Notice to the reader: This document is no longer in effect. It has been archived online and is kept purely for historical purposes.
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.
Preamble
For the purpose of this article: "Publication" shall include, for example, scientific and professional papers,
articles, manuscripts, monographs, audio and visual products, and computer software.
7.01 The Employer agrees to continue the present practice of ensuring that employees have ready access to all
publications considered necessary to their work by the Employer.
7.02 The Employer agrees that publications prepared by an employee, within the scope of 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.
7.04
(a) The Employer may suggest revisions to a publication and may withhold approval to publish.
(b) When approval for publication is withheld, the author(s) shall be so informed in writing of the reasons, if
requested by the employee.
(c) Where the Employer wishes to make changes in a publication with which the author does not agree, the employee
shall not be credited publicly if the employee so requests.
8.01
For the purpose of this Article, a week shall consist of seven (7) consecutive days beginning at 00:01 hours Monday
and ending at 24:00 hours Sunday. The day is a twenty-four (24) hour period commencing at 00:01 hours.
Clauses 8.02 to 8.07 do not apply to NU employees on shift work
8.02 Hours of work - General
(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.
8.03 Flexible hours
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).
8.04 Days of Rest
An employee shall be granted two (2) consecutive days of rest during each seven (7) day period unless operational
requirements do not so permit.
8.05 Monthly Attendance Registers
Employees will submit monthly attendance registers; only those hours of overtime and absences need be specified.
8.06 Compressed Work Week
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.
Clauses 8.08 to 8.25 apply only to NU employees on shift work
8.08 Shift Work - Definitions
(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.
8.09 Scheduled Work Week and Scheduled Work Day
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.
8.10
(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
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to
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8 a.m.
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8 a.m.
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to
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4 p.m.
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4 p.m.
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to
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12 midnight
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or
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|
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11:30 p.m.
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to
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7:30 a.m.
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7:30 a.m.
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to
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3:30 p.m.
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3:30 p.m.
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to
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11:30 p.m.
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or
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|
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11:00 p.m.
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to
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7:00 a.m.
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7:00 a.m.
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to
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3:00 p.m.
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3:00 p.m.
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to
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11:00 p.m.
|
8.13
(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.
8.14 Scheduling of Shifts
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.
8.15
(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.
**
8.20
(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.
**
8.26 Shift Principle
(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:
Paragraphs 9.01(a) and 9.01(b) do not apply to the MD and DE Groups
(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.
9.06
**
(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.
**
9.07
(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.
10.02 This clause applies to the NU Group only
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.
Clause 10.05 applies to the DE and MD Groups only
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.
12.03 Designated Paid Holiday Falling on a Day of Rest
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.
**
12.05 Compensation for Work on a Designated Paid Holiday
Paragraph 12.05(a) does not apply to the NU group
(a) Compensation for work on a designated paid holiday will be in accordance with Article 9, Overtime.
Paragraphs 12.05(b) and 12.05(c) apply only to the NU Group
(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.
12.06 Designated Paid Holiday Coinciding with a Day of Paid Leave
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.
**
13.09 Travel Status Leave
(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.
Clauses 13.10 and 13.11 apply only to the NU Group
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.
15.02 Accumulation of Vacation Leave Credits
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:
Paragraph 15.02(a) applies only to the MD Group
**
(a) one decimal sixty-seven (1.67) days until the month in which the employee's sixteen (16th)
anniversary of service occurs;
Paragraphs 15.02(b) and (c) do not apply to the MD Group
(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.
15.04 Entitlement to Vacation Leave With Pay
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.
**
15.05 Approval, denial or cancellation of a request for Vacation Leave
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.
15.06 Provision for Vacation Leave
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.
15.07 Replacement of 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.
15.08 Carry Over
(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.
15.09 Recall From Vacation Leave
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.
15.11 Cancellation of Vacation Leave
When the Employer cancels or alters a period of vacation or furlough leave which it has previously approved in
writing, the Employer shall reimburse the employee for the non-returnable portion of vacation contracts and
reservations made by the employee in respect of that period, subject to the presentation of such documentation as the
Employer may require. The employee must make every reasonable attempt to mitigate any losses incurred and will provide
proof of such action, when available, to the Employer.
15.12 Advance Payments
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.
15.13 Leave When Employment Terminates
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.
15.14 Vacation Leave Credits for Severance Pay
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.
15.15 Abandonment
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.
15.16 Recovery on Termination
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.
15.17 Appointment to a Separate Employer
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.
16.01 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
following her return to work)
|
|
|
[total period to be worked
as specified in (B)]
|
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.
***
(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.
(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)
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X
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(remaining period to be worked
following his/her return to work)
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|
|
[total period to be worked
as specified in (B)]
|
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.
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