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Notice to the reader: This document is no longer in effect. It has been archived online and is kept purely for historical purposes.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 Alliance and the employees and to set forth herein certain terms and conditions of employment for all
employees described in the certificate issued by the Public Service Staff Relations Board on June 7, 1999 covering
employees in the Program and Administrative Services Group.
1.02 The parties to this Agreement share a desire to improve the quality of the Public Service of Canada and
to promote the well-being and increased efficiency of its employees to the end that the people of Canada will be well
and efficiently 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.
Excluded Provision
The definition of overtime does not apply to certain employees of the Translation Bureau (Appendix "B").
2.01 For the purpose of this Agreement:
"Alliance" means the Public Service Alliance of Canada (Alliance),
"allowance" means compensation payable for the performance of special or additional duties (indemnité),
"alternate provision" means a provision of this Agreement which may only have application to certain
employees (disposition de dérogation),
"bargaining unit" means the employees of the Employer in the group described in Article 9 (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, call-back and reporting pay. 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 compensateur),
"continuous employment" has the same meaning as specified in the existing Public Service Terms and
Conditions of Employment Regulations of the Employer 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 a full-time employee means a day other than a holiday on which that employee is
not ordinarily required to perform the duties of his or her position other than by reason of the employee being on
leave or absent from duty without permission (jour de repos),
"double time" means two (2) times the employee's hourly rate of pay (tarif double),
"employee" means a person so defined in the Public Service Staff Relations Act and who is a member of
the bargaining unit specified in Article 9 (employé-e),
"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),
"excluded provision" means a provision of this Agreement which may have no application at all to certain
employees and for which there are no alternate provisions (disposition exclue),
"holiday" (jour férié) means:
(a) the twenty-four (24)-hour period commencing at 00:01 hours of a day designated as a paid holiday in this
Agreement,
(b) however, for the purpose of administration of a shift that does not commence and end on the same day, such shift
shall be deemed to have been entirely worked:
(i) on the day it commenced where half (1/2) or more of the hours worked fall on that day,
or
(ii) on the day it terminates where more than half (1/2) of the hours worked fall on that day,
"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),
"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 by an employee during his or her regular or normal hours of work
(congé),
"membership dues" means the dues established pursuant to the constitution of the Alliance as the dues payable
by its members as a consequence of their membership in the Alliance, and shall not include any initiation fee,
insurance premium, or special levy (cotisations syndicales),
"overtime" (heures supplémentaires) means:
(a) in the case of a full-time employee, authorized work in excess of the employee's scheduled hours of work,
or
(b) in the case of a part-time employee, authorized work in excess of seven and one-half (7 1/2) hours per day or
thirty-seven and one-half (37 1/2) hours per week, but does not include time worked on a holiday,
or
(c) in the case of a part-time employee whose normal scheduled hours of work are in excess of seven and one-half
(7 1/2) hours per day in accordance with the Variable Hours of Work provisions (clauses 25.24 to 25.27), authorized
work in excess of those normal scheduled daily hours or an average of thirty-seven and one-half (37 1/2) hours per
week,
"spouse" will, when required, be interpreted to include "common-law spouse" except, for the purposes of the
Foreign Service Directives, the definition of "spouse" will remain as specified in Directive 2 of the Foreign Service
Directives (conjoint),
"straight-time rate" means the employee's 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),
"time and three-quarters" means one and three-quarters (1 3/4) times the employee's hourly rate of pay (tarif
et trois quarts),
"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 The provisions of this Agreement apply to the Alliance, employees and the Employer.
3.02 Both the English and French texts of this Agreement shall be official.
4.01 Nothing in this Agreement shall be construed to require the Employer to do or refrain from doing
anything contrary to any instruction, direction or regulations given or made by or on behalf of the Government of
Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.
5.01 In the event that any law passed by Parliament, applying to employees, renders null and void any
provision of this Agreement, the remaining provisions shall remain in effect for the term of the Agreement.
6.01 Except to the extent provided herein, this Agreement in no way restricts the authority of those charged
with managerial responsibilities in the Public Service.
7.01 Agreements concluded by the National Joint Council (NJC) of the Public Service on items which may be
included in a collective agreement, and which the parties to this Agreement have endorsed after December 6, 1978 will
form part of this 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.
7.02 The NJC items which may be included in a collective agreement are those items which the 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 clause (c) of the NJC Memorandum of Understanding which became effective December 6, 1978.
7.03
(a) The following directives, 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 Agreement:
Bilingualism Bonus Directive
Commuting Assistance Directive
Foreign Service Directives
Health/Safety
Boiler and Pressure Vessels Directive
Committees and Representatives Directive
Dangerous Substances Directive
Electrical Directive
Elevated Work Structures Directive
Elevating Devices Directive
First-Aid Allowance Directive
First-Aid Safety and Health Directive
Hazardous Confined Spaces Directive
Material Handling Directive
Motor Vehicle Operations Directive
Noise Control and Hearing Conservation Directive
Personal Protective Equipment and Clothing Directive
Pesticides Directive
Refusal to Work Directive
Sanitation Directive
Tools and Machinery Directive
Use and Occupancy of Buildings Directive
Isolated Posts Directive
Living Accommodation Charges Directive
Relocation Directive
Travel Directive
Uniforms Directive
**
Public Service Health Care Plan.
(b) During the term of this Agreement, other directives may be added to the above noted list.
7.04 Grievances in regard to the above directives shall be filed in accordance with clause 18.01 of the
Article on grievance procedure in this Agreement.
8.01 The Dental Care plan as contained in the Master Agreement between the Treasury Board and the Public
Service Alliance of Canada, with an expiry date of June 30, 1988, and subsequently amended on March 10, 1988,
December 12, 1991, November 26, 1993, April 2, 1996, January 15, 1997, March 11, 1998 and February 11, 2000 shall be
deemed to form part of this Agreement.
9.01 The Employer recognizes the Alliance as the exclusive bargaining agent for all employees described in
the certificate issued by the Public Service Staff Relations Board on June 7, 1999 covering employees in the Program
and Administrative Services Group.
10.01 The Employer agrees to supply the Alliance each quarter with the name, geographic location and
classification of each new employee.
10.02 The Employer agrees to supply each employee with a copy of this Agreement and will endeavour to do so
within one (1) month after receipt from the printer.
11.01 Subject to the provisions of this Article, the Employer will, as a condition of employment, deduct an
amount equal to the monthly membership dues from the monthly pay of all employees. Where an employee does not have
sufficient earnings in respect of any month to permit deductions made under this Article, the Employer shall not be
obligated to make such deduction from subsequent salary.
11.02 The Alliance shall inform the Employer in writing of the authorized monthly deduction to be checked off
for each employee.
11.03 For the purpose of applying clause 11.01, deductions from pay for each employee in respect of each
calendar month will start with the first (1st) full calendar month of employment to the extent that earnings
are available.
11.04 An employee who satisfies the Employer to the extent that he or she declares in an affidavit that he or
she is a member of a religious organization whose doctrine prevents him or her as a matter of conscience from making
financial contributions to an employee organization and that he or she will make contributions to a charitable
organization registered pursuant to the Income Tax Act, equal to dues, shall not be subject to this Article,
provided that the affidavit submitted by the employee is countersigned by an official representative of the religious
organization involved.
11.05 No employee organization, as defined in Section 2 of the Public Service Staff Relations Act,
other than the Alliance, shall be permitted to have membership dues and/or other monies deducted by the Employer from
the pay of employees.
11.06 The amounts deducted in accordance with clause 11.01 shall be remitted to the Comptroller of the
Alliance 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.
11.07 The Employer agrees to continue the past practice of making deductions for other purposes on the basis
of the production of appropriate documentation.
11.08 The Alliance 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 limited to the amount actually involved in the error.
**
12.01 Reasonable space on bulletin boards, in convenient locations, including electronic bulletin boards where
available, will be made available to the Alliance for the posting of official Alliance notices. The Alliance shall
endeavour to avoid requests for posting of notices which the Employer, acting reasonably, could consider adverse to its
interests or to the interests of any of its representatives. Posting of notices or other materials shall require the
prior approval of the Employer, except notices related to the business affairs of the Alliance, including the names of
Alliance representatives, and social and recreational events. Such approval shall not be unreasonably withheld.
12.02 The Employer will also continue its present practice of making available to the Alliance specific
locations on its premises, and where it is practical to do so on vessels, for the placement of reasonable quantities of
literature of the Alliance.
12.03 A duly accredited representative of the Alliance may be permitted access to the Employer's premises,
which includes vessels, to assist in the resolution of a complaint or grievance and to attend meetings called by
management. Permission to enter the premises shall, in each case, be obtained from the Employer. In the case of access
to vessels, the Alliance representative upon boarding any vessel must report to the Master, state his or her business
and request permission to conduct such business. It is agreed that these visits will not interfere with the sailing and
normal operation of the vessels.
12.04 The Alliance shall provide the Employer a list of such Alliance representatives and shall advise
promptly of any change made to the list.
13.01 The Employer acknowledges the right of the Alliance to appoint or otherwise select employees as
representatives.
13.02 The Alliance and the Employer shall endeavour in consultation to determine the jurisdiction of each
representative, having regard to the plan of organization, the number and distribution of employees at the work place
and the administrative structure implied by the grievance procedure. Where the parties are unable to agree in
consultation, then any dispute shall be resolved by the grievance/adjudication procedure.
13.03 The Alliance shall notify the Employer in writing of the name and jurisdiction of its representatives
identified pursuant to clause 13.02.
13.04
(a) A representative shall obtain the permission of his or her immediate supervisor before leaving his or her work
to investigate employee complaints of an urgent nature, to meet with local management for the purpose of dealing with
grievances and to attend meetings called by management. Such permission shall not be unreasonably withheld. Where
practicable, the representative shall report back to his or her supervisor before resuming his or her normal
duties.
(b) Where practicable, when management requests the presence of an Alliance representative at a meeting, such
request will be communicated to the employee's supervisor.
(c) An employee shall not suffer any loss of pay when permitted to leave his or her work under paragraph (a).
13.05 The Alliance shall have the opportunity to have an employee representative introduced to new employees
as part of the Employer's formal orientation programs, where they exist.
Complaints made to the Public Service Staff Relations Board Pursuant to Section 23 of the Public Service Staff
Relations Act
14.01 When operational requirements permit, the Employer will grant leave with pay:
(a) to an employee who makes a complaint on his or her 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 Alliance
making a complaint.
Applications for Certification, Representations and Interventions with respect to Applications for
Certification
14.02 When operational requirements permit, the Employer will grant leave without pay:
(a) to an employee who represents the Alliance in an application for certification or in an intervention,
and
(b) to an employee who makes personal representations with respect to a certification.
14.03 The Employer will grant leave with pay:
(a) to an employee called as a witness by the Public Service Staff Relations Board,
and
(b) when operational requirements permit, to an employee called as a witness by an employee or the Alliance.
Arbitration Board Hearings, Conciliation Board Hearings and Alternate Dispute Resolution Process
14.04 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of
employees representing the Alliance before an Arbitration Board, Conciliation Board or in an Alternate Dispute
Resolution Process.
14.05 The Employer will grant leave with pay to an employee called as a witness by an Arbitration Board,
Conciliation Board or in an Alternate Dispute Resolution Process and, when operational requirements permit, leave with
pay to an employee called as a witness by the Alliance.
Adjudication
14.06 When operational requirements permit, the Employer will grant leave with pay to an employee who is:
(a) a party to the adjudication,
(b) the representative of an employee who is a party to an adjudication,
and
(c) a witness called by an employee who is a party to an adjudication.
Meetings During the Grievance Process
14.07 Where an employee representative wishes to discuss a grievance with an employee who has asked or is
obliged to be represented by the Alliance in relation to the presentation of his or her grievance, the Employer will,
where operational requirements permit, give them reasonable leave with pay for this purpose when the discussion takes
place in their headquarters area and reasonable leave without pay when it takes place outside their headquarters
area.
14.08 Subject to operational requirements,
(a) when the Employer originates a meeting with a grievor in his headquarters area, he or she will be granted leave
with pay and "on duty" status when the meeting is held outside the grievor's headquarters area;
(b) when a grievor seeks to meet with the Employer, he or she will be granted leave with pay when the meeting is
held in his or her headquarters area and leave without pay when the meeting is held outside his or her headquarters
area;
(c) when an employee representative attends a meeting referred to in this clause, he or she will be granted leave
with pay when the meeting is held in his or her headquarters area and leave without pay when the meeting is held
outside his or her headquarters area.
Contract Negotiation Meetings
14.09 When operational requirements permit, the Employer will grant leave without pay to an employee for the
purpose of attending contract negotiation meetings on behalf of the Alliance.
Preparatory Contract Negotiation Meetings
14.10 When operational requirements permit, the Employer will grant leave without pay to a reasonable number
of employees to attend preparatory contract negotiation meetings.
Meetings Between the Alliance and Management Not Otherwise Specified in this Article
14.11 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of
employees who are meeting with management on behalf of the Alliance.
**
Board of Directors Meetings, Executive Board Meetings and Conventions
14.12 Subject to operational requirements, the Employer shall grant leave without pay to a reasonable number
of employees to attend meetings of the Board of Directors of the Alliance, meetings of the National Executive of the
Components, Executive Board meetings of the Alliance, and conventions of the Alliance, the Components, the Canadian
Labour Congress and the Territorial and Provincial Federations of Labour.
Representatives' Training Courses
14.13 When operational requirements permit, the Employer will grant leave without pay to employees who
exercise the authority of a representative on behalf of the Alliance to undertake training related to the duties of a
representative.
**
15.01 If employees are prevented from performing their duties because of a strike or lock-out on the premises of
other employers, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts
to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to
which they would normally be entitled.
16.01 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 termination of employment
pursuant to paragraph 11(2)(f) of the Financial Administration Act, for participation in an illegal strike as
defined in the Public Service Staff Relations Act.
17.01 When an employee is suspended from duty or terminated in accordance with paragraph 11(2)(f) of the
Financial Administration Act, the Employer undertakes to notify the employee in writing of the reason for such
suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or
termination.
17.02 When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary
hearing concerning him or her or to render a disciplinary decision concerning him or her, the employee is entitled to
have, at his or her request, a representative of the Alliance attend the meeting. Where practicable, the employee shall
receive a minimum of one (1) day's notice of such a meeting.
17.03 The Employer shall notify the local representative of the Alliance as soon as possible that such
suspension or termination has occurred.
17.04 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any
document from the file of an employee the content of which the employee was not aware of at the time of filing or
within a reasonable period thereafter.
17.05 Any document or written statement related to 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.
18.01 In cases of alleged misinterpretation or misapplication arising out of 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, the grievance procedure will be in accordance with Part 14 of the NJC
By-Laws.
18.02 Subject to and as provided in Section 91 of the Public Service Staff Relations Act, an employee
who feels that he or she has been treated unjustly or considers himself or herself aggrieved by any 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 18.05 except that:
(a) where there is another administrative procedure provided by or under any Act of Parliament to deal with the
employee's specific complaint, such procedure must be followed,
and
(b) where the grievance relates to the interpretation or application of this Agreement or an arbitral award, the
employee is not entitled to present the grievance unless he or she has the approval of and is represented by the
Alliance.
18.03 Except as otherwise provided in this Agreement, a grievance shall be processed by recourse to the
following levels:
(a) level 1 - first (1st) level of management;
(b) levels 2 and 3 - intermediate level(s) where such level or levels are established in departments or
agencies;
(c) final level - Deputy Head or Deputy Head's authorized representative.
Whenever there are four (4) levels in the grievance procedure, the grievor may elect to waive either Level 2
or 3.
18.04 The Employer shall designate a representative at each level 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 Alliance.
18.05 An employee who wishes to present a grievance at a prescribed level in the grievance procedure shall
transmit this grievance to his or her 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 level,
and
(b) provide the employee with a receipt stating the date on which the grievance was received by him or her.
18.06 Where 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 date
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 level on the date on which the letter containing the reply is postmarked, but the time
limit within which the grievor may present his or her grievance at the next higher level shall be calculated from the
date on which the Employer's reply was delivered to the address shown on the grievance form.
18.07 A grievance of an employee shall not be deemed to be invalid by reason only that it is not in
accordance with the form supplied by the Employer.
18.08 An employee may be assisted and/or represented by the Alliance when presenting a grievance at any
level.
18.09 The Alliance shall have the right to consult with the Employer with respect to a grievance at each
level of the grievance procedure. Where consultation is with the deputy head, the deputy head shall render the
decision.
18.10 An employee may present a grievance to the First (1st) Level of the procedure in the manner
prescribed in clause 18.05 not later than the twenty-fifth (25th) day after the date on which he or she is
notified orally or in writing or on which he or she first becomes aware of the action or circumstances giving rise to
the grievance.
18.11 The Employer shall normally reply to an employee's grievance, at any level in the grievance procedure,
except the final level, within ten (10) days after the date the grievance is presented at that level. Where such
decision or settlement is not satisfactory to the employee, he or she may submit a grievance at the next higher level
in the grievance procedure within ten (10) days after that decision or settlement has been conveyed to him or her in
writing.
18.12 If the Employer does not reply within fifteen (15) days from the date that a grievance is presented at
any level, except the final level, the employee may, within the next ten (10) days, submit the grievance at the next
higher level of the grievance procedure.
18.13 The Employer shall normally reply to an employee's grievance at the final level of the grievance
procedure within thirty (30) days after the grievance is presented at that level.
18.14 Where an employee has been represented by the Alliance in the presentation of his or her grievance, the
Employer will provide the appropriate representative of the Alliance with a copy of the Employer's decision at each
level of the grievance procedure at the same time that the Employer's decision is conveyed to the employee.
18.15 The decision given by the Employer at the Final Level in the grievance procedure shall be final and
binding upon the employee unless the grievance is a class of grievance that may be referred to adjudication.
18.16 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.
18.17 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer
and the employee and, where appropriate, the Alliance representative.
18.18 Where it appears that the nature of the grievance is such that a decision cannot be given below a
particular level of authority, any or all the levels, except the final level may be eliminated by agreement of the
Employer and the employee, and, where applicable, the Alliance.
18.19 Where the Employer demotes or terminates an employee for cause pursuant to paragraph 11(2)(f) or (g) of
the Financial Administration Act, the grievance procedure set forth in this Agreement shall apply except that
the grievance shall be presented at the final level only.
18.20 An employee may abandon a grievance by written notice to his or her immediate supervisor or
officer-in-charge.
18.21 An employee who fails to present a grievance to the next higher level within the prescribed time limits
shall be deemed to have abandoned the grievance, unless the employee was unable to comply with the prescribed time
limits due to circumstances beyond his or her control.
18.22 No person who is employed in a managerial or confidential capacity shall seek by intimidation, by
threat of dismissal or by any other kind of threat to cause an employee to abandon his or her grievance or refrain from
exercising his or her right to present a grievance as provided in this Agreement.
18.23 Where an employee has presented a grievance up to and including the Final Level in the grievance
procedure with respect to:
(a) the interpretation or application in respect of him or her of a provision of this Agreement or a 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 his or her satisfaction, he or she may refer the grievance
to adjudication in accordance with the provisions of the Public Service Staff Relations Act and
Regulations.
18.24 Where a grievance that may be presented by an employee to adjudication is a grievance relating to the
interpretation or application in respect of him or her of a provision of this Agreement or an arbitral award, the
employee is not entitled to refer the grievance to adjudication unless the Alliance signifies in the 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.
**
Expedited Adjudication
18.25 The parties agree that any adjudicable grievance may be referred to the following expedited
adjudication process:
(a) At the request of either party, a grievance that has been referred to adjudication may be dealt with through
Expedited Adjudication with the consent of both parties.
(b) When the parties agree that a particular grievance will proceed through Expedited Adjudication, the Alliance
will submit to the PSSRB the consent form signed by the grievor or the bargaining agent.
(c) The parties may proceed with or without an Agreed Statement of Facts. When the parties arrive at an Agreed
Statement of Facts it will be submitted to the PSSRB or to the Adjudicator at the hearing.
(d) No witnesses will testify.
(e) The Adjudicator will be appointed by the PSSRB from among its members who have had at least three (3) years
experience as a member of the Board.
(f) Each Expedited Adjudication session will take place in Ottawa, unless the parties and the PSSRB agree otherwise.
The cases will be scheduled jointly by the parties and the PSSRB, and will appear on the PSSRB schedule.
(g) The Adjudicator will make an oral determination at the hearing, which will be recorded and initialed by the
representatives of the parties. This will be confirmed in a written determination to be issued by the Adjudicator
within five (5) days of the hearing. The parties may, at the request of the Adjudicator, vary the above conditions in a
particular case.
(h) The Adjudicator's determination will be final and binding on all the parties, but will not constitute a
precedent. The parties agree not to refer the determination to the Federal Court.
19.01 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
origin, religious affiliation, sex, sexual orientation, family status, mental or physical disability, membership or
activity in the Alliance, marital status or a conviction for which a pardon has been granted.
19.02
(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the
complaint.
(b) If by reason of paragraph (a) a level in the grievance procedure is waived, no other level shall be waived
except by mutual agreement.
19.03 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.
20.01 The Alliance 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.
20.02
(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the
complaint.
(b) If by reason of paragraph (a) a level in the grievance procedure is waived, no other level shall be waived
except by mutual agreement.
20.03 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.
21.01 The parties acknowledge the mutual benefits to be derived from joint consultation and are prepared to
enter into discussion aimed at the development and introduction of appropriate machinery for the purpose of providing
joint consultation on matters of common interest.
21.02 Within five (5) days of notification of consultation served by either party, the Alliance shall notify
the Employer in writing of the representatives authorized to act on behalf of the Alliance for consultation
purposes.
21.03 Upon request of either party, the parties to this Agreement shall consult meaningfully at the
appropriate level about contemplated changes in conditions of employment or working conditions not governed by this
Agreement.
21.04 Without prejudice to the position the Employer or the Alliance may wish to take in future about the
desirability of having the subjects dealt with by the provisions of collective agreements, the subjects that may be
determined as appropriate for joint consultation will be by agreement of the parties.
22.01 The Employer shall make reasonable provisions for the occupational safety and health of employees. The
Employer will welcome suggestions on the subject from the Alliance, 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.
23.01 Subject to the willingness and capacity of individual employees to accept relocation and retraining,
the Employer will make every reasonable effort to ensure that any reduction in the work force will be accomplished
through attrition.
24.01 The parties have agreed that in cases where as a result of technological change the services of an
employee are no longer required beyond a specified date because of lack of work or the discontinuance of a function,
Appendix "E" on Work Force Adjustment will apply. In all other cases the following clauses will apply.
24.02 In this Article "Technological Change" means:
(a) the introduction by the Employer of equipment or material of a different nature than that previously
utilized;
and
(b) a change in the Employer's operation directly related to the introduction of that equipment or material.
24.03 Both parties recognize the overall advantages of technological change and will, therefore, encourage
and promote technological change in the Employer's operations. Where technological change is to be implemented, the
Employer will seek ways and means of minimizing adverse effects on employees which might result from such changes.
24.04 The Employer agrees to provide as much advance notice as is practicable but, except in cases of
emergency, not less than one hundred and eighty (180) days written notice to the Alliance of the introduction or
implementation of technological change when it will result in significant changes in the employment status or working
conditions of the employees.
24.05 The written notice provided for in clause 24.04 will provide the following information:
(a) the nature and degree of the technological change;
(b) the date or dates on which the Employer proposes to effect the technological change;
(c) the location or locations involved;
(d) the approximate number and type of employees likely to be affected by the technological change;
(e) the effect that the technological change is likely to have on the terms and conditions of employment of the
employees affected.
24.06 As soon as reasonably practicable after notice is given under clause 24.04, the Employer shall consult
meaningfully with the Alliance concerning the rationale for the change and the topics referred to in clause 24.05 on
each group of employees, including training.
24.07 When, as a result of technological change, the Employer determines that an employee requires new skills
or knowledge in order to perform the duties of the employee's substantive position, the Employer will make every
reasonable effort to provide the necessary training during the employee's working hours without loss of pay and at no
cost to the employee.
Excluded provisions
Clauses 25.13 to 25.23 inclusive, pertaining to shift work, do not apply to employees classified as IS. In the
case of employees classified as WP, these clauses apply only to employees of the Correctional Service Canada who are
employed in Community Correctional Centres and to those employed in higher security institutions in leisure, social,
cultural or athletic activities.
Alternate provisions
(i) This Article does not apply to certain employees classified as ST, CR and AS (see provisions of Appendix
"B").
(ii) The standard shift schedule described in clause 25.17 does not apply to certain employees classified as
WP.
General
25.01 For the purpose of this Article:
(a) the week shall consist of seven (7) consecutive days beginning at 00:00 hours Monday morning and ending at
24:00 hours Sunday;
(b) the day is a twenty-four (24) - hour period commencing at 00:00 hours.
25.02 Nothing in this Article shall be construed as guaranteeing minimum or maximum hours of work. In no case
shall this permit the Employer to reduce the hours of work of a full-time employee permanently.
25.03 The employees may be required to register their attendance in a form or in forms to be determined by
the Employer.
25.04 It is recognized that certain operations require some employees to stay on the job for a full scheduled
work period, inclusive of their meal period. In these operations, such employees will be compensated for their
half (1/2)-hour meal period in accordance with the applicable overtime provisions.
25.05 The Employer will provide two (2) rest periods of fifteen (15) minutes each per full working day except
on occasions when operational requirements do not permit.
Day Work
25.06 Except as provided for in clauses 25.09, 25.10 and 25.11:
(a) the normal work week shall be thirty-seven and one-half (37 1/2) hours from Monday to Friday inclusive,
and
(b) the normal work day shall be seven and one-half (7 1/2) consecutive hours, exclusive of a lunch period, between
the hours of 7 a.m. and 6 p.m.
25.07 Employees shall be informed by written notice of their scheduled hours of work. Any changes to the
scheduled hours shall be by written notice to the employee(s) concerned.
25.08 Flexible Hours
Subject to operational requirements, an employee on day work shall have the right to select and request flexible
hours between 7 a.m. and 6 p.m. and such request shall not be unreasonably denied.
25.09 Variable Hours
(a) Notwithstanding the provisions of clause 25.06, upon request of an employee and the concurrence of the Employer,
an employee may complete the weekly hours of employment in a period of other than five (5) full days provided that over
a period of fourteen (14), twenty-one (21) or twenty-eight (28) calendar days, the employee works an average of
thirty-seven and one-half (37 1/2) hours per week.
(b) In every fourteen (14), twenty-one (21) or twenty-eight (28) day period, the employee shall be granted days of
rest on such days as are not scheduled as a normal work day for the employee.
(c) Employees covered by this clause shall be subject to the variable hours of work provisions established in
clauses 25.24 to 25.27.
25.10 Summer and winter hours
The weekly and daily hours of work may be varied by the Employer, following consultation with the Alliance to allow
for summer and winter hours, provided the annual total of hours is not changed.
25.11
(a) Where hours of work, other than those provided in clause 25.06, are in existence when this Agreement is signed,
the Employer, on request, will consult with the Alliance 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.
(b) Where hours of work are to be changed so that they are different from those specified in clause 25.06, the
Employer, except in cases of emergency, will consult in advance with the Alliance 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. In no case shall the hours under clause 25.06 extend before 6:00 a.m. or beyond 9:00 p.m. or
alter the Monday to Friday work week or the seven and one-half (7 1/2) consecutive hours work day.
(c) Within five (5) days of notification of consultation served by either party, the parties shall notify one
another in writing of the representative authorized to act on their behalf for consultation purposes. Consultation will
be held at the local level for fact finding and implementation purposes.
(d) It is understood by the parties that this clause will not be applicable in respect of employees whose work week
is less than thirty-seven and one-half (37 1/2) hours per week.
25.12
(a) An employee on day work whose hours of work are changed to extend before or beyond the stipulated hours of
7:00 a.m. and 6:00 p.m., as provided in paragraph 25.06(b), and who has not received at least seven (7) days' notice in
advance of the starting time of such change, shall be paid for the first day or shift worked subsequent to such change
at the rate of time and one-half (1 1/2) for the first seven hours and one-half (7 1/2) and double (2) time thereafter.
Subsequent days or shifts worked on the revised hours shall be paid for at straight time, subject to Article 28,
Overtime.
(b) Late Hour Premium
An employee who is not a shift worker and who completes his work day in accordance with the provisions of
paragraph 25.11(b) shall receive a Late Hour Premium of seven dollars ($7) per hour for each hour worked before
7:00 a.m. and after 6:00 p.m. The Late Hour Premium shall not apply to overtime hours.
Shift Work
25.13 When, because of the operational requirements, hours of work are scheduled for employees on a rotating
or irregular basis, they shall be scheduled so that employees, over a period of not more than fifty-six (56) calendar
days:
(a) on a weekly basis, work an average of thirty-seven and one-half (37 1/2) hours and an average of five (5)
days;
(b) work seven and one-half (7 1/2) consecutive hours per day, exclusive of a one-half (1/2) hour meal period;
(c) obtain an average of two (2) days of rest per week;
(d) obtain at least two (2) consecutive days of rest at any one time, except when days of rest are separated by a
designated paid holiday which is not worked; the consecutive days of rest may be in separate calendar weeks.
25.14 The Employer will make every reasonable effort:
(a) not to schedule the commencement of a shift within sixteen (16) hours of the completion of the employee's
previous shift;
and
(b) to avoid excessive fluctuation in hours of work.
25.15 The staffing, preparation, posting and administration of shift schedules is the responsibility of the
Employer.
25.16 The Employer shall set up a master shift schedule for a fifty-six (56) day period, posted fifteen (15)
days in advance, which will cover the normal requirements of the work area.
25.17 Except as provided for in clauses 25.22 and 25.23, the standard shift schedule is:
(a) 12 midnight to 8 a.m.; 8 a.m. to 4 p.m.; 4 p.m. to 12 midnight;
or alternatively
(b) 11 p.m. to 7 a.m.; 7 a.m. to 3 p.m.; 3 p.m. to 11 p.m.
Alternate provision
For employees of the Correctional Service Canada classified as WP who are employed in Community Correctional
Centres and to those employed in higher security institutions in leisure, social, cultural or athletic activities,
shifts shall not commence earlier than 0700 hours and end not later than 2300 hours.
25.18 A specified meal period shall be scheduled as close to the mid-point of the shift as possible. It is
also recognized that the meal period may be staggered for employees on continuous operations. However, the Employer
will make every effort to arrange meal periods at times convenient to the employees.
25.19
(a) 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:
(i) on the day it commenced where half or more of the hours worked fall on that day,
or
(ii) on the day it terminates where more than half of the hours worked fall on that day.
(b) 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 deemed to have worked his or her 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.
25.20
(a) An employee who is required to change his or her scheduled shift without receiving at least seven (7) days'
notice in advance of the starting time of such change in his or her scheduled shift, shall be paid for the first shift
worked on the revised schedule at the rate of time and one-half (1 1/2) for the first (1st) seven and
one-half (7 1/2) hours and double (2) time thereafter. Subsequent shifts worked on the revised schedule shall be paid
for at straight time, subject to Article 28, Overtime.
(b) Every reasonable effort will be made by the Employer to ensure that the employee returns to his or her original
shift schedule and returns to his or her originally scheduled days of rest for the duration of the master shift
schedule without penalty to the Employer.
25.21 Provided sufficient advance notice is given, the Employer may:
(a) authorize employees to exchange shifts if there is no increase in cost to the Employer,
and
(b) notwithstanding the provisions of paragraph 25.13(d), authorize employees to exchange shifts for days of rest if
there is no increase in cost to the Employer.
25.22
(a) Where shifts, other than those provided in clause 25.17, are in existence when this Agreement is signed, the
Employer, on request, will consult with the Alliance on such hours of work and in such consultation will establish that
such shifts are required to meet the needs of the public and/or the efficient operation of the service.
(b) Where shifts are to be changed so that they are different from those specified in clause 25.17, the Employer,
except in cases of emergency, will consult in advance with the Alliance 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.
(c) Within five (5) days of notification of consultation served by either party, the parties shall notify one
another in writing of the representative authorized to act on their behalf for consultation purposes. Consultation will
be held at the local level for fact finding and implementation purposes.
25.23 Variable Shift Schedule Arrangements
(a) Notwithstanding the provisions of clauses 25.05 and 25.13 to 25.22 inclusive, consultation may be held at the
local level with a view to establishing shift schedules which may be different from those established in clauses 25.13
and 25.17. Such consultation will include all aspects of arrangements of shift schedules.
(b) Once a mutually acceptable agreement is reached at the local level, the proposed variable shift schedule will be
submitted at the respective Employer and Alliance Headquarters levels before implementation.
(c) Both parties will endeavour to meet the preferences of the employees in regard to such arrangements.
(d) It is understood that the flexible application of such arrangements must not be incompatible with the intent and
spirit of provisions otherwise governing such arrangements. Such flexible application of this clause must respect the
average hours of work over the duration of the master schedule and must be consistent with the operational requirements
as determined by the Employer.
(e) Employees covered by this clause shall be subject to the Variable Hours of Work provisions established in
clauses 25.24 to 25.27, inclusive.
Terms and Conditions Governing the Administration of Variable Hours of Work
25.24 The terms and conditions governing the administration of variable hours of work implemented pursuant to
clauses 25.09, 25.10 and 25.23 are specified in clauses 25.24 to 25.27, inclusive. This Agreement is modified by these
provisions to the extent specified herein.
25.25 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.
25.26
(a) The scheduled hours of work of any day as set forth in a variable schedule specified in clause 25.24, may exceed
or be less than seven and one-half (7 1/2) hours; starting and finishing times, meal breaks and rest periods shall be
determined according to operational requirements as determined by the Employer and the daily hours of work shall be
consecutive.
(b) Such schedules shall provide an average of thirty-seven and one-half (37 1/2) hours of work per week over the
life of the schedule.
(i) The maximum life of a shift schedule shall be six (6) months.
(ii) The maximum life of other types of schedule shall be twenty-eight (28) days, except when the normal weekly and
daily hours of work are varied by the Employer to allow for summer and winter hours in accordance with clause 25.10, in
which case the life of a schedule shall be one (1) year.
(iii) The maximum life of a schedule for Officers working for the Canadian Pari-Mutuel Agency shall be one (1)
year.
(c) Whenever an employee changes his or her variable hours or no longer works variable hours, all appropriate
adjustments will be made.
25.27 Specific Application of this Agreement
For greater certainty, the following provisions of this Agreement shall be administered as provided herein:
(a) Interpretation and Definitions (clause 2.01)
"Daily rate of pay" - shall not apply.
(b) Minimum Number of Hours Between Shifts
Paragraph 25.14(a), relating to the minimum period between the termination and commencement of the employee's next
shift, shall not apply.
(c) Exchange of Shifts (clause 25.21)
On exchange of shifts between employees, the Employer shall pay as if no exchange had occurred.
(d) Overtime (clauses 28.06 and 28.07)
Overtime shall be compensated for all work performed in excess of an employee's scheduled hours of work on regular
working days or on days of rest at time and three-quarter (1 3/4).
(e) Designated Paid Holidays (clause 30.08)
(i) A designated paid holiday shall account for seven and one-half (7 1/2) hours.
(ii) When an employee works on a Designated Paid Holiday, the employee shall be compensated, in addition to the pay
for the hours specified in sub-paragraph (i), at time and one-half (1 1/2) up to his or her regular scheduled hours
worked and at double (2) time for all hours worked in excess of his or her regular scheduled hours.
(f) Travel
Overtime compensation referred to in clause 32.06 shall only be applicable on a work day for hours in excess of the
employee's daily scheduled hours of work.
(g) Acting Pay
The qualifying period for acting pay as specified in paragraph 64.07(a) shall be converted to hours.
26.01
(a) When a full-time indeterminate employee is required to attend one of the following proceedings outside a period
which extends before or beyond three (3) hours his or her scheduled hours of work on a day during which he or she would
be eligible for a Shift Premium, the employee may request that his or her hours of work on that day be scheduled
between 7 a.m. and 6 p.m.; such request will be granted provided there is no increase in cost to the Employer. In no
case will the employee be expected to report for work or lose regular pay without receiving at least twelve (12) hours
of rest between the time his or her attendance was no longer required at the proceeding and the beginning of his or her
next scheduled work period.
(i) Public Service Staff Relations Board Proceedings
Clauses 14.01, 14.02, 14.04, 14.05 and 14.06.
(ii) Contract Negotiation and Preparatory Contract Negotiation Meetings
Clauses 14.09 and 14.10.
(iii) Personnel Selection Process
Article 49.
(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) Notwithstanding paragraph (a), proceedings described in subparagraph (v) are not subject to the condition that
there be no increase in cost to the Employer.
Excluded provisions
This Article does not apply to employees on day work, covered by clauses 25.06 to 25.12 inclusive.
**
27.01 Shift Premium
An employee working on shifts, will receive a shift premium of one dollar and seventy-five cents ($1.75) per hour
for all hours worked, including overtime hours, between 4:00 p.m. and 8:00 a.m. The shift premium will not be paid for
hours worked between 8:00 a.m. and 4:00 p.m.
As of 21 June 2002 the premium will be increased to two dollars ($2.00).
**
27.02 Weekend Premium
(a) An employee working on shifts during a weekend will receive an additional premium of one dollar and seventy-five
cents ($1.75) per hour for all hours worked, including overtime hours, on Saturday and/or Sunday.
As of 21 June 2002 the premium will be increased to two dollars ($2.00).
(b) Where Saturday and Sunday are not recognized as the weekend at a mission abroad, the Employer may substitute
two (2) other contiguous days to conform to local practice.
Excluded Provisions
28.01 Compensation under this Article shall not be paid for overtime worked by an employee at courses,
training sessions, conferences and seminars unless the employee is required to attend by the Employer.
Alternate provisions
28.02 This Article does not apply to certain employees classified as ST, CR or AS (see provisions of
Appendix "B").
28.03 Paragraph 28.06(b) does not apply to certain employees of the Department of Citizenship and
Immigration.
28.04 General
(a) An employee is entitled to overtime compensation under clauses 28.06 and 28.07 for each completed period of
fifteen (15) minutes of overtime worked by him or her:
(i) when the overtime work is authorized in advance by the Employer or is in accordance with standard operating
instructions,
and
(ii) when the employee does not control the duration of the overtime work.
(b) Employees shall record starting and finishing times of overtime work in a form determined by the Employer.
(c) For the purpose of avoiding the pyramiding of overtime, there shall be no duplication of overtime payments for
the same hours worked.
(d) Payments provided under the Overtime, Designated Paid Holidays and Standby provisions of this Agreement shall
not be pyramided, that is an employee shall not receive more than one compensation for the same service.
28.05 Assignment of Overtime Work
(a) Subject to the operational requirements, the Employer shall make every reasonable effort to avoid excessive
overtime and to offer overtime work on an equitable basis among readily available qualified employees.
(b) Except in cases of emergency, call-back or mutual agreement with the employee, the Employer shall, wherever
possible, give at least four (4) hours' notice of any requirement for overtime work.
28.06 Overtime Compensation on a workday
Subject to paragraph 28.04(a):
(a) an employee who is required to work overtime on his or her scheduled workday is entitled to compensation at time
and one-half (1 1/2) for the first seven and one-half (7 1/2) consecutive hours of overtime worked and double (2) time
for all overtime hours worked in excess of seven and one-half (7 1/2) consecutive hours of overtime in any contiguous
period;
Additional Provision (WP)
in the case of an emergency as determined by the Employer, when an employee classified as WP is required to work
more than twenty-four (24) consecutive hours, the employee shall be compensated at the rate of double (2) time for all
hours continuously worked in excess of twenty-four (24) hours;
(b) if an employee is given instructions during the employee's work day to work overtime on that day and reports for
work at a time which is not contiguous to the employee's scheduled hours of work, the employee shall be paid a minimum
of two (2) hours' pay at straight-time or for actual overtime worked at the applicable overtime rate, whichever is the
greater;
Alternate Provision
employees of the Department of Citizenship and Immigration who are classified PM and who are required to clear
commercial transport on a scheduled work day at a time which is not contiguous to the normal hours of work, shall be
paid a minimum of two (2) hours' pay at straight time or actual overtime worked at the applicable overtime rate,
whichever is greater;
(c) an employee who is called back to work after the employee has completed his or her work for the day and has left
his or her place of work, and returns to work shall be paid the greater of:
(i) compensation equivalent to three (3) hours' pay at the applicable overtime rate of pay for each call-back to a
maximum of eight (8) hours' compensation in an eight (8) hour period; such maximum shall include any reporting pay
pursuant to paragraph (b) or its alternate provision;
or
(ii) compensation at the applicable overtime rate for actual overtime worked,
provided that the period worked by the employee is not contiguous to the employee's normal hours of work;
(d) the minimum payment referred to in subparagraph (c)(i), does not apply to part-time employees. Part-time
employees will receive a minimum payment in accordance with clauses 62.05 or 62.06;
28.07 Overtime Compensation on a day of rest
Subject to paragraph 28.04(a):
(a) an employee who is required to work on a first (1st) day of rest is entitled to compensation at time
and one-half (1 1/2) for the first (1st) seven and one-half (7 1/2) hours and double (2) time
thereafter;
(b) an employee who is required to work on a second (2nd) or subsequent day of rest is entitled to
compensation at double (2) time (second or subsequent day of rest means the second or subsequent day in an unbroken
series of consecutive and contiguous calendar days of rest);
(c) when an employee is required to report for work and reports on a day of rest, the employee shall be paid the
greater of:
(i) compensation equivalent to three (3) hours' pay at the applicable overtime rate for each reporting to a maximum
of eight (8) hours' compensation in an eight (8) hour period,
or
(ii) compensation at the applicable overtime rate;
(d) the minimum payment referred to in subparagraph (c)(i), does not apply to part-time employees. Part-time
employees will receive a minimum payment in accordance with clause 62.05;
28.08 Compensation in cash or leave with pay
(a) Overtime shall be compensated in cash except where, upon request of an employee and with the approval of the
Employer, overtime may be compensated in equivalent leave with pay.
(b) The Employer shall endeavour to pay cash overtime compensation by the sixth (6th) week after which the employee
submits the request for payment.
(c) The Employer shall grant compensatory leave at times convenient to both the employee and the Employer.
(d) Compensatory leave with pay not used by the end of a twelve (12)-month period, to be determined by the Employer,
will be paid for in cash at the employee's hourly rate of pay as calculated from the classification prescribed in the
certificate of appointment of his or her substantive position at the end of the twelve (12)-month period.
28.09 Meals
**
(a) An employee who works three (3) or more hours of overtime immediately before or immediately following the
employee's scheduled hours of work shall be reimbursed his or her expenses for one meal in the amount of nine dollars
fifty ($9.50) except where free meals are provided.
This reimbursement will be increased to ten dollars ($10) as of 21 June 2002.
**
(b) When an employee works overtime continuously extending four (4) hours or more beyond the period provided in
paragraph (a), the employee shall be reimbursed for one additional meal in the amount of nine dollars fifty ($9.50) for
each additional four (4)-hour period of overtime worked thereafter, except where free meals are provided.
This reimbursement will be increased to ten dollars ($10) as of 21 June 2002.
(c) Reasonable time with pay, to be determined by the Employer, shall be allowed the employee in order that the
employee may take a meal break either at or adjacent to the employee's place of work.
(d) Meal allowances under this clause shall not apply to an employee who is in travel status which entitles the
employee to claim expenses for lodging and/or meals.
28.10 Transportation expenses
(a) When an employee is required to report for work and reports under the conditions described in
paragraphs 28.06(b), (c) and 28.07(c), and is required to use transportation services other than normal public
transportation services, the employee shall be reimbursed for reasonable expenses incurred as follows:
(i) mileage allowance at the rate normally paid to an employee when authorized by the Employer to use his or her
automobile when the employee travels by means of his or her own automobile,
or
(ii) out-of-pocket expenses for other means of commercial transportation.
(b) Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location
other than the employee's normal place of work, time spent by the employee reporting to work or returning to the
employee's residence shall not constitute time worked.
29.01 Where the Employer requires an employee to be available on standby during off-duty hours, such employee
shall be compensated at the rate of one-half (1/2) hour for each four (4) hour period or part thereof for which the
employee has been designated as being on standby duty.
29.02
(a) An employee designated by letter or by list for standby duty shall be available during his or her period of
standby at a known telephone number and be available to return for duty as quickly as possible, if called.
(b) In designating employees for standby, the Employer will endeavour to provide for the equitable distribution of
standby duties.
(c) No standby payment shall be granted if an employee is unable to report for duty when required.
(d) An employee on standby who is required to report for work and reports shall be compensated in accordance with
clauses 28.06(c) or 28.07(c), and is also eligible for reimbursement of transportation expenses in accordance with
clause 28.10.
30.01 Excluded Provisions
Certain employees classified as ST, CR and AS (see Appendix "B") are excluded from clauses 30.06
to 30.09.
30.02 Subject to clause 30.03, 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
additional day is recognized as a provincial or civic holiday, the first Monday in August,
(l) one additional day when proclaimed by an Act of Parliament as a national holiday.
30.03 An employee absent without pay on both his or her full working day immediately preceding and his or her
full working day immediately following a designated 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 14, Leave With or Without Pay For
Alliance Business.
30.04 Designated Holiday Coinciding with a Day of Paid Leave
Where a day that is a designated holiday for an employee coincides with a day of leave with pay, that day shall
count as a holiday and not as a day of leave.
30.05 Designated Holiday Coinciding with a Day of Rest
(a) When a day designated as a holiday under clause 30.02 coincides with an employee's day of rest, the holiday
shall be moved to the first scheduled working day following the employee's day of rest. When a day that is a designated
holiday is so moved to a day on which the employee is on leave with pay, that day shall count as a holiday and not as a
day of leave.
(b) When two (2) days designated as holidays under clause 30.02 coincide with an employee's consecutive days of
rest, the holidays shall be moved to the employee's first two (2) scheduled working days following the days of rest.
When the days that are designated holidays are so moved to days on which the employee is on leave with pay, those days
shall count as holidays and not as days of leave.
Work Performed on a Designated Holiday
30.06 Where operational requirements permit, the Employer shall not schedule an employee to work both
December 25 and January 1 in the same holiday season.
30.07 When a day designated as a holiday for an employee is moved to another day under the provisions of
clause 30.05:
(a) work performed by an employee on the day from which the holiday was moved shall be considered as worked
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.
30.08
(a) When an employee works on a holiday, he or she shall be paid time and one-half (1 1/2) for all hours worked up
to seven and one-half (7 1/2) hours and double (2) time thereafter, in addition to the pay that the employee would have
been granted had he or she not worked on the holiday,
or
(b) upon request, and with the approval of the Employer, the employee may be granted:
(i) a day of leave with pay (straight-time rate of pay) at a later date in lieu of the holiday,
and
(ii) pay at one and one-half (1 1/2) times the straight-time rate of pay for all hours worked up to seven and
one-half (7 1/2) hours,
and
(iii) pay at two (2) times the straight-time rate of pay for all hours worked by him or her on the holiday in excess
of seven and one-half (7 1/2) hours.
(c) Notwithstanding paragraphs (a) and (b), when an employee works on a holiday contiguous to a day of rest on which
he or she also worked and received overtime in accordance with paragraph 28.07(b), he or she shall be paid in addition
to the pay that he or she would have been granted had he or she not worked on the holiday, two (2) times his or her
hourly rate of pay for all time worked.
(d) Subject to operational requirements and adequate advance notice, the Employer shall grant lieu days at such
times as the employee may request.
(i) When in a fiscal year an employee has not been granted all of his or her lieu days as requested by him or her,
at the employee's request, such lieu days shall be carried over for one (1) year.
(ii) In the absence of such request, unused lieu days shall be paid off at the employee's straight-time rate of pay
in effect when the lieu day was earned.
30.09 Reporting for Work on a Designated Holiday
(a) When an employee is required to report for work and reports on a designated holiday, the employee shall be paid
the greater of:
(i) compensation equivalent to three (3) hours' pay at the applicable overtime rate of pay for each reporting to a
maximum of eight (8) hours' compensation in an eight (8) hour period; such maximum shall include any reporting pay
pursuant to paragraph 28.06(c);
or
(ii) compensation in accordance with the provisions of clause 30.08.
(b) The minimum payment referred to in subparagraph (a)(i) does not apply to part-time employees. Part-time
employees will receive a minimum payment in accordance with clause 62.09 of this Agreement.
(c) When an employee is required to report for work and reports under the conditions described in paragraph (a) and
is required to use transportation services other than normal public transportation services, the employee shall be
reimbursed for reasonable expenses incurred as follows:
(i) mileage allowance at the rate normally paid to an employee when authorized by the Employer to use his or her
automobile when the employee travels by means of his or her own automobile,
or
(ii) out-of-pocket expenses for other means of commercial transportation.
(d) Other than when required by the Employer to use a vehicle of the Employer for transportation to a work location
other than the employee's normal place of work, time spent by the employee reporting to work or returning to his or her
residence shall not constitute time worked.
ARTICLE 31
RELIGIOUS OBSERVANCE
31.01 The Employer shall make every reasonable effort to accommodate an employee who requests time off to
fulfill his or her religious obligations.
31.02 Employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory
leave, leave without pay for other reasons or a shift exchange ( in the case of a shift worker) in order to fulfill
their religious obligations.
31.03 Notwithstanding clause 31.02, 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 or her 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.
31.04 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.
Alternate Provisions
32.01 This Article does not apply to an employee when the employee travels by any type of transport in
which he or she is required to perform work, and/or which also serves as his or her living quarters during a tour of
duty. In such circumstances, the employee shall receive the greater of:
(a) on a normal working day, his or her regular pay for the day,
or
(b) pay for actual hours worked in accordance with Article 30, Designated Paid Holidays, and Article 28,
Overtime, of this Agreement.
Excluded Provisions
32.02 Compensation under this Article shall not be paid for travel time to courses, training sessions,
conferences and seminars, unless the employee is required to attend by the Employer.
32.03 For the purposes of this Agreement, travelling time is compensated for only in the circumstances and to
the extent provided for in this Article.
32.04 When an employee is required to travel outside his or her headquarters area on government business, as
these expressions are defined by the Employer, the time of departure and the means of such travel shall be determined
by the Employer and the employee will be compensated for travel time in accordance with clauses 32.05 and 32.06.
Travelling time shall include time necessarily spent at each stop-over enroute provided such stop-over is not longer
than three (3) hours.
32.05 For the purposes of clauses 32.04 and 32.06, 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 the
employee's 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.
32.06 If an employee is required to travel as set forth in clauses 32.04 and 32.05:
(a) on a normal working day on which the employee travels but does not work, the employee shall receive his or her
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 his or her regular scheduled
working hours,
and
(ii) at the applicable overtime rate for additional travel time in excess of his or her regularly scheduled hours 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 of pay;
(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 of pay.
32.07
(a) Upon request of an employee and with the approval of the Employer, compensation at the overtime rate earned
under this Article may be granted in compensatory leave with pay.
(b) Compensatory leave with pay not used by the end of a twelve month (12) period, to be determined by the Employer,
will be paid for in cash at the employee's hourly rate of pay as calculated from the classification prescribed in the
certificate of appointment of the employee's substantive position at the end of the twelve month (12) period.
**
32.08 Travel Status Leave
(a) An employee who is required to travel outside his or her headquarters area on government business, as these
expressions are defined by the Employer, and is away from his permanent residence for forty (40) nights during a fiscal
year shall be granted 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 or her permanent residence to a maximum of eighty (80)
additional nights.
(b) The maximum number of days off earned under this clause shall not exceed five (5) days in a fiscal year and
shall accumulate as compensatory leave with pay.
(c) This leave with pay is deemed to be compensatory leave and is subject to paragraphs 28.08(c) and (d).
(d) The provisions of this clause do not apply when the employee travels in connection with courses, training
sessions, professional conferences and seminars.
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