers at all levels within 60 days of the signing of the Health Services (HS) agreement.
_________________________
1. Grassy Narrows, White Dog and New Osnaburg in Ontario Region and Jean D'Or and Garden River in Alberta Region.
TABLE OF CONTENTS
** Application
** Collective Agreement
Objectives
** Definitions
Authorities
Monitoring
References
Enquiries
Part I Roles and Responsibilities
** 1.1 Departments
1.2 The Treasury Board Secretariat
1.3 The Public Service Commission
1.4 Employees
** 2.1 Department
2.2 Treasury Board Secretariat
Part III Relocation of a Work Unit
3.1 General
** 4.1 General
** 4.2 Surplus employees
** 4.3 Laid-off persons
5.1 Lower-level position
** 6.1 General
6.2 Alternation
** 6.3 Options
6.4 Retention payment
Part VII Special Provisions Regarding Alternative Delivery Initiatives
** Preamble
7.1 Definitions
** 7.2 General
7.3 Responsibilities
7.4 Notice of alternative delivery initiatives
7.5 Job offers from new employers
7.6 Application of other provisions of the Appendix
7.7 Lump-sum payments and salary top-up allowances
7.8 Reimbursement
7.9 Vacation leave credits and severance pay
Annex "A" - Statement of Pension Principles
**
This Appendix applies to all employees.
Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.
**
With the exception of those provisions for which the Public Service Commission (PSC) is responsible, this Appendix is part of this collective agreement.
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).
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 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 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 90 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.
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 (réinstallation) - is the authorised geographic move of a surplus employee or laid-off person from one place of duty to another place of duty, beyond what, according to local custom, is a normal commuting distance.
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 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 is declared surplus until the date of lay-off, until he is indeterminately appointed to another position, until his 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.
The PSC has endorsed those portions of this Appendix for which it has responsibility.
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.
The primary references for the subject of Work Force Adjustment are as follows:
Canada Labour Code, Part I.
Financial Administration Act, section 11.
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)
Public Service Employment Act, section 29.
Public Service Employment Regulations, sections 34, 35, 36, 37, 39 and 42.
Public Service Staff Relations Act, sections 48.1 and 49.
Public Service Superannuation Act, section 40.1.
Relocation Directive (Treasury Board Manual, Employee Services Volume, Chapter 3-1).
Travel Directive (Treasury Board Manual, Employee Services Volume, Chapter 1-1).
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.
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 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,
or
(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.
1.1.7 Deputy heads will be expected to provide a guarantee of a reasonable job offer for those employees subject to work force adjustment for whom they know or can predict employment availability in the public service.
1.1.8 Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide 90 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 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 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 qualifications, if such a position were available.
1.1.14 Departments shall provide that employee with the official notification that he has become subject to a work force adjustment and shall remind them that Appendix "S" 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 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;
or
(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.
1.1.22 For the purposes of the Relocation directive, surplus employees and laid-off persons who relocate under this Appendix shall be deemed to be employees on employer-requested relocations. The general rule on minimum distances for relocation applies.
1.1.23 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 shall be subject to lay-off one month after the refusal, however not before six months after the surplus declaration date.
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:
(a) the work force adjustment situation and its effect on that individual;
(b) the work force adjustment Appendix;
(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.);
(d) preparation of a curriculum vitae or resume;
(e) preparation for an interview with the PSC;
(f) the employee's rights and obligations;
(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);
(i) the likelihood that the employee will be successfully appointed;
(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);
(l) preparation for interviews with prospective employers;
(m) repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;
and
(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.
1.1.37 Severance pay and other benefits flowing from other clauses in this collective agreement are separate from, and in addition to, those in this Appendix.
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.
1.2.1 It is the responsibility of the Treasury Board Secretariat to:
(a) investigate and seek to resolve situations referred by the PSC or other parties,
and
(b) consider departmental requests for retraining resources.
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 representative, advise the deputy head, the employee, and his 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 home department and a representative of PIPSC, when he has been referred to a department for consideration but will not be offered the position. The PSC shall include full details of why he will not be appointed to or retrained for that position.
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;
(b) seeking information about their entitlements and obligations;
(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.
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 90 days after being declared opting.
**
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.
2.2.1 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.
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 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.
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:
(a) existing vacancies,
or
(b) anticipated vacancies identified by management.
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.
**
4.1.3 Subject to the provisions of 4.1.2, the deputy head of the home department shall approve up to two years of retraining.
4.2.1 A surplus employee is eligible for retraining providing:
(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;
and
(b) there are no other available priority persons who qualify for the position.
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.
4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee.
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 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.
**
4.3.1 A laid-off person shall be eligible for retraining providing:
(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;
(c) there are no other available persons with a priority who qualify for the position;
and
(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 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 was laid-off, the employee will be salary protected in accordance with Part V.
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.
**
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 reasons in writing, if requested by the employee. Employees in receipt of this guarantee would not have access to the choice of Options below.
6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have 90 days to consider the three Options below before a decision is required of them.
6.1.3 The opting employee must choose, in writing, one of the three Options of section 6.3 of this Appendix within the 90-day window. The employee cannot change Options once having made a written choice.
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 90-day window.
6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the 90-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.
6.2.1 All departments must participate in the alternation process.
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.
6.2.5 An alternation must permanently eliminate a function or a position.
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".
6.3.1 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:
(a)
(i) Twelve-month surplus priority period in which to secure a reasonable job offer is time-limited. Should a reasonable job offer not be made within a period of twelve months, the employee will be laid off in accordance with the Public Service Employment Act. Employees who choose or are deemed to have chosen this Option are surplus employees.
**
(ii) At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the 90-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 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 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.
or
**
(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:
(i) resign from the public service but be considered to be laid-off for severance pay purposes on the date of their departure;
or
(ii) delay their departure date and go on leave without pay for a maximum period of two years, while attending the learning institution. The TSM shall be paid in one or two lump-sum amounts over a maximum two-year period. During this period, employees could continue to be public service benefit plan members and contribute both employer and employee share to the benefits plans and the Public Service Superannuation Plan. At the end of the two-year leave without pay period, unless the employee has found alternate employment in the public service, the employee will be laid off in accordance with the Public Service Employment Act.
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 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 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.
6.4.1 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 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:
(a) such jobs are in remote areas of the country,
or
(b) retraining and relocation costs are prohibitive,
or
(c) prospects of reasonable alternative local employment (whether within or outside the public service) are poor.
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.
6.4.6 The provisions of 6.4.7 shall apply in relocation of work units where public service work units:
(a) are being relocated,
and
(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,
and
(c) where the employee has opted not to relocate with the function.
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.
6.4.8 The provisions of 6.4.9 shall apply in alternative delivery initiatives:
(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;
and
(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.
The administration of the provisions of this part will be guided by the following principles:
(a) fair and reasonable treatment of employees;
(b) value for money and affordability;
and
(c) maximization of employment opportunities for employees.
**
The parties recognise:
- the union's need to represent employees during the transition process;
- the Employer's need for greater flexibility in organising the public service.
**
For Employees' Information Purposes Only
For information with respect to accrued benefits, refer to Section 11(10) of the Financial Administration Act (FAA).
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).
**
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:
(a) the program being considered for ASD,
(b) the reason for the ASD,
and
(c) 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 in deciding on whether or not to accept the job offer.
1. Commercialisation
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.
2. Creation of a new Agency
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.
3. Transfer to existing employers
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.
7.2.2 There are three types of transitional employment arrangements resulting from alternative delivery initiatives:
(a) Type 1 (Full Continuity)
Type 1 arrangements meet all of the following criteria:
(i) legislated successor rights apply. Specific conditions for successor rights applications will be determined by the labour legislation governing the new employer;
(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;
(iii) 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;
(iv) 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;
(v) transitional employment guarantee: a two-year minimum employment guarantee with the new employer;
(vi) coverage in each of the following core benefits: health benefits, long term disability insurance (LTDI) and dental plan;
(vii) 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.
(b) Type 2 (Substantial Continuity)
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.
(c) Type 3 (Lesser Continuity)
A Type 3 arrangement is any alternative delivery initiative that does not meet the criteria applying in Type 1 and 2 transitional employment arrangements.
7.2.3 For Type 1 and Type 2 transitional employment arrangements, the offer of employment from the new employer will be deemed to constitute a reasonable job offer for purposes of this part.
7.2.4 For Type 3 transitional employment arrangements, an offer of employment from the new employer will not be deemed to constitute a reasonable job offer for purposes of this part.
7.3.1 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.
7.4.1 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.
7.5.1 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.
7.6.1 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.
7.7.1 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.
7.8.1 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.
7.9.1 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.
7.9.3 Where:
(a) the conditions set out in 7.9.2 are not met,
(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,
(c) the employment of an employee is terminated pursuant to the terms of section 7.5.1,
or
(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.
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.
|
Years of Service in the Public Service |
Transition Support Measure (TSM) |
|
0 |
10 |
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.
**
(b) Subparagraphs (i) to (v) apply to the NU Group only.
(i) For employees engaged in non-shift work, the normal work week shall be thirty-seven and one-half (37 1/2) hours and the normal work day shall be seven and one-half (7 1/2) consecutive hours, exclusive of a meal period, between the hours of 7 a.m. and 6 p.m.
(ii) When normal hours, other than those provided in subparagraph 8.02(b)(i), are in existence when this Agreement is signed, the Employer, on request, will consult with the Institute on such hours of work and in such consultation establish that such hours are required to meet the needs of the public and/or the efficient operation of the service. Where normal hours are to be changed so that they are different from those specified in paragraph 8.02(b), the Employer, except in cases of emergency, will consult in advance with the Institute on such hours of work and, in such consultation, will establish that such hours are required to meet the needs of the public and/or the efficient operation of the Service.
(iii) It is understood that consultation may be held at the local level and will be referred to the appropriate Employer and Institute levels before implementation.
(iv) Within five (5) days of notification of consultation served by either party, the Institute shall notify the Employer in writing of the representative authorized to act on behalf of the Institute for consultation purposes.
(v) When operational requirements permit, an employee shall not be scheduled to work in excess of fifty-two and one-half (52 1/2) hours without at least two (2) consecutive days of rest
**
(a)
(i) an average of thirty-seven and one-half (37 1/2) hours per week,
and
(ii) an average of five (5) days per week;
(e)
**
(i) notwithstanding subparagraph 8.09(a)(ii) and paragraph 8.09(b), upon the request of a three-quarter majority of the employees affected and with the concurrence of the Employer, hours of work may be modified provided no shift exceeds twelve (12) hours or is less than seven and one-half (7 1/2) hours;
(ii) implementation of subparagraph 8.09(e)(i) is subject to article 46, Variations in hours of work.
**
(c) It is understood by the parties that the provisions of clause 8.12 will not be applicable in respect of employees whose work week is less than thirty-seven and one-half (3 1/2) hours per week.
**
8.18 An employee who normally rotates shifts shall be scheduled to work the majority of shifts on day duty whenever possible. For purposes of verification, a period of twelve (12) complete weeks commencing with the start of a shift schedule will be used or such longer period as may be mutually agreeable with the staff concerned.
**
(a) An employee who is required to change his scheduled shift without receiving at least seventy-two (72) hours' notice in advance of the starting time of such change in the scheduled shift, shall be paid for the first (1st) shift worked on the revised schedule at the rate of time and one-half (1 1/2). Subsequent shifts worked on the revised schedule shall be paid for at the hourly rate of pay.
(b) In addition, where an employee reports for work without notice of a change in his shift schedule, the employee shall receive four (4) hours' pay at straight-time, should his service not be required.
(c) When a change in the shift schedule is required, the Employer shall make every reasonable effort to personally notify employees on leave before they return to work.
**
(a) When a full-time employee is required to attend one of the following proceedings outside a period which extends before or beyond three (3) hours his scheduled hours of work on a day during which he would be eligible for a shift premium, the employee may request that his hours of work on that day be scheduled between 7 a.m. and 6 p.m.
(i) Public Service Staff Relations Board Proceedings
Clauses 30.01, 30.02, 30.04, 30.05 and 30.06.
(ii) Contract Negotiation and Preparatory Contract Negotiation Meetings
Clauses 30.10 and 30.11.
(iii) Personnel Selection Process
Article 17.14.
(iv) To write Provincial Certification Examinations which are a requirement for the continuation of the performance of the duties of the employee's position.
(v) Training Courses which the employee is required to attend by the Employer.
(b) In no case will the employee be required to report back for work on his next scheduled work period without at least twelve (12) hours of rest; nor will the employee lose any portion of his regular pay because the employee reported for work later than the scheduled start of the shift.
(c) In every case, such request will be granted provided there is no increase in cost to the Employer.
(d) Notwithstanding paragraph (c), proceedings described in sub-paragraph 8.26(a)(v) are not subject to the condition that there be no increase in cost to the Employer.
**
(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 nine dollars fifty ($9.50), 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.
This reimbursement will be increased to ten dollars ($10) as of 1 October 2002.
**
(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 nine dollars fifty ($9.50) 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.
This reimbursement will be increased to ten dollars ($10) as of 1 October 2002.
**
(a) Subject to operational requirements of the service and except in case of emergency, the Employer shall make every reasonable effort to allocate overtime work on an equitable basis among readily available employees who are deemed qualified by the Employer.
(b) Provided provisions of paragraph 9.07(a) are met, the Employer endeavours to allocate overtime first to those employees who have indicated a willingness to work overtime.
**
(a) Compensation for work on a designated paid holiday will be in accordance with Article 9, Overtime.
(b) Entitlement
On a designated paid holiday, an employee shall be entitled, in addition to the pay he would have been granted had he not worked on the holiday:
(i)
(A) one and one-half (1/2) times his hourly rate of pay for the first seven and one-half (7 1/2) hours worked;
and
(B) two (2) times his hourly rate of pay for hours worked in excess of seven and one-half (7 1/2) hours;
or
(ii) when an employee works on a holiday following a day of rest on which the employee also worked and received overtime in accordance with subparagraph 9.01(a)(ii), two (2) times his hourly rate of pay for all time worked.
(c) Compensation
The entitlement earned according to 12.05(b) shall be compensated:
(i)
(A) in cash;
or
(B) upon request and with the approval of the Employer, in the form of compensatory leave with pay. Compensatory leave earned in a fiscal year and outstanding on 30 September of the next following fiscal year shall be paid at the employee's daily rate of pay on 30 September;
or
(C) upon request and with the approval of the Employer, a combination of cash and a lieu day, as follows:
(I) leave with pay (straight-time rate of pay) to be taken at a later date comprising;
a day (7 1/2 hours) in lieu of the holiday;
(II) plus, if the employee's normal scheduled daily hours are greater than seven and one-half (7 1/2) hours, the number of hours equal to the difference between the employee's normal scheduled daily hours and seven and one-half (7 1/2) hours;
and
(III) payment in cash for the entitlement not already compensated under 12.05(c)(i)(C)(I).
(ii) Subject to operational requirements and adequate advance notice, the Employer shall grant leave with pay mentioned in 12.05(c)(i)(C) at such times as the employee may request.
(iii) When in a fiscal year an employee has not been granted all of his leave with pay mentioned in 12.05(c)(i)(C) as requested by him such leave shall be carried over for one (1) year at the employee's request.
(iv) In the absence of such request, unused leave with pay shall be paid off at the employee's straight-time rate of pay in effect when the leave with pay was earned.
**
12.07 Subject to operational requirements, when an employee works both Christmas Day and Boxing Day of the same year, the Employer will endeavour not to schedule the employee for the same days in the following year, provided there is no additional cost to the Employer and unless otherwise requested by the employee.
**
(a) An employee who is required to travel outside his 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 one (1) day off with pay. The employee shall be credited with one additional day off for each additional twenty (20) nights that the employee is away from his 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 the article 9.04.
(d) The provisions of this clause do not apply when the employee travels in connection with courses, training sessions, professional conferences and seminars.
**
(a) one decimal sixty-seven (1.67) days until the month in which the employee's sixteen (16th) anniversary of service occurs;
**
(d) one decimal eighty-four (1.84) days commencing with the month in which the employee's sixteenth (16th) anniversary of service occurs;
**
(g) two decimal twenty-five (2.25) days per month commencing with the month in which the employee's twenty-seventh (27th) anniversary of service occurs.
**
(h) two decimal five (2.5) days per month commencing with the month in which the employee's twenty-eighth (28th) anniversary of service occurs.
**
The Employer shall give an employee as much notice as is practicable and reasonable of approval, denial or cancellation of a request for vacation or furlough leave. In the case of denial, alteration or cancellation of such leave, the Employer shall give the written reason thereof, upon written request from the employee.
**
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 spouse resident with the employee), child (including child of common-law spouse), grandchild, grandparent, stepchild or ward of the employee, father-in-law, mother-in-law, and any other relative permanently residing in the employee's household or with whom the employee permanently resides.
(a) When a member of the employee's immediate family dies, an employee:
**
(i) shall be entitled to a bereavement period of five (5) consecutive calendar days which must include the day of the funeral. During such period the employee shall be paid for those days which are not regularly scheduled days of rest;
(ii) in addition, the employee may be granted up to three (3) days' leave with pay for the purpose of travel related to the death.
**
(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.
***
If, on the date of signature of the Memorandum of Agreement modifying the provisions of clause 17.04, an employee is currently on maternity leave without pay or has requested a period of maternity leave but has not commenced the leave, she shall upon request be entitled to the provisions of this clause. Any application must be received before the termination date of the leave period originally requested.
(a)
(iii)
***
(B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of the maternity allowance;
***
(C) should she fail to return to work in accordance with section (A), or should she return to work but fail to work for the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows:
|
(allowance received) |
X |
(remaining period to be worked |
|
[total period to be worked |
however, an employee whose specified period of employment expired and who is rehired by the same department within a period of five (5) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B).
***
(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).
***
If, on the date of signature of the Memorandum of Agreement modifying the provisions of clauses 17.06 and 17.07, an employee is currently on parental leave without pay or has requested a period of such leave without pay but has not commenced the leave, he shall upon request be entitled to the provisions of these clauses. Any application must be received before the termination date of the leave period originally requested.
***
(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 spouse), 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.
***
(f) Parental leave without pay taken by a couple employed in the Public Service shall not exceed a total of thirty-seven (37) weeks for both individuals combined. For the purpose of this paragraph, Public Service means any portion of the Public Service of Canada specified in Part I of Schedule I of the Public Service Staff Relations Act.
(a)
(iii)
***
(B) following his 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 fail to return to work in accordance with section (A) or should he 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 will be indebted to the Employer for an amount determined as follows:
|
(allowance received) |
X |
(remaining period to be worked |
|
[total period to be worked |
however, an employee whose specified period of employment expired and who is rehired by the same department within a period of five (5) days or less is not indebted for the amount if his new period of employment is sufficient to meet the obligations specified in section (B).
***
(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).
**
This clause is applicable to employees who have been granted Leave Without Pay for the Care and Nurturing of Pre-School Age Children or Leave Without Pay for the Long-Term Care of a Parent on or after the date of signature of this agreement, and have proceeded on leave.
(a) An employee who, on the date of signature of this agreement, is on Leave Without Pay for the Care and Nurturing of Pre-School Age Children (clause 17.09) or on Leave Without Pay for the Long-Term Care of a Parent (clause 17.13) under the terms of the agreement expired on 30 September 2000, 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 Care and Nurturing of Pre-School Age Children or on Leave Without Pay for the Long-Term Care of a Parent under the terms of another 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.
**
Subject to operational requirements, an employee shall be granted leave without pay for family-related needs in accordance with the following conditions:
(a) For the purpose of this clause, immediate family is defined as any relative permanently residing in the employee's household or with whom the employee permanently resides, and the employee's spouse (or common-law spouse resident with the employee), children (including foster children or children of legal or common-law spouse) or parents (including stepparents or foster parent).
(b) Subject to paragraph (a), up to five (5) years leave without pay during an employee's total period of employment in the Public Service may be granted for the personal long-term care of the employee's family. Leave granted under this paragraph shall be for a minimum period of three (3) weeks.
(c) 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.
(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.
(e) Time spent on such leave shall not be counted for pay increment purposes.
(f) Leave granted under Leave Without Pay for the Care and Nurturing of Pre-School Age Children or under Leave Without Pay for the Long-Term Care of a Parent under the terms of other 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.
**
(a) For the purpose of this clause, family is defined as any relative permanently residing in the employee's household or with whom the employee permanently resides, and the employee's spouse (or common-law spouse resident with the employee), children (including foster children and children of legal or common-law spouse) or parents (including stepparents or foster parents).
(b)
**
(i) 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 one (1) day for a medical or dental appointment when the family member is incapable of attending the appointment by himself or herself, 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;
**
(iii) two (2) day's 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;
**
(g) Notwithstanding paragraph (e), for an employee working in an institution at Correctional Service Canada where she is in direct and regular contact with offenders and for Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2 according to Health Canada's Community Workload Increase System (CWIS)) and NU-HOS of Ste-Anne de Bellevue Hospital who provide direct and regular health care to patients, if the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on Maternity Leave Without Pay or the termination date of the pregnancy, whichever comes first.
**
(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, one (1) day of leave with pay to work as a volunteer for a charitable or community organization or activity, other than for activities related to the Government of Canada Workplace Charitable Campaign;
(b) The leave will be scheduled at times convenient both to the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as the employee may request.
**
(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, one (1) day of leave with pay for reasons of a personal nature.
The leave will be scheduled at times convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as the employee may request.
**
(b) In Health Canada nursing stations and health centres, the Employer agrees the Institute can use the fax machines for the purpose stipulated in paragraph 27.02(a), subject to the same conditions.
**
29.01 The Employer acknowledges the exclusive right of the Institute to appoint Stewards and other Institute representatives from amongst the members of bargaining units for which the Institute is the certified bargaining agent.
33.01 The Employer and the Institute agree it is appropriate to resolve disputes at the level where they occur without necessarily invoking the filing of a grievance, and preferably at the lowest possible level of management with the involvement of an Institute representative. Accordingly, when disputes might arise, the manager and the Institute representative endeavour to foster open co-operation, frank exchanges of views and a quest for innovative solutions.
**
35.03 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) Travel Policy
(3) Withdrawal from Work in Imminent Danger Policy and Procedures
(4) Isolated Posts Directive
(5) Clothing Policy
(6) Living Accommodation Charges Policy
(7) First Aid to the General Public - Allowance for employees
(8) Memorandum of Understanding on the Definition of the Word "Spouse"
(9) Relocation Policy
(10) Commuting Assistance Policy
(11) Bilingualism Bonus Policy
(12) Boilers and Pressure Vessels
(13) Hazardous Substances
(14) Electrical
(15) Elevating Confined Spaces
(16) First Aid
(17) Hand Tools and Portable Power Tools
(18) Hazardous Confined Spaces
(19) Machine Guarding
(20) Materials Handling
(21) Motor Vehicle Operations
(22) Noise Control and Hearing Conservation
(23) Personal Protective Equipment
(24) Pesticide Devices
(25) Elevated Work Structures
(26) Use and Occupancy of Buildings
(27) Sanitation
(28) Public Service Health Care Plan.
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 34.01 of the Article on grievance procedure in this Collective Agreement.
**
36.02 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, professional responsibilities and standards, quality of client services and workload. Consultation may be at the local, regional or national level as determined by the parties.
**
39.07 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 according to paragraph 9.01(b) for all hours worked on the holiday.
**
(c) when the entitlement is one decimal eighty-four (1.84) days a month, .367 multiplied by the number of hours in the employee's workweek per month;
**
(f) when the entitlement is two decimal twenty-five (2.25) days a month, .450 multiplied by the number of hours in the employee's workweek per month;
**
(g) when the entitlement is two decimal five (2.5) days a month, .500 multiplied by the number of hours in the employee's workweek per month;
**
40.04 Upon written request of an employee, all the personnel files of that employee shall be made available once per year for his examination in the presence of an authorized representative of the Employer.
**
42.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement.
**
43.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with discrimination. The selection of the mediator will be by mutual agreement.
**
44.03 The payment of the allowance for the Penological Factor is determined by the following formula:
|
Penological Factor (X) Effective Date of Signing: |
|||||||||
|
Degree of |
Maximum |
Medium |
Minimum |
||||||
|
Continual |
100% |
X |
($1,900) |
50% |
X |
($950) |
30% |
X |
($570) |
|
Frequent |
50% |
X |
($950) |
30% |
X |
($570) |
20% |
X |
($380) |
|
Limited |
30% |
X |
($570) |
20% |
X |
($380) |
10% |
X |
($190) |
|
Effective 1 October 2002: |
|||||||||
|
Degree of |
Maximum |
Medium |
Minimum |
||||||
|
Continual |
100% |
X |
($2,000) |
50% |
X |
($1,000) |
30% |
X |
($600) |
|
Frequent |
50% |
X |
($1,000) |
30% |
X |
($600) |
20% |
X |
($400) |
|
Limited |
30% |
X |
($600) |
20% |
X |
($400) |
10% |
X |
($200) |
**
The value of "X" is set at one thousand and nine hundred dollars ($1,900) per annum. This allowance shall be paid on the same basis as that for the employee's regular pay.
The value of "X" is set at two thousand dollars ($2,000) per annum. This allowance shall be paid on the same basis as that for the employee's regular pay.
**
Should there be an error made in pay calculations resulting in an overpayment, the employee shall be notified beforehand in writing of the requirement for repayment to the employer and the intended repayment schedule. The employer will discuss the proposed schedule with the employee prior to putting it into effect.
**
47.01 An employee on shift work shall receive a shift premium of one dollar and seventy-five cents ($1.75) per hour for all hours worked between 1600 and 0800 hours. The shift premium will not be paid for hours worked between 0800 and 1600 hours.
As of 1 October 2002 the premium will be increased to two dollars ($2.00).
**
(a) Employees shall receive an additional premium of one dollar and seventy-five cents ($1.75) per hour for work on a Saturday and/or Sunday for hours worked as stipulated in (b) below.
As of 1 October 2002 the premium will be increased to two dollars ($2.00).
(b) Weekend premiums shall be payable in respect of all regularly scheduled hours at straight-time rates worked on Saturday and/or Sunday.
**
50.01 The duration of this Collective Agreement shall be from the date it is signed to 30 September 2003.
|
DE-1 |
||||||||
|
From: |
$ |
57591 |
60399 |
63206 |
66008 |
68815 |
71617 |
|
|
To: |
X |
57591 |
60399 |
63206 |
66008 |
68815 |
71617 |
74482 |
|
A |
59434 |
62332 |
65229 |
68120 |
71017 |
73909 |
76865 |
|
|
B |
61098 |
64077 |
67055 |
70027 |
73005 |
75978 |
79017 |
|
|
C |
62625 |
65679 |
68731 |
71778 |
74830 |
77877 |
80992 |
|
|
DE-2 |
||||||||
|
From: |
$ |
62537 |
65586 |
68641 |
71685 |
74735 |
77787 |
|
|
To: |
X |
62537 |
65586 |
68641 |
71685 |
74735 |
77787 |
80898 |
|
A |
64538 |
67685 |
70838 |
73979 |
77127 |
80276 |
83487 |
|
|
B |
66345 |
69580 |
72821 |
76050 |
79287 |
82524 |
85825 |
|
|
C |
68004 |
71320 |
74642 |
77951 |
81269 |
84587 |
87971 |
|
|
DE-3 |
||||||||
|
From: |
$ |
68032 |
71356 |
74676 |
78001 |
81323 |
84645 |
|
|
To: |
X |
68032 |
71356 |
74676 |
78001 |
81323 |
84645 |
88031 |
|
A |
70209 |
73639 |
77066 |
80497 |
83925 |
87354 |
90848 |
|
|
B |
72175 |
75701 |
79224 |
82751 |
86275 |
89800 |
93392 |
|
|
C |
73979 |
77594 |
81205 |
84820 |
88432 |
92045 |
95727 |
|
1. The pay increment period for employees at the DE levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment for an employee appointed on or after 14 May 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 the application of the date mentioned above, remains unchanged.
3. All employees at the DE levels 1 to 3 for whom a restructuring is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's former rate of pay at the X range shown in Appendix "A".
4. Employees at the DE levels 1 to 3 who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2000 will move to the new maximum rate of pay effective 1 October 2000.
5. All employees being paid at the DE levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
MEDICAL OFFICER SUB-GROUP |
||||||
|
MD-MOF-1 |
||||||
|
From: |
$ |
58187 |
61281 |
64372 |
67467 |
70560 |
|
To: |
A |
60049 |
63242 |
66432 |
69626 |
72818 |
|
B |
61730 |
65013 |
68292 |
71576 |
74857 |
|
|
C |
63273 |
66638 |
69999 |
73365 |
76728 |
|
|
From: |
$ |
73653 |
76747 |
79841 |
82933 |
|
|
To: |
A |
76010 |
79203 |
82396 |
85587 |
|
|
B |
78138 |
81421 |
84703 |
87983 |
||
|
C |
80091 |
83457 |
86821 |
90183 |
||
|
MD-MOF-2 |
||||||
|
From: |
$ |
75043 |
78265 |
81485 |
84708 |
87929 |
|
To: |
A |
77444 |
80769 |
84093 |
87419 |
90743 |
|
B |
79612 |
83031 |
86448 |
89867 |
93284 |
|
|
C |
81602 |
85107 |
88609 |
92114 |
95616 |
|
|
From: |
$ |
91272 |
94479 |
|||
|
To: |
A |
94193 |
97502 |
|||
|
B |
96830 |
100232 |
||||
|
C |
99251 |
102738 |
||||
|
MD-MOF-3 |
||||||
|
From: |
$ |
86571 |
90308 |
94047 |
97622 |
101050 |
|
To: |
A |
89341 |
93198 |
97057 |
100746 |
104284 |
|
B |
91843 |
95808 |
99775 |
103567 |
107204 |
|
|
C |
94139 |
98203 |
102269 |
106156 |
109884 |
|
|
MD-MOF-4 |
||||||
|
From: |
$ |
91522 |
95388 |
99255 |
103027 |
106647 |
|
To: |
A |
94451 |
98440 |
102431 |
106324 |
110060 |
|
B |
97096 |
101196 |
105299 |
109301 |
113142 |
|
|
C |
99523 |
103726 |
107931 |
112034 |
115971 |
|
|
MEDICAL SPECIALIST SUB-GROUP |
||||||
|
MD-MSP-1 |
||||||
|
From: |
$ |
90450 |
93868 |
97286 |
101177 |
|
|
To: |
A |
93344 |
96872 |
100399 |
104415 |
|
|
B |
95958 |
99584 |
103210 |
107339 |
||
|
C |
98357 |
102074 |
105790 |
110022 |
||
|
MD-MSP-2 |
||||||
|
From: |
$ |
96556 |
100012 |
103466 |
107397 |
|
|
To: |
A |
99646 |
103212 |
106777 |
110834 |
|
|
B |
102436 |
106102 |
109767 |
113937 |
||
|
C |
104997 |
108755 |
112511 |
116785 |
||
1. The pay increment period for employees at the MD-MOF levels 1 to 4 and at the MD-MSP levels 1 to 2 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment for an employee appointed on or after 9 April 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 the application of the date mentioned above, remains unchanged.
3. All employees being paid in the MD-MOF levels 1 to 4 and at the MD-MSP levels 1 to 2 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
SUBGROUP: DIETITIAN |
||||||
|
ND-DIT-1 |
||||||
|
From: |
$ |
47802 |
49008 |
50287 |
51582 |
52877 |
|
To: |
A |
49332 |
50576 |
51896 |
53233 |
54569 |
|
B |
50713 |
51992 |
53349 |
54724 |
56097 |
|
|
C |
51981 |
53292 |
54683 |
56092 |
57499 |
|
|
From: |
$ |
54232 |
55640 |
57051 |
||
|
To: |
A |
55967 |
57420 |
58877 |
||
|
B |
57534 |
59028 |
60526 |
|||
|
C |
58972 |
60504 |
62039 |
|||
|
ND-DIT-2 |
||||||
|
From: |
$ |
53635 |
55069 |
56511 |
58158 |
59727 |
|
To: |
A |
55351 |
56831 |
58319 |
60019 |
61638 |
|
B |
56901 |
58422 |
59952 |
61700 |
63364 |
|
|
C |
58324 |
59883 |
61451 |
63243 |
64948 |
|
|
From: |
$ |
61295 |
||||
|
To: |
A |
63256 |
||||
|
B |
65027 |
|||||
|
C |
66653 |
|||||
|
ND-DIT-3 |
||||||
|
From: |
$ |
57690 |
59240 |
60940 |
62620 |
64369 |
|
To: |
A |
59536 |
61136 |
62890 |
64624 |
66429 |
|
B |
61203 |
62848 |
64651 |
66433 |
68289 |
|
|
C |
62733 |
64419 |
66267 |
68094 |
69996 |
|
|
From: |
$ |
66118 |
||||
|
To: |
A |
68234 |
||||
|
B |
70145 |
|||||
|
C |
71899 |
|||||
|
ND-DIT-4 |
||||||
|
From: |
$ |
66072 |
67889 |
69713 |
71532 |
73352 |
|
To: |
A |
68186 |
70061 |
71944 |
73821 |
75699 |
|
B |
70095 |
72023 |
73958 |
75888 |
77819 |
|
|
C |
71847 |
73824 |
75807 |
77785 |
79764 |
|
|
From: |
$ |
75172 |
||||
|
To: |
A |
77578 |
||||
|
B |
79750 |
|||||
|
C |
81744 |
|||||
|
SUBGROUP: ADVISORY |
||||||
|
ND-ADV-1 |
||||||
|
From: |
$ |
49607 |
51138 |
52816 |
54478 |
56206 |
|
To: |
A |
51194 |
52774 |
54506 |
56221 |
58005 |
|
B |
52627 |
54252 |
56032 |
57795 |
59629 |
|
|
C |
53943 |
55608 |
57433 |
59240 |
61120 |
|
|
From: |
$ |
57935 |
||||
|
To: |
A |
59789 |
||||
|
B |
61463 |
|||||
|
C |
63000 |
|||||
|
ND-ADV-2 |
||||||
|
From: |
$ |
56037 |
58001 |
59960 |
61923 |
63976 |
|
To: |
A |
57830 |
59857 |
61879 |
63905 |
66023 |
|
B |
59449 |
61533 |
63612 |
65694 |
67872 |
|
|
C |
60935 |
63071 |
65202 |
67336 |
69569 |
|
|
From: |
$ |
66029 |
||||
|
To: |
A |
68142 |
||||
|
B |
70050 |
|||||
|
C |
71801 |
|||||
|
ND-ADV-3 |
||||||
|
From: |
$ |
62599 |
64973 |
67348 |
69713 |
72079 |
|
To: |
A |
64602 |
67052 |
69503 |
71944 |
74386 |
|
B |
66411 |
68929 |
71449 |
73958 |
76469 |
|
|
C |
68071 |
70652 |
73235 |
75807 |
78381 |
|
|
From: |
$ |
74019 |
75961 |
|||
|
To: |
A |
76388 |
78392 |
|||
|
B |
78527 |
80587 |
||||
|
C |
80490 |
82602 |
||||
|
SUBGROUP: HOME ECONOMIST |
||||||
|
ND-HME-1 |
||||||
|
From: |
$ |
49828 |
51099 |
52380 |
53716 |
55104 |
|
To: |
A |
51422 |
52734 |
54056 |
55435 |
56867 |
|
B |
52862 |
54211 |
55570 |
56987 |
58459 |
|
|
C |
54184 |
55566 |
56959 |
58412 |
59920 |
|
|
From: |
$ |
56494 |
||||
|
To: |
A |
58302 |
||||
|
B |
59934 |
|||||
|
C |
61432 |
|||||
|
ND-HME-2 |
||||||
|
From: |
$ |
53132 |
54609 |
56099 |
57589 |
59132 |
|
To: |
A |
54832 |
56356 |
57894 |
59432 |
61024 |
|
B |
56367 |
57934 |
59515 |
61096 |
62733 |
|
|
C |
57776 |
59382 |
61003 |
62623 |
64301 |
|
|
From: |
$ |
60634 |
62135 |
|||
|
To: |
A |
62574 |
64123 |
|||
|
B |
64326 |
65918 |
||||
|
C |
65934 |
67566 |
||||
|
ND-HME-3 |
||||||
|
From: |
$ |
58075 |
59713 |
61341 |
63044 |
64807 |
|
To: |
A |
59933 |
61624 |
63304 |
65061 |
66881 |
|
B |
61611 |
63349 |
65077 |
66883 |
68754 |
|
|
C |
63151 |
64933 |
66704 |
68555 |
70473 |
|
|
From: |
$ |
66491 |
68175 |
|||
|
To: |
A |
68619 |
70357 |
|||
|
B |
70540 |
72327 |
||||
|
C |
72304 |
74135 |
||||
|
ND-HME-4 |
||||||
|
From: |
$ |
65400 |
67449 |
69489 |
71525 |
73640 |
|
To: |
A |
67493 |
69607 |
71713 |
73814 |
75996 |
|
B |
69383 |
71556 |
73721 |
75881 |
78124 |
|
|
C |
71118 |
73345 |
75564 |
77778 |
80077 |
|
|
From: |
$ |
75753 |
||||
|
To: |
A |
78177 |
||||
|
B |
80366 |
|||||
|
C |
82375 |
|||||
1. The pay increment period for employees at the ND-DIT levels 1 to 4, ND-ADV levels 1 to 3 and ND-HME levels 1 to 4 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees being paid in the ND-DIT levels 1 to 4, ND-ADV levels 1 to 3 and ND-HME level 1 to 4 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
4.
(a) The rate of pay on initial appointment shall be no less than:
Subparagraphs (i), (ii), (iii) and (iv) apply to ND-ADV-1, ND-DIT-1, and ND-HME-2 only.
(i) the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
(ii) the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
(iii) the third rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
(iv) the fourth rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
Subparagraph (v) applies to ND-ADV-1, ND-DIT-1 and ND-HME-2 only.
(v) the fifth rate of the salary scale for persons with four (4) years, but less than five (5) years of recent and relevant experience;
Subparagraph (vi) applies to ND-DIT-1 and ND-HME-2 only.
(vi) the sixth rate of the salary scale for persons with five (5) years, but less than six (6) years of recent and relevant experience;
Subparagraph (vii) applies to ND-DIT-1 only.
(vii) the seventh rate of the salary scale for persons with six (6) years, but less than seven (7) years of recent and relevant experience.
|
REGION: ATLANTIC |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45044 |
46185 |
47323 |
48465 |
49639 |
|
To: |
A |
46485 |
47663 |
48837 |
50016 |
51227 |
|
B |
47787 |
48998 |
50204 |
51416 |
52661 |
|
|
C |
48982 |
50223 |
51459 |
52701 |
53978 |
|
|
OP-2 |
||||||
|
From: |
$ |
46302 |
47542 |
48778 |
50021 |
51249 |
|
To: |
A |
47784 |
49063 |
50339 |
51622 |
52889 |
|
B |
49122 |
50437 |
51748 |
53067 |
54370 |
|
|
C |
50350 |
51698 |
53042 |
54394 |
55729 |
|
|
From: |
$ |
52537 |
||||
|
To: |
A |
54218 |
||||
|
B |
55736 |
|||||
|
C |
57129 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
48889 |
50235 |
51574 |
52919 |
54257 |
|
To: |
A |
50453 |
51843 |
53224 |
54612 |
55993 |
|
B |
51866 |
53295 |
54714 |
56141 |
57561 |
|
|
C |
53163 |
54627 |
56082 |
57545 |
59000 |
|
|
From: |
$ |
55650 |
||||
|
To: |
A |
57431 |
||||
|
B |
59039 |
|||||
|
C |
60515 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
51719 |
53182 |
54637 |
56094 |
57551 |
|
To: |
A |
53374 |
54884 |
56385 |
57889 |
59393 |
|
B |
54868 |
56421 |
57964 |
59510 |
61056 |
|
|
C |
56240 |
57832 |
59413 |
60998 |
62582 |
|
|
From: |
$ |
59064 |
||||
|
To: |
A |
60954 |
||||
|
B |
62661 |
|||||
|
C |
64228 |
|||||
|
REGION: QUEBEC |
||||||
|
OP-1 |
||||||
|
From: |
$ |
51107 |
52541 |
53971 |
55404 |
56835 |
|
To: |
A |
52742 |
54222 |
55698 |
57177 |
58654 |
|
B |
54219 |
55740 |
57258 |
58778 |
60296 |
|
|
C |
55574 |
57134 |
58689 |
60247 |
61803 |
|
|
From: |
$ |
58312 |
59792 |
61270 |
62745 |
64226 |
|
To: |
A |
60178 |
61705 |
63231 |
64753 |
66281 |
|
B |
61863 |
63433 |
65001 |
66566 |
68137 |
|
|
C |
63410 |
65019 |
66626 |
68230 |
69840 |
|
|
OP-2 |
||||||
|
From: |
$ |
54118 |
55679 |
57235 |
58789 |
60345 |
|
To: |
A |
55850 |
57461 |
59067 |
60670 |
62276 |
|
B |
57414 |
59070 |
60721 |
62369 |
64020 |
|
|
C |
58849 |
60547 |
62239 |
63928 |
65621 |
|
|
From: |
$ |
61959 |
63572 |
65189 |
66801 |
68418 |
|
To: |
A |
63942 |
65606 |
67275 |
68939 |
70607 |
|
B |
65732 |
67443 |
69159 |
70869 |
72584 |
|
|
C |
67375 |
69129 |
70888 |
72641 |
74399 |
|
|
OP-3 |
||||||
|
From: |
$ |
57364 |
59062 |
60747 |
62432 |
64122 |
|
To: |
A |
59200 |
60952 |
62691 |
64430 |
66174 |
|
B |
60858 |
62659 |
64446 |
66234 |
68027 |
|
|
C |
62379 |
64225 |
66057 |
67890 |
69728 |
|
|
From: |
$ |
65870 |
67620 |
69365 |
71112 |
72862 |
|
To: |
A |
67978 |
69784 |
71585 |
73388 |
75194 |
|
B |
69881 |
71738 |
73589 |
75443 |
77299 |
|
|
C |
71628 |
73531 |
75429 |
77329 |
79231 |
|
|
OP-4 |
||||||
|
From: |
$ |
60936 |
62763 |
64599 |
66429 |
68261 |
|
To: |
A |
62886 |
64771 |
66666 |
68555 |
70445 |
|
B |
64647 |
66585 |
68533 |
70475 |
72417 |
|
|
C |
66263 |
68250 |
70246 |
72237 |
74227 |
|
|
From: |
$ |
70164 |
72065 |
73967 |
75872 |
77772 |
|
To: |
A |
72409 |
74371 |
76334 |
78300 |
80261 |
|
B |
74436 |
76453 |
78471 |
80492 |
82508 |
|
|
C |
76297 |
78364 |
80433 |
82504 |
84571 |
|
|
REGION: ONTARIO, YUKON AND NORTHWEST TERRITORIES |
||||||
|
OP-1 |
||||||
|
From: |
$ |
48389 |
49713 |
51031 |
52359 |
53679 |
|
To: |
A |
49937 |
51304 |
52664 |
54034 |
55397 |
|
B |
51335 |
52741 |
54139 |
55547 |
56948 |
|
|
C |
52618 |
54060 |
55492 |
56936 |
58372 |
|
|
From: |
$ |
55040 |
56404 |
|||
|
To: |
A |
56801 |
58209 |
|||
|
B |
58391 |
59839 |
||||
|
C |
59851 |
61335 |
||||
|
OP-2 |
||||||
|
From: |
$ |
51174 |
52605 |
54045 |
55480 |
56918 |
|
To: |
A |
52812 |
54288 |
55774 |
57255 |
58739 |
|
B |
54291 |
55808 |
57336 |
58858 |
60384 |
|
|
C |
55648 |
57203 |
58769 |
60329 |
61894 |
|
|
From: |
$ |
58406 |
59893 |
|||
|
To: |
A |
60275 |
61810 |
|||
|
B |
61963 |
63541 |
||||
|
C |
63512 |
65130 |
||||
|
OP-3 |
||||||
|
From: |
$ |
54171 |
55734 |
57283 |
58843 |
60399 |
|
To: |
A |
55904 |
57517 |
59116 |
60726 |
62332 |
|
B |
57469 |
59127 |
60771 |
62426 |
64077 |
|
|
C |
58906 |
60605 |
62290 |
63987 |
65679 |
|
|
From: |
$ |
62013 |
63628 |
|||
|
To: |
A |
63997 |
65664 |
|||
|
B |
65789 |
67503 |
||||
|
C |
67434 |
69191 |
||||
|
OP-4 |
||||||
|
From: |
$ |
57461 |
59151 |
60839 |
62530 |
64226 |
|
To: |
A |
59300 |
61044 |
62786 |
64531 |
66281 |
|
B |
60960 |
62753 |
64544 |
66338 |
68137 |
|
|
C |
62484 |
64322 |
66158 |
67996 |
69840 |
|
|
From: |
$ |
65977 |
67773 |
|||
|
To: |
A |
68088 |
69942 |
|||
|
B |
69994 |
71900 |
||||
|
C |
71744 |
73698 |
||||
|
REGION: MANITOBA |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45072 |
46257 |
47440 |
48631 |
49821 |
|
To: |
A |
46514 |
47737 |
48958 |
50187 |
51415 |
|
B |
47816 |
49074 |
50329 |
51592 |
52855 |
|
|
C |
49011 |
50301 |
51587 |
52882 |
54176 |
|
|
From: |
$ |
51041 |
52094 |
|||
|
To: |
A |
52674 |
53761 |
|||
|
B |
54149 |
55266 |
||||
|
C |
55503 |
56648 |
||||
|
OP-2 |
||||||
|
From: |
$ |
47569 |
48861 |
50146 |
51437 |
52727 |
|
To: |
A |
49091 |
50425 |
51751 |
53083 |
54414 |
|
B |
50466 |
51837 |
53200 |
54569 |
55938 |
|
|
C |
51728 |
53133 |
54530 |
55933 |
57336 |
|
|
From: |
$ |
54062 |
||||
|
To: |
A |
55792 |
||||
|
B |
57354 |
|||||
|
C |
58788 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
50263 |
51663 |
53060 |
54458 |
55853 |
|
To: |
A |
51871 |
53316 |
54758 |
56201 |
57640 |
|
B |
53323 |
54809 |
56291 |
57775 |
59254 |
|
|
C |
54656 |
56179 |
57698 |
59219 |
60735 |
|
|
From: |
$ |
57310 |
||||
|
To: |
A |
59144 |
||||
|
B |
60800 |
|||||
|
C |
62320 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
53216 |
54731 |
56249 |
57764 |
59290 |
|
To: |
A |
54919 |
56482 |
58049 |
59612 |
61187 |
|
B |
56457 |
58063 |
59674 |
61281 |
62900 |
|
|
C |
57868 |
59515 |
61166 |
62813 |
64473 |
|
|
From: |
$ |
60865 |
||||
|
To: |
A |
62813 |
||||
|
B |
64572 |
|||||
|
C |
66186 |
|||||
|
REGION: SASKATCHEWAN |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45072 |
46257 |
47440 |
48631 |
49821 |
|
To: |
A |
46514 |
47737 |
48958 |
50187 |
51415 |
|
B |
47816 |
49074 |
50329 |
51592 |
52855 |
|
|
C |
49011 |
50301 |
51587 |
52882 |
54176 |
|
|
From: |
$ |
51041 |
52261 |
|||
|
To: |
A |
52674 |
53933 |
|||
|
B |
54149 |
55443 |
||||
|
C |
55503 |
56829 |
||||
|
OP-2 |
||||||
|
From: |
$ |
47569 |
48861 |
50146 |
51437 |
52727 |
|
To: |
A |
49091 |
50425 |
51751 |
53083 |
54414 |
|
B |
50466 |
51837 |
53200 |
54569 |
55938 |
|
|
C |
51728 |
53133 |
54530 |
55933 |
57336 |
|
|
From: |
$ |
54062 |
55209 |
|||
|
To: |
A |
55792 |
56976 |
|||
|
B |
57354 |
58571 |
||||
|
C |
58788 |
60035 |
||||
|
OP-3 |
||||||
|
From: |
$ |
50263 |
51663 |
53060 |
54458 |
55853 |
|
To: |
A |
51871 |
53316 |
54758 |
56201 |
57640 |
|
B |
53323 |
54809 |
56291 |
57775 |
59254 |
|
|
C |
54656 |
56179 |
57698 |
59219 |
60735 |
|
|
From: |
$ |
57310 |
58763 |
|||
|
To: |
A |
59144 |
60643 |
|||
|
B |
60800 |
62341 |
||||
|
C |
62320 |
63900 |
||||
|
OP-4 |
||||||
|
From: |
$ |
53216 |
54731 |
56249 |
57764 |
59290 |
|
To: |
A |
54919 |
56482 |
58049 |
59612 |
61187 |
|
B |
56457 |
58063 |
59674 |
61281 |
62900 |
|
|
C |
57868 |
59515 |
61166 |
62813 |
64473 |
|
|
From: |
$ |
60865 |
62441 |
|||
|
To: |
A |
62813 |
64439 |
|||
|
B |
64572 |
66243 |
||||
|
C |
66186 |
67899 |
||||
|
REGION: ALBERTA |
||||||
|
OP-1 |
||||||
|
From: |
$ |
45608 |
46870 |
48129 |
49395 |
50651 |
|
To: |
A |
47067 |
48370 |
49669 |
50976 |
52272 |
|
B |
48385 |
49724 |
51060 |
52403 |
53736 |
|
|
C |
49595 |
50967 |
52337 |
53713 |
55079 |
|
|
From: |
$ |
51911 |
53214 |
|||
|
To: |
A |
53572 |
54917 |
|||
|
B |
55072 |
56455 |
||||
|
C |
56449 |
57866 |
||||
|
OP-2 |
||||||
|
From: |
$ |
49524 |
50900 |
52263 |
53632 |
55000 |
|
To: |
A |
51109 |
52529 |
53935 |
55348 |
56760 |
|
B |
52540 |
54000 |
55445 |
56898 |
58349 |
|
|
C |
53854 |
55350 |
56831 |
58320 |
59808 |
|
|
From: |
$ |
56423 |
||||
|
To: |
A |
58229 |
||||
|
B |
59859 |
|||||
|
C |
61355 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
52384 |
53870 |
55354 |
56837 |
58321 |
|
To: |
A |
54060 |
55594 |
57125 |
58656 |
60187 |
|
B |
55574 |
57151 |
58725 |
60298 |
61872 |
|
|
C |
56963 |
58580 |
60193 |
61805 |
63419 |
|
|
From: |
$ |
59864 |
||||
|
To: |
A |
61780 |
||||
|
B |
63510 |
|||||
|
C |
65098 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
55519 |
57131 |
58745 |
60353 |
61969 |
|
To: |
A |
57296 |
58959 |
60625 |
62284 |
63952 |
|
B |
58900 |
60610 |
62323 |
64028 |
65743 |
|
|
C |
60373 |
62125 |
63881 |
65629 |
67387 |
|
|
From: |
$ |
63642 |
||||
|
To: |
A |
65679 |
||||
|
B |
67518 |
|||||
|
C |
69206 |
|||||
|
REGION: BRITISH COLUMBIA |
||||||
|
OP-1 |
||||||
|
From: |
$ |
53313 |
54720 |
56128 |
57580 |
|
|
To: |
A |
55019 |
56471 |
57924 |
59423 |
|
|
B |
56560 |
58052 |
59546 |
61087 |
||
|
C |
57974 |
59503 |
61035 |
62614 |
||
|
OP-2 |
||||||
|
From: |
$ |
53463 |
54990 |
56516 |
58046 |
59577 |
|
To: |
A |
55174 |
56750 |
58325 |
59903 |
61483 |
|
B |
56719 |
58339 |
59958 |
61580 |
63205 |
|
|
C |
58137 |
59797 |
61457 |
63120 |
64785 |
|
|
From: |
$ |
61158 |
||||
|
To: |
A |
63115 |
||||
|
B |
64882 |
|||||
|
C |
66504 |
|||||
|
OP-3 |
||||||
|
From: |
$ |
56651 |
58313 |
59971 |
61627 |
63286 |
|
To: |
A |
58464 |
60179 |
61890 |
63599 |
65311 |
|
B |
60101 |
61864 |
63623 |
65380 |
67140 |
|
|
C |
61604 |
63411 |
65214 |
67015 |
68819 |
|
|
From: |
$ |
65008 |
||||
|
To: |
A |
67088 |
||||
|
B |
68966 |
|||||
|
C |
70690 |
|||||
|
OP-4 |
||||||
|
From: |
$ |
60152 |
61954 |
63752 |
65554 |
67357 |
|
To: |
A |
62077 |
63937 |
65792 |
67652 |
69512 |
|
B |
63815 |
65727 |
67634 |
69546 |
71458 |
|
|
C |
65410 |
67370 |
69325 |
71285 |
73244 |
|
|
From: |
$ |
69224 |
||||
|
To: |
A |
71439 |
||||
|
B |
73439 |
|||||
|
C |
75275 |
|||||
1. The pay increment period for employees at the OP levels 1 to 4 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees being paid in the OP levels 1 to 4 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
4.
a) The rate of pay on initial appointment shall be no less than:
Subparagraphs (i), (ii), (iii), (iv) and (v) apply to OP-1 only.
(i) the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
(ii) the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
(iii) the third (3rd) rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
(iv) the fourth (4th) rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
(v) In regions, where there are more than four (4) experience increments at level OP-1, persons will be granted one (1) experience increment for each additional year of recent and relevant experience to the maximum of the level OP-1 scale of rates;
|
PH-1 |
|||||||
|
From: |
$ |
42428 |
44278 |
46135 |
47983 |
49835 |
51690 |
|
To: |
X |
49835 |
49835 |
49835 |
49835 |
49835 |
51690 |
|
A |
51430 |
53344 |
|||||
|
B |
52870 |
54838 |
|||||
|
C |
54192 |
56209 |
|||||
|
From: |
$ |
53544 |
55399 |
||||
|
To: |
X |
53544 |
55399 |
57255 |
59173 |
61155 |
63204 |
|
A |
55257 |
57172 |
59087 |
61067 |
63112 |
65227 |
|
|
B |
56804 |
58773 |
60741 |
62777 |
64879 |
67053 |
|
|
C |
58224 |
60242 |
62260 |
64346 |
66501 |
68729 |
|
|
PH-2 |
|||||||
|
From: |
$ |
52699 |
54823 |
56947 |
59066 |
61188 |
|
|
To: |
X |
59066 |
59066 |
59066 |
59066 |
61188 |
63636 |
|
A |
60956 |
63146 |
65672 |
||||
|
B |
62663 |
64914 |
67511 |
||||
|
C |
64230 |
66537 |
69199 |
||||
|
From: |
$ |
||||||
|
To: |
X |
66181 |
68994 |
||||
|
A |
68299 |
71202 |
|||||
|
B |
70211 |
73196 |
|||||
|
C |
71966 |
75026 |
|||||
|
PH-3 |
|||||||
|
From: |
$ |
57941 |
60389 |
62823 |
65257 |
67697 |
|
|
To: |
X |
65257 |
65257 |
65257 |
65257 |
67697 |
70405 |
|
A |
67345 |
69863 |
72658 |
||||
|
B |
69231 |
71819 |
74692 |
||||
|
C |
70962 |
73614 |
76559 |
||||
|
From: |
$ |
||||||
|
To: |
X |
73221 |
76150 |
||||
|
A |
75564 |
78587 |
|||||
|
B |
77680 |
80787 |
|||||
|
C |
79622 |
82807 |
|||||
1. The pay increment period for employees at the PH levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment for an employee appointed on or after 20 April 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 the application of the date mentioned above, remains unchanged.
3. All employees for whom a restructuring is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's 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.
4. Employees at the PH levels 1, 2 and 3 who have been at the maximum rate of pay for their level for more than one (1) year but less than two (2) years on 1 October 2000 will move to the next first new increment of the new scale.
5. Employees at the PH levels 1, 2 and 3 who have been at the maximum rate of pay for their level for more than two (2) years but less than three (3) years on 1 October 2000 will move to the second (2nd) new increment of the new scale.
6. Employees at the PH levels 1, 2 and 3 who have been at the maximum rate of pay for their level for more than three (3) years but less than four (4) years on 1 October 2000 will move to the third (3rd) new increment of the new scale.
7. Employees at the PH level 1 who have been at the maximum rate of pay for their level for more than four (4) years on 1 October 2000 will move to the fourth (4th) new increment of the new scale.
8. All employees being paid in the PH levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
PS-1 |
||||||
|
From: |
$ |
33686 |
35222 |
36765 |
38301 |
39843 |
|
To: |
A |
34764 |
36349 |
37941 |
39527 |
41118 |
|
B |
35737 |
37367 |
39003 |
40634 |
42269 |
|
|
C |
36630 |
38301 |
39978 |
41650 |
43326 |
|
|
From: |
$ |
41382 |
42923 |
44467 |
||
|
To: |
A |
42706 |
44297 |
45890 |
||
|
B |
43902 |
45537 |
47175 |
|||
|
C |
45000 |
46675 |
48354 |
|||
|
PS-2 |
||||||
|
From: |
$ |
43496 |
45422 |
47345 |
49274 |
51197 |
|
To: |
A |
44888 |
46876 |
48860 |
50851 |
52835 |
|
B |
46145 |
48189 |
50228 |
52275 |
54314 |
|
|
C |
47299 |
49394 |
51484 |
53582 |
55672 |
|
|
From: |
$ |
53126 |
55051 |
|||
|
To: |
A |
54826 |
56813 |
|||
|
B |
56361 |
58404 |
||||
|
C |
57770 |
59864 |
||||
|
PS-3 |
||||||
|
From: |
$ |
51129 |
53339 |
55547 |
57753 |
59967 |
|
To: |
A |
52765 |
55046 |
57325 |
59601 |
61886 |
|
B |
54242 |
56587 |
58930 |
61270 |
63619 |
|
|
C |
55598 |
58002 |
60403 |
62802 |
65209 |
|
|
From: |
$ |
62185 |
||||
|
To: |
A |
64175 |
||||
|
B |
65972 |
|||||
|
C |
67621 |
|||||
|
PS-4 |
||||||
|
From: |
$ |
57482 |
60010 |
62536 |
65068 |
67598 |
|
To: |
A |
59321 |
61930 |
64537 |
67150 |
69761 |
|
B |
60982 |
63664 |
66344 |
69030 |
71714 |
|
|
C |
62507 |
65256 |
68003 |
70756 |
73507 |
|
|
From: |
$ |
70127 |
||||
|
To: |
A |
72371 |
||||
|
B |
74397 |
|||||
|
C |
76257 |
|||||
|
PS-5 |
||||||
|
From: |
$ |
64408 |
67285 |
70164 |
73037 |
75775 |
|
To: |
A |
66469 |
69438 |
72409 |
75374 |
78200 |
|
B |
68330 |
71382 |
74436 |
77484 |
80390 |
|
|
C |
70038 |
73167 |
76297 |
79421 |
82400 |
|
|
From: |
$ |
78445 |
||||
|
To: |
A |
80955 |
||||
|
B |
83222 |
|||||
|
C |
85303 |
|||||
1. The pay increment period for employees at the PS levels 1 to 5 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees being paid in the PS levels 1 to 5 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
SUBGROUP: SOCIAL WELFARE
|
SW-SCW-1 |
||||||
|
From: |
$ |
29051 |
30525 |
31999 |
33471 |
34945 |
|
To: |
A |
29981 |
31502 |
33023 |
34542 |
36063 |
|
B |
30820 |
32384 |
33948 |
35509 |
37073 |
|
|
C |
31591 |
33194 |
34797 |
36397 |
38000 |
|
|
From: |
$ |
36417 |
37888 |
39361 |
40835 |
42310 |
|
To: |
A |
37582 |
39100 |
40621 |
42142 |
43664 |
|
B |
38634 |
40195 |
41758 |
43322 |
44887 |
|
|
C |
39600 |
41200 |
42802 |
44405 |
46009 |
|
|
From: |
$ |
43785 |
45260 |
|||
|
To: |
A |
45186 |
46708 |
|||
|
B |
46451 |
48016 |
||||
|
C |
47612 |
49216 |
||||
|
SW-SCW-1 - CLINICAL SOCIAL WORKERS |
||||||
|
From: |
$ |
29051 |
30525 |
31999 |
33471 |
34945 |
|
To: |
X |
40249 |
41723 |
43197 |
44669 |
46143 |
|
A |
41537 |
43058 |
44579 |
46098 |
47620 |
|
|
B |
42700 |
44264 |
45827 |
47389 |
48953 |
|
|
C |
43768 |
45371 |
46973 |
48574 |
50177 |
|
|
From: |
$ |
36417 |
37888 |
39361 |
40835 |
42310 |
|
To: |
X |
47615 |
49086 |
50559 |
52033 |
53508 |
|
A |
49139 |
50657 |
52177 |
53698 |
55220 |
|
|
B |
50515 |
52075 |
53638 |
55202 |
56766 |
|
|
C |
51778 |
53377 |
54979 |
56582 |
58185 |
|
|
From: |
$ |
43785 |
45260 |
|||
|
To: |
X |
54983 |
56458 |
|||
|
A |
56742 |
58265 |
||||
|
B |
58331 |
59896 |
||||
|
C |
59789 |
61393 |
||||
|
SW-SCW-2 |
||||||
|
From: |
$ |
40210 |
41842 |
43480 |
45113 |
46744 |
|
To: |
A |
41497 |
43181 |
44871 |
46557 |
48240 |
|
B |
42659 |
44390 |
46127 |
47861 |
49591 |
|
|
C |
43725 |
45500 |
47280 |
49058 |
50831 |
|
|
From: |
$ |
48382 |
||||
|
To: |
A |
49930 |
||||
|
B |
51328 |
|||||
|
C |
52611 |
|||||
|
SW-SCW-2 - CLINICAL SOCIAL WORKERS |
||||||
|
From: |
$ |
40210 |
41842 |
43480 |
45113 |
46744 |
|
To: |
X |
49275 |
50907 |
52545 |
54178 |
55809 |
|
A |
50852 |
52536 |
54226 |
55912 |
57595 |
|
|
B |
52276 |
54007 |
55744 |
57478 |
59208 |
|
|
C |
53583 |
55357 |
57138 |
58915 |
60688 |
|
|
From: |
$ |
48382 |
||||
|
To: |
X |
57447 |
||||
|
A |
59285 |
|||||
|
B |
60945 |
|||||
|
C |
62469 |
|||||
|
SW-SCW-3 |
||||||
|
From: |
$ |
44993 |
46828 |
48660 |
50500 |
52337 |
|
To: |
A |
46433 |
48326 |
50217 |
52116 |
54012 |
|
B |
47733 |
49679 |
51623 |
53575 |
55524 |
|
|
C |
48926 |
50921 |
52914 |
54914 |
56912 |
|
|
From: |
$ |
54171 |
||||
|
To: |
A |
55904 |
||||
|
B |
57469 |
|||||
|
C |
58906 |
|||||
|
SW-SCW-3 - CLINICAL SOCIAL WORKERS |
||||||
|
From: |
$ |
44993 |
46828 |
48660 |
50500 |
52337 |
|
To: |
X |
51391 |
53226 |
55058 |
56898 |
58735 |
|
A |
53036 |
54929 |
56820 |
58719 |
60615 |
|
|
B |
54521 |
56467 |
58411 |
60363 |
62312 |
|
|
C |
55884 |
57879 |
59871 |
61872 |
63870 |
|
|
From: |
$ |
54171 |
||||
|
To: |
X |
60569 |
||||
|
A |
62507 |
|||||
|
B |
64257 |
|||||
|
C |
65863 |
|||||
|
SW-SCW-4 |
||||||
|
From: |
$ |
51398 |
53258 |
55112 |
56973 |
58837 |
|
To: |
A |
53043 |
54962 |
56876 |
58796 |
60720 |
|
B |
54528 |
56501 |
58469 |
60442 |
62420 |
|
|
C |
55891 |
57914 |
59931 |
61953 |
63981 |
|
|
From: |
$ |
60693 |
||||
|
To: |
A |
62635 |
||||
|
B |
64389 |
|||||
|
C |
65999 |
|||||
|
SW-SCW-5 |
||||||
|
From: |
$ |
60962 |
63224 |
65491 |
67755 |
70018 |
|
To: |
A |
62913 |
65247 |
67587 |
69923 |
72259 |
|
B |
64675 |
67074 |
69479 |
71881 |
74282 |
|
|
C |
66292 |
68751 |
71216 |
73678 |
76139 |
|
|
From: |
$ |
72283 |
||||
|
To: |
A |
74596 |
||||
|
B |
76685 |
|||||
|
C |
78602 |
|||||
|
SUBGROUP: CHAPLAIN |
||||||
|
SW-CHA-1 |
||||||
|
From: |
$ |
38269 |
39761 |
41247 |
42738 |
44232 |
|
To: |
A |
39494 |
41033 |
42567 |
44106 |
45647 |
|
B |
40600 |
42182 |
43759 |
45341 |
46925 |
|
|
C |
41615 |
43237 |
44853 |
46475 |
48098 |
|
|
SW-CHA-2 |
||||||
|
From: |
$ |
43560 |
45264 |
46973 |
48680 |
50383 |
|
To: |
A |
44954 |
46712 |
48476 |
50238 |
51995 |
|
B |
46213 |
48020 |
49833 |
51645 |
53451 |
|
|
C |
47368 |
49221 |
51079 |
52936 |
54787 |
|
|
SW-CHA-3 |
||||||
|
From: |
$ |
51002 |
52758 |
54520 |
56270 |
58040 |
|
To: |
A |
52634 |
54446 |
56265 |
58071 |
59897 |
|
B |
54108 |
55970 |
57840 |
59697 |
61574 |
|
|
C |
55461 |
57369 |
59286 |
61189 |
63113 |
|
1. The pay increment period for employees at the SW-SCW levels 1 to 5 and at the SW-CHA levels 1 to 3 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All Clinical Social Workers at the SW-SCW levels 1 to 3 for whom an equalization adjustment is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's former rate of pay at the X range shown in Appendix "A".
4. All employees being paid in the SW-SCW levels 1 to 5 and SW-CHA levels 1 to 3 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
(a) The rate of pay on initial appointment shall be no less than:
Subparagraphs (i), (ii), (iii), (iv) and (v) apply to SW-CHA-1 and SW-SCW-1 only.
(i) the first (1st) rate of the salary scale for persons with less than one (1) year of recent and relevant experience;
(ii) the second (2nd) rate of the salary scale for persons with one (1) year, but less than two (2) years of recent and relevant experience;
(iii) the third (3rd) rate of the salary scale for persons with two (2) years, but less than three (3) years of recent and relevant experience;
(vi) the fourth (4th) rate of the salary scale for persons with three (3) years, but less than four (4) years of recent and relevant experience;
(v) the fifth (5th) rate of the salary scale for persons with four (4) years, but less than five (5) years of recent and relevant experience;
Paragraph (b) applies to SW-CHA-1 and SW-SCW-1 only.
(b) where there are more than five (5) experience increments at level SW-CHA-1 and SW-SCW-1, persons will be granted one (1) experience increment for each additional year of recent and relevant experience to a maximum of seven (7) experience increments;
|
VM-1 |
||||||
|
From: |
$ |
45414 |
47424 |
49432 |
51447 |
53448 |
|
To: |
X |
45414 |
47424 |
49432 |
51447 |
53448 |
|
A |
46867 |
48942 |
51014 |
53093 |
55158 |
|
|
B |
48179 |
50312 |
52442 |
54580 |
56702 |
|
|
C |
49383 |
51570 |
53753 |
55945 |
58120 |
|
|
From: |
$ |
55464 |
||||
|
To: |
X |
55464 |
57683 |
|||
|
A |
57239 |
59529 |
||||
|
B |
58842 |
61196 |
||||
|
C |
60313 |
62726 |
||||
|
VM-2 |
||||||
|
From: |
$ |
53148 |
55413 |
57675 |
59941 |
62202 |
|
To: |
X |
53148 |
55413 |
57675 |
59941 |
62202 |
|
A |
54849 |
57186 |
59521 |
61859 |
64192 |
|
|
B |
56385 |
58787 |
61188 |
63591 |
65989 |
|
|
C |
57795 |
60257 |
62718 |
65181 |
67639 |
|
|
From: |
$ |
64460 |
||||
|
To: |
X |
64460 |
67038 |
|||
|
A |
66523 |
69183 |
||||
|
B |
68386 |
71120 |
||||
|
C |
70096 |
72898 |
||||
|
VM-3 |
||||||
|
From: |
$ |
58549 |
61067 |
63586 |
66094 |
68616 |
|
To: |
X |
58549 |
61067 |
63586 |
66094 |
68616 |
|
A |
60423 |
63021 |
65621 |
68209 |
70812 |
|
|
B |
62115 |
64786 |
67458 |
70119 |
72795 |
|
|
C |
63668 |
66406 |
69144 |
71872 |
74615 |
|
|
From: |
$ |
71135 |
||||
|
To: |
X |
71135 |
73980 |
|||
|
A |
73411 |
76347 |
||||
|
B |
75467 |
78485 |
||||
|
C |
77354 |
80447 |
||||
|
VM-4 |
||||||
|
From: |
$ |
66489 |
68974 |
71460 |
73775 |
76047 |
|
To: |
X |
66489 |
68974 |
71460 |
73775 |
76047 |
|
A |
68617 |
71181 |
73747 |
76136 |
78481 |
|
|
B |
70538 |
73174 |
75812 |
78268 |
80678 |
|
|
C |
72301 |
75003 |
77707 |
80225 |
82695 |
|
|
From: |
$ |
78038 |
||||
|
To: |
X |
78038 |
80574 |
|||
|
A |
80535 |
83152 |
||||
|
B |
82790 |
85480 |
||||
|
C |
84860 |
87617 |
||||
|
VM-5 |
||||||
|
From: |
$ |
73487 |
76073 |
78331 |
80583 |
82840 |
|
To: |
X |
73487 |
76073 |
78331 |
80583 |
82840 |
|
A |
75839 |
78507 |
80838 |
83162 |
85491 |
|
|
B |
77962 |
80705 |
83101 |
85491 |
87885 |
|
|
C |
79911 |
82723 |
85179 |
87628 |
90082 |
|
|
From: |
$ |
85099 |
||||
|
To: |
X |
85099 |
87652 |
|||
|
A |
87822 |
90457 |
||||
|
B |
90281 |
92990 |
||||
|
C |
92538 |
95315 |
||||
1. The pay increment period for employees at the VM levels 1 to 5 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment date for an employee, appointed on or after date of signing of this collective agreement, 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 the signing date of this collective agreement, remains unchanged.
3. All employees at the VM levels 1 to 5 for whom a restructuring is effective 1 October 2000 will move to the rate of pay shown immediately below the employee's former rate of pay at the X range shown in Appendix "A".
4. Employees at the VM levels 1 to 5 who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2000 will move to the new maximum rate of pay effective 1 October 2000.
5. All employees being paid in the VM levels 1 to 5 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
42105 |
||||
|
To: |
A |
43452 |
||||
|
X |
43452 |
|||||
|
B |
44669 |
|||||
|
C |
45786 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
44885 |
45468 |
46049 |
||
|
To: |
A |
46321 |
46923 |
47523 |
||
|
X |
46321 |
46923 |
47523 |
|||
|
B |
47618 |
48237 |
48854 |
|||
|
C |
48808 |
49443 |
50075 |
|||
|
NU-HOS-2 |
||||||
|
From: |
$ |
46041 |
47202 |
48363 |
49517 |
50677 |
|
To: |
A |
47514 |
48712 |
49911 |
51102 |
52299 |
|
X |
47514 |
48712 |
49911 |
51102 |
52299 |
|
|
B |
48844 |
50076 |
51309 |
52533 |
53763 |
|
|
C |
50065 |
51328 |
52592 |
53846 |
55107 |
|
|
From: |
$ |
51842 |
53006 |
|||
|
To: |
A |
53501 |
54702 |
|||
|
X |
53501 |
54702 |
||||
|
B |
54999 |
56234 |
||||
|
C |
56374 |
57640 |
||||
|
NU-HOS-3 |
||||||
|
From: |
$ |
47110 |
48260 |
49410 |
50557 |
51709 |
|
To: |
A |
48618 |
49804 |
50991 |
52175 |
53364 |
|
X |
50740 |
52116 |
53479 |
|||
|
B |
52161 |
53575 |
54976 |
|||
|
C |
53465 |
54914 |
56350 |
|||
|
From: |
$ |
52856 |
54007 |
55157 |
||
|
To: |
A |
54547 |
55735 |
56922 |
||
|
X |
54849 |
56212 |
57580 |
|||
|
B |
56385 |
57786 |
59192 |
|||
|
C |
57795 |
59231 |
60672 |
|||
|
NU-HOS-4 |
||||||
|
From: |
$ |
48803 |
50035 |
51263 |
52495 |
53726 |
|
To: |
A |
50365 |
51636 |
52903 |
54175 |
55445 |
|
X |
51170 |
52626 |
54088 |
55547 |
||
|
B |
52603 |
54100 |
55602 |
57102 |
||
|
C |
53918 |
55453 |
56992 |
58530 |
||
|
From: |
$ |
54968 |
56200 |
57434 |
58669 |
|
|
To: |
A |
56727 |
57998 |
59272 |
60546 |
|
|
X |
57005 |
58466 |
59920 |
61379 |
||
|
B |
58601 |
60103 |
61598 |
63098 |
||
|
C |
60066 |
61606 |
63138 |
64675 |
||
|
NU-HOS-5 |
||||||
|
From: |
$ |
51336 |
52734 |
54131 |
55535 |
56938 |
|
To: |
A |
52979 |
54421 |
55863 |
57312 |
58760 |
|
X |
53869 |
55510 |
57150 |
58788 |
||
|
B |
55377 |
57064 |
58750 |
60434 |
||
|
C |
56761 |
58491 |
60219 |
61945 |
||
|
From: |
$ |
58342 |
59745 |
61143 |
62542 |
|
|
To: |
A |
60209 |
61657 |
63100 |
64543 |
|
|
X |
60432 |
62063 |
63702 |
65344 |
||
|
B |
62124 |
63801 |
65486 |
67174 |
||
|
C |
63677 |
65396 |
67123 |
68853 |
||
|
NU-HOS-6 |
||||||
|
From: |
$ |
54146 |
55832 |
57512 |
59195 |
60874 |
|
To: |
A |
55879 |
57619 |
59352 |
61089 |
62822 |
|
X |
56875 |
58813 |
60750 |
62686 |
||
|
B |
58468 |
60460 |
62451 |
64441 |
||
|
C |
59930 |
61972 |
64012 |
66052 |
||
|
From: |
$ |
62562 |
64242 |
65927 |
67612 |
|
|
To: |
A |
64564 |
66298 |
68037 |
69776 |
|
|
X |
64627 |
66566 |
68503 |
70442 |
||
|
B |
66437 |
68430 |
70421 |
72414 |
||
|
C |
68098 |
70141 |
72182 |
74224 |
||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
45428 |
||||
|
To: |
A |
46882 |
||||
|
X |
46882 |
|||||
|
B |
48195 |
|||||
|
C |
49400 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
48561 |
49194 |
|||
|
To: |
A |
50115 |
50768 |
|||
|
X |
50115 |
50768 |
||||
|
B |
51518 |
52190 |
||||
|
C |
52806 |
53495 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
49820 |
51077 |
52338 |
53599 |
54856 |
|
To: |
A |
51414 |
52711 |
54013 |
55314 |
56611 |
|
X |
51414 |
52711 |
54013 |
55314 |
56611 |
|
|
B |
52854 |
54187 |
55525 |
56863 |
58196 |
|
|
C |
54175 |
55542 |
56913 |
58285 |
59651 |
|
|
From: |
$ |
56118 |
57373 |
58639 |
||
|
To: |
A |
57914 |
59209 |
60515 |
||
|
X |
57914 |
59209 |
60515 |
|||
|
B |
59536 |
60867 |
62209 |
|||
|
C |
61024 |
62389 |
63764 |
|||
|
NU-HOS-3 |
||||||
|
From: |
$ |
50328 |
51549 |
52778 |
54000 |
55226 |
|
To: |
A |
51938 |
53199 |
54467 |
55728 |
56993 |
|
X |
51938 |
53199 |
54467 |
55728 |
56993 |
|
|
B |
53392 |
54689 |
55992 |
57288 |
58589 |
|
|
C |
54727 |
56056 |
57392 |
58720 |
60054 |
|
|
From: |
$ |
56447 |
57675 |
58905 |
60128 |
|
|
To: |
A |
58253 |
59521 |
60790 |
62052 |
|
|
X |
58253 |
59521 |
60790 |
62052 |
||
|
B |
59884 |
61188 |
62492 |
63789 |
||
|
C |
61381 |
62718 |
64054 |
65384 |
||
|
NU-HOS-4 |
||||||
|
From: |
$ |
52137 |
53429 |
54720 |
56008 |
57299 |
|
To: |
A |
53805 |
55139 |
56471 |
57800 |
59133 |
|
X |
53805 |
55139 |
56471 |
57800 |
59133 |
|
|
B |
55312 |
56683 |
58052 |
59418 |
60789 |
|
|
C |
56695 |
58100 |
59503 |
60903 |
62309 |
|
|
From: |
$ |
58591 |
59881 |
61168 |
62460 |
63752 |
|
To: |
A |
60466 |
61797 |
63125 |
64459 |
65792 |
|
X |
60466 |
61797 |
63125 |
64459 |
65792 |
|
|
B |
62159 |
63527 |
64893 |
66264 |
67634 |
|
|
C |
63713 |
65115 |
66515 |
67921 |
69325 |
|
|
NU-HOS-5 |
||||||
|
From: |
$ |
54852 |
56273 |
57691 |
59115 |
60534 |
|
To: |
A |
56607 |
58074 |
59537 |
61007 |
62471 |
|
X |
56607 |
58074 |
59537 |
61007 |
62471 |
|
|
B |
58192 |
59700 |
61204 |
62715 |
64220 |
|
|
C |
59647 |
61193 |
62734 |
64283 |
65826 |
|
|
From: |
$ |
61955 |
63375 |
64783 |
66201 |
67622 |
|
To: |
A |
63938 |
65403 |
66856 |
68319 |
69786 |
|
X |
63938 |
65403 |
66856 |
68319 |
69786 |
|
|
B |
65728 |
67234 |
68728 |
70232 |
71740 |
|
|
C |
67371 |
68915 |
70446 |
71988 |
73534 |
|
|
NU-HOS-6 |
||||||
|
From: |
$ |
57870 |
59503 |
61139 |
62772 |
64404 |
|
To: |
A |
59722 |
61407 |
63095 |
64781 |
66465 |
|
X |
59722 |
61407 |
63095 |
64781 |
66465 |
|
|
B |
61394 |
63126 |
64862 |
66595 |
68326 |
|
|
C |
62929 |
64704 |
66484 |
68260 |
70034 |
|
|
From: |
$ |
66043 |
67673 |
69307 |
70943 |
72577 |
|
To: |
A |
68156 |
69839 |
71525 |
73213 |
74899 |
|
X |
68156 |
69839 |
71525 |
73213 |
74899 |
|
|
B |
70064 |
71794 |
73528 |
75263 |
76996 |
|
|
C |
71816 |
73589 |
75366 |
77145 |
78921 |
|
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
46764 |
||||
|
To: |
A |
48260 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
50059 |
50570 |
51080 |
||
|
To: |
A |
51661 |
52188 |
52715 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51084 |
52102 |
53125 |
54150 |
55173 |
|
To: |
A |
52719 |
53769 |
54825 |
55883 |
56939 |
|
X |
52719 |
53769 |
54825 |
55883 |
56939 |
|
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
From: |
$ |
56192 |
57218 |
58244 |
||
|
To: |
A |
57990 |
59049 |
60108 |
||
|
X |
57990 |
59049 |
60108 |
|||
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 |
||||||
|
From: |
$ |
52119 |
53130 |
54146 |
55153 |
56169 |
|
To: |
A |
53787 |
54830 |
55879 |
56918 |
57966 |
|
X |
53787 |
54830 |
55879 |
56918 |
57966 |
|
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
From: |
$ |
57184 |
58197 |
59208 |
60220 |
|
|
To: |
A |
59014 |
60059 |
61103 |
62147 |
|
|
X |
59014 |
60059 |
61103 |
62147 |
||
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53819 |
54908 |
55990 |
57066 |
58153 |
|
To: |
A |
55541 |
56665 |
57782 |
58892 |
60014 |
|
X |
55541 |
56665 |
57782 |
58892 |
60014 |
|
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
From: |
$ |
59240 |
60328 |
61413 |
62495 |
63577 |
|
To: |
A |
61136 |
62258 |
63378 |
64495 |
65611 |
|
X |
61136 |
62258 |
63378 |
64495 |
65611 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 |
||||||
|
From: |
$ |
56369 |
57599 |
58823 |
60048 |
61273 |
|
To: |
A |
58173 |
59442 |
60705 |
61970 |
63234 |
|
X |
58173 |
59442 |
60705 |
61970 |
63234 |
|
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
From: |
$ |
62507 |
63729 |
64957 |
66182 |
67408 |
|
To: |
A |
64507 |
65768 |
67036 |
68300 |
69565 |
|
X |
64507 |
65768 |
67036 |
68300 |
69565 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 |
||||||
|
From: |
$ |
59208 |
60671 |
62142 |
63604 |
65065 |
|
To: |
A |
61103 |
62612 |
64131 |
65639 |
67147 |
|
X |
61103 |
62612 |
64131 |
65639 |
67147 |
|
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
From: |
$ |
66534 |
67986 |
69448 |
70908 |
72369 |
|
To: |
A |
68663 |
70162 |
71670 |
73177 |
74685 |
|
X |
68663 |
70162 |
71670 |
73177 |
74685 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
47292 |
||||
|
To: |
A |
48805 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
50633 |
51175 |
|||
|
To: |
A |
52253 |
52813 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51719 |
52797 |
53884 |
54966 |
56045 |
|
To: |
A |
53374 |
54487 |
55608 |
56725 |
57838 |
|
X |
53374 |
54487 |
55608 |
56725 |
57838 |
|
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
From: |
$ |
57129 |
||||
|
To: |
A |
58957 |
||||
|
X |
58957 |
|||||
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 |
||||||
|
From: |
$ |
52001 |
53051 |
54101 |
55144 |
56190 |
|
To: |
A |
53665 |
54749 |
55832 |
56909 |
57988 |
|
X |
53665 |
54749 |
55832 |
56909 |
57988 |
|
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
From: |
$ |
57242 |
58294 |
|||
|
To: |
A |
59074 |
60159 |
|||
|
X |
59074 |
60159 |
||||
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53794 |
54935 |
56072 |
57211 |
58351 |
|
To: |
A |
55515 |
56693 |
57866 |
59042 |
60218 |
|
X |
55515 |
56693 |
57866 |
59042 |
60218 |
|
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
From: |
$ |
59488 |
60623 |
61761 |
||
|
To: |
A |
61392 |
62563 |
63737 |
||
|
X |
61392 |
62563 |
63737 |
|||
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 |
||||||
|
From: |
$ |
56492 |
57806 |
59126 |
60441 |
61759 |
|
To: |
A |
58300 |
59656 |
61018 |
62375 |
63735 |
|
X |
58300 |
59656 |
61018 |
62375 |
63735 |
|
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
From: |
$ |
63083 |
64396 |
65714 |
||
|
To: |
A |
65102 |
66457 |
67817 |
||
|
X |
65102 |
66457 |
67817 |
|||
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 |
||||||
|
From: |
$ |
59488 |
61102 |
62719 |
64339 |
65950 |
|
To: |
A |
61392 |
63057 |
64726 |
66398 |
68060 |
|
X |
61392 |
63057 |
64726 |
66398 |
68060 |
|
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
From: |
$ |
67565 |
69185 |
70797 |
||
|
To: |
A |
69727 |
71399 |
73063 |
||
|
X |
69727 |
71399 |
73063 |
|||
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
46609 |
||||
|
To: |
A |
48100 |
||||
|
X |
48100 |
|||||
|
B |
49447 |
|||||
|
C |
50683 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
49875 |
50449 |
|||
|
To: |
A |
51471 |
52063 |
|||
|
X |
51471 |
52063 |
||||
|
B |
52912 |
53521 |
||||
|
C |
54235 |
54859 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51017 |
52162 |
53307 |
54454 |
55595 |
|
To: |
A |
52650 |
53831 |
55013 |
56197 |
57374 |
|
X |
52650 |
53831 |
55013 |
56197 |
57374 |
|
|
B |
54124 |
55338 |
56553 |
57771 |
58980 |
|
|
C |
55477 |
56721 |
57967 |
59215 |
60455 |
|
|
NU-HOS-3 |
||||||
|
From: |
$ |
51621 |
52733 |
53847 |
54961 |
56069 |
|
To: |
A |
53273 |
54420 |
55570 |
56720 |
57863 |
|
X |
53273 |
54420 |
55570 |
56720 |
57863 |
|
|
B |
54765 |
55944 |
57126 |
58308 |
59483 |
|
|
C |
56134 |
57343 |
58554 |
59766 |
60970 |
|
|
From: |
$ |
57176 |
||||
|
To: |
A |
59006 |
||||
|
X |
59006 |
|||||
|
B |
60658 |
|||||
|
C |
62174 |
|||||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53583 |
54820 |
56058 |
57289 |
58528 |
|
To: |
A |
55298 |
56574 |
57852 |
59122 |
60401 |
|
X |
55298 |
56574 |
57852 |
59122 |
60401 |
|
|
B |
56846 |
58158 |
59472 |
60777 |
62092 |
|
|
C |
58267 |
59612 |
60959 |
62296 |
63644 |
|
|
From: |
$ |
59761 |
61002 |
|||
|
To: |
A |
61673 |
62954 |
|||
|
X |
61673 |
62954 |
||||
|
B |
63400 |
64717 |
||||
|
C |
64985 |
66335 |
||||
|
NU-HOS-5 |
||||||
|
From: |
$ |
56530 |
58011 |
59492 |
60972 |
62458 |
|
To: |
A |
58339 |
59867 |
61396 |
62923 |
64457 |
|
X |
58339 |
59867 |
61396 |
62923 |
64457 |
|
|
B |
59972 |
61543 |
63115 |
64685 |
66262 |
|
|
C |
61471 |
63082 |
64693 |
66302 |
67919 |
|
|
From: |
$ |
63934 |
65416 |
|||
|
To: |
A |
65980 |
67509 |
|||
|
X |
65980 |
67509 |
||||
|
B |
67827 |
69399 |
||||
|
C |
69523 |
71134 |
||||
|
NU-HOS-6 |
||||||
|
From: |
$ |
59801 |
61694 |
63584 |
65477 |
67365 |
|
To: |
A |
61715 |
63668 |
65619 |
67572 |
69521 |
|
X |
61715 |
63668 |
65619 |
67572 |
69521 |
|
|
B |
63443 |
65451 |
67456 |
69464 |
71468 |
|
|
C |
65029 |
67087 |
69142 |
71201 |
73255 |
|
|
From: |
$ |
69256 |
71146 |
|||
|
To: |
A |
71472 |
73423 |
|||
|
X |
71472 |
73423 |
||||
|
B |
73473 |
75479 |
||||
|
C |
75310 |
77366 |
||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
47292 |
||||
|
To: |
A |
48805 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
50633 |
51175 |
|||
|
To: |
A |
52253 |
52813 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51719 |
52797 |
53884 |
54966 |
56045 |
|
To: |
A |
53374 |
54487 |
55608 |
56725 |
57838 |
|
X |
53374 |
54487 |
55608 |
56725 |
57838 |
|
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
From: |
$ |
57129 |
||||
|
To: |
A |
58957 |
||||
|
X |
58957 |
|||||
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 |
||||||
|
From: |
$ |
52001 |
53051 |
54101 |
55144 |
56190 |
|
To: |
A |
53665 |
54749 |
55832 |
56909 |
57988 |
|
X |
53665 |
54749 |
55832 |
56909 |
57988 |
|
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
From: |
$ |
57242 |
58294 |
|||
|
To: |
A |
59074 |
60159 |
|||
|
X |
59074 |
60159 |
||||
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53794 |
54935 |
56072 |
57211 |
58351 |
|
To: |
A |
55515 |
56693 |
57866 |
59042 |
60218 |
|
X |
55515 |
56693 |
57866 |
59042 |
60218 |
|
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
From: |
$ |
59488 |
60623 |
61761 |
||
|
To: |
A |
61392 |
62563 |
63737 |
||
|
X |
61392 |
62563 |
63737 |
|||
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 |
||||||
|
From: |
$ |
56492 |
57806 |
59126 |
60441 |
61759 |
|
To: |
A |
58300 |
59656 |
61018 |
62375 |
63735 |
|
X |
58300 |
59656 |
61018 |
62375 |
63735 |
|
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
From: |
$ |
63083 |
64396 |
65714 |
||
|
To: |
A |
65102 |
66457 |
67817 |
||
|
X |
65102 |
66457 |
67817 |
|||
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 |
||||||
|
From: |
$ |
59488 |
61102 |
62719 |
64339 |
65950 |
|
To: |
A |
61392 |
63057 |
64726 |
66398 |
68060 |
|
X |
61392 |
63057 |
64726 |
66398 |
68060 |
|
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
From: |
$ |
67565 |
69185 |
70797 |
||
|
To: |
A |
69727 |
71399 |
73063 |
||
|
X |
69727 |
71399 |
73063 |
|||
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
48581 |
||||
|
To: |
A |
50136 |
||||
|
X |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
52065 |
52691 |
|||
|
To: |
A |
53731 |
54377 |
|||
|
X |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-HOS-2 |
||||||
|
From: |
$ |
53323 |
54576 |
55836 |
57092 |
58348 |
|
To: |
A |
55029 |
56322 |
57623 |
58919 |
60215 |
|
X |
55029 |
56322 |
57623 |
58919 |
60215 |
|
|
B |
56570 |
57899 |
59236 |
60569 |
61901 |
|
|
C |
57984 |
59346 |
60717 |
62083 |
63449 |
|
|
From: |
$ |
59609 |
||||
|
To: |
A |
61516 |
||||
|
X |
61516 |
|||||
|
B |
63238 |
|||||
|
C |
64819 |
|||||
|
NU-HOS-3 |
||||||
|
From: |
$ |
53694 |
54919 |
56141 |
57364 |
58585 |
|
To: |
A |
55412 |
56676 |
57938 |
59200 |
60460 |
|
X |
55412 |
56676 |
57938 |
59200 |
60460 |
|
|
B |
56964 |
58263 |
59560 |
60858 |
62153 |
|
|
C |
58388 |
59720 |
61049 |
62379 |
63707 |
|
|
From: |
$ |
59809 |
61034 |
|||
|
To: |
A |
61723 |
62987 |
|||
|
X |
61723 |
62987 |
||||
|
B |
63451 |
64751 |
||||
|
C |
65037 |
66370 |
||||
|
NU-HOS-4 |
||||||
|
From: |
$ |
55455 |
56769 |
58075 |
59393 |
60703 |
|
To: |
A |
57230 |
58586 |
59933 |
61294 |
62645 |
|
X |
57230 |
58586 |
59933 |
61294 |
62645 |
|
|
B |
58832 |
60226 |
61611 |
63010 |
64399 |
|
|
C |
60303 |
61732 |
63151 |
64585 |
66009 |
|
|
From: |
$ |
62013 |
63320 |
64632 |
||
|
To: |
A |
63997 |
65346 |
66700 |
||
|
X |
63997 |
65346 |
66700 |
|||
|
B |
65789 |
67176 |
68568 |
|||
|
C |
67434 |
68855 |
70282 |
|||
|
NU-HOS-5 |
||||||
|
From: |
$ |
58097 |
59585 |
61068 |
62557 |
64040 |
|
To: |
A |
59956 |
61492 |
63022 |
64559 |
66089 |
|
X |
59956 |
61492 |
63022 |
64559 |
66089 |
|
|
B |
61635 |
63214 |
64787 |
66367 |
67939 |
|
|
C |
63176 |
64794 |
66407 |
68026 |
69637 |
|
|
From: |
$ |
65532 |
67019 |
68505 |
||
|
To: |
A |
67629 |
69164 |
70697 |
||
|
X |
67629 |
69164 |
70697 |
|||
|
B |
69523 |
71101 |
72677 |
|||
|
C |
71261 |
72879 |
74494 |
|||
|
NU-HOS-6 |
||||||
|
From: |
$ |
61034 |
62810 |
64593 |
66369 |
68152 |
|
To: |
A |
62987 |
64820 |
66660 |
68493 |
70333 |
|
X |
62987 |
64820 |
66660 |
68493 |
70333 |
|
|
B |
64751 |
66635 |
68526 |
70411 |
72302 |
|
|
C |
66370 |
68301 |
70239 |
72171 |
74110 |
|
|
From: |
$ |
69932 |
71714 |
73494 |
||
|
To: |
A |
72170 |
74009 |
75846 |
||
|
X |
72170 |
74009 |
75846 |
|||
|
B |
74191 |
76081 |
77970 |
|||
|
C |
76046 |
77983 |
79919 |
|||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
46764 |
||||
|
To: |
A |
48260 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 |
||||||
|
From: |
$ |
50059 |
50570 |
51080 |
||
|
To: |
A |
51661 |
52188 |
52715 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 |
||||||
|
From: |
$ |
51084 |
52102 |
53125 |
54150 |
55173 |
|
To: |
A |
52719 |
53769 |
54825 |
55883 |
56939 |
|
X |
52719 |
53769 |
54825 |
55883 |
56939 |
|
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
From: |
$ |
56192 |
57218 |
58244 |
||
|
To: |
A |
57990 |
59049 |
60108 |
||
|
X |
57990 |
59049 |
60108 |
|||
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 |
||||||
|
From: |
$ |
52119 |
53130 |
54146 |
55153 |
56169 |
|
To: |
A |
53787 |
54830 |
55879 |
56918 |
57966 |
|
X |
53787 |
54830 |
55879 |
56918 |
57966 |
|
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
From: |
$ |
57184 |
58197 |
59208 |
60220 |
|
|
To: |
A |
59014 |
60059 |
61103 |
62147 |
|
|
X |
59014 |
60059 |
61103 |
62147 |
||
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 |
||||||
|
From: |
$ |
53819 |
54908 |
55990 |
57066 |
58153 |
|
To: |
A |
55541 |
56665 |
57782 |
58892 |
60014 |
|
X |
55541 |
56665 |
57782 |
58892 |
60014 |
|
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
From: |
$ |
59240 |
60328 |
61413 |
62495 |
63577 |
|
To: |
A |
61136 |
62258 |
63378 |
64495 |
65611 |
|
X |
61136 |
62258 |
63378 |
64495 |
65611 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 |
||||||
|
From: |
$ |
56369 |
57599 |
58823 |
60048 |
61273 |
|
To: |
A |
58173 |
59442 |
60705 |
61970 |
63234 |
|
X |
58173 |
59442 |
60705 |
61970 |
63234 |
|
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
From: |
$ |
62507 |
63729 |
64957 |
66182 |
67408 |
|
To: |
A |
64507 |
65768 |
67036 |
68300 |
69565 |
|
X |
64507 |
65768 |
67036 |
68300 |
69565 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 |
||||||
|
From: |
$ |
59208 |
60671 |
62142 |
63604 |
65065 |
|
To: |
A |
61103 |
62612 |
64131 |
65639 |
67147 |
|
X |
61103 |
62612 |
64131 |
65639 |
67147 |
|
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
From: |
$ |
66534 |
67986 |
69448 |
70908 |
72369 |
|
To: |
A |
68663 |
70162 |
71670 |
73177 |
74685 |
|
X |
68663 |
70162 |
71670 |
73177 |
74685 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
37325 |
||||
|
To: |
A |
38519 |
||||
|
X |
43452 |
|||||
|
B |
44669 |
|||||
|
C |
45786 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
40104 |
40687 |
41267 |
||
|
To: |
A |
41387 |
41989 |
42588 |
||
|
X |
46321 |
46923 |
47523 |
|||
|
B |
47618 |
48237 |
48854 |
|||
|
C |
48808 |
49443 |
50075 |
|||
|
NU-CHN-2 |
||||||
|
From: |
$ |
41260 |
42420 |
43583 |
44736 |
45896 |
|
To: |
A |
42580 |
43777 |
44978 |
46168 |
47365 |
|
X |
47514 |
48712 |
||||
|
B |
48844 |
50076 |
||||
|
C |
50065 |
51328 |
||||
|
From: |
$ |
47061 |
48226 |
|||
|
To: |
A |
48567 |
49769 |
|||
|
X |
49911 |
51102 |
52299 |
53501 |
54702 |
|
|
B |
51309 |
52533 |
53763 |
54999 |
56234 |
|
|
C |
52592 |
53846 |
55107 |
56374 |
57640 |
|
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
50740 |
52116 |
53479 |
54849 |
56212 |
|
|
B |
52161 |
53575 |
54976 |
56385 |
57786 |
|
|
C |
53465 |
54914 |
56350 |
57795 |
59231 |
|
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57580 |
|||||
|
B |
59192 |
|||||
|
C |
60672 |
|||||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
51170 |
52626 |
54088 |
55547 |
57005 |
|
|
B |
52603 |
54100 |
55602 |
57102 |
58601 |
|
|
C |
53918 |
55453 |
56992 |
58530 |
60066 |
|
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58466 |
59920 |
61379 |
|||
|
B |
60103 |
61598 |
63098 |
|||
|
C |
61606 |
63138 |
64675 |
|||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
53869 |
55510 |
57150 |
58788 |
60432 |
|
|
B |
55377 |
57064 |
58750 |
60434 |
62124 |
|
|
C |
56761 |
58491 |
60219 |
61945 |
63677 |
|
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62063 |
63702 |
65344 |
|||
|
B |
63801 |
65486 |
67174 |
|||
|
C |
65396 |
67123 |
68853 |
|||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
56875 |
58813 |
60750 |
62686 |
64627 |
|
|
B |
58468 |
60460 |
62451 |
64441 |
66437 |
|
|
C |
59930 |
61972 |
64012 |
66052 |
68098 |
|
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66566 |
68503 |
70442 |
|||
|
B |
68430 |
70421 |
72414 |
|||
|
C |
70141 |
72182 |
74224 |
|||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
62219 |
64383 |
66557 |
68725 |
70775 |
|
|
B |
63961 |
66186 |
68421 |
70649 |
72757 |
|
|
C |
65560 |
67841 |
70132 |
72415 |
74576 |
|
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73060 |
75227 |
77397 |
|||
|
B |
75106 |
77333 |
79564 |
|||
|
C |
76984 |
79266 |
81553 |
|||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
40647 |
||||
|
To: |
A |
41948 |
||||
|
X |
46882 |
|||||
|
B |
48195 |
|||||
|
C |
49400 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
43780 |
44413 |
|||
|
To: |
A |
45181 |
45834 |
|||
|
X |
50115 |
50768 |
||||
|
B |
51518 |
52190 |
||||
|
C |
52806 |
53495 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
45039 |
46296 |
47558 |
48817 |
50075 |
|
To: |
A |
46480 |
47777 |
49080 |
50379 |
51677 |
|
X |
51414 |
52711 |
||||
|
B |
52854 |
54187 |
||||
|
C |
54175 |
55542 |
||||
|
From: |
$ |
51338 |
52592 |
53858 |
||
|
To: |
A |
52981 |
54275 |
55581 |
||
|
X |
54013 |
55314 |
56611 |
57914 |
59209 |
|
|
B |
55525 |
56863 |
58196 |
59536 |
60867 |
|
|
C |
56913 |
58285 |
59651 |
61024 |
62389 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
60515 |
|||||
|
B |
62209 |
|||||
|
C |
63764 |
|||||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
51938 |
53199 |
54467 |
55728 |
56993 |
|
|
B |
53392 |
54689 |
55992 |
57288 |
58589 |
|
|
C |
54727 |
56056 |
57392 |
58720 |
60054 |
|
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
58253 |
59521 |
60790 |
62052 |
||
|
B |
59884 |
61188 |
62492 |
63789 |
||
|
C |
61381 |
62718 |
64054 |
65384 |
||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
53805 |
55139 |
56471 |
57800 |
||
|
B |
55312 |
56683 |
58052 |
59418 |
||
|
C |
56695 |
58100 |
59503 |
60903 |
||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59133 |
60466 |
61797 |
63125 |
64459 |
|
|
B |
60789 |
62159 |
63527 |
64893 |
66264 |
|
|
C |
62309 |
63713 |
65115 |
66515 |
67921 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
65792 |
|||||
|
B |
67634 |
|||||
|
C |
69325 |
|||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
56607 |
58074 |
59537 |
61007 |
||
|
B |
58192 |
59700 |
61204 |
62715 |
||
|
C |
59647 |
61193 |
62734 |
64283 |
||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62471 |
63938 |
65403 |
66856 |
68319 |
|
|
B |
64220 |
65728 |
67234 |
68728 |
70232 |
|
|
C |
65826 |
67371 |
68915 |
70446 |
71988 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
69786 |
|||||
|
B |
71740 |
|||||
|
C |
73534 |
|||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
59722 |
61407 |
63095 |
64781 |
||
|
B |
61394 |
63126 |
64862 |
66595 |
||
|
C |
62929 |
64704 |
66484 |
68260 |
||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66465 |
68156 |
69839 |
71525 |
73213 |
|
|
B |
68326 |
70064 |
71794 |
73528 |
75263 |
|
|
C |
70034 |
71816 |
73589 |
75366 |
77145 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
74899 |
|||||
|
B |
76996 |
|||||
|
C |
78921 |
|||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
66035 |
67968 |
69895 |
71831 |
||
|
B |
67884 |
69871 |
71852 |
73842 |
||
|
C |
69581 |
71618 |
73648 |
75688 |
||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73765 |
75698 |
77629 |
79569 |
81497 |
|
|
B |
75830 |
77818 |
79803 |
81797 |
83779 |
|
|
C |
77726 |
79763 |
81798 |
83842 |
85873 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
83434 |
|||||
|
B |
85770 |
|||||
|
C |
87914 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
41983 |
||||
|
To: |
A |
43326 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45277 |
45788 |
46299 |
||
|
To: |
A |
46726 |
47253 |
47781 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46302 |
47321 |
48344 |
49369 |
50392 |
|
To: |
A |
47784 |
48835 |
49891 |
50949 |
52005 |
|
X |
52719 |
|||||
|
B |
54195 |
|||||
|
C |
55550 |
|||||
|
From: |
$ |
51411 |
52437 |
53463 |
||
|
To: |
A |
53056 |
54115 |
55174 |
||
|
X |
53769 |
54825 |
55883 |
56939 |
57990 |
|
|
B |
55275 |
56360 |
57448 |
58533 |
59614 |
|
|
C |
56657 |
57769 |
58884 |
59996 |
61104 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
59049 |
60108 |
||||
|
B |
60702 |
61791 |
||||
|
C |
62220 |
63336 |
||||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
53787 |
54830 |
55879 |
56918 |
||
|
B |
55293 |
56365 |
57444 |
58512 |
||
|
C |
56675 |
57774 |
58880 |
59975 |
||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57966 |
59014 |
60059 |
61103 |
62147 |
|
|
B |
59589 |
60666 |
61741 |
62814 |
63887 |
|
|
C |
61079 |
62183 |
63285 |
64384 |
65484 |
|
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55541 |
56665 |
57782 |
|||
|
B |
57096 |
58252 |
59400 |
|||
|
C |
58523 |
59708 |
60885 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58892 |
60014 |
61136 |
62258 |
63378 |
|
|
B |
60541 |
61694 |
62848 |
64001 |
65153 |
|
|
C |
62055 |
63236 |
64419 |
65601 |
66782 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
64495 |
65611 |
||||
|
B |
66301 |
67448 |
||||
|
C |
67959 |
69134 |
||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58173 |
59442 |
60705 |
|||
|
B |
59802 |
61106 |
62405 |
|||
|
C |
61297 |
62634 |
63965 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
61970 |
63234 |
64507 |
65768 |
67036 |
|
|
B |
63705 |
65005 |
66313 |
67610 |
68913 |
|
|
C |
65298 |
66630 |
67971 |
69300 |
70636 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
68300 |
69565 |
||||
|
B |
70212 |
71513 |
||||
|
C |
71967 |
73301 |
||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
|
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
|
|
X |
61103 |
62612 |
64131 |
|||
|
B |
62814 |
64365 |
65927 |
|||
|
C |
64384 |
65974 |
67575 |
|||
|
From: |
$ |
62623 |
64502 |
66379 |
68258 |
|
|
To: |
A |
64627 |
66566 |
68503 |
70442 |
|
|
X |
65639 |
67147 |
68663 |
70162 |
71670 |
|
|
B |
67477 |
69027 |
70586 |
72127 |
73677 |
|
|
C |
69164 |
70753 |
72351 |
73930 |
75519 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
73177 |
74685 |
||||
|
B |
75226 |
76776 |
||||
|
C |
77107 |
78695 |
||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
67379 |
69106 |
70828 |
|||
|
B |
69266 |
71041 |
72811 |
|||
|
C |
70998 |
72817 |
74631 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
72557 |
74279 |
76007 |
77730 |
79456 |
|
|
B |
74589 |
76359 |
78135 |
79906 |
81681 |
|
|
C |
76454 |
78268 |
80088 |
81904 |
83723 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
81175 |
|||||
|
B |
83448 |
|||||
|
C |
85534 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
53374 |
|||||
|
B |
54868 |
|||||
|
C |
56240 |
|||||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
54487 |
55608 |
56725 |
57838 |
58957 |
|
|
B |
56013 |
57165 |
58313 |
59457 |
60608 |
|
|
C |
57413 |
58594 |
59771 |
60943 |
62123 |
|
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
53665 |
54749 |
55832 |
56909 |
||
|
B |
55168 |
56282 |
57395 |
58502 |
||
|
C |
56547 |
57689 |
58830 |
59965 |
||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57988 |
59074 |
60159 |
|||
|
B |
59612 |
60728 |
61843 |
|||
|
C |
61102 |
62246 |
63389 |
|||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55515 |
56693 |
57866 |
|||
|
B |
57069 |
58280 |
59486 |
|||
|
C |
58496 |
59737 |
60973 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59042 |
60218 |
61392 |
62563 |
63737 |
|
|
B |
60695 |
61904 |
63111 |
64315 |
65522 |
|
|
C |
62212 |
63452 |
64689 |
65923 |
67160 |
|
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58300 |
59656 |
61018 |
|||
|
B |
59932 |
61326 |
62727 |
|||
|
C |
61430 |
62859 |
64295 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62375 |
63735 |
65102 |
66457 |
67817 |
|
|
B |
64122 |
65520 |
66925 |
68318 |
69716 |
|
|
C |
65725 |
67158 |
68598 |
70026 |
71459 |
|
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
61392 |
63057 |
64726 |
|||
|
B |
63111 |
64823 |
66538 |
|||
|
C |
64689 |
66444 |
68201 |
|||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66398 |
68060 |
69727 |
71399 |
73063 |
|
|
B |
68257 |
69966 |
71679 |
73398 |
75109 |
|
|
C |
69963 |
71715 |
73471 |
75233 |
76987 |
|
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
68075 |
70030 |
71950 |
|||
|
B |
69981 |
71991 |
73965 |
|||
|
C |
71731 |
73791 |
75814 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73871 |
75787 |
77712 |
79630 |
81539 |
|
|
B |
75939 |
77909 |
79888 |
81860 |
83822 |
|
|
C |
77837 |
79857 |
81885 |
83907 |
85918 |
|
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
41828 |
||||
|
To: |
A |
43166 |
||||
|
X |
48100 |
|||||
|
B |
49447 |
|||||
|
C |
50683 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45094 |
45668 |
|||
|
To: |
A |
46537 |
47129 |
|||
|
X |
51471 |
52063 |
||||
|
B |
52912 |
53521 |
||||
|
C |
54235 |
54859 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46237 |
47381 |
48527 |
49672 |
50814 |
|
To: |
A |
47717 |
48897 |
50080 |
51262 |
52440 |
|
X |
52650 |
|||||
|
B |
54124 |
|||||
|
C |
55477 |
|||||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
53831 |
55013 |
56197 |
57374 |
||
|
B |
55338 |
56553 |
57771 |
58980 |
||
|
C |
56721 |
57967 |
59215 |
60455 |
||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
53273 |
54420 |
55570 |
56720 |
||
|
B |
54765 |
55944 |
57126 |
58308 |
||
|
C |
56134 |
57343 |
58554 |
59766 |
||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57863 |
59006 |
||||
|
B |
59483 |
60658 |
||||
|
C |
60970 |
62174 |
||||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55298 |
56574 |
57852 |
|||
|
B |
56846 |
58158 |
59472 |
|||
|
C |
58267 |
59612 |
60959 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59122 |
60401 |
61673 |
62954 |
||
|
B |
60777 |
62092 |
63400 |
64717 |
||
|
C |
62296 |
63644 |
64985 |
66335 |
||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58339 |
59867 |
61396 |
|||
|
B |
59972 |
61543 |
63115 |
|||
|
C |
61471 |
63082 |
64693 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62923 |
64457 |
65980 |
67509 |
||
|
B |
64685 |
66262 |
67827 |
69399 |
||
|
C |
66302 |
67919 |
69523 |
71134 |
||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
61715 |
63668 |
65619 |
|||
|
B |
63443 |
65451 |
67456 |
|||
|
C |
65029 |
67087 |
69142 |
|||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
67572 |
69521 |
71472 |
73423 |
||
|
B |
69464 |
71468 |
73473 |
75479 |
||
|
C |
71201 |
73255 |
75310 |
77366 |
||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
69119 |
71397 |
||||
|
B |
71054 |
73396 |
||||
|
C |
72830 |
75231 |
||||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73668 |
75941 |
78216 |
80492 |
82761 |
|
|
B |
75731 |
78067 |
80406 |
82746 |
85078 |
|
|
C |
77624 |
80019 |
82416 |
84815 |
87205 |
|
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
48805 |
|||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
52253 |
52813 |
||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
53374 |
|||||
|
B |
54868 |
|||||
|
C |
56240 |
|||||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
54487 |
55608 |
56725 |
57838 |
58957 |
|
|
B |
56013 |
57165 |
58313 |
59457 |
60608 |
|
|
C |
57413 |
58594 |
59771 |
60943 |
62123 |
|
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
|
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
|
|
X |
53665 |
54749 |
55832 |
|||
|
B |
55168 |
56282 |
57395 |
|||
|
C |
56547 |
57689 |
58830 |
|||
|
From: |
$ |
54469 |
55795 |
|||
|
To: |
A |
56212 |
57580 |
|||
|
X |
56909 |
57988 |
59074 |
60159 |
||
|
B |
58502 |
59612 |
60728 |
61843 |
||
|
C |
59965 |
61102 |
62246 |
63389 |
||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55515 |
56693 |
57866 |
|||
|
B |
57069 |
58280 |
59486 |
|||
|
C |
58496 |
59737 |
60973 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
59042 |
60218 |
61392 |
62563 |
63737 |
|
|
B |
60695 |
61904 |
63111 |
64315 |
65522 |
|
|
C |
62212 |
63452 |
64689 |
65923 |
67160 |
|
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58300 |
59656 |
61018 |
|||
|
B |
59932 |
61326 |
62727 |
|||
|
C |
61430 |
62859 |
64295 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
62375 |
63735 |
65102 |
66457 |
67817 |
|
|
B |
64122 |
65520 |
66925 |
68318 |
69716 |
|
|
C |
65725 |
67158 |
68598 |
70026 |
71459 |
|
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
61392 |
63057 |
64726 |
|||
|
B |
63111 |
64823 |
66538 |
|||
|
C |
64689 |
66444 |
68201 |
|||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66398 |
68060 |
69727 |
71399 |
73063 |
|
|
B |
68257 |
69966 |
71679 |
73398 |
75109 |
|
|
C |
69963 |
71715 |
73471 |
75233 |
76987 |
|
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
68110 |
70030 |
71950 |
|||
|
B |
70017 |
71991 |
73965 |
|||
|
C |
71767 |
73791 |
75814 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73882 |
75787 |
77712 |
79630 |
81539 |
|
|
B |
75951 |
77909 |
79888 |
81860 |
83822 |
|
|
C |
77850 |
79857 |
81885 |
83907 |
85918 |
|
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
43800 |
||||
|
To: |
A |
45202 |
||||
|
X |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
47283 |
47910 |
|||
|
To: |
A |
48796 |
49443 |
|||
|
X |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-CHN-2 |
||||||
|
From: |
$ |
48542 |
49795 |
51055 |
52312 |
53567 |
|
To: |
A |
50095 |
51388 |
52689 |
53986 |
55281 |
|
X |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
C |
57984 |
59346 |
||||
|
From: |
$ |
54828 |
||||
|
To: |
A |
56582 |
||||
|
X |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
55412 |
56676 |
||||
|
B |
56964 |
58263 |
||||
|
C |
58388 |
59720 |
||||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57938 |
59200 |
60460 |
61723 |
62987 |
|
|
B |
59560 |
60858 |
62153 |
63451 |
64751 |
|
|
C |
61049 |
62379 |
63707 |
65037 |
66370 |
|
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
57230 |
|||||
|
B |
58832 |
|||||
|
C |
60303 |
|||||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58586 |
59933 |
61294 |
62645 |
63997 |
|
|
B |
60226 |
61611 |
63010 |
64399 |
65789 |
|
|
C |
61732 |
63151 |
64585 |
66009 |
67434 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
65346 |
66700 |
||||
|
B |
67176 |
68568 |
||||
|
C |
68855 |
70282 |
||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
59956 |
61492 |
||||
|
B |
61635 |
63214 |
||||
|
C |
63176 |
64794 |
||||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
63022 |
64559 |
66089 |
67629 |
69164 |
|
|
B |
64787 |
66367 |
67939 |
69523 |
71101 |
|
|
C |
66407 |
68026 |
69637 |
71261 |
72879 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
70697 |
|||||
|
B |
72677 |
|||||
|
C |
74494 |
|||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
62623 |
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
64627 |
|
X |
62987 |
64820 |
||||
|
B |
64751 |
66635 |
||||
|
C |
66370 |
68301 |
||||
|
From: |
$ |
64502 |
66379 |
68258 |
||
|
To: |
A |
66566 |
68503 |
70442 |
||
|
X |
66660 |
68493 |
70333 |
72170 |
74009 |
|
|
B |
68526 |
70411 |
72302 |
74191 |
76081 |
|
|
C |
70239 |
72171 |
74110 |
76046 |
77983 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
75846 |
|||||
|
B |
77970 |
|||||
|
C |
79919 |
|||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
69516 |
71613 |
||||
|
B |
71462 |
73618 |
||||
|
C |
73249 |
75458 |
||||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
73712 |
75808 |
77906 |
80002 |
82097 |
|
|
B |
75776 |
77931 |
80087 |
82242 |
84396 |
|
|
C |
77670 |
79879 |
82089 |
84298 |
86506 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
84193 |
|||||
|
B |
86550 |
|||||
|
C |
88714 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
PENDING REGISTRATION |
||||||
|
From: |
$ |
41983 |
||||
|
To: |
A |
43326 |
||||
|
X |
48260 |
|||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-CHN-1 |
||||||
|
From: |
$ |
45277 |
45788 |
46299 |
||
|
To: |
A |
46726 |
47253 |
47781 |
||
|
X |
51661 |
52188 |
52715 |
|||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-CHN-2 |
||||||
|
From: |
$ |
46302 |
47321 |
48344 |
49369 |
50392 |
|
To: |
A |
47784 |
48835 |
49891 |
50949 |
52005 |
|
X |
52719 |
|||||
|
B |
54195 |
|||||
|
C |
55550 |
|||||
|
From: |
$ |
51411 |
52437 |
53463 |
||
|
To: |
A |
53056 |
54115 |
55174 |
||
|
X |
53769 |
54825 |
55883 |
56939 |
57990 |
|
|
B |
55275 |
56360 |
57448 |
58533 |
59614 |
|
|
C |
56657 |
57769 |
58884 |
59996 |
61104 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
59049 |
60108 |
||||
|
B |
60702 |
61791 |
||||
|
C |
62220 |
63336 |
||||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
|
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
|
|
X |
53787 |
54830 |
55879 |
|||
|
B |
55293 |
56365 |
57444 |
|||
|
C |
56675 |
57774 |
58880 |
|||
|
From: |
$ |
54469 |
55795 |
|||
|
To: |
A |
56212 |
57580 |
|||
|
X |
56918 |
57966 |
59014 |
60059 |
61103 |
|
|
B |
58512 |
59589 |
60666 |
61741 |
62814 |
|
|
C |
59975 |
61079 |
62183 |
63285 |
64384 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
62147 |
|||||
|
B |
63887 |
|||||
|
C |
65484 |
|||||
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
55541 |
56665 |
57782 |
|||
|
B |
57096 |
58252 |
59400 |
|||
|
C |
58523 |
59708 |
60885 |
|||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58892 |
60014 |
61136 |
62258 |
63378 |
|
|
B |
60541 |
61694 |
62848 |
64001 |
65153 |
|
|
C |
62055 |
63236 |
64419 |
65601 |
66782 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
64495 |
65611 |
||||
|
B |
66301 |
67448 |
||||
|
C |
67959 |
69134 |
||||
|
NU-CHN-5 |
||||||
|
From: |
$ |
52199 |
53789 |
55378 |
56965 |
58558 |
|
To: |
A |
53869 |
55510 |
57150 |
58788 |
60432 |
|
X |
58173 |
59442 |
60705 |
|||
|
B |
59802 |
61106 |
62405 |
|||
|
C |
61297 |
62634 |
63965 |
|||
|
From: |
$ |
60139 |
61727 |
63318 |
||
|
To: |
A |
62063 |
63702 |
65344 |
||
|
X |
61970 |
63234 |
64507 |
65768 |
67036 |
|
|
B |
63705 |
65005 |
66313 |
67610 |
68913 |
|
|
C |
65298 |
66630 |
67971 |
69300 |
70636 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
68300 |
69565 |
||||
|
B |
70212 |
71513 |
||||
|
C |
71967 |
73301 |
||||
|
NU-CHN-6 |
||||||
|
From: |
$ |
55111 |
56989 |
58866 |
60742 |
|
|
To: |
A |
56875 |
58813 |
60750 |
62686 |
|
|
X |
61103 |
62612 |
64131 |
|||
|
B |
62814 |
64365 |
65927 |
|||
|
C |
64384 |
65974 |
67575 |
|||
|
From: |
$ |
62623 |
64502 |
66379 |
68258 |
|
|
To: |
A |
64627 |
66566 |
68503 |
70442 |
|
|
X |
65639 |
67147 |
68663 |
70162 |
71670 |
|
|
B |
67477 |
69027 |
70586 |
72127 |
73677 |
|
|
C |
69164 |
70753 |
72351 |
73930 |
75519 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
73177 |
74685 |
||||
|
B |
75226 |
76776 |
||||
|
C |
77107 |
78695 |
||||
|
NU-CHN-7 |
||||||
|
From: |
$ |
60290 |
62387 |
64493 |
66594 |
68580 |
|
To: |
A |
62219 |
64383 |
66557 |
68725 |
70775 |
|
X |
67379 |
69106 |
70828 |
|||
|
B |
69266 |
71041 |
72811 |
|||
|
C |
70998 |
72817 |
74631 |
|||
|
From: |
$ |
70795 |
72894 |
74997 |
||
|
To: |
A |
73060 |
75227 |
77397 |
||
|
X |
72557 |
74280 |
76007 |
77730 |
79456 |
|
|
B |
74589 |
76360 |
78135 |
79906 |
81681 |
|
|
C |
76454 |
78269 |
80088 |
81904 |
83723 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
81175 |
|||||
|
B |
83448 |
|||||
|
C |
85534 |
|||||
|
NU-CHN-8 |
||||||
|
From: |
$ |
66128 |
68486 |
70851 |
73208 |
|
|
To: |
A |
68244 |
70678 |
73118 |
75551 |
|
|
X |
70828 |
73182 |
75532 |
77886 |
||
|
B |
72811 |
75231 |
77647 |
80067 |
||
|
C |
74631 |
77112 |
79588 |
82069 |
||
|
From: |
$ |
75573 |
77931 |
79921 |
81915 |
|
|
To: |
A |
77991 |
80425 |
82478 |
84536 |
|
|
X |
80006 |
82588 |
84939 |
86983 |
||
|
B |
82246 |
84900 |
87317 |
89419 |
||
|
C |
84302 |
87023 |
89500 |
91654 |
||
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
89025 |
|||||
|
B |
91518 |
|||||
|
C |
93806 |
|||||
|
NU-CON-1 |
||||||
| From: |
$ |
63994 | 65992 | 67979 | 69970 | 71960 |
|
To: |
A |
66042 |
68104 |
70154 |
72209 |
74263 |
|
B |
67891 |
70011 |
72118 |
74231 |
76342 |
|
|
C |
69588 |
71761 |
73921 |
76087 |
78251 |
|
|
From: |
$ |
73952 |
75943 |
77931 |
79921 |
81915 |
|
To: |
A |
76318 |
78373 |
80425 |
82478 |
84536 |
|
B |
78455 |
80567 |
82677 |
84787 |
86903 |
|
|
C |
80416 |
82581 |
84744 |
86907 |
89076 |
|
|
PENDING REGISTRATION |
||||||
|
Ontario |
||||||
|
From: |
$ |
41983 |
||||
|
To: |
A |
43326 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
Manitoba |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
Alberta |
||||||
|
From: |
$ |
42512 |
||||
|
To: |
A |
43872 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
British Colombia |
||||||
|
From: |
$ |
43800 |
||||
|
To: |
A |
45202 |
||||
|
X |
45202 |
|||||
|
Y |
50136 |
|||||
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-CHN-1 |
||||||
|
Ontario |
||||||
|
From: |
$ |
45277 |
45788 |
46299 |
||
|
To: |
A |
46726 |
47253 |
47781 |
||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
Manitoba |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
Alberta |
||||||
|
From: |
$ |
45852 |
46395 |
|||
|
To: |
A |
47319 |
47880 |
|||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
British Colombia |
||||||
|
From: |
$ |
47283 |
47910 |
|||
|
To: |
A |
48796 |
49443 |
|||
|
X |
48796 |
49443 |
||||
|
Y |
53731 |
54377 |
||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-CHN-2 |
||||||
|
Ontario |
||||||
|
From: |
$ |
46302 |
47321 |
48344 |
49369 |
50392 |
|
To: |
A |
47784 |
48835 |
49891 |
50949 |
52005 |
|
X |
50095 |
51388 |
52689 |
|||
|
Y |
||||||
|
B |
||||||
|
Z |
55271 |
|||||
|
C |
56653 |
|||||
|
From: |
$ |
51411 |
52437 |
53463 |
||
|
To: |
A |
53056 |
54115 |
55174 |
||
|
X |
53986 |
55281 |
56582 |
|||
|
Y |
55029 |
56322 |
57623 |
58919 |
60215 |
|
|
B |
56570 |
57899 |
59236 |
60569 |
61901 |
|
|
Z |
56570 |
57899 |
59236 |
60569 |
61901 |
|
|
C |
57984 |
59346 |
60717 |
62083 |
63449 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
||||||
|
Y |
61516 |
|||||
|
B |
63238 |
|||||
|
Z |
63238 |
|||||
|
C |
64819 |
|||||
|
Manitoba |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
50095 |
51388 |
52689 |
53986 |
55281 |
|
|
Y |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
Z |
55271 |
56570 |
57899 |
|||
|
C |
56653 |
57984 |
59346 |
|||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
56582 |
|||||
|
Y |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
Z |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
Alberta |
||||||
|
From: |
$ |
46938 |
48017 |
49103 |
50184 |
51264 |
|
To: |
A |
48440 |
49554 |
50674 |
51790 |
52904 |
|
X |
50095 |
51388 |
52689 |
53986 |
55281 |
|
|
Y |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
Z |
55271 |
56570 |
57899 |
|||
|
C |
56653 |
57984 |
59346 |
|||
|
From: |
$ |
52348 |
||||
|
To: |
A |
54023 |
||||
|
X |
56582 |
|||||
|
Y |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
Z |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
British Colombia |
||||||
|
From: |
$ |
48542 |
49795 |
51055 |
52312 |
53567 |
|
To: |
A |
50095 |
51388 |
52689 |
53986 |
55281 |
|
X |
50095 |
51388 |
52689 |
53986 |
55281 |
|
|
Y |
55029 |
56322 |
||||
|
B |
56570 |
57899 |
||||
|
Z |
55271 |
56570 |
57899 |
|||
|
C |
56653 |
57984 |
59346 |
|||
|
From: |
$ |
54828 |
||||
|
To: |
A |
56582 |
||||
|
X |
56582 |
|||||
|
Y |
57623 |
58919 |
60215 |
61516 |
||
|
B |
59236 |
60569 |
61901 |
63238 |
||
|
Z |
59236 |
60569 |
61901 |
63238 |
||
|
C |
60717 |
62083 |
63449 |
64819 |
||
|
NU-CHN-3 |
||||||
|
From: |
$ |
49167 |
50500 |
51821 |
53148 |
54469 |
|
To: |
A |
50740 |
52116 |
53479 |
54849 |
56212 |
|
X |
50740 |
52116 |
53479 |
54849 |
56212 |
|
|
Y |
55412 |
56676 |
||||
|
B |
56964 |
58263 |
||||
|
Z |
55694 |
56964 |
58263 |
|||
|
C |
57086 |
58388 |
59720 |
|||
|
From: |
$ |
55795 |
||||
|
To: |
A |
57580 |
||||
|
X |
57580 |
|||||
|
Y |
57938 |
59200 |
60460 |
61723 |
62987 |
|
|
B |
59560 |
60858 |
62153 |
63451 |
64751 |
|
|
Z |
59560 |
60858 |
62153 |
63451 |
64751 |
|
|
C |
61049 |
62379 |
63707 |
65037 |
66370 |
|
|
NU-CHN-4 |
||||||
|
From: |
$ |
49583 |
50994 |
52411 |
53825 |
55237 |
|
To: |
A |
51170 |
52626 |
54088 |
55547 |
57005 |
|
X |
51170 |
52626 |
54088 |
55547 |
57005 |
|
|
Y |
57230 |
|||||
|
B |
58832 |
|||||
|
Z |
57470 |
58832 |
||||
|
C |
58907 |
60303 |
||||
|
From: |
$ |
56653 |
58062 |
59476 |
||
|
To: |
A |
58466 |
59920 |
61379 |
||
|
X |
58466 |
59920 |
61379 |
|||
|
Y |
58586 |
59933 |
61294 |
62645 |
63997 |
|
|
B |
60226 |
61611 |
63010 |
64399 |
65789 |
|
|
Z |
60226 |
61611 |
63010 |
64399 |
65789 |
|
|
C |
61732 |
63151 |
64585 |
66009 |
67434 |
|
|
From: |
$ |
|||||
|
To: |
A |
|||||
|
X |
||||||
|
Y |
65346 |
66700 |
||||
|
B |
67176 |
68568 |
||||
|
Z |
67176 |
68568 |
||||
|
C |
68855 |
70282 |
||||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
44669 |
|||||
|
C |
45786 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
47618 |
48237 |
48854 |
|||
|
C |
48808 |
49443 |
50075 |
|||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
48844 |
50076 |
51309 |
52533 |
53763 |
|
|
C |
50065 |
51328 |
52592 |
53846 |
55107 |
|
|
B |
54999 |
56234 |
||||
|
C |
56374 |
57640 |
||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
52161 |
53575 |
54976 |
56385 |
57786 |
|
|
C |
53465 |
54914 |
56350 |
57795 |
59231 |
|
|
B |
59192 |
|||||
|
C |
60672 |
|||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
52603 |
54100 |
55602 |
57102 |
58601 |
|
|
C |
53918 |
55453 |
56992 |
58530 |
60066 |
|
|
B |
60103 |
61598 |
63098 |
|||
|
C |
61606 |
63138 |
64675 |
|||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
55377 |
57064 |
58750 |
60434 |
62124 |
|
|
C |
56761 |
58491 |
60219 |
61945 |
63677 |
|
|
B |
63801 |
65486 |
67174 |
|||
|
C |
65396 |
67123 |
68853 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
58468 |
60460 |
62451 |
64441 |
66437 |
|
|
C |
59930 |
61972 |
64012 |
66052 |
68098 |
|
|
B |
68430 |
70421 |
72414 |
|||
|
C |
70141 |
72182 |
74224 |
|||
|
NU-CHN-7 |
||||||
|
B |
63961 |
66186 |
68421 |
70649 |
72757 |
|
|
C |
65560 |
67841 |
70132 |
72415 |
74576 |
|
|
B |
75106 |
77333 |
79564 |
|||
|
C |
76984 |
79266 |
81553 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
48195 |
|||||
|
C |
49400 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
51518 |
52190 |
||||
|
C |
52806 |
53495 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
52854 |
54187 |
55525 |
56863 |
58196 |
|
|
C |
54175 |
55542 |
56913 |
58285 |
59651 |
|
|
B |
59536 |
60867 |
62209 |
|||
|
C |
61024 |
62389 |
63764 |
|||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
53392 |
54689 |
55992 |
57288 |
58589 |
|
|
C |
54727 |
56056 |
57392 |
58720 |
60054 |
|
|
B |
59884 |
61188 |
62492 |
63789 |
||
|
C |
61381 |
62718 |
64054 |
65384 |
||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
55312 |
56683 |
58052 |
59418 |
60789 |
|
|
C |
56695 |
58100 |
59503 |
60903 |
62309 |
|
|
B |
62159 |
63527 |
64893 |
66264 |
67634 |
|
|
C |
63713 |
65115 |
66515 |
67921 |
69325 |
|
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
58192 |
59700 |
61204 |
62715 |
64220 |
|
|
C |
59647 |
61193 |
62734 |
64283 |
65826 |
|
|
B |
65728 |
67234 |
68728 |
70232 |
71740 |
|
|
C |
67371 |
68915 |
70446 |
71988 |
73534 |
|
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
61394 |
63126 |
64862 |
66595 |
68326 |
|
|
C |
62929 |
64704 |
66484 |
68260 |
70034 |
|
|
B |
70064 |
71794 |
73528 |
75263 |
76996 |
|
|
C |
71816 |
73589 |
75366 |
77145 |
78921 |
|
|
NU-CHN-7 |
||||||
|
B |
67884 |
69871 |
71852 |
73842 |
75830 |
|
|
C |
69581 |
71618 |
73648 |
75688 |
77726 |
|
|
B |
77818 |
79803 |
81797 |
83779 |
85770 |
|
|
C |
79763 |
81798 |
83842 |
85873 |
87914 |
|
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
|
PENDING REGISTRATION |
||||||
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
NU-CHN-7 |
||||||
|
B |
69266 |
71041 |
72811 |
74589 |
76359 |
|
|
C |
70998 |
72817 |
74631 |
76454 |
78268 |
|
|
B |
78135 |
79906 |
81681 |
83448 |
||
|
C |
80088 |
81904 |
83723 |
85534 |
||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
|
PENDING REGISTRATION |
||||||
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
NU-CHN-7 |
||||||
|
B |
69981 |
71991 |
73965 |
75939 |
77909 |
|
|
C |
71731 |
73791 |
75814 |
77837 |
79857 |
|
|
B |
79888 |
81860 |
83822 |
|||
|
C |
81885 |
83907 |
85918 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
|
PENDING REGISTRATION |
||||||
|
B |
49447 |
|||||
|
C |
50683 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
52912 |
53521 |
||||
|
C |
54235 |
54859 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54124 |
55338 |
56553 |
57771 |
58980 |
|
|
C |
55477 |
56721 |
57967 |
59215 |
60455 |
|
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
54765 |
55944 |
57126 |
58308 |
59483 |
|
|
C |
56134 |
57343 |
58554 |
59766 |
60970 |
|
|
B |
60658 |
|||||
|
C |
62174 |
|||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
56846 |
58158 |
59472 |
60777 |
62092 |
|
|
C |
58267 |
59612 |
60959 |
62296 |
63644 |
|
|
B |
63400 |
64717 |
||||
|
C |
64985 |
66335 |
||||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59972 |
61543 |
63115 |
64685 |
66262 |
|
|
C |
61471 |
63082 |
64693 |
66302 |
67919 |
|
|
B |
67827 |
69399 |
||||
|
C |
69523 |
71134 |
||||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
63443 |
65451 |
67456 |
69464 |
71468 |
|
|
C |
65029 |
67087 |
69142 |
71201 |
73255 |
|
|
B |
73473 |
75479 |
||||
|
C |
75310 |
77366 |
||||
|
NU-CHN-7 |
||||||
|
B |
71054 |
73396 |
75731 |
78067 |
80406 |
|
|
C |
72830 |
75231 |
77624 |
80019 |
82416 |
|
|
B |
82746 |
85078 |
||||
|
C |
84815 |
87205 |
||||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
50172 |
|||||
|
C |
51426 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53716 |
54292 |
||||
|
C |
55059 |
55649 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54868 |
56013 |
57165 |
58313 |
59457 |
|
|
C |
56240 |
57413 |
58594 |
59771 |
60943 |
|
|
B |
60608 |
|||||
|
C |
62123 |
|||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55168 |
56282 |
57395 |
58502 |
59612 |
|
|
C |
56547 |
57689 |
58830 |
59965 |
61102 |
|
|
B |
60728 |
61843 |
||||
|
C |
62246 |
63389 |
||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57069 |
58280 |
59486 |
60695 |
61904 |
|
|
C |
58496 |
59737 |
60973 |
62212 |
63452 |
|
|
B |
63111 |
64315 |
65522 |
|||
|
C |
64689 |
65923 |
67160 |
|||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59932 |
61326 |
62727 |
64122 |
65520 |
|
|
C |
61430 |
62859 |
64295 |
65725 |
67158 |
|
|
B |
66925 |
68318 |
69716 |
|||
|
C |
68598 |
70026 |
71459 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
63111 |
64823 |
66538 |
68257 |
69966 |
|
|
C |
64689 |
66444 |
68201 |
69963 |
71715 |
|
|
B |
71679 |
73398 |
75109 |
|||
|
C |
73471 |
75233 |
76987 |
|||
|
NU-CHN-7 |
||||||
|
B |
70017 |
71991 |
73965 |
75951 |
77909 |
|
|
C |
71767 |
73791 |
75814 |
77850 |
79857 |
|
|
B |
79888 |
81860 |
83822 |
|||
|
C |
81885 |
83907 |
85918 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
51540 |
|||||
|
C |
52829 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
55235 |
55900 |
||||
|
C |
56616 |
57298 |
||||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
56570 |
57899 |
59236 |
60569 |
||
|
Z |
55271(*) |
56570 |
57899 |
59236 |
60569 |
|
|
C |
56653(*) |
57984 |
59346 |
60717 |
62083 |
|
|
B |
61901 |
63238 |
||||
|
Z |
61901 |
63238 |
||||
|
C |
63449 |
64819 |
||||
|
(*)Only applies to Health Canada nurses in remote and isolated communities (CWIS Type 1 and 2) |
||||||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
56964 |
58263 |
59560 |
60858 |
||
|
Z |
55694(*) |
56964 |
58263 |
59560 |
60858 |
|
|
C |
57086(*) |
58388 |
59720 |
61049 |
62379 |
|
|
B |
62153 |
63451 |
64751 |
|||
|
Z |
62153 |
63451 |
64751 |
|||
|
C |
63707 |
65037 |
66370 |
|||
|
(*)Only applies to Health Canada nurses in remote and isolated communities (CWIS Type 1 and 2) |
||||||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
58832 |
60226 |
61611 |
63010 |
||
|
Z |
57470(*) |
58832 |
60226 |
61611 |
63010 |
|
|
C |
58907(*) |
60303 |
61732 |
63151 |
64585 |
|
|
B |
64399 |
65789 |
67176 |
68568 |
||
|
Z |
64399 |
65789 |
67176 |
68568 |
||
|
C |
66009 |
67434 |
68855 |
70282 |
||
|
(*)Only applies to Health Canada nurses in remote and isolated communities (CWIS Type 1 and 2) |
||||||
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
Note: Rates of pay for NU-HOS-5/NU-CHN-5 to NU-HOS-8/NU-CHN-8 inclusively do not apply to Health Canada nurses in isolated and remote communities (CWIS Type 1 and 2) |
||||||
|
B |
61635 |
63214 |
64787 |
66367 |
67939 |
|
|
C |
63176 |
64794 |
66407 |
68026 |
69637 |
|
|
B |
69523 |
71101 |
72677 |
|||
|
C |
71261 |
72879 |
74494 |
|||
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
64751 |
66635 |
68526 |
70411 |
72302 |
|
|
C |
66370 |
68301 |
70239 |
72171 |
74110 |
|
|
B |
74191 |
76081 |
77970 |
|||
|
C |
76046 |
77983 |
79919 |
|||
|
NU-CHN-7 |
||||||
|
B |
71462 |
73618 |
75776 |
77931 |
80087 |
|
|
C |
73249 |
75458 |
77670 |
79879 |
82089 |
|
|
B |
82242 |
84396 |
86550 |
|||
|
C |
84298 |
86506 |
88714 |
|||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
(Retroactive rates can be found in Appendixes A-1, A-2 and A-4)
PENDING REGISTRATION
|
B |
49611 |
|||||
|
C |
50851 |
|||||
|
NU-HOS-1 / NU-CHN-1 |
||||||
|
B |
53108 |
53649 |
54191 |
|||
|
C |
54436 |
54990 |
55546 |
|||
|
NU-HOS-2 / NU-CHN-2 |
||||||
|
B |
54195 |
55275 |
56360 |
57448 |
58533 |
|
|
C |
55550 |
56657 |
57769 |
58884 |
59996 |
|
|
B |
59614 |
60702 |
61791 |
|||
|
C |
61104 |
62220 |
63336 |
|||
|
NU-HOS-3 / NU-CHN-3 |
||||||
|
B |
55293 |
56365 |
57444 |
58512 |
59589 |
|
|
C |
56675 |
57774 |
58880 |
59975 |
61079 |
|
|
B |
60666 |
61741 |
62814 |
63887 |
||
|
C |
62183 |
63285 |
64384 |
65484 |
||
|
NU-HOS-4 / NU-CHN-4 |
||||||
|
B |
57096 |
58252 |
59400 |
60541 |
61694 |
|
|
C |
58523 |
59708 |
60885 |
62055 |
63236 |
|
|
B |
62848 |
64001 |
65153 |
66301 |
67448 |
|
|
C |
64419 |
65601 |
66782 |
67959 |
69134 |
|
|
NU-HOS-5 / NU-CHN-5 |
||||||
|
B |
59802 |
61106 |
62405 |
63705 |
65005 |
|
|
C |
61297 |
62634 |
63965 |
65298 |
66630 |
|
|
B |
66313 |
67610 |
68913 |
70212 |
71513 |
|
|
C |
67971 |
69300 |
70636 |
71967 |
73301 |
|
|
NU-HOS-6 / NU-CHN-6 |
||||||
|
B |
62814 |
64365 |
65927 |
67477 |
69027 |
|
|
C |
64384 |
65974 |
67575 |
69164 |
70753 |
|
|
B |
70586 |
72127 |
73677 |
75226 |
76776 |
|
|
C |
72351 |
73930 |
75519 |
77107 |
78695 |
|
|
NU-CHN-7 |
||||||
|
B |
69266 |
71041 |
72811 |
74589 |
76360 |
|
|
C |
70998 |
72817 |
74631 |
76454 |
78269 |
|
|
B |
78135 |
79906 |
81681 |
83448 |
||
|
C |
80088 |
81904 |
83723 |
85534 |
||
|
NU-CHN-8 |
||||||
|
B |
72811 |
75231 |
77647 |
80067 |
82246 |
|
|
C |
74631 |
77112 |
79588 |
82069 |
84302 |
|
|
B |
84900 |
87317 |
89419 |
91518 |
||
|
C |
87023 |
89500 |
91654 |
93806 |
||
1. The pay increment period for employees at levels NU-HOS-1 and NU-CHN-1 is six (6) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than six (6) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
2. The pay increment period for employees at the NU-HOS levels 2 to 6 and at the NU-CHN levels 2 to 8 is twelve (12) months. A part-time employee who, on the date of signing of this collective agreement, has worked more than twelve (12) months since the last increment will receive a salary increment effective on the date of signing. The next statutory increase for part-time employees will be calculated from this date.
3. The pay increment date for an employee, appointed on or after 19 April 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 the application date above, remains unchanged.
4. All employees being paid at the pending registration, the NU HOS levels 1 to 6, and the NU CHN 1 to 8 scale of rates shall, on the relevant effective dates in Appendix "A", be paid in the A, B and C scales of rates shown immediately below the employees former rate of pay.
5. All employees at the pending registration, the NU HOS levels 1 to 6, and the NU CHN levels 1 to 8 for whom a pay harmonization is effective 1 October 2001 will move to the rate of pay shown immediately below the employee's 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.
6. Employees at the NU HOS levels 1 to 6 and NU CHN levels 1 to 8 who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2001will move to the next increment in the new rate of pay effective 1 October 2001.
7. All Health Canada employees at the pending registration and at the NU CHN levels 1 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraphs (a), (b) and (c) for whom a pay harmonization is effective 1 October 2001 will move to the rate of pay shown immediately below the employee's 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.
(a) "Remote community (type1)" means a community with no scheduled flights, minimal telephones or radio services and no road access.
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access.
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
8. All Health Canada employees at the pending registration and at the NU CHN levels 1 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraph 6 (a), (b) and (c) for whom a national rate is effective 1 October 2001 will move to the rate of pay shown immediately below the employee's former rate of pay at the Y range shown in Appendix "A" or at the closest rate, but not lower than the employees' former rate of pay.
9. Health Canada employees at the NU CHN levels 1 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraph 6(a), (b) and (c) who have been at the maximum rate of pay for their level for more than twelve (12) months on 1 October 2001 will move to the next rate of pay of the Y range effective 1 October 2001.
10. The rate of pay on initial appointment to Health Canada at the NU CHN levels 2 to 4 in remote and isolated communities (type 1 and 2) as defined in paragraph 6(a), (b) and (c) will be paid on appointment in the applicable salary scale of the Z range shown in Appendix "A":
(a) with more than one (1) year, but less than three (3) years of recent experience, at the first (1st) step;
(b) with more than three (3) years of recent experience but with less than five (5) years of recent experience, at the second (2nd) step;
(c) with five (5) or more years of recent experience, at the third (3rd) step;
or
such higher step as determined by the Employer;
(d) Assessment of recent experience will be at the discretion of management.
11. The rate of pay on initial appointment for the NU-HOS levels 1 to 3 and NU-CHN levels 1 to 3 will be established as follows:
(a) A nurse, with no experience, or with no recent experience, or with less than one (1) year of recent experience, will be appointed at the first (1st) step of the NU-HOS-1 level or at the first (1st) step of the NU-CHN-1 level.
(b) A nurse, appointed at the NU-HOS-2, NU-CHN-2, NU-HOS-3 or NU-CHN-3 will be paid on appointment in the applicable salary scale of rates:
(i) with more than one (1) year, but less than three (3) years of recent experience, at the first (1st) step;
(ii) with more than three (3) years of recent experience but with less than five (5) years of recent experience, at the second (2nd) step;
(iii) with five (5) or more years of recent experience, at the third (3rd) step;
or
such higher step as determined by the Employer.
(c) Assessment of recent experience will be at the discretion of management.
Upon transfer, except on temporary duty, the employee's rate of pay is to be adjusted to the corresponding rate in the range determined by years of service and experience, and such adjustments will not affect the employee's pay increment date.
(a) Appointments - General
All appointments of persons eligible for registration as a nurse in a province or territory of Canada without further formal training, but who are not formally registered, shall be made as Nurse Pending Registration on a specified period basis for a period not exceeding twelve (12) months.
(b) Pay on Appointment
The rate of pay on appointment as a "specified period" employee of a Nurse Pending Registration is stipulated in Appendix "A".
(c) Appointment on Registration
Upon registration as a nurse in a province or territory of Canada, an employee who has been appointed as a Nurse Pending Registration, shall be appointed at the applicable position level for which the employee has qualified (subject to registration). The effective date of such appointment shall be:
(i) retroactive to the date of appointment as a Nurse Pending Registration if no additional formal training or education is required, although the employee may have to successfully complete qualification examinations;
or
(ii) the date of the successful completion of qualification examinations for Registration when additional formal training or education is required.
In no case will the date of such appointment be later than the date of registration.
For all purposes of pay, the annual rates of pay for the Nursing Levels stipulated in Appendix "A" shall be altered by the addition of the amounts specified hereunder in Column II in the circumstances specified in Column I.
|
Column I |
Column II |
|||
|
B. |
Education Allowances |
|||
|
** |
||||
|
(a) |
Recognized speciality training course including the Clinical Skill Training Program, 3-6 months |
$ 550 |
||
|
** |
||||
|
(b) |
Recognized speciality training course, 7-12 months |
$ 850 |
||
|
** |
||||
|
(c) |
(i) One year university course in Administration, Administration and Education (« organisation des soins et éducation »), Clinical Fields (« milieu clinique »), Community Health (« santé communautaire »), Gerontology (« gérontologie »), Health Services Administration I and Health Services Administration II (« gestion des services de santé 1 et 2 »), Mental Health (« santé mentale »), Nursing, Psychiatry, Public Health, Teaching and Supervision, or in any other related field of study approved by the Employer. |
$ 1,500 |
||
|
(ii) Two one-year university courses as described in (i) above. |
$ 2,000 |
|||
|
(iii) Three one-year university courses as described in (i) above. |
$ 2,500 |
|||
|
** |
||||
|
(d) |
Bachelor's degree in nursing |
$ 3,000 |
||
|
** |
||||
|
(e) |
Master's degree in nursing or any other health related field of study approved by the Employer. |
$ 3,500 |
||
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 levels and MD-MSP-1 through MD-MSP-2 for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, MD 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);
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$13,850 |
$53.09 |
|
MD-MOF-2 |
$14,100 |
$54.05 |
|
MD-MOF-3 |
$15,150 |
$58.07 |
|
MD-MOF-4 |
$23,750 |
$91.04 |
|
MD-MSP-1 |
$15,150 |
$58.07 |
|
MD-MSP-2 |
$23,750 |
$91.04 |
(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 MD employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive this allowance and that of Appendixes "D" and/or "K".
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to Forensic Psychiatrists who perform the duties of positions at the MD-MSP-1 and MD-MSP-2 in Correctional Service Canada (CSC) for the performance of forensic psychiatrists duties in the Health Services Group.
2. The parties agree that Forensic Psychiatrists 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, Forensic Psychiatrists 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MSP-1 |
$54,250 |
$207.95 |
|
MD-MSP-2 |
$50,800 |
$194.73 |
(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 Forensic Psychiatrists is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time Forensic Psychiatrists 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1.
(a) In an effort to resolve recruitment problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that only the employees identified above, i.e. Health Canada NU-CHNs hired on or after the date of signing of this agreement, shall be eligible to receive a "Recruitment Allowance" in the following amounts and subject to the following conditions:
(a) An initial payment of two thousand two hundred and fifty dollars ($2,250) is paid in the month of hiring, a second payment of two thousand two hundred and fifty dollars ($2,250), is paid at the end of twelve (12) months.
|
RECRUITMENT ALLOWANCE |
|
|
In the month of hiring: $2,250 |
At the end of the twelve (12) months after hiring: $2,250 |
(b) Only full-time indeterminate employees and full-time employees hired for term of twelve (12) month or more are eligible for this allowance.
(c) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(d) Employees can only become eligible for the second payment of this allowance after they have received ten (10) days' pay per calendar month for twelve (12) calendar months continuous or discontinuous.
(e) The Recruitment Allowance specified above does not form part of an employee's salary.
(f) Employees whose employment ends prior to the end of the 12 months period mention in (a) shall not be entitled to the second payment of this allowance.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. An employee may receive this allowance and that of Appendix "G"- Expanded Role Allowance and Appendix "H" - Nurse-in-Charge Allowance, as long as he meets the provisions of such appendixes.
6. An employee may not receive this allowance and the retention allowance in Appendix "F" during the same twelve (12) month period.
7. This allowance can only be paid once during his total period of employment in the Public Service.
8. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
9. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1.
(a) In an effort to resolve retention problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that NU-CHN 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, NU 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 receive 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 |
||
|
Annual Amount |
Daily Amount |
|
|
NU-CHN |
$4,500 |
$17.25 |
(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) Only full-time indeterminate employees and employees hired for term of 12 month or more are eligible for this allowance.
(f) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(g) Employees can only become eligible for this allowance after they have received ten (10) days' pay per calendar month for 12 calendar months continuous or discontinuous.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. The terminable allowance will cease where an employee is assigned or temporarily appointed to duties with no responsibility within or for types 1 and 2 communities, for the duration of the assignment or temporary appointment. Employees participating on Clinical Skills training outside the type 1 or 2 community will continue to receive the terminable allowance for the period they are on training.
6. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
7. An employee may receive both this allowance and that of Appendix "G" - Expanded Role Allowance and Appendix "H" - Nurse-in-charge, as long as he meets the provisions of both appendixes.
8. An employee may not receive this allowance and the recruitment allowance in Appendix "E" during the same twelve (12) month period.
9. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
10. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1.
(a) In an effort to recognize their expanded professional role, the Employer will provide an allowance to Health Canada NU-CHN-2, NU-CHN-3 AND NU-CHN-4 employees in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of expanded professional role.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that employees who perform the duties of positions identified above shall be eligible to receive an allowance in the following amounts and subject to the following conditions:
(a) Commencing the first (1st) day of the month following the month during which this agreement is signed NU 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 receive 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);
|
EXPANDED PROFESSIONAL ROLE ALLOWANCE |
|
|
Annual Amount: $6,000 |
Daily Amount: $23.00 |
(c) The 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.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive:
(a) this allowance and that of Appendix "E" - Recruitment Allowance and/or Appendix "H" - Nurse-in-Charge Allowance.
or
(b) this allowance and that of Appendix "F"- Retention Allowance and/or Appendix "H"- Nurse-in-Charge Allowance.
6. NU-CHNS Currently in Receipt of the Allowance
(a) NU-CHNS currently in receipt of the allowance at the time of signing who have not successfully completed an approved clinical skills training program will have to go on the first available course offered. The employer will endeavour to provide reasonable notice to the employees.
(b) If the employee refuses to go on the course without a reason deemed acceptable by the employer, the employee will cease to be eligible for this allowance. Once this employee has completed the clinical course he will become eligible again for this allowance.
(c) Employees currently in receipt of the allowance when being sent on the clinical skills training program will continue to receive the allowance.
7. Every effort will be made by the employer to ensure that those nurses required to perform the expanded role will have access to the Clinical Skills Training Program within one year of appointment.
8. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
9. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1. In an effort to recognize the role of Nurse -in-Charge (NIC), the Employer will provide an allowance to Health Canada NU-CHNs, for the performance of the duties of position of NIC in the Health Services group.
2. The parties agree than NU-CHN who performs the duties of the NIC position shall be eligible to receive an allowance in the following amount and subject to the following conditions:
(a) Commencing the first (1st) day of the month following the month during which this agreement is signed NU-CHN employees who perform the duties of the NIC position shall be eligible to receive an allowance to be paid biweekly;
(b) the employee shall receive 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 |
||
|
Annual Amount |
Daily Amount |
|
|
Nurse-in-Charge |
$6,000 |
$23.00 |
(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.
3. A part-time Nurse-in-Charge 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive:
(a) this allowance and that of Appendix "E"- Recruitment Allowance and/or Appendix "G" - Expanded Role Allowance;
or
(b) this allowance and that of Appendix "F"- Retention Allowance and/or Appendix "G" - Expanded Role Allowance.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to Masters and Doctoral level registered psychologists (PS) in Correctional Service Canada (CSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, PS 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 |
|||
|
Doctoral Level Registered Psychologists: |
|||
|
Annual Amount: |
$12,000 |
Daily Amount: |
$ 46.00 |
|
Masters Level Registered Psychologists: |
|||
|
Annual Amount: |
Daily Amount: |
||
|
Pacific Region: |
$ 6,000 |
Pacific Region: |
$ 23.00 |
|
Prairies Region |
$ 6,000 |
Prairies Region |
$ 23.00 |
|
Ontario Region: |
$ 6,000 |
Ontario Region: |
$ 23.00 |
|
Quebec Region: |
$ 2,000 |
Quebec Region: |
$ 7.67 |
|
Atlantic Region: |
$ 4,000 |
Atlantic Region: |
$ 15.33 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 in Correctional Service Canada (CSC) for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, MD 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$8,500 |
$32.58 |
|
MD-MOF-2 |
$10,000 |
$38.33 |
|
MD-MOF-3 |
$10,500 |
$40.25 |
|
MD-MOF-4 |
$11,000 |
$42.16 |
(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 MD employees is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD employees 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to NU employees who perform the duties of positions at the NU-HOS-1 through NU-HOS-6 in Correctional Service Canada (CSC) for the performance of NU duties in the Health Services Group.
2. The parties agree that NU 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;
(b)
(i) the employee shall receive 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);
(ii) employees working a shift the length of which is different than the length of a standard shift:
(A) entitlement: the employee working a shift the length of which is different than the length of a standard shift shall receive the daily amount shown below divided by seven decimal five (7.5) for each hour of his shift for which he is paid pursuant to Appendix "A" of the collective agreement;
(B) method of payment: for employees working a shift the length of which is different than the length of a standard shift, the allowance will be paid based on the average number of hours per week over a complete shift cycle.
|
TERMINABLE ALLOWANCE |
||
|
Annual Amount |
Daily Amount |
|
|
NU-HOS-1 through NU-HOS-6 |
$4,500 |
$17.25 |
(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 NU employees is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time NU employees 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to psychologists (PS) at the Personnel Psychology Centre (PPC) of the Public Service Commission (PSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, PS 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 |
||
|
Annual Amount |
Daily Amount |
|
|
PS-2 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-2 - after one (1) year of service: |
$3,750 |
$14.37 |
|
PS-3 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-3 - after one (1) year of service: |
$7,500 |
$28.75 |
|
PS-4 |
$7,500 |
$28.75 |
|
PS-5 |
$7,500 |
$28.75 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.08, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2003.
SIGNED AT OTTAWA, this 24th day of the month of December 2001.
This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above specified group.
Accordingly, the parties agree to establish a joint committee comprising equal representation to meet in Winnipeg within ninety (90) days of the signing of the collective agreement for the Health Services Bargaining Unit. The committee will review the issue and develop a FNIHB directive on second on-Standby for the Health Canada Nurses in remote and isolated communities (Type 1 and 2 Communities as defined by CWIS) and for those facilities where there is an ongoing acute medical treatment component and on-call services are provided. Second on-Standby is defined as any other nurse assigned standby duties. The joint committee, as a minimum will establish the criteria, the application and the accountability for inclusion in the branch directive on second on-Standby.
The department will pay the salary of four (4) nurses, one each from the Pacific, Alberta, Manitoba and Ontario regions, for one (1) face to face two-day meeting as well as travel time during regular hours of work to get to and from the meeting.
The committee will recommend a FNIHB directive for promulgation, no later than six (6) months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.
This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above specified group.
Accordingly, the parties agree to establish a joint committee comprising equal representation to meet within ninety (90) days of the signing of the collective agreement for the Health Services Bargaining Unit. The Committee will, with a view of ensuring consistency of application between regions and zones, develop a departmental policy which will include as a minimum the criteria, application, accountability and principles outlined in the Memorandum of Understanding on employee leave status during or as a result of a critical incident at Health Canada.
The committee will recommend a departmental policy for promulgation, no later than six (6) months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.
This letter is to give effect to the understanding reached by the Employer and the Institute in negotiations for the renewal of the agreement covering the above specified group.
Accordingly, Health Canada agrees to develop a policy on return to work after illness and injury ensuring active and continuous collaboration with Institute Representatives in its development.
The policy will be in effect no later than six months after the date of the signing of the collective agreement for the Health Services Bargaining Unit.
The parties recognize the benefits of sharing information on matters related to safety and health. As such, they propose, in the spirit of consultation, that regular exchanges of information take place.
They also propose that the information be shared via the JOSH at the local level. Where such committees do not exists, the department, in collaboration with the Institute representative as selected by the Institute, will work towards their creation.
Specifically, the exchange of information, while not limited to, would include the following:
A. Incidents:
- vandalism;
- threats;
- assaults;
- break-in and thefts.
B. Safety Concerns.
C. Updates on policies and activities of the Employer and/or departments related to employee safety and health.
The type of information provided, subject to confidentiality and privacy requirements, should include:
A. Specific Incident:
- brief description of the incident;
- where the incident occurred;
- the immediate response;
- follow-up action.
B. Summative statistics (local, regional, national level).
The following reproduces the English version of a memorandum sent by Ian Potter, Assistant Deputy Minister, First Nations and Inuit Health Branch (FNIHB) of Health Canada to FNIHB Regional Directors on 15 January 2002.
In the course of recent contract negotiations with the Professional Institute of the Public Service of Canada (PIPSC), five Community Workload Increase Systems (CWIS) Type 3 communities have been identified1 where the union reports that the nurses in these health facilities are providing care twenty-four hours a day, seven days a week and are practicing an expanded scope of nursing practice. According to the collective agreement, because these communities are not designated as CWIS Type 1 or 2, the nursing staff will not receive the expanded professional role allowance, or the recruitment or the retention allowances until such time that the employer makes a decision to extend the allowances.
There is a documented process established to allow for full senior management review and decision regarding whether the level of nursing services in a Type 3 community warrants extension of these allowances to nurses working in that facility. To date this process has not been exercised and, as a result, an outstanding union's concern regarding five Type 3 communities remains unresolved.
In order to bring resolution to this issue I propose the following course of action. As a first step, the request for extension of these allowances to the nurses working in the communities in question must be brought to the respective Regional Union Management Consultation Committee (UMCC). The Regional Director, together with the Regional Nursing Officer (RNO), and a representative of PIPSC will review the nursing service requirements of each of the communities identified by the union in Alberta and Ontario. This review will take place within 90 days of the signing of the new agreement. The results of this review and resulting recommendations, will be brought forward by the respective Regional Directors to the next First Nations and Inuit Health Branch (FNIHB) Executive Committee meeting for final decision as per the established Branch process developed in May 2000.
Furthermore, to ensure that all levels of management in the Regions are aware of this established process for review and decision regarding the level of nursing service in a Type 3 community as it relates to the allowances for nurses, I will outline the process in a memorandum to the FNIHB Regional Directors which will be distributed to Regional managers at all levels within 60 days of the signing of the Health Services (HS) agreement.
_________________________
1. Grassy Narrows, White Dog and New Osnaburg in Ontario Region and Jean D'Or and Garden River in Alberta Region.
**
This Appendix applies to all employees.
Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.
**
With the exception of those provisions for which the Public Service Commission (PSC) is responsible, this Appendix is part of this collective agreement.
**
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.
**
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 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,
or
(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.
**
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.
**
4.1.3 Subject to the provisions of 4.1.2, the deputy head of the home department shall approve up to two years of retraining.
**
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.
**
4.3.1 A laid-off person shall be eligible for retraining providing:
(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;
(c) there are no other available persons with a priority who qualify for the position;
and
(d) the appointing department cannot justify a decision not to retrain the individual.
**
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 reasons in writing, if requested by the employee. Employees in receipt of this guarantee would not have access to the choice of Options below.
6.3.1
(a)
**
(ii) At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the 90-day opting period referred to in 6.1.2 which remains once the employee has selected in writing option (a).
**
(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:
(i) resign from the public service but be considered to be laid-off for severance pay purposes on the date of their departure;
or
(ii) delay their departure date and go on leave without pay for a maximum period of two years, while attending the learning institution. The TSM shall be paid in one or two lump-sum amounts over a maximum two-year period. During this period, employees could continue to be public service benefit plan members and contribute both employer and employee share to the benefits plans and the Public Service Superannuation Plan. At the end of the two-year leave without pay period, unless the employee has found alternate employment in the public service, the employee will be laid off in accordance with the Public Service Employment Act.
**
6.3.6 All opting employees will be entitled to up to $400.00 for financial planning advice.
**
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 cannot get a refund.
**
The parties recognise:
- the union's need to represent employees during the transition process;
- the Employer's need for greater flexibility in organising the public service.
**
For Employees' Information Purposes Only
For information with respect to accrued benefits, refer to Section 11(10) of the Financial Administration Act (FAA).
**
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.
Effective October 1, 2003
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 levels and MD-MSP-1 through MD-MSP-2 for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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, 2003 and ending on September 30, 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, MD 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);
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$13,850 |
$53.09 |
|
MD-MOF-2 |
$14,100 |
$54.05 |
|
MD-MOF-3 |
$15,150 |
$58.07 |
|
MD-MOF-4 |
$23,750 |
$91.04 |
|
MD-MSP-1 |
$15,150 |
$58.07 |
|
MD-MSP-2 |
$23,750 |
$91.04 |
(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 MD employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive this allowance and that of Appendixes "D" and/or "K".
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to Forensic Psychiatrists who perform the duties of positions at the MD-MSP-1 and MD-MSP-2 in Correctional Service Canada (CSC) for the performance of forensic psychiatrists duties in the Health Services Group.
2. The parties agree that Forensic Psychiatrists 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, 2003 and ending on September 30, 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, Forensic Psychiatrists 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MSP-1 |
$54,250 |
$207.95 |
|
MD-MSP-2 |
$50,800 |
$194.73 |
(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 Forensic Psychiatrists is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time Forensic Psychiatrists 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on
30 September 2004, or at such time as a renewal collective
agreement for the Health Services bargaining unit is signed,
whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1.
(a) In an effort to resolve recruitment problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (type 1 and 2) communities.
2. The parties agree that only the employees identified above, i.e. Health Canada NU-CHNs hired on or after the date of signing of this agreement, shall be eligible to receive a "Recruitment Allowance" in the following amounts and subject to the following conditions:
(a) An initial payment of two thousand two hundred and fifty dollars ($2,250) is paid in the month of hiring, a second payment of two thousand two hundred and fifty dollars ($2,250), is paid at the end of twelve (12) months.
|
RECRUITMENT ALLOWANCE |
|
|
In the month of hiring: $2,250 |
At the end of the twelve (12) months after hiring: $2,250 |
(b) Only full-time indeterminate employees and full-time employees hired for term of twelve (12) month or more are eligible for this allowance.
(c) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(d) Employees can only become eligible for the second payment of this allowance after they have received ten (10) days' pay per calendar month for twelve (12) calendar months continuous or discontinuous.
(e) The Recruitment Allowance specified above does not form part of an employee's salary.
(f) Employees whose employment ends prior to the end of the 12 months period mentioned in (a) shall not be entitled to the second payment of this allowance.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. An employee may receive this allowance and that of Appendix "G"- Expanded Role Allowance and Appendix "H" - Nurse-in-Charge Allowance, as long as he meets the provisions of such appendixes.
6. An employee may not receive this allowance and the retention allowance in Appendix "F" during the same twelve (12) month period.
7. This allowance can only be paid once during his total period of employment in the Public Service.
8. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
9. This Memorandum of Understanding expires on30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1.
(a) In an effort to resolve retention problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (type 1 and 2) communities.
2. The parties agree that NU-CHN 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, 2003 and ending on September 30, 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, NU 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 receive 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 |
||
|
Annual Amount |
Daily Amount |
|
|
NU-CHN |
$4,500 |
$17.25 |
(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) Only indeterminate employees and employees hired for term of 12 months or more are eligible for this allowance.
(f) Employees can only become eligible for this allowance after they have received ten (10) days' pay per calendar month for 12 calendar months continuous or discontinuous.
3. A part-time 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 39.03.
4. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
5. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
6. The terminable allowance will cease where an employee is assigned or temporarily appointed to duties with no responsibility within or for types 1 and 2 communities, for the duration of the assignment or temporary appointment. Employees participating on Clinical Skills training outside the type 1 or 2 community will continue to receive the terminable allowance for the period they are on training.
7. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
8. An employee may receive both this allowance and that of Appendix "G" - Expanded Role Allowance and Appendix "H" - Nurse-in-Charge, as long as he meets the provisions of both appendixes.
9. An employee may not receive this allowance and the recruitment allowance in Appendix "E" during the same twelve (12) month period.
10. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
11. This Memorandum of Understanding expires on 30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to Masters and Doctoral level registered psychologists (PS) in Correctional Service Canada (CSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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, 2003 and ending on September 30, 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, PS 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 |
|||
|
Doctoral Level Registered Psychologists: |
|||
|
Annual Amount: |
$12,000 |
Daily Amount: |
$ 46.00 |
|
Masters Level Registered Psychologists: |
|||
|
Annual Amount: |
Daily Amount: |
||
|
Pacific Region: |
$ 6,000 |
Pacific Region: |
$ 23.00 |
|
Prairies Region |
$ 6,000 |
Prairies Region |
$ 23.00 |
|
Ontario Region: |
$ 6,000 |
Ontario Region: |
$ 23.00 |
|
Quebec Region: |
$ 2,000 |
Quebec Region: |
$ 7.67 |
|
Atlantic Region: |
$ 4,000 |
Atlantic Region: |
$ 15.33 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 in Correctional Service Canada (CSC) for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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, 2003 and ending on September 30, 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, MD 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$8,500 |
$32.58 |
|
MD-MOF-2 |
$10,000 |
$38.33 |
|
MD-MOF-3 |
$10,500 |
$40.25 |
|
MD-MOF-4 |
$11,000 |
$42.16 |
(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 MD employees is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD employees 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to NU employees who perform the duties of positions at the NU-HOS-1 through NU-HOS-6 in Correctional Service Canada (CSC) for the performance of NU duties in the Health Services Group.
2. The parties agree that NU 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, 2003 and ending on September 30, 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;
(b)
(i) the employee shall receive 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);
(ii) employees working a shift the length of which is different than the length of a standard shift:
(A) entitlement: the employee working a shift the length of which is different than the length of a standard shift shall receive the daily amount shown below divided by seven decimal five (7.5) for each hour of his shift for which he is paid pursuant to Appendix "A" of the collective agreement;
(B) method of payment: for employees working a shift the length of which is different than the length of a standard shift, the allowance will be paid based on the average number of hours per week over a complete shift cycle.
|
TERMINABLE ALLOWANCE |
||
|
Annual Amount |
Daily Amount |
|
|
NU-HOS-1 through NU-HOS-6 |
$4,500 |
$17.25 |
(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 NU employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time NU employees 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to psychologists (PS) at the Personnel Psychology Centre (PPC) of the Public Service Commission (PSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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, 2003 and ending on September 30, 2004 and ending 30 September 2003, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, PS 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 |
||
|
Annual Amount |
Daily Amount |
|
|
PS-2 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-2 - after one (1) year of service: |
$3,750 |
$14.37 |
|
PS-3 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-3 - after one (1) year of service: |
$7,500 |
$28.75 |
|
PS-4 |
$7,500 |
$28.75 |
|
PS-5 |
$7,500 |
$28.75 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 30 September 2004, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 26th day of the month of August 2003.
|
THE TREASURY BOARD OF |
THE PROFESSIONAL |
Effective October 1, 2004 / Expiration March 31, 2005
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 levels and MD-MSP-1 through MD-MSP-2 for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, MD 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);
|
Annual Amount |
Daily Amount |
|
|---|---|---|
|
MD-MOF-1 |
$13,850 |
$53.09 |
|
MD-MOF-2 |
$14,100 |
$54.05 |
|
MD-MOF-3 |
$15,150 |
$58.07 |
|
MD-MOF-4 |
$23,750 |
$91.04 |
|
MD-MSP-1 |
$15,150 |
$58.07 |
|
MD-MSP-2 |
$23,750 |
$91.04 |
(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 MD employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. As long as he meets the provisions of all relevant appendixes, an employee may receive this allowance and that of Appendixes "D" and/or "K".
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to Forensic Psychiatrists who perform the duties of positions at the MD-MSP-1 and MD-MSP-2 in Correctional Service Canada (CSC) for the performance of forensic psychiatrists duties in the Health Services Group.
2. The parties agree that Forensic Psychiatrists 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, Forensic Psychiatrists 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 |
||
|---|---|---|
|
Annual Amount |
Daily Amount |
|
|
MD-MSP-1 |
$54,250 |
$207.95 |
|
MD-MSP-2 |
$50,800 |
$194.73 |
(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 Forensic Psychiatrists is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time Forensic Psychiatrists 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1.
(a) In an effort to resolve recruitment problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (type 1 and 2) communities.
2. The parties agree that only the employees identified above, i.e. Health Canada NU-CHNs hired on or after the date of signing of this agreement, shall be eligible to receive a "Recruitment Allowance" in the following amounts and subject to the following conditions:
(a) An initial payment of two thousand two hundred and fifty dollars ($2,250) is paid in the month of hiring, a second payment of two thousand two hundred and fifty dollars ($2,250), is paid at the end of twelve (12) months.
|
RECRUITMENT ALLOWANCE |
|
|---|---|
|
In the month of hiring: $2,250 |
At the end of the |
(b) Only full-time indeterminate employees and full-time employees hired for term of twelve (12) month or more are eligible for this allowance.
(c) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(d) Employees can only become eligible for the second payment of this allowance after they have received ten (10) days' pay per calendar month for twelve (12) calendar months continuous or discontinuous.
(e) The Recruitment Allowance specified above does not form part of an employee's salary.
(f) Employees whose employment ends prior to the end of the 12 months period mentioned in (a) shall not be entitled to the second payment of this allowance.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. An employee may receive this allowance and that of Appendix "G"- Expanded Role Allowance and Appendix "H" - Nurse-in-Charge Allowance, as long as he meets the provisions of such appendixes.
6. An employee may not receive this allowance and the retention allowance in Appendix "F" during the same twelve (12) month period.
7. This allowance can only be paid once during his total period of employment in the Public Service.
8. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
9. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1.
(a) In an effort to resolve retention problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (type 1 and 2) communities.
2. The parties agree that NU-CHN 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, NU 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 receive 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 |
||
|---|---|---|
|
Annual Amount |
Daily Amount |
|
|
NU-CHN |
$4,500 |
$17.25 |
(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) Only indeterminate employees and employees hired for term of 12 months or more are eligible for this allowance.
(f) Employees can only become eligible for this allowance after they have received ten (10) days' pay per calendar month for 12 calendar months continuous or discontinuous.
3. A part-time 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 39.03.
4. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
5. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
6. The terminable allowance will cease where an employee is assigned or temporarily appointed to duties with no responsibility within or for types 1 and 2 communities, for the duration of the assignment or temporary appointment. Employees participating on Clinical Skills training outside the type 1 or 2 community will continue to receive the terminable allowance for the period they are on training.
7. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
8. An employee may receive both this allowance and that of Appendix "G" - Expanded Role Allowance and Appendix "H" - Nurse-in-Charge, as long as he meets the provisions of both appendixes.
9. An employee may not receive this allowance and the recruitment allowance in Appendix "E" during the same twelve (12) month period.
10. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
11. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to Masters and Doctoral level registered psychologists (PS) in Correctional Service Canada (CSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, PS 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 |
|||
|
Doctoral Level Registered Psychologists: |
|||
|
Annual Amount: |
$12,000 |
Daily Amount: |
$ 46.00 |
|
Masters Level Registered Psychologists: |
|||
|
Annual Amount: |
Daily Amount: |
||
|
Pacific Region: |
$ 6,000 |
Pacific Region: |
$ 23.00 |
|
Prairies Region |
$ 6,000 |
Prairies Region |
$ 23.00 |
|
Ontario Region: |
$ 6,000 |
Ontario Region: |
$ 23.00 |
|
Quebec Region: |
$ 2,000 |
Quebec Region: |
$ 7.67 |
|
Atlantic Region: |
$ 4,000 |
Atlantic Region: |
$ 15.33 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide in addition to the allowance provided in Appendix "C", an allowance to MD employees who perform the duties of positions at the MD-MOF-1 through MD-MOF-4 in Correctional Service Canada (CSC) for the performance of MD duties in the Health Services Group.
2. The parties agree that MD 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, MD 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 |
||
|
Annual Amount |
Daily Amount |
|
|
MD-MOF-1 |
$8,500 |
$32.58 |
|
MD-MOF-2 |
$10,000 |
$38.33 |
|
MD-MOF-3 |
$10,500 |
$40.25 |
|
MD-MOF-4 |
$11,000 |
$42.16 |
(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 MD employees is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time MD employees 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 39.03.
4. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
5. An employee may receive both this allowance and that of Appendix "C", as long as he meets the provisions of both appendixes.
6. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
7. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an allowance to NU employees who perform the duties of positions at the NU-HOS-1 through NU-HOS-6 in Correctional Service Canada (CSC) for the performance of NU duties in the Health Services Group.
2. The parties agree that NU 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, NU employees who perform the duties of the positions identified above shall be eligible to receive an allowance to be paid biweekly;
(b)
(i) the employee shall receive 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);
(ii) employees working a shift the length of which is different than the length of a standard shift:
(A) entitlement: the employee working a shift the length of which is different than the length of a standard shift shall receive the daily amount shown below divided by seven decimal five (7.5) for each hour of his shift for which he is paid pursuant to Appendix "A" of the collective agreement;
(B) method of payment: for employees working a shift the length of which is different than the length of a standard shift, the allowance will be paid based on the average number of hours per week over a complete shift cycle.
|
TERMINABLE ALLOWANCE |
||
|
Annual Amount |
Daily Amount |
|
|
NU-HOS-1 through |
$4,500 |
$17.25 |
(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 NU employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time NU employees 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 39.03.
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.
6. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1. In an effort to resolve retention and recruitment problems, the Employer will provide an Allowance to psychologists (PS) at the Personnel Psychology Centre (PPC) of the Public Service Commission (PSC) for the performance of PS duties in the Health Services group.
2. The parties agree that PS 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 1 October, 2004 and ending on 31 March, 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first, PS 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 |
||
|
Annual Amount |
Daily Amount |
|
|
PS-2 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-2 - after one (1) year of service: |
$3,750 |
$14.37 |
|
PS-3 - up to one (1) year of service: |
$2,000 |
$7.67 |
|
PS-3 - after one (1) year of service: |
$7,500 |
$28.75 |
|
PS-4 |
$7,500 |
$28.75 |
|
PS-5 |
$7,500 |
$28.75 |
(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 PS employee is required by the Employer to perform the duties of a higher classification level in accordance with clause 45.09, the Terminable Allowance payable shall be proportionate to the time at each level.
3. A part-time PS 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 39.03.
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.
6. This Memorandum of Understanding expires on 31 March 2005, or at such time as a renewal collective agreement for the Health Services bargaining unit is signed, whichever comes first.
SIGNED AT OTTAWA, this 30th day of the month of August 2004.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
The representatives of the Treasury Board and the Professional Institute of the Public Service of Canada, in accordance with Article 49 of the Health Services Group (SH) Collective Agreement, agree to re-open the collective agreement to amend the provisions for the employees of the Health Services Group. Where appropriate, in the existing clauses 17.03 to 17.08, the Maternity Leave and Parental Leave Provisions have been modified to include the reference to: recruitment and retention "terminable allowance". All changes are reflected in the documents attached to this Memorandum of Agreement.
This Memorandum of Understanding takes effect on 1 April 2003.
SIGNED AT OTTAWA this 1st day of the month of April 2003.
(a) 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.
(b) Notwithstanding paragraph (a):
(i) where the employee has not yet proceeded on maternity leave without pay and her newborn child is hospitalized,
or
(ii) where the employee has proceeded on maternity leave without pay and then returns to work for all or part of the period during which her newborn child is hospitalized,
the period of maternity leave without pay defined in paragraph (a) 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 was not on maternity leave, to a maximum of seventeen (17) weeks.
(c) The extension described in paragraph (b) shall end not later than fifty-two (52) weeks after the termination date of pregnancy.
(d) The Employer may require an employee to submit a medical certificate certifying pregnancy.
(e) An employee who has not commenced maternity leave without pay may elect to:
(i) use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates;
(ii) use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in Article 16, Sick Leave With Pay. For purposes of this subparagraph, the terms "illness" or "injury" used in Article 16, Sick Leave With Pay, shall include medical disability related to pregnancy.
(f) An employee shall inform the Employer in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur unless there is a valid reason why the notice cannot be given.
(g) 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.
Transitional Provision for 17.04 - Removed
(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:
(i) has completed six (6) months of continuous employment before the commencement of her maternity leave without pay,
(ii) provides the Employer with proof that she has applied for and is in receipt of pregnancy benefits pursuant to Section 22 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) she will return to work on the expiry date of her maternity leave without pay unless the return to work date is modified by the approval of another form of leave;
(B) following her return to work, as described in section (A), she will work for a period equal to the period she was in receipt of the maternity allowance;
(C) should she fail to return to work in accordance with section (A), or should she return to work but fail to work for the total period specified in section (B), for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (B), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Employer for an amount determined as follows:
|
(allowance received) |
X |
(remaining period to be worked |
|
|
||
|
[ total period to be worked |
however, an employee whose specified period of employment expired and who is rehired by the same department within a period of five (5) days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (B).
(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).
**
(c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following:
(i) 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
(ii) 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.
(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.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay,
(ii) for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full-time during such period.
**
(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 her 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.
(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.
**
(a) An employee who:(i) fails to satisfy the eligibility requirement specified in subparagraph 17.04(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long Term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance pregnancy benefits,
and
(ii) has satisfied all of the other eligibility criteria specified in paragraph 17.04(a), other than those specified in sections (A) and (B) of subparagraph 17.04(a)(iii),
shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the 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 Employment Insurance Act had she not been disqualified from Employment Insurance pregnancy benefits for the reasons described in subparagraph (a)(i).
Transitional Provision for 17.06 and 17.07 - Removed
(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 spouse), 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 (52) week period beginning on the day on which the child comes into the employee's care.
(c) Notwithstanding paragraphs (a) and (b):
(i) where the employee's child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay,
or
(ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his child is hospitalized,
the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child's hospitalization during which the employee was not on parental leave. However, the extension shall end not later than fifty-two (52) weeks after 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 spouse), or the date the child is expected to come into the employee's care pursuant to paragraphs (a) and (b).
(e) The Employer may:
(i) defer the commencement of parental leave without pay at the request of the employee;
(ii) grant the employee parental leave without pay with less than four (4) weeks' notice;
(iii) require an employee to submit a birth certificate or proof of adoption of the child.
(f) Parental leave without pay taken by a couple employed in the Public Service shall not exceed a total of thirty-seven (37) weeks for both individuals combined. For the purpose of this paragraph, Public Service means any portion of the Public Service of Canada specified in Part I of Schedule I of the Public Service Staff Relations Act.
(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.
(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:
(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 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 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 fail to return to work in accordance with section (A) or should he 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 will be indebted to the Employer for an amount determined as follows:
|
(allowance received) |
X |
(remaining period to be worked |
|
|
||
|
[ total period to be worked |
however, an employee whose specified period of employment expired and who is rehired by the same department within a period of five (5) days or less is not indebted for the amount if his new period of employment is sufficient to meet the obligations specified in section (B).
(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).
**
(c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following:
(i) 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/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;
(ii) other than as provided in subparagraph (iii) below, 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;
(iii) where the employee becomes entitled to an extension of parental benefits pursuant to Subsection 12(7) of the Employment Insurance Act, the parental allowance payable under the SUB Plan described in subparagraph (ii) will be extended by the number of weeks of extended benefits which the employee receives under Subsection 12(7) of the EI Act.
(d) At the employee's request, the payment referred to in subparagraph 17.07(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI parental benefits.
(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 is required to repay pursuant to the Employment Insurance Act.
(f) The weekly rate of pay referred to in paragraph (c) shall be:
(i) for a full-time employee, the employee's weekly rate of pay on the day immediately preceding the commencement of maternity or parental leave without pay;
(ii) for an employee who has been employed on a part-time or on a combined full time and part-time basis during the six (6) month period preceding the commencement of maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee's straight time earnings by the straight time earnings the employee would have earned working full time during such period.
**
(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 she or 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.
(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.
**
(a) An employee who:
(i) fails to satisfy the eligibility requirement specified in subparagraph 17.07(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving Employment Insurance parental benefits,
and
(ii) has satisfied all of the other eligibility criteria specified in paragraph 17.07(a), other than those specified in sections (A) and (B) of subparagraph 17.07(a)(iii),
shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of the employee's rate of pay and the 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.
(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 Employment Insurance Act, had the employee not been disqualified from Employment Insurance parental benefits for the reasons described in subparagraph (a)(i).
1.
(a) In an effort to resolve recruitment problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (type 1 and 2) communities.
2. The parties agree that only the employees identified above, i.e. Health Canada NU-CHNs hired on or after the date of signing of this agreement, shall be eligible to receive a "Recruitment Allowance" in the following amounts and subject to the following conditions:
(a) An initial payment of two thousand two hundred and fifty dollars ($2,250) is paid in the month of hiring, a second payment of two thousand two hundred and fifty dollars ($2,250), is paid at the end of twelve (12) months.
|
RECRUITMENT ALLOWANCE |
|
|
In the month of hiring: $2,250 |
At the end of the twelve (12) months after hiring: $2,250 |
(b) Only full-time indeterminate employees and full-time employees hired for term of twelve (12) month or more are eligible for this allowance.
(c) For the purpose of this allowance "full-time" employee means an employee whose regularly scheduled hours of work average thirty-seven decimal five (37.5) hours per week yearly.
(d) Employees can only become eligible for the second payment of this allowance after they have received ten (10) days' pay per calendar month for twelve (12) calendar months continuous or discontinuous.
(e) The Recruitment Allowance specified above does not form part of an employee's salary.
(f) Employees whose employment ends prior to the end of the 12 months period mentioned in (a) shall not be entitled to the second payment of this allowance.
3. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
4. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
5. An employee may receive this allowance and that of Appendix "G"- Expanded Role Allowance and Appendix "H" - Nurse-in-Charge Allowance, as long as he meets the provisions of such appendixes.
6. An employee may not receive this allowance and the retention allowance in Appendix "F" during the same twelve (12) month period.
7. This allowance can only be paid once during his total period of employment in the Public Service.
8. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
9. This Memorandum of Understanding takes effect on 1 January 2002 and expires on 30 September 2003.
SIGNED AT OTTAWA, this 28th day of the month of November 2002.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OFCANADA |
1.
(a) In an effort to resolve retention problems, the Employer will provide an allowance to Health Canada NU-CHNs permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of NU-CHN duties in the Health Services group.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities. The allowance also applies to the NU-CHN-5 Assistant Zone Nursing Officers who supervise nurses employed in remote and isolated (type 1 and 2) communities.
2. The parties agree that NU-CHN 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 the first (1st) day of the month following the month during which this agreement is signed and ending 30 September 2003, NU 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 receive 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 |
||
|
Annual Amount |
Daily Amount |
|
|
NU-CHN |
$4,500 |
$17.25 |
(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) Only indeterminate employees and employees hired for term of 12 months or more are eligible for this allowance.
(f) Employees can only become eligible for this allowance after they have received ten (10) days' pay per calendar month for 12 calendar months continuous or discontinuous.
4. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
5. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
6. The terminable allowance will cease where an employee is assigned or temporarily appointed to duties with no responsibility within or for types 1 and 2 communities, for the duration of the assignment or temporary appointment. Employees participating on Clinical Skills training outside the type 1 or 2 community will continue to receive the terminable allowance for the period they are on training.
7. An employee shall not be entitled to the Allowance for periods he is on leave without pay or under suspension.
8. An employee may receive both this allowance and that of Appendix "G" - Expanded Role Allowance and Appendix "H" - Nurse-in-Charge, as long as he meets the provisions of both appendixes.
9. An employee may not receive this allowance and the recruitment allowance in Appendix "E" during the same twelve (12) month period.
10. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
11. This Memorandum of Understanding takes effect on 1 January 2002 and expires on 30 September 2003.
SIGNED AT OTTAWA, this 28th day of the month of November 2002.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
1.
(a) In an effort to recognize their expanded professional role, the Employer will provide an allowance to Health Canada NU-CHN-2, NU-CHN-3 AND NU-CHN-4 employees in nursing stations situated in remote and isolated First Nations communities (type 1 and 2) for the performance of expanded professional role.
(b) This allowance also applies to NU-CHN-5 Practice Consultants whose regular duties of their position requires them to utilize the skills of the expanded scope of practice while working with nurses employed in these communities.
2. The parties agree that employees who perform the duties of positions identified above shall be eligible to receive an allowance in the following amounts and subject to the following conditions:
(a) Commencing the first (1st) day of the month following the month during which this agreement is signed NU 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 receive 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);
|
EXPANDED PROFESSIONAL ROLE ALLOWANCE |
|
|
Annual Amount: $6,000 |
Daily Amount: $23.00 |
(c) The 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.
3. A part-time 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 39.03.
4. Definitions
(a) "Remote community (type 1)" means a community with no scheduled flights, minimal telephone or radio services and no road access (« communauté éloignée »).
(b) "Isolated community (type 2)" means a community with scheduled flights, good telephone services and no year round road access (« communauté isolée »).
(c) The list of remote and isolated communities can be found in Health Canada's Community Workload Increase System (CWIS).
5. The Institute agrees that the Employer may extend this allowance to Health Canada NU-CHNs in a semi-isolated community (type 3 - as defined in Health Canada's CWIS list), when the Employer is of the opinion that extending such allowance is needed.
6. As long as he meets the provisions of all relevant appendixes, an employee may receive:
(a) this allowance and that of Appendix "E" - Recruitment Allowance and/or Appendix "H" - Nurse-in-Charge Allowance.
or
(b) this allowance and that of Appendix "F"- Retention Allowance and/or Appendix "H"- Nurse-in-Charge Allowance.
7. NU-CHNs Currently in Receipt of the Allowance
(a) NU-CHNs currently in receipt of the allowance at the time of signing who have not successfully completed an approved clinical skills training program will have to go on the first available course offered. The Employer will endeavour to provide reasonable notice to the employees.
(b) If the employee refuses to go on the course without a reason deemed acceptable by the Employer, the employee will cease to be eligible for this allowance. Once this employee has completed the clinical course he will become eligible again for this allowance.
(c) Employees currently in receipt of the allowance when being sent on the clinical skills training program will continue to receive the allowance.
8. Every effort will be made by the Employer to ensure that those nurses required to perform the expanded role will have access to the Clinical Skills Training Program within one year of appointment.
9. An employee shall not be entitled to the allowance for periods he is on leave without pay or under suspension.
10. The parties agree that disputes arising from the application of this Memorandum of Understanding may be subject to consultation.
SIGNED AT OTTAWA, this 28th day of the month of November 2002.
|
THE TREASURY BOARD OF CANADA |
THE PROFESSIONAL INSTITUTE OF THE PUBLIC SERVICE OF CANADA |
| Title: | Agreement between the Treasury Board and The Professional Institute of the Public Service of Canada - Health Services |
| Size/Format: | 8 1/2" x 11" |
| Number of Pages: | 368 + Cover |
| Cover Stock: | 50 LB., 100 M, Green* |
| Inside Text: | 20 LB., 40 M, Recycled White Bond #2 |
| Recommended Binding: | E/F Tumble Format. 2 Side Stitch (3 holes optional) |
* 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.
Contact:
Craig Kennedy
Client Services Section
Treasury Board of Canada Secretariat
Telephone: (613) 995-2678
Facsimile: (613) 995-6949
Email: kennedy.craig@fin.gc.ca
