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Directive on Terms and Conditions of Employment – Unrepresented and Excluded Employees REG1 to REG8

Table of Contents

1. Effective Date

This directive takes effect April 1, 2024, with the exception of salaries, which are retroactive to April 1, 2022.

2. Application

This directive applies to all indeterminate employees (full-time or part-time) and term employee (more than three (3) months) classified as REG1 to REG8 who are either unrepresented or excluded from the bargaining unit.

3. Context

This directive supports the Human Resources Policies and Procedures by providing direction to management and staff that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the organization.

The Appendices to this directive provide direction to the organization on the administration of terms and conditions of employment. It identifies mandatory requirements for the application and administration of all terms and conditions of employment that are in place for those employees covered by this directive.

This directive concurs with CNSC policies and related directives and procedures as stipulated under Section 8.

4. Definitions

Definitions in Appendix A support the interpretation of this directive.

5. Directive Statement

5.1 Objective

The objective of this directive is to ensure sound, consistent and effective practices with respect to the administration of terms and conditions of employment for unrepresented and excluded employees across the CNSC.

5.2 Expected Results

The expected results of this directive are:

  • Persons appointed to the CNSC receive appropriate monetary and non-monetary compensation; and
  • Terms and conditions of employment for unrepresented and excluded employees are administered in an equitable, accurate, consistent, transparent and timely manner.

6. Roles and Responsibilities

6.1 Human Resources Directorate staff are to:

  • provide advice and guidance to managers and employees on the application and interpretation of this directive; and
  • ensure that the resources, systems, service standards and controls are in place for the application and timely administration of the terms and conditions of employment set out in the Appendices of this directive.

6.2 Managers are to:

  • provide employees with information regarding their terms and conditions of employment in this directive and the associated policies;
  • ensure that the approval of compensation requests is consistent with this directive; and
  • ensure that appropriate documented authorities are provided to the Human Resources Division in a timely manner.

6.3 Employees are to:

  • ensure that they are aware of this directive and associated policies; and
  • ensure that their compensation requests under this directive are submitted in advance to their manager for approval.

7. Monitoring

The Workplace Wellness, Compensation and Resourcing Division (WWCRD) of the Human Resources Directorate will monitor the application of this directive. In addition, the directive will be subject to periodic review to ensure that it meets the needs and requirements of the CNSC.

8. References

8.1 Relevant Legislation

8.2 Relevant CNSC Policy Instruments and Directives

Note:  Application of individual policies/directives is determined within each policy/directive.

  • Directive on Membership Fees
  • Pre-retirement Transition Leave Policy
  • Travel Directive
  • Relocation Directive
  • Flexible Work Policy

9. Enquiries

Please direct enquiries about this directive to the Workplace Wellness, Compensation and Resourcing Division (WWCRD) of the Human Resources Directorate at compensation-remuneration@cnsc-ccsn.g.ca.

Appendix A – Definitions

Acting Assignment means a situation where an employee is required to perform temporarily the duties of a higher classification level for at least the qualifying period specified in the terms and conditions of employment applicable to the employee’s substantive level.

Common-law spouse refers to a person cohabiting in a conjugal relationship with an employee for a continuous period of at least one (1) year.

Continuous employment has the same meaning as defined in the Directive on Terms and Conditions of Employment applicable to employees in the core public administration.

Daily rate of pay means an employee’s annual rate of pay divided by 260.88.

Day of rest means a day other than a designated paid holiday on which the employee is not ordinarily required to perform the duties of their position other than by reason of their being on leave.

Designated paid holiday means the 24-hour period commencing at 00:01 hour of a day designated as a holiday in this document.

Economic Adjustment means a change in the rates of pay applicable to a group and level.

Employee means a person so defined by the Federal Public Sector Labour Relations Act.

Employer means the Canadian Nuclear Safety Commission.

Hourly rate of pay means an employee’s annual rate of pay divided by 1956.6.

Leave means authorized absence from duty.

Part-time is the situation whereby a person is ordinarily required to work more than one third of but less than the normal scheduled weekly hours of work established for persons doing similar work.

Service is an unbroken period of public service employment. Continuous service is broken when employment ceases between two periods of public service employment for at least one compensation day.

Spouse means the person married to the employee or a person living in a conjugal relationship with an employee for a continuous period of at least one year as common-law spouse.

Weekly rate of pay means an employee’s annual rate of pay divided by 52.176

Appendix B – Non-Salary Elements of Compensation

Note: Sections 1 to 19 apply to employees who are indeterminate and term over three (3) months.

1. Hours of Work

1.1 General

a. The normal work seek shall consist of 37.5 hours over a five-day period, and the scheduled workday shall be 7.5 consecutive hours, exclusive of a meal period between the hours of 06:00 and 18:00, subject to operational requirements.

The normal work week shall be Monday to Friday inclusive.

b. For the purposes of this Article, a week shall consist of seven consecutive days beginning at 00:01 hours Monday and ending at 24:00 Sunday. A day is a 24 hour period commencing at 00:01 hours.

1.2 Days of Rest

An employee will be granted two consecutive days of rest during each seven day period unless operational requirements do not so permit.

1.3 Time Accounting Report

All employees must complete a Time Accounting Report accurately detailing the time worked based on the Time Accounting Code guide relevant for the period in question. To enable the CNSC to meet its cost-recovery obligations, all employees must submit the Time Accounting Report as soon as possible following the period in question as prescribed by the Employer.

1.4 Premium for Hours of Work Required beyond Flexible Time Bands

a. Notwithstanding section 1.1.a the Employer may vary the normal weekly and daily hours of work to meet operational needs. In these circumstances, the Employer will make every reasonable effort to notify the employee of the change to working hours at least seven (7) days in advance.

b. An employee whose hours are changed to extend before or beyond 6:00 and 18:00 and has not received at least seven (7) calendar days’ advance notice of a change in the employee’s hours of work, the employee will receive compensation at the rate of time and one-half (1 ½) for work performed for the first seven decimal five (7.5) hours of the changed schedule. Subsequent days with altered hours of work shall be paid for at straight time and every effort shall be made by the Employer to ensure that the normal scheduled days of rest are maintained.

c. An employee whose working hours were changed to extend before or beyond 07:00 6:00 and 18:00 will receive a premium of five dollars ($5) per hour for each hour worked, including overtime hours, between 18:00 and 07:00. Such premium shall not form part of the basic wage rate or be used in calculating overtime pay. Where the hours of work have been changed, there shall be a five-dollar ($5) premium for each hour worked on Saturday and Sunday exclusive of overtime hours worked.

d. An employee working a normal workday in accordance with the provisions of section 1.1.a. who is required to work overtime is not eligible to a premium of five dollars ($5).

e. The Employer will make every reasonable effort not to schedule the commencement of seven decimal five (7.5) working hours within twelve (12) hours of the completion of the employee’s previous seven decimal five (7.5) working hours. There shall be a premium of time and one-half (1 ½) where an employee is required to report for work with less than twelve (12) hours rest for hours worked within the twelve (12) hour rest period.

2. Banked Time

a. Banked time means periods of time worked in excess of 7.5 hours in any normal workday, or time worked on a day of rest or on a designated holiday, where an employee voluntarily works, with their line manager’s authorization, up to a maximum of 37.5 hours. Such accumulation of extra hours must be on productive work.

b. Banked time can be accumulated in multiples of 15 minute periods. The current limit of 37.5 hours at any given time must be maintained. The time is accumulated in leave credits.

c. Banked time leave may not be utilized without first being accumulated. Banked time leave must be approved by the line manager prior to using it.

d. Employees who have accumulated banked time may utilize that time during the core hours with prior approval from their line manager, subject to operational requirements, except where it is used to cover an absence due to either illness or other unforeseen circumstance for which other leave credits are not available.

e. Banked time cannot be converted to cash at any time.

3. Designated Paid Holidays

3.1 General

Every full-time employee is entitled to a holiday with pay on each of the following designated holidays falling within their period of employment:

  • New Year’s Day
  • Good Friday
  • Easter Monday
  • Day fixed by proclamation of the Governor-in-Council for the celebration of the Sovereign’s Birthday
  • Canada Day
  • Labour Day
  • National Day of Truth and Reconciliation
  • Thanksgiving Day
  • Remembrance Day
  • Christmas Day
  • Boxing Day
  • One additional day each year recognized to be provincial or civic holiday in the area where the CNSC premises are located. Where no such day is recognized as such, it shall be the first Monday in August.
  • One additional day when proclaimed by an Act of Parliament as a national holiday.

3.2 Holiday on a Day of Rest

a. When a day designated as a paid holiday coincides with an employee's day of rest, the holiday shall be moved to the employee's first normal working day following the employee's day of rest.

b. When a day designated as a paid holiday for an employee is moved to another day as per 3.2 a. and the employee is required to work:

I. on the original designated holiday, the employee shall be compensated as if they had worked on a day of rest

II. on the day to which the holiday was moved, the employee shall be compensated as if they had worked on a designated paid holiday.

3.3 Holiday During Leave

a. When a designated holiday falls within a period of leave with pay, the designated holiday shall not be deducted from the employee’s leave credits.

b. An employee who is absent without pay on both the working day immediately preceding and the working day immediately following a designated holiday, is not entitled to receive pay for the designated holiday.

3.4 Compensation for Part-time Employees

a. A part-time employee shall not be paid for the designated holidays but shall, instead be paid a premium of 4.6% for all straight-time hours worked during the period of part-time employment.

  • Should an additional day be proclaimed by an Act of Parliament as a national holiday, as per paragraph 3.1, this premium will increase by zero decimal thirty-eight (0.38) percentage points.
  • The effective date of the percentage point increase will be within one hundred and eighty (180) days after the additional day is proclaimed by an Act of Parliament as a national holiday, but not before the day on which the holiday is first observed.

b. When a part-time employee is required to work on a day which is prescribed as a designated paid holiday in 3.1, the employee shall be paid time and one-half (1.5) times the hourly rate of pay for all hours worked on the holiday.

4. Annual Leave

4.1 General

a. Annual Leave is granted to an employee each fiscal year to permit a rest from duty. Leave credits are earned on a monthly basis on a fiscal year cycle.

b. Annual leave credits are calculated on a sliding scale based on the number of years of employment with the CNSC. These credits are advanced to each indeterminate employee and each employee hired for a term of more than six (6) months at the beginning of the fiscal year. Any employee hired for a period of at least three (3) months is entitled to annual leave with pay to the extent of the employee’s earned credits. An employee hired for six months, or more is entitled to receive an advance of credits equivalent to the anticipated credits for the current fiscal year.

c. Annual leave is credited at the beginning of each fiscal year. Credits include any additional days that the employee would become eligible for during the coming fiscal year. Credits will be granted for any month in that fiscal year during which the employee has received pay for at least ten working days.

4.2 Accumulation of Annual Leave

Annual leave credits shall be provided at the following rate:

  1. 15 days annually until the month in which the employee’s fourth (4th) anniversary of service occurs;
  2. 16 days annually until the month in which the employee’s fifth (5th) anniversary of service occurs;
  3. 17 days annually until the month in which the employee’s sixth (6th) anniversary of service occurs;
  4. 18 days annually until the month in which the employee’s seventh (7th) anniversary of service occurs;
  5. 19 days annually until the month in which the employee’s eighth (8th) anniversary of service occurs;
  6. 20 days annually commencing with the month in which the employee’s eighth (8th) anniversary of service occurs;
  7. 21 days annually commencing with the month in which the employee’s tenth (10th) anniversary of service occurs;
  8. 22 days annually commencing with the month in which the employee’s twelfth (12th)  anniversary of service occurs;
  9. 23 days annually commencing with the month in which the employee’s fourteenth (14th) anniversary of service occurs;
  10. 24 days annually commencing with the month in which the employee’s sixteenth (16th) anniversary of service occurs;
  11. 25 days annually commencing with the month in which the employee’s eighteenth (18th) anniversary of service occurs;
  12. 26 days annually commencing with the month in which the employee’s twentieth (20th) anniversary of service occurs;
  13. 27 days annually commencing with the month in which the employee’s twenty-second (22nd) anniversary of service occurs;
  14. 28 days annually commencing with the month in which the employee’s twenty-fourth (24th) anniversary of service occurs;
  15. 29 days annually commencing with the month in which the employee’s twenty-sixth (26th) anniversary of service occurs; and
  16. 30 days annually commencing with the month in which the employee’s twenty-eighth (28th) anniversary of service occurs.

Employees are encouraged to take all their annual leave during the year in which it is earned.

4.3 At the date of employment

a. Employees may bring unused annual leave credits up to a maximum of six (6) weeks of an employee who resigns from the Public Service or an organization listed in Schedule V of the Financial Administration Act in order to take a position with the CNSC if the transferring employee is eligible and has chosen to have these credits transferred.

b. These provisions will also apply to term employees hired for more than six (6) months or, if the period is less than six (6) months, at the time they become indeterminate employees.

4.4 Recognition of Prior Service in the Canadian Forces for the Calculation of Annual Leave Entitlements

Effective April 1, 2012, on a go forward basis, any former service in the Canadian Forces for a continuous period of six (6) months or more, either as a member of the Regular Force or of the Reserve Force while on Class B or C service, shall also be included in the calculation of annual leave entitlements.

4.4 Unused Annual Leave Credits

Where in any vacation year an employee has not used all the annual leave credited to the employee, the unused portion of annual leave shall be carried over up to a maximum of two times their current annual leave credits. Annual leave credits in excess of this maximum will be paid out at the rate of pay for the employee’s substantive position in effect on the March 31st immediately preceding the payout, subject to availability of funds.

4.5 Payment in Lieu of Leave

a. Employees may request pay in lieu of earned (but unused) annual leave credits by sending an e-mail to their line manager, who will forward the request with appropriate approval (and subject to the availability of funds) to the designated Compensation Advisor. Payment for the unused annual leave credits would be at the employee’s substantive rate of pay effective at the time of request.

b. When an employee dies or otherwise ceases to be employed by the CNSC, the employee or the employee’s estate, in the case of a deceased employee, shall be paid an amount equal to the product obtained by multiplying the number of days of earned but unused annual leave with pay to the employee’s credit by the daily rate of pay from the employee’s substantive position on the date of termination of employment.

c. In the event of 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 annual leave taken by the employee, calculated on the basis of the rate of pay applicable to the employee’s substantive position on the date of termination.

d. Where, upon return to work from annual leave, an employee requests special leave or sick leave (on the production of a medical certificate), the period of annual leave in question will be credited to the employee’s annual leave account. The request must first be approved by the line manager.

4.6 Recall from Annual or Compensatory Leave

a. Where, during any period of annual or compensatory leave, an employee is recalled to duty, the employee shall be reimbursed for reasonable expenses, as normally defined by the Employer, incurred:

i. in proceeding to the employee’s place of duty, and

ii. in returning to the place from which the employee was recalled if the employee immediately resumes vacation upon completing the recall assignment, after submitting such accounts as are normally required by the Employer.

b. The employee shall not be considered as being on annual or compensatory leave during any period in respect of which the employee is entitled under 4.6 to be reimbursed for reasonable expenses incurred by the employee.

4.7 Cancellation of Annual Leave

When the Employer cancels or alters a period of annual 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.

4.8 One-Time Annual Leave Credit

a. After the completion of one (1) year’s continuous employment with either the CNSC or the Federal Public Service or its agencies, employees shall be credited with a one-time entitlement of thirty-seven and a half (37.5) hours of annual leave with pay.

b. The annual leave credits provided for in section 4.8 (a) shall be excluded from the application of section 4.4 dealing with Unused Annual Leave Credits.

5. Sick Leave

5.1 General

Sick leave with pay is granted, to the extent of accumulated credits, to an employee who is unable to work as a result of sickness or non-work-related injury.

5.2 Accumulation of Sick Leave

An employee shall earn sick leave credits at a rate of 9.375 hours for each calendar month for which the employee receives pay for at least ten days.

5.3 Utilization of Sick Leave Credits

a. An employee shall be granted sick leave with pay when the employee is unable to perform their duties because of illness or injury provided that:

i. the employee satisfies the authorized line manager of this condition in such a manner as may be determined by the Employer; and

ii. the employee has the necessary sick leave credits.

b. Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury the employee was unable to perform their duties, shall, when delivered to the Employer, be considered as meeting the requirements of above.

c. Notwithstanding the above paragraph, if the Employer considers it necessary, they may request that an employee produce a medical certificate to support any application for sick leave.

d. Sick leave with pay shall not be granted during any period in which an employee is on leave of absence without pay or under suspension.

e. If an employee is granted sick leave with pay and injury-on-duty leave is subsequently approved for the same period, the employee’s sick leave credits shall be restored.

5.4 Advancement of Sick Leave Credits

Where an employee is unable to perform their duties because of sickness or injury and they have insufficient sick leave credits to cover the period of illness, the employee may, with the approval of the Employer, be granted sick leave credits in advance up to a maximum of 25 days, subject to the deduction of such advanced leave from any leave credits subsequently earned.

5.5 Restoring of Sick Leave Credits

a. 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 within the CNSC within two (2) years from the date of lay-off.

b. Sick leave credits earned but unused shall be restored to an employee whose employment was terminated due to the end of a specified period of employment, and who is re-appointed by the CNSC within one (1) year from the end of the specified period of employment.

6. Family-Related Leave

a. The total leave with pay which may be granted for family-related responsibilities shall not exceed five (5) days in a fiscal year.

b. For the purpose of this type of leave, family is defined as:

  1. Spouse (or common-law spouse residing with the employee);
  2. Dependent children (including children of legal or common-law spouse, foster children residing with the employee and ward of the employee);
  3. Parents (including stepparents or foster parents), father-in-law, mother-in-law;
  4. Brother, sister, stepbrother, stepsister;
  5. Grandparents and grandchildren of the employee;
  6. any relative permanently residing in the employee’s household or with whom the employee permanently resides;
  7. any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee;
    or
  8. a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.

This type of leave with pay shall be granted under the following circumstances:

  • To take a dependent family member for medical or dental appointments, or for appointments with school authorities or adoption agencies. A dependent family member is a family member who is incapable of attending the appointment unaccompanied;
  • To provide for the immediate and temporary care of a sick 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;
  • To provide for the immediate or temporary care of an elderly family member/child of the employee’s family;
  • For needs directly related to the birth or the adoption of the employee’s child, which may be divided into two periods and granted on separate days;
  • To attend school functions, if the supervisor was notified of the functions as far in advance as possible;
  • To provide for the employee’s child in the case of an unforeseeable closure of the school or daycare facility;
  • To visit a family member who, due to an incurable terminal illness, is nearing the end of their life;
  • fifteen (15) hours out of the 37.5 hours stipulated above may be used to attend an appointment with a legal or paralegal representative for non-employment related matters, or with a financial or other professional representative if the supervisor was notified of the appointment as far in advance as possible.

7. Domestic Violence Leave

For the purposes of this article, domestic violence is considered to be any form of abuse or neglect that an employee or an employee’s child experiences from a family member or someone with whom the employee has or had an intimate relationship.

a. The parties recognize that employees may be subject to domestic violence in their personal life that could affect their attendance at work.

b. Upon request, an employee who is subject to domestic violence or who is the parent of a dependent child who is subject to domestic violence shall be granted domestic violence leave in order to enable the employee, in respect of such violence:

i. to seek care and/or support for themselves or their dependent child in respect of a physical or psychological injury or disability;

ii. to obtain services from an organization which provides services for individuals who are subject to domestic violence;

iii. to obtain professional counselling;

iv. to relocate temporarily or permanently; or

v. to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.

c. The total domestic violence leave with pay which may be granted under this article shall not exceed seventy-five (75) hours in a fiscal year.

d. The Employer may, in writing and no later than fifteen (15) days after an employee’s return to work, request the employee to provide documentation to support the reasons for the leave. The employee shall provide that documentation only if it is reasonably practicable for them to obtain and provide it.

e. Notwithstanding clauses (b) to (c), an employee is not entitled to domestic violence leave if the employee is charged with an offence related to that act or if it is probable, considering the circumstances, that the employee committed that act.

8. Bereavement Leave

a. For the purpose of this leave, immediate family is defined as father, mother (or alternatively stepfather, stepmother or foster parent), brother, sister, spouse (including common-law spouse residing with the employee), child (including child of common-law spouse), stepchild or ward of the employee, grandchild, grandparent, father-in-law, mother-in-law, and relative permanently residing in the employee’s household or with whom the employee permanently resides or subject to paragraph (f) below, a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.

b. Bereavement leave may be granted for a maximum of up to five (5) working days for bereavement in the employee’s immediate family. This leave may be divided in two (2) periods and granted on separate days when the day of the funeral and the service occur at different times. In addition, the employee may be granted up to three (3) working days with pay for the purpose of travel related to the death.

c. Bereavement leave may be granted for up to one (1) day in the event of the death of an employee’s son-in-law, daughter-in-law, brother-in-law, sister-in-law, aunt or uncle and grandparents of spouse.

d. Bereavement leave up to three (3) consecutive working days may be granted in the event of a stillbirth experienced by them or their spouse or common-law spouse of where they would have been a parent of the child born as a result of the pregnancy. For greater certainty, stillbirth is defined as an unborn child on or after twenty (20) weeks of pregnancy. The leave may be taken during the period that begins on the day on which the stillbirth occurs and ends no later than twelve (12) weeks after the latest of the days on which any funeral, burial or memorial service in respect of the stillbirth occurs.

e. It is recognized that the circumstances which call for leave in respect of bereavement vary on an individual basis. On request, and in consideration of the particular circumstances involved, managers may grant leave with pay for a period greater than the above or for persons other than those listed above.

f. If, during a period of paid leave, an employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay, the employee shall be granted bereavement leave with pay and their paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted.

g. An employee shall be entitled to bereavement leave with pay for a person who stands in the place of a relative for the employee whether or not there is a degree of consanguinity between such person and the employee only once during the employee’s total period of employment in the public service.

9. Personal Leave

a. An employee shall be granted, in each fiscal year, two (2) days of leave with pay for reasons of a personal nature.

b. Subject to operational requirements as determined by the Employer, the scheduling of the leave has to be at a time convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leave at such times as requested by the employee.

c. This leave with pay cannot be transferred from one fiscal year to the next.

10. Examination Leave

Employees that are registered in courses outside of working hours, where the course of study is directly related to the employee’s duties or will improve the employee’s qualifications, may take leave in order to write examinations that are related to the course work. This time shall not include hours to study or prepare for the exams.

11. Maternity/Parental Leave Without Pay

11.1 Maternity Leave Without Pay

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 the pregnancy and ending not later than eighteen (18) weeks after the termination date of pregnancy. The Employer may require that the employee submit a medical certificate certifying 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 eighteen (18) 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 eighteen (18) 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 annual 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 clause 5 Sick Leave. For purposes of this subparagraph, the terms “illness” or “injury” used in Article 5 Sick Leave, 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 annual leave credits. Time spent on such leave shall be counted for pay increment purposes.

11.2 Maternity allowance

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 Insurance Plan 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 within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, 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 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 )   ×   ( 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 within the federal public administration as described in section (A) within a period of ninety (90) 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 before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) 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 maternity benefit under the Employment Insurance Plan or the Québec Parental Insurance Plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit to which she would have been eligible if no extra monies had been earned during this period, and

iii. where an employee has received the full fifteen (15) weeks of maternity benefit under Employment Insurance Plan and thereafter remains on maternity leave without pay, she is eligible to receive a further maternity allowance for a period of one (1) week, ninety three per cent (93%) of her weekly rate of pay for each week (and the recruitment and retention “terminable allowance”, if applicable), less any other monies earned during this period.

d. At the employee’s request, the payment referred to in subparagraph (c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance benefits or Québec Parental Insurance maternity 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 or the Parental Insurance Act in Québec.

f. The weekly rate of pay referred to in paragraph (c) shall be:

i. for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay;

ii. for an employee who has been employed on a part-time or on a combined full time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.

g. The weekly rate of pay referred to in paragraph (f) shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) to which the employee is entitled for her substantive level to which she is appointed.

h. Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) 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.

11.3 Special maternity allowance for totally disabled employees

a. An employee who:

i. fails to satisfy the eligibility requirement specified in subparagraph 11.2(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 benefits or Québec Parental Insurance maternity benefits,

and

ii. has satisfied all of the other eligibility criteria specified in paragraph 11.2(a), other than those specified in sections (A) and (B) of subparagraph 11.2(a)(iii),

shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph 11.3(a)(i), the difference between ninety-three per cent (93%) of her weekly rate of pay (and recruitment and retention “terminable allowance”, if applicable) 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 11.2 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance Plan or the Québec Parental Insurance Plan had she not been disqualified from Employment Insurance benefits or Québec Parental Insurance maternity benefits for the reasons described in subparagraph 11.3(a)(i).

11.4 Parental Leave Without Pay

a. Where an employee has or will have the actual care and custody of a new-born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for either:

i. a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period (standard option),

or

ii. a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option),

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 either:

i. a single period of up to thirty-seven (37) consecutive weeks in the fifty-two week (52) period (standard option),

or

ii. a single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option),

beginning on the day on which the child comes into the employee’s care.

c. Notwithstanding paragraphs (a) and (b) above, at the request of an employee and at the discretion of the Employer, the leave referred to in the paragraphs (a) and (b) above may be taken in two (2) periods.

d. 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 their 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 one hundred and four (104) weeks after the day on which the child comes into the employee’s care.

e. An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the commencement date of such leave.

f. 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.

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 annual leave credits. Time spent on such leave shall count for pay increment purposes.

11.5 Parental allowance

Under the Employment Insurance (EI) benefits plan, parental allowance is payable under two options, either:

  • Option 1: standard parental benefits, clause  11.5 paragraphs (c) to (k), or
  • Option 2: extended parental benefits, clause  11.5 paragraphs (l) to (t).

Once an employee elects the standard or extended parental benefits and the weekly benefit top up allowance is set, the decision is irrevocable and shall not be changed should the employee return to work at an earlier date than that originally scheduled.

Under the Québec Parental Insurance Plan (QPIP), parental allowance is payable only under Option 1: standard parental benefits.

Parental Allowance Administration

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) or (l) to (r), providing they:

i. have completed six (6) months of continuous employment before the commencement of parental leave without pay,

ii. have provided the Employer with proof that they have applied for and are in receipt of parental, paternity or adoption benefits under the Employment Insurance Plan or the Québec Parental Insurance Plan in respect of insurable employment with the Employer,

and

iii. have signed an agreement with the Employer stating that:

A. The employee will return to work within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act, on the expiry date of their parental leave without pay, unless the return to work date is modified by the approval of another form of leave;

B. Following their 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 standard parental allowance, in addition to the period of time referred to in section 11.2(a)(iii)(B), if applicable. Where the employee has elected the extended parental allowance, following their return to work, as described in section (A), the employee will work for a period equal to sixty percent (60%) of the period the employee was in receipt of the extended parental allowance in addition to the period of time referred to in section 11.2(a)(iii)(B), if applicable.

C. Should they fail to return to work as described in section (A) or should they 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, they will be indebted to the Employer for an amount determined as follows:

( allowance   received )   ×   ( 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 within the federal public administration as described in section (A) within a period of ninety (90) days or less is not indebted for the amount if their 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).

Option 1 – Standard Parental Allowance

c. Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

i. where an employee on parental leave without pay as described in 11.4(a)(i) and (b)(i), has elected to receive Standard Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, ninety-three per cent (93%) of his/her weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for the waiting period, less any other monies earned during this period;

ii. for each week the employee receives parental, adoption or paternity benefits under the Employment Insurance Plan or the Québec Parental Insurance Plan, they are eligible to receive the difference between ninety-three per cent (93%) of his or her weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) and the parental, adoption or paternity benefits, less any other monies earned during this period which may result in a decrease in his/her parental, adoption or paternity benefit to which he or she would have been eligible if no extra monies had been earned during this period;

iii. where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of parental benefit or has divided the full thirty-two (32) weeks of parental benefits with another employee in receipt of the full five (5) weeks paternity under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period;

iv. where an employee has divided the full thirty-seven (37) weeks of adoption benefits with another employee under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three percent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period;

v. where an employee has received the full thirty-five (35) weeks of parental benefit under Employment Insurance Plan and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week, ninety three per cent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 11.2(c)(iii) for the same child.

vi. where an employee has divided the full forty (40) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, ninety-three percent (93%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 11.2(c)(iii) and 11.5(c)(v) for the same child.

d. At the employee’s request, the payment referred to in subparagraph 11.5(c)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance Plan 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 they are required to repay pursuant to the Employment Insurance Act or the Act Respecting Parental Insurance in Québec.

f. The weekly rate of pay referred to in paragraph (c) shall be:

i. for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity or parental leave without pay

ii. for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained by dividing the employee’s straight-time earnings by the straight-time earnings the employee would have earned working full-time during such period.

g. The weekly rate of pay referred to in paragraph (f) shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) to which the employee is entitled for the substantive level to which they are appointed.

h. Notwithstanding paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately preceding the commencement of parental leave without pay an employee is performing an acting assignment for at least four (4) months, the weekly rate shall be the rate (and the recruitment and retention “terminable allowance”, if applicable), 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.

k. The maximum combined, shared, maternity and standard parental allowances payable shall not exceed fifty-seven (57) weeks for each combined maternity and parental leave without pay.

Option 2 – Extended Parental Allowance

l. Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

i. where an employee on parental leave without pay as described in 11.4(a)(ii) and (b)(ii), has elected to receive extended Employment Insurance parental benefits and is subject to a waiting period before receiving Employment Insurance parental benefits, fifty-five decimal eight percent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for the waiting period, less any other monies earned during this period;

ii. for each week the employee receives parental benefits under the Employment Insurance Plan, they are eligible to receive the difference between fifty-five decimal eight percent (55.8%) of their weekly rate (and the recruitment and retention “terminable allowance”, if applicable) and the parental benefits, less any other monies earned during this period which may result in a decrease in their parental benefits to which they would have been eligible if no extra monies had been earned during this period;

iii. where an employee has received the full sixty-one (61) weeks of parental benefits under the Employment Insurance Plan and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight percent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 11.2(c)(iii) for the same child.

iv. where an employee has divided the full sixty-nine (69) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight percent (55.8%) of their weekly rate of pay (and the recruitment and retention “terminable allowance”, if applicable) for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in 11.2(c)(iii) for the same child;

m. At the employee’s request, the payment referred to in subparagraph 11.5(l)(i) will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance benefits.

n. The parental allowance to which an employee is entitled is limited to that provided in paragraph (l) and an employee will not be reimbursed for any amount that they are required to repay pursuant to the Employment Insurance Act.

o. The weekly rate of pay referred to in paragraph (l) shall be:

i. for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of 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 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.

p. The weekly rate of pay referred to in paragraph (l) shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) to which the employee is entitled for the substantive level to which they are appointed.

q. Notwithstanding paragraph (p), and subject to subparagraph (o)(ii), if on the day immediately preceding the commencement of parental leave without pay an employee is performing an acting assignment for at least four (4) months, the weekly rate shall be the rate (and the recruitment and retention “terminable allowance”, if applicable) the employee was being paid on that day.

r. Where an employee becomes eligible for a pay increment or pay revision while in receipt of the allowance, the allowance shall be adjusted accordingly.

s. Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

t. The maximum combined, shared, maternity and extended parental allowance payable shall not exceed eighty-six (86) weeks for each combined maternity and parental leave without pay.

11.6 Special parental allowance for totally disabled employees

a. An employee who:

i. fails to satisfy the eligibility requirement specified in subparagraph 11.5(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 benefits or Québec Parental Insurance benefits,

and

ii. has satisfied all of the other eligibility criteria specified in paragraph 11.5(a), other than those specified in sections (A) and (B) of subparagraph 11.5(a)(iii),

shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph 11.6(a)(i), the difference between ninety-three per cent (93%) of the employee’s rate of pay (and the recruitment and retention “terminable allowance”, if applicable) and the gross amount of their 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 11.5 for a combined period of no more than the number of weeks during which the employee would have been eligible for parental, paternity or adoption benefits under the Employment Insurance Plan or the Québec Parental Insurance Plan, had the employee not been disqualified from Employment Insurance benefits or Québec Parental Insurance benefits for the reasons described in subparagraph 11.6(a)(i).

11.07 Medical appointment for pregnant employees

a. Up to three decimal seven five (3.75) hours of time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.

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.

11.08 Maternity-related reassignment or leave

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 fetus of child.

b. An employee’s request under paragraph (a) above 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) above 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 immediately assigned alternative duties until such time as the Employer:

i. Modified 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 absences 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.

An employee whose job functions have been modified, who has been reassigned or who is on leave of absences 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 original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

12. Leave Without Pay for Care and Nurturing

Subject to operational requirements, an employee shall be granted leave without pay for the care and nurturing of the employee’s pre-school age children; or the long term care of an ill or aged parent or a disabled child or other family permanently residing in the employee’s household or with whom the employee permanently resides, or a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee in accordance with the following conditions:

i. an employee shall notify the Employer in writing four weeks in advance of the commencement date of such leave;

ii. leave granted under this clause shall be for a minimum period of three (3) weeks;

iii. the total leave granted under this clause shall not exceed five (5) years during an employee’s total period of employment in the Public Service;

iv. 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 purpose of calculating severance pay and from the calculation of “service” for the purpose of calculating annual leave credits; and

v. time spent on such leave shall not be counted for pay increment purposes.

13. Compassionate Care Leave

a. An employee who provides the Employer with proof that they are in receipt of or awaiting Employment Insurance (EI) benefits for Compassionate Care Benefits, Family Caregiver Benefits for Children and/or Family Caregiver Benefits for Adults may be granted leave without pay while in receipt of or awaiting these benefits.

b. The leave without pay under this provision shall not exceed twenty-six (26) weeks for Compassionate Care Benefits, thirty-five (35) weeks for Family Caregiver Benefits for Children and fifteen (15) weeks for Family Caregiver Benefits for Adults, in addition to any applicable waiting period.

c. When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for Employment Insurance (EI) Compassionate Care Benefits, Family Caregiver Benefits for Children and/or Family Caregiver Benefits for Adults has been accepted.

d. When an employee is notified that their request for Employment Insurance (EI) Compassionate Care Benefits, Family Caregiver Benefits for Children and/or Family Caregiver Benefits for Adults has been denied, clause 13 (a) above ceases to apply.

e. 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 annual leave credits. Time spent on such leave shall count for pay increment purposes.

14. Education Leave Without Pay and Education Allowance

a. An employee may be granted education leave without pay for periods up to four (4) years, to attend a recognized institution for study in some field of education to enable the employee to fill a present or future role related to the needs of the Employer more adequately.

b. At the sole discretion of the Employer, an employee on educational leave without pay may receive an educational allowance in lieu of salary of up to 100% of the employee’s basic salary provided that, where they receive a grant, bursary or scholarship, the educational leave allowance shall accordingly be reduced. In such cases the amount of the reduction shall not exceed the amount of the grant, bursary or scholarship. The percentage of this allowance is at the discretion of the Employer and must be agreed to in writing between the Employer and the employee prior to the allowance being approved.

c. An allowance already being received by the employee may, at the discretion of the Employer, be continued during the period of the education leave. The employee shall be notified when the allowance is approved whether such an allowance is to be continued in whole or in part.

d. If the employee, except with the permission of the Employer,

i. fails to pass or complete the course,

ii. does not resume employment with the Employer on completion of the course, or

iii. ceases to be employed, except by reason of death or lay-off, before termination of the period the employee has undertaken to serve after completion of the course,

the employee shall repay the Employer all allowances paid under this clause during the education leave, or such lesser sum as shall be determined by the Employer.

Education leave without pay shall be counted for the calculation of “service” for the purpose of calculating severance pay and annual leave credits.

15. Leave Without Pay for Relocation of Spouse

a. Leave without pay for a minimum period of three (3) months and a maximum period of one (1) year may 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 annual leave credits for the employee involved. Time spent on such leave shall not count for pay increment purposes.

16. Leave Without Pay for Personal Needs

a. Subject to operational requirements, leave without pay for a period of up to three (3)months may 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 may be granted to an employee for personal needs.

c. Leave without pay granted under (a) shall be counted for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating annual leave credits. Time spent on such leave shall be counted for pay increment purposes.

d. Leave without pay granted under (b) shall be deducted from the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating annual leave credits for the employee involved. Time spent on such leave shall not be counted for pay increment purposes.

17. Leave for Traditional Indigenous Practices

a. Subject to operational requirements as determined by the Employer, fifteen (15) hours of leave with pay and twenty-two decimal five (22.5) hours of leave without pay per fiscal year shall be granted to an employee who self-declares as an Indigenous person and who requests leave to engage in traditional Indigenous practices, including land-based activities such as hunting, fishing, and harvesting. For the purposes of this provision, an Indigenous person means First Nations, Inuit or Métis.

b. Unless otherwise informed by the Employer, a statement signed by the employee stating that they meet the conditions of this article shall, when delivered to the Employer, be considered as meeting the requirements of this provision.

c. An employee who intends to request leave under this article must give notice to the Employer as far in advance as possible before the requested period of leave.

d. As an alternative to leave without pay as per clause 17(a), at the request of the employee and at the discretion of the Employer, time off with pay, up to a total amount of twenty-two decimal five (22.5) hours, may be granted to the employee in order to fulfill their traditional Indigenous practices. 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.

e. Leave under this provision may be taken in one or more periods. Each period of leave shall not be less than seven decimal five (7.5) hours.

18. Leave for Religious Obligations

a. Every reasonable effort shall be made to accommodate employees who request time off to fulfill their religious obligations.

b. Employees may request annual leave, banked time, compensatory leave, personal leave or leave without pay for other reasons in order to fulfill their religious obligations.

c. At the request of the employee and at the discretion of the Employer, time off with pay may be granted to employees in order to fulfil their 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.

19. Other Leave With and Without Pay

At its discretion, the Employer may grant leave with pay or without pay for purposes other than those specified above.

If the leave is primarily in the interest of the CNSC, the whole duration of the leave without pay is counted as service for the purpose of calculating annual leave entitlement and severance pay. An example where this might apply includes assignments with an international agency.

20. Severance Benefits

20.1 General

Under the following circumstances and subject to paragraph 20.2, an employee shall receive severance benefits calculated on the basis of the employee's weekly rate of pay for the employee's substantive position on the last day of employment:

a. Lay-Off

i. On the first lay-off, for the first complete year of continuous employment from the Canadian Nuclear Safety Commission, two (2) weeks’ pay, or three (3) weeks’ pay for employees with ten (10) or more and less than twenty (20) years of continuous employment, or four (4) weeks’ pay for employees with twenty (20) years of continuous employment, plus one (1) week’s pay for each additional complete year of continuous employment, to a maximum of thirty (30) weeks. In the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days completed of continuous employment divided by 365.

ii. On second or subsequent lay-off from the Public Service, one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days completed of continuous employment divided by 365, less any period in respect of which the employee was granted severance pay under 20.1 (a) (i) above.

b. Death

If an employee dies, there shall be paid to the employee’s estate a severance payment in respect of the employee’s complete period of continuous employment, comprised of one (1) week’s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week’s pay multiplied by the number of days completed of continuous employment (in the current year) divided by 365 to a maximum of thirty (30) weeks’ pay.

c. Release for Incapacity

When an employee has completed more than one (1) year of continuous employment and is terminated by reason of incapacity, one week's pay for each complete year of continuous employment with a maximum benefit of 28 weeks

d. Release for Incompetence

Employees who have completed ten (10) years of continuous employment with the CNSC and are released for incompetence shall be paid severance pay equal to one (1) week of pay for each completed year of continuous employment to a maximum of twenty-eight (28) weeks, less any period for which severance pay has already been granted.

e. Release on Grounds of Misconduct and Abandonment

Employees who are released on grounds of misconduct or abandon their position are not entitled to severance pay.

f. Retirement or Resignation

As of April 1, 2013, severance benefits for resignation and retirement ceased to accumulate. Employees, who selected to defer the payment of their accumulated severance pay as of April 1, 2013, until the end of employment, will be paid that accumulation upon resignation or retirement from the CNSC.

20.2 Severance Benefits

Severance benefits payable to an employee under 20.1 shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit by the Public Service, a Federal Crown Corporation, the Canadian Forces or the Royal Canadian Mounted Police. Under no circumstances shall the maximum severance pay provided under 20.1 be pyramided.

20.3 Part-time Employment

Where period of continuous employment consists of both full-time and part-time employment or part-time employment only, the number of years of continuous employment for severance pay purposes shall be calculated as follows: all periods of continuous full-time employment shall be consolidated. Then, all periods of continuous part-time employment shall be converted to full-time employment and added to the years of full-time employment. The total years of continuous employment shall then be reduced, if necessary, to the allowable maximum number of years that may be paid for the particular type of termination.

20.4 Income Tax

Severance pay is taxable as income in the year it is paid.

21. Additional Benefits

Employees may be entitled to other benefits for which the Employer is responsible. Benefits of most common interest are referenced at the following links on BORIS:

Notes on Benefit Coverage on Leave Without Pay (LWOP)

An employee proceeding on leave of absence without pay must make arrangements with their Compensation Advisor to maintain coverage and contributions during the period of LWOP, where necessary.

Appendix C – Salary Elements of Compensation

Table of Contents

Part-time Employees

Unless otherwise stated in the provisions below, all part-time employees are entitled to pay provisions outlined below in the same proportion as their normal weekly hours compared with the normal weekly hours of work of a full-time employee (pro-rated).

1. Economic Salary Adjustment

a. The economic salary adjustment is a change in the rate(s) of pay applicable to the salary scale for a group or level. Employees classified as REG1 to REG8 that are unrepresented or excluded from the bargaining unit will receive the economic salary adjustment effective April 1st of each year. Salary Bands for Unrepresented and Excluded Employees

b. An employee absent on leave with or without pay is eligible for the full percentage increase of the economic salary adjustment.

c. The salary of an employee on leave without pay is recalculated for record purposes only to maintain the same position relative to the new salary maximum that existed within the old salary range.

d. The salary-based allowance (e.g., maternity, parental, education allowances) of an employee on leave without pay is adjusted to reflect the revision.

2. Pay Administration Rules

2.1 Promotion or Reclassification to a Higher Level

An employee who is promoted or whose position is reclassified to a higher level will receive a salary adjustment by the greater of the following two options:

a. if the employee’s current salary is within the salary range of the higher level position the employee shall be paid at the rate of pay in the new salary grid which is nearest to the rate the employee was receiving immediately before the promotion or reclassification that gives an increase in pay of not less than 4.0%; or

b. if the employee’s current salary is below the minimum of the new salary range of the higher level position, the employee’s salary will be adjusted to the minimum of the higher level position.

2.2 Transfers

A transfer occurs when an employee is appointed at the same classification level. Upon transfer, the employee's salary will remain unchanged.

2.3 Acting

When an employee is required by the Employer to substantially perform the duties of a higher classification level on an acting basis for a period of at least five (5) consecutive working days, the employee shall be paid acting pay calculated from the date on which the employee commenced to act as if the employee had been appointed to that higher classification level for the period in which the employee acts. Since the employee is only performing the duties of the acting position for a temporary period, the employee retains the terms and conditions of employment associated with their substantive position.

When a day designated as a paid holiday occurs during the qualifying period, the holiday shall be considered as a day worked for purposes of the qualifying period.

An employee in receipt of acting pay is entitled to a recalculation of the acting rate of pay when revisions or increments are due in the substantive level.

2.4 Appointment to a Lower Classification Level

a. When an employee applies for a position that has a lower classification level than the employee's current position, or when an employee is appointed to a lower classification level because of incompetence or incapacity, the employee's salary will be adjusted by the greater of the following two options:

i. if the employee’s salary is within the salary band of the new classification of the position, the employee shall be paid the rate of pay nearest but not less than the rate previously received, or

ii. if the employee's current salary is higher than the maximum of the salary range of the new position, the employee's salary will be reduced to the maximum of the salary range of the new position, as of the date of appointment.

b. When an employee's position is abolished and/or the employee is offered and accepts an alternate position with a lower classification level, or the employee’s position is reclassified to a lower level, the employee's salary will be adjusted in accordance with Section 2.5.

2.5 Reclassification to a Level with a Lower Maximum Rate

Where an employee’s position is reclassified to a level with a lower maximum rate of pay, the employee is entitled to be paid as follows:

a. Should the employee’s salary be within the salary band of the new classification of the position, the employee shall be paid the rate of pay nearest but not less than the rate previously received.

b. Should the employee’s salary exceed the maximum of the range for the new classification of the position, the employee continues to be paid the existing rate of pay until such time as the maximum rate of pay for the employee’s group and level is equal to, or greater than, the employee’s salary or until the position is vacated.

c. The employee subject to paragraph (b) above shall receive the equivalent of the economic increase paid in the form of a lump sum payment.

The Employer will make a reasonable effort to transfer the employee to a position having a level equivalent to that of the former group and/or level of the position. In the event that an employee subject to paragraph (b) declines an offer of transfer to a position in the same geographic area, without good and sufficient reason, that employee shall be immediately paid at the rate of pay for the reclassified position.

3. Overtime

3.1 General

Overtime is defined as pre-authorized time worked by a full-time employee on a day of rest, on a designated paid holiday or on a regularly scheduled workday in excess of 7.5 hours.

Compensation for overtime shall not be paid with respect of attendance at training or development courses, workshops or conferences, or seminars, unless such participation was directed by the Employer and not voluntary on the part of the employee.

All calculations for overtime shall be based on each completed period of fifteen (15) minutes.

For Part-Time Employees, “Overtime” means work required by the Employer:

a. in excess of seven and one-half (7 ½) hours on a regularly scheduled workday, and

b. on a day of rest.

3.2 Overtime Calculation

All employees required to work overtime shall be compensated at:

a. on a regular scheduled workday at the rate of one and one-half (1 ½) time for the first seven decimal five (7.5) overtime hours worked and at the rate of double (2) time for all hours of overtime in any contiguous period in excess of the first seven decimal five (7.5) hours;

b. on days of rest at the rate of one and one-half (1 ½) time for the first seven decimal five (7.5) overtime hours worked and double (2) time thereafter except, that when an employee is required by the Employer to work on two (2) or more consecutive and contiguous days of rest the employee shall be compensated on the basis of double (2) time for all hours worked on the second and each subsequent day of rest;

c. on a designated paid holiday, at the rate of one and one-half (1 ½) time for the first seven decimal five (7.5) hours worked and double (2) time thereafter; or

d. when an employee works on a designated paid holiday, contiguous to a day of rest on which the employee also worked, the employee shall be compensated on the basis of double (2) time for each hour worked.

3.3 Call-back

Where an employee completes a call-back requirement without being required to leave the location at which the employee was contacted, the employee shall be entitled to the greater of:

(a) a minimum of one (1) hour’s pay at the applicable overtime rate, or

(b) compensation at the applicable rate of overtime for the actual hours worked.

The minimum of one (1) hour, shall apply only once in respect of each one-hour period.

Employees called back to work under this clause will be entitled to reimbursement of the mileage allowance at the rate normally paid to an employee when authorized by the Employer to use a personal automobile or out-of-pocket expenses for commercial transportation, as applicable.

3.4 Stand-by

a. An employee designated for standby duty shall be available during the period of standby at a known telephone number and be able to report for duty as quickly as possible if called.

b. When the Employer requires an employee to be available on standby during off-duty hours, the employee shall be compensated at the rate of one-half (0.5) hour of pay for each four-hour (4) period or portion thereof of standby duty. No payment shall be made where the employee is unable to perform work when required.

c. An employee on standby who is called in to work by the Employer and who reports for work shall be compensated according to call-back provisions.

3.5 Overtime Meal Allowance

An employee who works three (3) or more hours of overtime on a regularly scheduled workday, shall be reimbursed for one meal valued at $12.00, 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 break either at or adjacent to the employee’s place of work.

If the employee works overtime continuously extending four (4) hours or more beyond the first three (3) hours, the employee shall be reimbursed for one (1) additional meal in the amount of $12.00, except where free meals are provided.

An employee is not eligible for meal allowance under this section if they are on travel status which entitles the employee to claim expenses for lodging and/or meals or if the employee has obtained authorization to work at the employee’s residence or at another place to which the Employer agrees under the Flexible Work Policy.

3.6 Transportation

At the discretion of the Employer, employees required to work overtime may be reimbursed for transportation from the place of work to home and/or return by taxi, public transit or private vehicle at the higher kilometric rate. Parking charges will also be reimbursed when applicable.

4. Travelling Time

When the Employer requires an employee to travel for the purpose of performing duties the employee shall be compensated as follows:

(a)  on a normal working day on which an employee travels but does not work, the employee shall receive regular pay for the day;

(b)  on a normal working day on which an employee travels and works, the employee shall be paid:

(i)  regular pay for the day for a combined period of travel and work not exceeding seven and one-half (7.5) hours; and

(ii) at the applicable overtime rate for additional travel time in excess of a seven and one-half (7.5) hour period of work and travel,  with a maximum payment for such additional travel time not to exceed (fifteen)15 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 payment of fifteen (15) hours pay at the straight-time rate.

5. Compensation for Overtime and Travelling Time

Overtime (with the exception of overtime meal allowances) may be compensated in the form of compensatory leave or pay with the approval of the Employer.

Compensatory leave earned under Sections 3.2, 3.3, 3.4 or 4 which is carried over from a previous fiscal year and outstanding on September 30th of the next fiscal year shall be paid out at the rate of pay in effect on March 31st of the fiscal year in which the leave was earned.

Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period, if requested by the employee and approved by the Employer or reinstated for use at a later date.

There shall be no pyramiding of premium rates.

Appendix D – Grievance Procedure

1. Informal Resolution Process

The Employer recognizes the value of informal discussions between employees and their supervisors to the end that problems might be resolved without recourse to a formal grievance. When an employee, within the time limits prescribed gives notice that their wishes to take advantage of this process, it is agreed that the period between the initial discussion and the final response shall not count as elapsed time for the purpose of grievance time limits.

2. Grievance Presentation

Subject to and as provided in Section 208 of the Federal Public Sector Labour Relations Act an employee who feels treated unjustly or aggrieved by an action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance.

A grievance shall be processed by recourse to the following levels:

(a) Level 1: first level management

(b) Level 2: intermediate level where such level is established within the Employer

(c) Final Level: Authorized representative at the vice-president level

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. Where the Employer terminates an employee, the grievance shall be presented at the Final Level only.

3. Filing a Grievance

(a) An employee who wishes to present a grievance at a prescribed level of the grievance procedure shall transmit the grievance to the immediate supervisor who shall forthwith provide the employee with a receipt stating the date on which the grievance was received and submit the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level.

(b)  A grievance of an employee shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the form supplied by the Employer.

(c)  The Employer recognizes that employees have a right to present a grievance or to use the problem-solving processes and shall not seek by intimidation or threat to cause an employee to abandon a grievance or to refrain from exercising their rights.

4. Representation

An employee may be assisted and/or represented by a person of their choice when using the grievance procedure described herein.

5. Time Limits

An employee may present a grievance at the First Level no later than thirty-five (35) days after the day on which they first become aware of the action or circumstances giving rise to the grievance.

Except at the Final Level, the Employer shall reply to an employee's grievance within twenty (20) days after the date the grievance is presented. Where such decision or settlement is not satisfactory to the employee, or the Employer does not reply within the time frame, the employee may, within fifteen (15) days, submit a grievance at the next higher level.

The Employer shall reply to an employee’s grievance at the Final Level within thirty (30) days after the date the grievance is presented at that level.

Where a grievance or a reply is presented by mail, it shall be deemed to have been presented on the day on which it is postmarked and to have been received on the date it is delivered or five (5) business days after it is postmarked, whichever is the earlier.

With the exception of the section above (by mail) for the calculation of time limits as prescribed herein, the number of days is reflective of calendar days, and for greater certainty includes Saturdays, Sundays and designated paid holidays.

The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the employee.

6. Abandonment of a Grievance

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 their control.

An employee may abandon a grievance by written notice to their immediate supervisor.

7. Non-Adjudicable Grievances

Where a grievance has been presented up to and including the Final Level in the grievance process, and the grievance is not one that may be referred to adjudication, the decision on the grievance taken at the Final Level in the grievance process is final and binding and no further action may be taken under the Federal Public Sector Labour Relations Act.

Where an employee has presented a grievance up to the Final Level in the grievance procedure with respect to:

(a) the interpretation or application in respect of the employee’s terms and conditions of employment;

or

(b) disciplinary action resulting in the termination of employment, demotion, suspension or a financial penalty;

and the grievance has not been dealt with to the employee’s satisfaction, the employee may refer the grievance to adjudication in accordance with the provisions of the Federal Public Sector Labour Relations Act and Regulations.

Appendix E – Salary Grids

April 1, 2022 3.50%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $38,424 $39,961 $41,560 $43,223 $44,952 $46,750 $48,622 $50,672
REG2 $44,862 $46,658 $48,524 $50,463 $52,483 $54,584 $56,768 $59,165
REG3 $52,375 $54,472 $56,649 $58,912 $61,270 $63,719 $66,270 $69,074
REG4 $61,148 $63,595 $66,137 $68,784 $71,533 $74,396 $77,369 $80,643
REG5 $70,825 $74,227 $77,790 $81,521 $85,436 $89,537 $93,835 $98,339
REG6 $82,693 $86,661 $90,820 $95,182 $99,750 $104,539 $109,556 $114,814
REG7 $99,630 $104,409 $109,423 $114,677 $120,180 $125,948 $131,991 $138,328
REG7TS $106,002 $111,091 $116,423 $122,010 $127,866 $134,001 $144,374
REG8 $112,126 $117,510 $123,149 $129,062 $135,256 $141,747 $148,554 $155,790
April 1, 2022 1.25%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $38,904 $40,461 $42,080 $43,763 $45,514 $47,334 $49,230 $51,305
REG2 $45,423 $47,241 $49,131 $51,094 $53,139 $55,266 $57,478 $59,905
REG3 $53,030 $55,153 $57,357 $59,648 $62,036 $64,515 $67,098 $69,937
REG4 $61,912 $64,390 $66,964 $69,644 $72,427 $75,326 $78,336 $81,651
REG5 $71,710 $75,155 $78,762 $82,540 $86,504 $90,656 $95,008 $99,568
REG6 $83,727 $87,744 $91,955 $96,372 $100,997 $105,846 $110,925 $116,249
REG7 $100,875 $105,714 $110,791 $116,110 $121,682 $127,522 $133,641 $140,057
REG7TS $107,327 $112,480 $117,878 $123,535 $129,464 $135,676 $146,179
REG8 $113,528 $118,979 $124,688 $130,675 $136,947 $143,519 $150,411 $157,737
April 1, 2023 3.0%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $40,071 $41,675 $43,342 $45,076 $46,879 $48,754 $50,707 $52,844
REG2 $46,786 $48,658 $50,605 $52,627 $54,733 $56,924 $59,202 $61,702
REG3 $54,621 $56,808 $59,078 $61,437 $63,897 $66,450 $69,111 $72,035
REG4 $63,769 $66,322 $68,973 $71,733 $74,600 $77,586 $80,686 $84,101
REG5 $73,861 $77,410 $81,125 $85,016 $89,099 $93,376 $97,858 $102,555
REG6 $86,239 $90,376 $94,714 $99,263 $104,027 $109,021 $114,253 $119,736
REG7 $103,901 $108,885 $114,115 $119,593 $125,332 $131,348 $137,650 $144,259
REG7TS $110,547 $115,854 $121,414 $127,241 $133,348 $139,746 $150,564
EG8 $116,934 $122,548 $128,429 $134,595 $141,055 $147,825 $154,923 $162,469
April 1, 2023 0.5%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $40,271 $41,883 $43,559 $45,301 $47,113 $48,998 $50,961 $53,108
REG2 $47,020 $48,901 $50,858 $52,890 $55,007 $57,209 $59,498 $62,011
REG3 $54,894 $57,092 $59,373 $61,744 $64,216 $66,782 $69,457 $72,395
REG4 $64,088 $66,654 $69,318 $72,092 $74,973 $77,974 $81,089 $84,522
REG5 $74,230 $77,797 $81,531 $85,441 $89,544 $93,843 $98,347 $103,068
REG6 $86,670 $90,828 $95,188 $99,759 $104,547 $109,566 $114,824 $120,335
REG7 $104,421 $109,429 $114,686 $120,191 $125,959 $132,005 $138,338 $144,980
REG7TS $111,100 $116,433 $122,021 $127,877 $134,015 $140,445 $151,317
REG8 $117,519 $123,161 $129,071 $135,268 $141,760 $148,564 $155,698 $163,281
April 1, 2024 2.0%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $41,076 $42,721 $44,430 $46,207 $48,055 $49,978 $51,980 $54,170
REG2 $47,960 $49,879 $51,875 $53,948 $56,107 $58,353 $60,688 $63,251
REG3 $55,992 $58,234 $60,560 $62,979 $65,500 $68,118 $70,846 $73,843
REG4 $65,370 $67,987 $70,704 $73,534 $76,472 $79,533 $82,711 $86,212
REG5 $75,715 $79,353 $83,162 $87,150 $91,335 $95,720 $100,314 $105,129
REG6 $88,403 $92,645 $97,092 $101,754 $106,638 $111,757 $117,120 $122,742
REG7 $106,509 $111,618 $116,980 $122,595 $128,478 $134,645 $141,105 $147,880
REG7TS $113,322 $118,762 $124,461 $130,435 $136,695 $143,254 $154,343
REG8 $119,869 $125,624 $131,652 $137,973 $144,595 $151,535 $158,812 $166,547
April 1, 2024 0.25%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $41,179 $42,828 $44,541 $46,323 $48,175 $50,103 $52,110 $54,307
REG2 $48,080 $50,004 $52,005 $54,083 $56,247 $58,499 $60,840 $63,409
REG3 $56,132 $58,380 $60,711 $63,136 $65,664 $68,288 $71,023 $74,028
REG4 $65,533 $68,157 $70,881 $73,718 $76,663 $79,732 $82,918 $86,428
REG5 $75,904 $79,551 $83,370 $87,368 $91,563 $95,959 $100,565 $105,392
REG6 $88,624 $92,877 $97,335 $102,008 $106,905 $112,036 $117,413 $123,049
REG7 $106,775 $111,897 $117,272 $122,901 $128,799 $134,982 $141,458 $148,250
REG7TS $113,605 $119,059 $124,772 $130,761 $137,037 $143,612 $154,729
REG8 $120,169 $125,938 $131,981 $138,318 $144,956 $151,914 $159,209 $166,963
April 1, 2025 2.0%
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $42,003 $43,685 $45,432 $47,249 $49,139 $51,105 $53,152 $55,391
REG2 $49,042 $51,004 $53,045 $55,165 $57,372 $59,669 $62,057 $64,677
REG3 $57,255 $59,548 $61,925 $64,399 $66,977 $69,654 $72,443 $75,509
REG4 $66,844 $69,520 $72,299 $75,192 $78,196 $81,327 $84,576 $88,157
REG5 $77,422 $81,142 $85,037 $89,115 $93,394 $97,878 $102,576 $107,500
REG6 $90,396 $94,735 $99,282 $104,048 $109,043 $114,277 $119,761 $125,510
REG7 $108,911 $114,135 $119,617 $125,359 $131,375 $137,682 $144,287 $151,215
REG7TS $115,877 $121,440 $127,267 $133,376 $139,778 $146,484 $157,824
REG8 $122,572 $128,457 $134,621 $141,084 $147,855 $154,952 $162,393 $170,302

After Economic Increase in new payline:

April 1, 2025
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
REG1 $42,003 $43,685 $45,432 $47,249 $49,139 $51,105 $53,152 $55,392
REG2 $49,042 $51,004 $53,045 $55,165 $57,373 $59,669 $62,057 $64,677
REG3 $57,255 $59,548 $61,925 $64,399 $66,977 $69,654 $72,443 $75,508
REG4 $66,844 $69,520 $72,299 $75,192 $78,196 $81,327 $84,576 $88,157
REG5 $77,422 $81,142 $85,037 $89,115 $93,394 $97,878 $102,576 $107,500
REG6 $90,396 $94,735 $99,282 $104,048 $109,043 $114,277 $119,761 $125,510
REG7 $108,911 $114,135 $119,617 $125,359 $131,375 $137,682 $144,287 $151,215
REG8 $122,572 $128,457 $134,621 $141,084 $147,855 $154,952 $162,393 $170,302

Retention Allowance

In an effort to address the retention of highly experienced employees, commencing on April 1, 2024 (YEAR 3) and ending March 31, 2026, all incumbents of REG6 and REG7 levels who have reached the top step of their salary grid will be provided a lump-sum payment of five thousand dollars ($5,000) per year, paid yearly at the beginning of the following fiscal year, for the performance of their regular duties and responsibilities, subject to the following conditions:

  • Part-time employees shall be paid a pro-rated amount in accordance with their scheduled work week; and
  • An employee is not entitled to the allowance for any periods of leave without pay.

One-time allowance Related to the Performance of Regular Duties:

  • The Employer will provide a one-time lump-sum allowance of two thousand five hundred dollars ($2,500) to incumbents of positions at the REG1 to REG8 levels on the date of signing.
  • If an employee is eligible for compensation in respect to the one-time allowance related to the performance of regular duties and responsibilities under more than one collective agreement, or other terms and conditions of employment, the employee shall receive the allowance only once.

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