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Articles preceded by two asterisks have been the object of changes from the previous collective agreement.
In some cases, the only change is the renumbering of the article.
1.01 The purpose of this Agreement is to maintain harmonious and mutually beneficial relationships between the Employer, the Alliance, and the employees and to set forth herein certain terms and conditions of employment for all employees of the Employer described in the certificates issued by the Public Service Staff Relations Board on December 12, 2001 , for the Program Delivery and Administrative Services group.
1.02 The parties to this Agreement share a desire to improve the quality of the public service of Canada and to promote the well-being and increased efficiency of its employees to the end that the people of Canada will be well and efficiently served. Accordingly, they are determined to establish, within the framework provided by law, an effective working relationship at all levels of the public service in which members of the bargaining units are employed.
2.01 For the purpose of this Agreement:
2.02 Except as otherwise provided in this Agreement, expressions used in this Agreement:
3.01 The provisions of this Agreement apply to the Alliance, employees, and the Employer.
3.02 Both the English and French texts of this Agreement shall be official.
3.03 In this Agreement, expressions referring to employees or the masculine or feminine gender, are meant for all employees, regardless of their gender.
4.01 Nothing in this Agreement shall be construed to require the Employer to do or refrain from doing anything contrary to any instruction, direction, or regulations given or made by, or on behalf of the Government of Canada in the interest of the safety or security of Canada, or any state allied or associated with Canada.
5.01 In the event that any law passed by Parliament, applying to employees, renders null and void any provision of this Agreement, the remaining provisions shall remain in effect for the term of the agreement.
6.01 Except to the extent provided herein, this Agreement in no way restricts the authority of those charged with managerial responsibilities in the public service.
7.01 Where the Employer anticipates acquiring new business, which involves the absorption of new employees from another employer into the bargaining unit, the Employer will consult the Alliance in a timely manner. Such consultations shall be held in the strictest confidence.
7.02 The terms and conditions of employment for these new employees as a result of new business acquisitions shall be as follows:
7.03 Notwithstanding the provisions of clause 7.02, there shall be no pyramiding of payments covering the same period of time with the former employer. Where an employee receives payment(s) or another form of compensation from their former employer, they shall not receive any compensation from the CRA for a similar benefit or entitlement contained in this Collective Agreement (e.g. severance pay or workforce adjustment payments).
7.04 The rate of pay for the new employees shall be determined as being the nearest to, but not less than, the substantive rate of pay the new employee was earning in their substantive position immediately prior to the effective date of appointment, provided that such a rate is within the salary range of the CRA position.
7.05 New employees who accept positions at the CRA that have a lower maximum rate of pay than the rate of pay they were earning in their substantive positions with their former employer shall be compensated as follows:
In the event that employees will be compensated under paragraph 7.05(a), the Employer shall notify the Alliance in advance.
7.06 Any departure from the conditions set out in this Article must be mutually agreed to between the Employer and the Alliance.
8.01 The CRA will continue to offer coverage to employees under the Dental Care Plan as contained in the agreement between the Treasury Board and the Public Service Alliance of Canada, as amended from time to time by the terms and conditions of the Dental Care Plan Agreement between the Public Service Alliance of Canada and the Treasury Board.
9.01 The Employer recognizes the Alliance as the exclusive bargaining agent for all employees of the Employer described in the certificates issued by the Public Service Staff Relations Board as outlined in clause 1.01.
10.01 The Employer agrees to supply the Alliance, each quarter, with a list of all employees in the bargaining unit. This list shall include the name, geographic location, and classification of each employee.
10.02 Employees of the bargaining unit will be given electronic access to the collective agreement. Where access to the agreement is deemed unavailable or impractical by an employee, the employee will be supplied with a printed copy of the agreement upon request once during the life of the current collective agreement.
11.01 Subject to the provisions of this Article, the Employer will, as a condition of employment, deduct an amount equal to the monthly membership dues from the monthly pay of all employees. Where an employee does not have sufficient earnings in respect of any month to permit deductions made under this Article, the Employer shall not be obligated to make such deduction from subsequent salary.
11.02 The Alliance shall inform the Employer in writing of the authorized monthly deduction to be checked off for each employee.
11.03 For the purpose of applying clause 11.01, deductions from pay for each employee in respect of each calendar month will start with the first full calendar month of employment to the extent that earnings are available.
11.04 An employee who satisfies the Alliance to the extent that they declare in an affidavit that they are a member of a religious organization whose doctrine prevents them as a matter of conscience from making financial contributions to an employee organization and that they will make contributions to a charitable organization registered pursuant to the Income Tax Act, equal to dues, shall not be subject to this Article, provided that the affidavit submitted by the employee is countersigned by an official representative of the religious organization involved.
11.05 No employee organization, as defined in section 2 of the Federal Public Sector Labour Relations Act, other than the Alliance, shall be permitted to have membership dues and/or other monies deducted by the Employer from the pay of employees.
11.06 The amounts deducted in accordance with clause 11.01 shall be remitted to the Comptroller of the Alliance by electronic payment within a reasonable period of time after deductions are made and shall be accompanied by particulars identifying each employee and the deductions made on the employee’s behalf.
11.07 The Employer agrees to continue the past practice of making deductions for other purposes on the basis of the production of appropriate documentation.
11.08 The Alliance agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application of this Article, except for any claim or liability arising out of an error committed by the Employer limited to the amount actually involved in the error.
12.01 Reasonable space on bulletin boards in convenient locations, including electronic bulletin boards where available, will be made available to the Alliance for the posting of official Alliance notices. The Alliance shall endeavour to avoid requests for posting of notices which the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer, except notices related to the business affairs of the Alliance, including the names of Alliance representatives, and social and recreational events. Such approval shall not be unreasonably withheld.
12.02 The Employer will also continue its present practice of making available to the Alliance specific locations on its premises for the placement of reasonable quantities of literature of the Alliance.
12.03 A duly accredited representative of the Alliance may be permitted access to the Employer’s premises to assist in the resolution of a complaint or grievance, and to attend meetings called by management. A representative appointed by the Alliance may be permitted access to the Employer’s premises on stated Alliance business. It is agreed that this access will not disrupt Employer’s operations. Permission to enter the premises shall, in each case, be obtained from the Employer. Such permission shall not be unreasonably withheld.
12.04 The Alliance shall provide the Employer a list of such Alliance representatives and shall advise promptly of any change made to the list.
13.01 The Employer acknowledges the right of the Alliance to appoint or otherwise select employees as representatives.
13.02 The Alliance and the Employer shall endeavour in consultation to determine the jurisdiction of each representative, having regard to the plan of the organization, the number and distribution of employees at the work place, and the administrative structure implied by the grievance procedure. Where the parties are unable to agree in consultation, then any dispute shall be resolved by the grievance/adjudication procedure.
13.03 The Alliance shall notify the Employer in writing of the name and jurisdiction of its representatives identified pursuant to clause 13.02.
13.04
13.05 The Alliance shall have the opportunity to have an employee representative introduced to new employees as part of the Employer's formal orientation programs, where they exist.
14.01 When operational requirements permit, in cases of complaints made to the FPSLREB pursuant to section 190(1) of the FPSLRA alleging a breach of sections 157, 186(1)(a), 186(1)(b), 186(2), 187, 188(a) or 189(1) of the FPSLRA, the Employer will grant leave with pay:
14.02 The Employer will grant leave without pay:
14.03 The Employer will grant leave with pay:
14.04 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees representing the Alliance before an Arbitration Board, Public Interest Commission, or in a process of Informal Conflict Resolution.
14.05 The Employer will grant leave with pay to an employee called as a witness by an Arbitration Board, Public Interest Commission, or in a process of Informal Conflict Resolution and, when operational requirements permit, leave with pay to an employee called as a witness by the Alliance.
14.06 When operational requirements permit, the Employer will grant leave with pay to an employee who is:
14.07 Where an employee representative wishes to discuss a grievance with an employee who has asked or is obliged to be represented by the Alliance in relation to the presentation of their grievance, the Employer will, where operational requirements permit, give them reasonable leave with pay for this purpose when the discussion takes place in their headquarters area, and reasonable leave without pay when it takes place outside their headquarters area.
14.08 Subject to operational requirements;
14.09 The Employer will grant leave without pay to an employee for the purpose of attending contract negotiation meetings on behalf of the Alliance.
14.10 When operational requirements permit, the Employer will grant leave without pay to a reasonable number of employees to attend preparatory contract negotiation meetings.
14.11 When operational requirements permit, the Employer will grant leave with pay to a reasonable number of employees who are meeting with management on behalf of the Alliance.
14.12 Subject to operational requirements, the Employer shall grant leave without pay to a reasonable number of employees to attend :
14.13 When operational requirements permit, the Employer will grant leave without pay to employees who exercise the authority of a representative on behalf of the Alliance to undertake training related to the duties of a representative.
14.14 The Employer will grant leave without pay to an employee who is elected as a full-time official of the Alliance within one (1) month after notice is given to the Employer of such election. The duration of such leave shall be for the period the employee holds such office.
15.01 If employees are prevented from performing their duties because of a strike or lock-out on the premises of another employer, the employees shall report the matter to the Employer, and the Employer will make reasonable efforts to ensure that such employees are employed elsewhere, so that they shall receive their regular pay and benefits to which they would normally be entitled.
16.01 The Federal Public Sector Labour Relations Act (FPSLRA) provides penalties for engaging in illegal strikes. Disciplinary action may also be taken, which will include penalties up to and including termination of employment pursuant to paragraph 51(1)(f) of the Canada Revenue Agency Act, for participation in an illegal strike as defined in the FPSLRA.
17.01 When an employee is suspended from duty or terminated in accordance with paragraph 51(1)(f) of the Canada Revenue Agency Act, the Employer undertakes to notify the employee in writing of the reason for such suspension or termination. The Employer shall endeavour to give such notification at the time of suspension or termination.
17.02 When an employee is required to attend a meeting, the purpose of which is to conduct a disciplinary hearing, or to render a disciplinary decision which concerns them, the employee is entitled to have, at their request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one (1) days’ notice of such a meeting.
17.03 The Employer shall notify the local representative of the Alliance as soon as possible that such suspension or termination has occurred.
17.04 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter.
17.05 Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.
18.01 The parties recognize the value of informally resolving problems prior to presenting a formal grievance or using alternative dispute resolution mechanisms to resolve grievances that are presented in accordance with this Article. Accordingly, when an employee:
18.02 In determining the time within which any action is to be taken as prescribed in this Article, Saturdays, Sundays and designated paid holidays shall be excluded.
18.03 The time limits stipulated in this Article may be extended by mutual agreement between the Employer and the employee and, where appropriate, the Alliance representative.
18.04 Where the provisions of clauses 18.06, 18.23 or 18.37 cannot be complied with and it is necessary to present a grievance by mail, the grievance shall be deemed to have been presented on the day on which it is postmarked and it shall be deemed to have been received by the Employer on the day it is date stamped received by the appropriate office of the department or agency concerned. Similarly, the Employer shall be deemed to have delivered a reply at any level on the date on which the letter containing the reply is postmarked, but the time limit within which the grievor may present their grievance at the next higher level shall be calculated from the date on which the Employer's reply was delivered to the address shown on the grievance form.
18.05 A grievance 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.
18.06 An employee who wishes to present a grievance at any prescribed level in the grievance procedure shall transmit this grievance to the employee's immediate supervisor or local officer-in-charge who shall forthwith:
18.07 Presentation of grievance
Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act (FPSLRA), an employee who feels that they have been treated unjustly or considers themselves aggrieved by any action or lack of action by the Employer, in matters other than those arising from the classification process, is entitled to present a grievance in the manner prescribed in clause 18.06 except that:
18.08 There shall be no more than a maximum of four (4) levels in the grievance procedure:
Whenever there are four (4) levels in the grievance procedure, the grievor may elect to waive either Level 2 or 3.
18.09 Representatives
18.10 An employee may be assisted and/or represented by the Alliance when presenting a grievance at any level. The Alliance shall have the right to consult with the Employer with respect to a grievance at each or any level of the grievance procedure.
18.11 An employee may present a grievance to the first (1st) level of the procedure in the manner prescribed in clause 18.06, not later than the twenty-fifth (25th) day after the date on which they are notified orally or in writing or on which they first become aware of the action or circumstances giving rise to grievance.
18.12 The Employer shall normally reply to an employee's grievance at any level of the grievance procedure, except the final level, within ten (10) days after the grievance is presented, and within thirty (30) days when the grievance is presented at the final level.
18.13 An employee may present a grievance at each succeeding level in the grievance procedure:
18.14 Where an employee has been represented by the Alliance in the presentation of their grievance, the Employer will provide the Alliance with a copy of the Employer's decision at each level of the grievance procedure at the same time that the Employer's decision is conveyed to the employee.
18.15 The decision given by the Employer at the Final Level in the grievance procedure shall be final and binding upon the employee unless the grievance is a class of grievance that may be referred to adjudication.
18.16 Where it appears that the nature of the grievance is such that a decision cannot be given below a particular level of authority, any or all the levels except the final level may be eliminated by agreement of the Employer and the employee, and, where applicable, the Alliance.
18.17 Where the Employer demotes or terminates an employee for cause pursuant to paragraph 51(1)(f) or (g) of the Canada Revenue Agency Act, the grievance procedure set forth in this Agreement shall apply, except that the grievance may be presented at the final level only.
18.18 An employee may by written notice to their immediate supervisor or officer-in-charge withdraw a grievance.
18.19 Any 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, due to circumstances beyond their control, they were unable to comply with the prescribed time limits.
18.20 No person shall seek by intimidation, by threat of dismissal or by any other kind of threat to cause an employee to abandon their grievance or refrain from exercising their right to present a grievance, as provided in this Collective Agreement.
18.21 Reference to Adjudication
Where an employee has presented a grievance up to and including the Final Level in the grievance procedure with respect to:
and the employee’s grievance has not been dealt with to their satisfaction; they may refer the grievance to adjudication in accordance with the provisions of the FPSLRA and Regulations.
18.22 The employee must obtain the approval of, and be represented by, the Alliance in respect of any grievance referred to in paragraph 18.21(a).
18.23 The Alliance may present a grievance at any prescribed level in the grievance procedure, and shall transmit this grievance to the officer-in-charge who shall forthwith:
18.24 Presentation of a Group Grievance
Subject to and as provided in section 215 of the FPSLRA, the Alliance may present to the Employer a group grievance on behalf of employees in the bargaining unit who feel aggrieved by the interpretation or application, common in respect of those employees, of a provision of a collective agreement or an arbitral award.
18.25 There shall be no more than a maximum of three (3) levels in the grievance procedure:
18.26 The Employer shall designate a representative at each level in the grievance procedure and shall inform the Alliance of the title of the person so designated together with the title and address of the officer-in charge to whom a grievance is to be presented.
18.27 The Alliance shall have the right to consult with the Employer with respect to a grievance at each or any level of the grievance procedure.
18.28 The Alliance may present a grievance to the first level of the procedure in the manner prescribed in clause 18.24, no later than the twenty-fifth (25th) day after the earlier of the day on which the aggrieved employees received notification and the day on which they had knowledge of any act, omission or other matter giving rise to the group grievance.
18.29 The Alliance may present a grievance at each succeeding level in the grievance procedure:
18.30 The Employer shall normally reply to the Alliance's grievance at any level of the grievance procedure, except the final level, within fifteen (15) days after the grievance is presented, and within thirty (30) days when the grievance is presented at the final level.
18.31 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 Alliance.
18.32 The Alliance may by written notice to the officer-in-charge withdraw a grievance.
18.33 Opting Out of a Group Grievance
18.34 The Alliance failing to present a grievance to the next higher level within the prescribed time limits shall be deemed to have abandoned the grievance unless, due to circumstances beyond its control, it was unable to comply with the prescribed time limits.
18.35 No person shall seek by intimidation, by threat of dismissal or by any other kind of threat to cause the Alliance to abandon the grievance or refrain from exercising the right to present a grievance, as provided in this Collective Agreement.
18.36 Reference to Adjudication
The Alliance may refer to adjudication any group grievance that has been presented up to and including the final level in the grievance process and that has not been dealt with to its satisfaction.
18.37 The Employer or the Alliance may present a policy grievance to the other in respect of the interpretation or application of the collective agreement or arbitral award as it relates to either of them or to the bargaining unit generally.
18.38 A policy grievance shall be presented at the final level in the grievance procedure to the representative of the Alliance or the Employer, as the case may be, authorized to deal with the grievance. The party who receives the grievance shall provide the other party with a receipt stating the date on which the grievance was received.
18.39 The Employer and the Alliance shall designate a representative and shall notify each other of the title of the person so designated together with the title and address of the officer-in charge to whom a grievance is to be presented.
18.40 The Employer or the Alliance may present a grievance in the manner prescribed in clause 18.38, no later than the twenty-fifth (25th) day after the earlier of the day on which it received notification and the day on which it had knowledge of any act, omission or other matter giving rise to the policy grievance.
18.41 The Employer or the Alliance shall normally reply to the grievance within twenty (20) days when the grievance is presented.
18.42 The Employer or the Alliance, as the case may be, may by written notice to the officer-in-charge withdraw a grievance.
18.43 Reference to Adjudication
A party that presents a policy grievance may refer it to adjudication in accordance with the provisions of the FPSLRA.
18.44 The parties agree that any adjudicable grievance may be referred to the following expedited adjudication process:
19.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national or ethnic origin, religious affiliation, sex, sexual orientation, gender identity and expression, family status, disability, genetic characteristics, membership or activity in the Alliance, marital status, or a conviction for which a pardon has been granted.
19.02
19.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with discrimination. The selection of the mediator will be by mutual agreement.
19.04 The Employer shall provide the complainant(s) and/or respondent(s) with an official copy of the investigation report subject to the Access to Information Act and Privacy Act.
20.01 The Alliance and the Employer recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the work place.
20.02
20.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with sexual harassment. The selection of the mediator will be by mutual agreement.
20.04 The Employer shall provide the complainant(s) and/or respondent(s) with an official copy of the investigation report, subject to the Access to Information Act and Privacy Act.
21.01 The parties acknowledge the mutual benefits to be derived from joint consultation and are prepared to enter into discussion aimed at the development and introduction of appropriate machinery for the purpose of providing joint consultation on matters of common interest.
21.02 Within five (5) days of notification of consultation served by either party, the Alliance shall notify the Employer in writing of the representatives authorized to act on behalf of the Alliance for consultation purposes.
21.03 Upon request of either party, the parties to this Agreement shall consult meaningfully at the appropriate level about contemplated changes in conditions of employment or working conditions not governed by this Agreement.
21.04 Without prejudice to the position the Employer or the Alliance may wish to take in future about the desirability of having the subjects dealt with by the provisions of collective agreements, the subjects that may be determined as appropriate for joint consultation will be by agreement of the parties.
22.01 The parties recognize the Canada Labour Code (CLC), Part II, and all provisions and regulations flowing from the CLC as the authority governing occupational safety and health in the CRA.
22.02 The Employer shall make reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Alliance, and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury.
23.01 Subject to the willingness and capacity of individual employees to accept relocation and retraining, the Employer will make every reasonable effort to ensure that any reduction in the work force will be accomplished through attrition.
23.02 Where practicable and when indeterminate employees are affected by workforce adjustment situations, and provided the employee is capable of performing the necessary work, preference shall be given to their retention over engaging a contractor.
24.01 The parties have agreed that in cases where, as a result of technological change, the services of an employee are no longer required beyond a specified date because of lack of work or the discontinuance of a function, Appendix "C" on Work Force Adjustment will apply. In all other cases, the following clauses will apply.
24.02 In this Article, "Technological Change" means:
24.03 Both parties recognize the overall advantages of technological change and will, therefore, encourage and promote technological change in the Employer's operations. Where technological change is to be implemented, the Employer will seek ways and means of minimizing adverse effects on employees which might result from such changes.
24.04 The Employer agrees to provide as much advance notice as is practicable but, except in cases of emergency, not less than one hundred and eighty (180) calendar days written notice to the Alliance of the introduction or implementation of technological change when it will result in significant changes in the employment status or working conditions of the employees.
24.05 The written notice provided for in clause 24.04 will provide the following information:
24.06 As soon as reasonably practicable after notice is given under clause 24.04, the Employer shall consult meaningfully with the Alliance concerning the rationale for the change and the topics referred to in clause 24.05 on each group of employees, including training.
24.07 When, as a result of technological change, the Employer determines that an employee requires new skills or knowledge in order to perform the duties of the employee's substantive position, the Employer will make every reasonable effort to provide the necessary training during the employee's working hours without loss of pay and at no cost to the employee.
25.01 For the purpose of this Article:
25.02 Nothing in this Article shall be construed as guaranteeing minimum or maximum hours of work. In no case shall this permit the Employer to reduce the hours of work of a full-time employee permanently.
25.03 The employees may be required to register their attendance in the Employer’s electronic time reporting system.
25.04 It is recognized that certain operations require some employees to stay on the job for a full scheduled work period, inclusive of their meal period. In these operations, such employees will be compensated for their half (1/2) hour meal period in accordance with the applicable overtime provisions.
25.05
25.06 Except as provided for in clauses 25.09, 25.10, and 25.11:
25.07
This provision does not apply if the term employee is notified in advance not to report for work.
25.08 Flexible Hours
Subject to operational requirements, an employee on day work shall have the right to select and request flexible hours between 6:00 a.m. and 6:00 p.m. and such request shall not be unreasonably denied. The parties recognize that employees who request to start work at 6:00 am consistent with this clause shall not be entitled to the early hour premium (consistent with Article 25.12) for the period of 6:00 am to 7:00 am., nor should it result in additional costs to the Employer.
25.09 Compressed Work Hours
25.10 Reserved for future use
25.11 Consultation
25.12
25.13 When, because of the operational requirements, hours of work are scheduled for employees on a rotating or irregular basis, they shall be scheduled so that employees, over a period of not more than fifty-six (56) calendar days:
25.14 The Employer will make every reasonable effort:
25.15 The staffing, preparation, posting, and administration of shift schedules are the responsibility of the Employer.
25.16 The Employer shall set up a master shift schedule for a fifty-six (56) day period, posted fifteen (15) days in advance, which will cover the normal requirements of the work area.
25.17 Except as provided for in clauses 25.22 and 25.23, the standard shift schedule is:
25.18 A specified meal period shall be scheduled as close to the mid-point of the shift as possible. It is also recognized that the meal period may be staggered for employees on continuous operations. However, the Employer will make every effort to arrange meal periods at times convenient to the employees.
25.19
25.20
25.21 Provided sufficient advance notice is given, the Employer may:
25.22
25.23 Variable Shift Schedule Arrangements
25.24 The terms and conditions governing the administration of variable hours of work implemented pursuant to clauses 25.09, 25.10, 25.13 and 25.23 are specified in clauses 25.24 to 25.27, inclusive. This Agreement is modified by these provisions to the extent specified herein.
25.25 Notwithstanding anything to the contrary contained in this Agreement, the implementation of any variation in hours shall not result in any additional overtime work or additional payment by reason only of such variation, nor shall it be deemed to prohibit the right of the Employer to schedule any hours of work permitted by the terms of this Agreement.
25.26
25.27 Specific Application of this Agreement
For greater certainty, the following provisions of this Agreement shall be administered as provided herein:
26.01
This Article does not apply to employees on day work, covered by clauses 25.06 to 25.12 inclusive.
An employee working on shifts will receive a shift premium of two dollars and fifty cents ($2.50) per hour for all hours worked, including overtime hours, between 4:00 p.m. and 8:00 a.m. The shift premium will not be paid for hours worked between 8:00 a.m. and 4:00 p.m.
27.01 Weekend Premium
28.01 Compensation under this Article shall not be paid for overtime worked by an employee at courses, training sessions, conferences, and seminars unless the employee is required to attend by the Employer.
28.02 General
28.03 Assignment of Overtime Work
28.04 Overtime Compensation on a Workday
Subject to paragraph 28.02(a):
An employee who is required to work overtime on their scheduled workday is entitled to compensation at time and one‑half ( 1 1/2 ) for the first seven decimal five (7.5) consecutive hours of overtime worked and double (2) time for all overtime hours worked in excess of seven decimal five (7.5) consecutive hours of overtime in any contiguous period.
28.05 Overtime Compensation on a Day of Rest
Subject to paragraph 28.02 (a) :
28.06 Call-Back Pay
Call-Back on a Regular Work Day or Day of Rest
provided that the period worked by the employee is not contiguous to the employee's normal hours of work.
Overtime Worked from a Remote Location
28.07 Compensation in Cash or Leave With Pay
28.08 Meals
28.09 Transportation Expenses
29.01 Where the Employer requires an employee to be available on standby during off-duty hours, such employee shall be compensated at the rate of one-half (1/2) hour for each four (4) hour period or part thereof for which the employee has been designated as being on standby duty.
29.02
30.01 Subject to clause 30.02, the following days shall be designated paid holidays for employees:
30.02 An employee absent without pay on both their full working day immediately preceding and their full working day immediately following a designated holiday is not entitled to pay for the holiday, except in the case of an employee who is granted leave without pay under the provisions of Article 14 , Leave With or Without Pay for Alliance Business.
30.03 Designated Holiday Coinciding With a Day of Paid Leave
Where a day that is a designated holiday for an employee coincides with a day of leave with pay, that day shall count as a holiday and not as a day of leave.
30.04 Designated Holiday Coinciding With a Day of Rest
30.05 Where operational requirements permit, the Employer shall not schedule an employee to work both December 25 and January 1 in the same holiday season.
30.06 When a day designated as a holiday for an employee is moved to another day under the provisions of clause 30.04:
30.07
30.08 Reporting for Work on a Designated Holiday
31.01 The Employer shall make every reasonable effort to accommodate an employee who requests time off to fulfill their religious obligations.
31.02 Employees may, in accordance with the provisions of this Agreement, request annual leave, compensatory leave, leave without pay for other reasons, or a shift exchange (in the case of a shift worker) in order to fulfill their religious obligations.
31.03 Notwithstanding clause 31.02, at the request of the employee and at the discretion of the Employer, time off with pay may be granted to the employee in order to fulfill 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.
31.04 An employee who intends to request leave or time off under this Article must give notice to the Employer as far in advance as possible to fulfill but no later than four (4) weeks before the requested period of absence.
32.01 Compensation under this Article shall not be paid for travel time to courses, training sessions, conferences and seminars, unless the employee is required to attend by the Employer.
32.02 For the purposes of this Agreement, travelling time is compensated for only in the circumstances and to the extent provided for in this Article.
32.03 When an employee is required to travel outside their headquarters area on government business, as these expressions are defined by the Employer, the time of departure and the means of such travel shall be determined by the Employer, and the employee will be compensated for travel time in accordance with clauses 32.05 and 32.06. Travelling time shall include time necessarily spent at each stop-over enroute provided such stop-over is not longer than three (3) hours.
32.04 For the purposes of clauses 32.03 and 32.05 , the travelling time for which an employee shall be compensated is as follows:
32.05 If an employee is required to travel as set forth in clauses 32.03 and 32.06:
32.06
32.07 Travel-Status Leave
33.01
33.02 Except as otherwise specified in this Agreement:
33.03 An employee who does not have access to their leave balance is entitled, once in each fiscal year, to be informed upon request, of the balance of their credits.
33.04 The amount of leave with pay earned but unused credited to an employee by the Employer at the time when this Agreement is signed, or at the time when the employee becomes subject to this Agreement, shall be retained by the employee.
33.05 An employee shall not be granted two (2) different types of leave with pay or monetary remuneration in lieu of leave in respect of the same period of time.
33.06 An employee is not entitled to leave with pay during periods they are on leave without pay or under suspension.
33.07 In the event of termination of employment for reasons other than incapacity, death, or lay-off, the Employer shall recover from any monies owed the employee an amount equivalent to unearned vacation and sick leave taken by the employee, as calculated from the classification prescribed in the employee's certificate of appointment on the date of the termination of the employee's employment.
33.08 An employee shall not earn or be granted leave credits under this Agreement in any month nor in any fiscal year for which leave has already been credited or granted to the employee under the terms of any other collective agreement to which the Employer is a party or under other rules or regulations applicable to organizations within the federal public administration, as specified in Schedule I, Schedule IV or Schedule V of the Financial Administration Act.
34.01 The vacation year shall be from April 1 to March 31 , inclusive, of the following calendar year.
34.02
34.03
34.04 34.04 An employee is entitled to vacation leave with pay to the extent of the employee's earned credits but an employee who has completed six (6) months of continuous employment is entitled to receive an advance of credits equivalent to the anticipated credits for the current vacation year.
34.05
34.06 The Employer shall give an employee as much notice as is practicable and reasonable of approval, denial, alteration, or cancellation of a request for vacation leave. In the case of denial, alteration, or cancellation of such leave, the Employer shall give the written reason therefore, upon written request from the employee.
34.07 Where, in respect of any period of vacation leave, an employee:
the period of vacation leave so displaced shall either be added to the vacation period, if requested by the employee and approved by the Employer, or reinstated for use at a later date.
34.08 Advance Payments
34.09 Recall From Vacation Leave
after submitting such accounts as are normally required by the Employer.
34.10 Cancellation or Alteration of Vacation Leave
When the Employer cancels or alters a period of vacation leave which it has previously approved in writing, or recalls an employee during a period of vacation leave, the Employer shall reimburse the employee for the non-returnable portion and/or non-refundable deposits 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 such losses.
34.11 Carry-Over and/or Liquidation of Vacation Leave
34.12 During any vacation year, upon application by the employee and at the discretion of the Employer, earned but unused vacation leave credits in excess of one hundred and twelve decimal five (112.5) hours may be paid in cash at the employee's hourly rate of pay as calculated from the classification prescribed in the certificate of appointment of the employee's substantive position on March 31st of the previous vacation year.
34.13 When an employee dies or otherwise ceases to be employed, the employee's estate or the employee shall be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave to the employee's credit by the daily rate of pay as calculated from the classification prescribed in the certificate of appointment on the date of the termination of employment.
34.14 Notwithstanding clause 34.13, an employee whose employment is terminated for cause pursuant to paragraph 51(1)(g) of the Canada Revenue Agency Act by reason of abandonment of their position is entitled to receive the payment referred to in clause 34.13, if they request it within six (6) months following the date upon which their employment is terminated.
34.15 Where the employee requests, the Employer shall grant the employee his or her unused vacation leave credits prior to termination of employment if this will enable the employee, for purposes of severance pay, to complete the first year of continuous employment in the case of lay-off.
34.16 Appointment to a Schedule I or IV Employer
Notwithstanding clause 34.13, an employee who resigns to accept an appointment with an organization listed in Schedule I or IV of the Financial Administration Act may choose not to be paid for unused vacation leave credits, provided that the appointing organization will accept such credits.
34.17 Appointment from a Schedule I or IV Employer
The Employer agrees to accept the unused vacation leave credits up to a maximum of two hundred and sixty-two decimal five (262.5) hours of an employee who resigns from an organization listed in Schedule I or IV or the Financial Administration Act in order to take a position with the Employer if the transferring employee is eligible and has chosen to have these credits transferred.
34.18 One-time entitlement
35.01
35.02 A new employee who has completed their first six (6) months of continuous employment is entitled to receive an advance of sick leave credits equivalent to the anticipated credits for the current year.
35.03 An employee shall be granted sick leave with pay when they are unable to perform their duties because of illness or injury provided that:
35.04 Unless otherwise informed by the Employer, a statement signed by the employee stating that because of illness or injury he or she was unable to perform his or her duties, shall, when delivered to the Employer, be considered as meeting the requirements of paragraph 35.03(a).
35.05
35.06 When an employee is granted sick leave with pay and injury-on-duty leave is subsequently approved for the same period, it shall be considered, for the purpose of the record of sick leave credits, that the employee was not granted sick leave with pay.
35.07 Where, in respect of any period of compensatory leave, an employee is granted sick leave with pay 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.
35.08
35.09 The Employer agrees that an employee shall not be terminated for cause for reasons of incapacity pursuant to paragraph 51(1)(g) of the Canada Revenue Agency Act at a date earlier than the date at which the employee will have utilized their accumulated sick leave credits, except where the incapacity is the result of an injury or illness for which Injury on Duty Leave has been granted pursuant to Article 37 .
36.01 Up to half (1/2) a day of reasonable time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.
36.02 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.
37.01 An employee shall be granted injury-on-duty leave with pay for such period as may be reasonably determined by the Employer when a claim has been made pursuant to the Government Employees Compensation Act, and a Workers' Compensation authority has notified the Employer that it has certified that the employee is unable to work because of:
if the employee agrees to remit to the Receiver General of Canada any amount received by the employee in compensation for loss of pay resulting from or in respect of such injury, illness, or disease providing, however, that such amount does not stem from a personal disability policy for which the employee or the employee’s agent has paid the premium.
38.01 Maternity Leave without Pay
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.
38.02 Maternity Allowance
38.03 Special Maternity Allowance for Totally Disabled Employees
shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three percent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.
39.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the seventy-eighth (78th) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child.
39.02 An employee's request under clause 39.01 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.
39.03 An employee who has made a request under clause 39.01 is entitled to continue in her current job while the Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Employer:
39.04 Where reasonably practicable, the Employer shall modify the employee's job functions or reassign her.
39.05 Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than seventy-eight (78) weeks after the birth.
39.06 An employee whose job functions have been modified, who has been reassigned, or who is on leave of absence shall give at least two (2) weeks notice in writing to the Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.
40.01 Parental Leave Without Pay
beginning on the day on which the child is born or the day on hich the child comes into the employee’s care.
beginning on the day on which the child comes into the employee’s care.
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.
40.02 Parental Allowance
Under the Employment Insurance (EI) benefits plan, parental allowance is payable under two options, either:
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
Option 1 – Standard parental allowance:
Option 2 - Extended Parental Allowance:
40.03 Special Parental Allowance for Totally Disabled Employees
shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in subparagraph (i), the difference between ninety‑three percent (93%) of the employee’s rate of pay and the gross amount of their weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.
41.01 Both parties recognize the importance of access to leave for the purpose of the care of family.
41.02 For the purpose of this clause, “family” is defined per Article 2 and, in addition, 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.
41.03 An employee shall be granted leave without pay for the care of family in accordance with the following conditions:
41.04 Subject to operational requirements, an employee who has proceeded on leave without pay may change their return-to-work date if such change does not result in additional costs to the Employer.
41.05 All leave taken under Leave Without Pay for the long-term Care of a Parent or Leave Without Pay for the Care and Nurturing of Children provisions of previous Program Delivery and Administrative Services collective agreements or other agreements will not count towards the calculation of the maximum amount of time allowed for care of family during an employee's total period of employment in the public service.
42.01
42.02 Subject to clause 42.01, the Employer shall grant leave with pay under the following circumstances:
43.01 Leave without pay will be granted for personal needs in the following manner:
44.01 For the purposes of this clause 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.
44.02
45.01 At the request of an employee, leave without pay for a period of up to one (1) year shall be granted to an employee whose spouse is permanently relocated and up to five (5) years to an employee whose spouse is temporarily relocated.
The Employer may require documentation supporting this request.
46.01 For the purpose of this clause, “family” is defined per Article 2 and, in addition:
46.02 When a member of the employee's family dies, the employee shall be entitled to a bereavement leave with pay. Such bereavement leave, as determined by the employee, must include the day of the memorial commemorating the deceased, or must begin within two (2) days following the death. During such period, the employee shall be paid for those days which are not regularly scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days' leave with pay for the purpose of travel related to the death.
46.03 At the request of the employee, such bereavement leave with pay may be taken in a single period of seven (7) consecutive calendar days or may be taken in two (2) periods to a maximum of five (5) working days.
46.04 When requested to be taken in two (2) periods,
46.05 An employee is entitled to one (1) day’s bereavement leave with pay for the purpose related to the death of their aunt or uncle, brother-in-law, or sister-in-law.
46.06 If, during a period of sick leave, vacation leave, or compensatory leave, an employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under clauses 46.02 and 46.05, 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.
46.07 It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Commissioner or delegated manager may, after considering the particular circumstances involved, grant leave with pay for a period greater than and/or in a manner different than that provided for in clauses 46.02 and 46.05.
47.01 The Employer shall grant leave with pay to an employee for the period of time they are compelled:
48.01 Where an employee participates in a CRA staffing process, including the recourse mechanism where applicable, or applies for a position in the public service, as defined in the Federal Public Sector Labour Relations Act, including the complaint process where applicable, the employee is entitled to leave with pay for the period during which the employee’s presence is required for purposes of the process, and for such further period as the Employer considers reasonable for the employee to travel to and from the place where their presence is so required. This applies to a process related to the Interchange Program and to deployments.
49.01 The Employer recognizes the usefulness of education leave. Upon written application by the employee and with the approval of the Employer, an employee may be granted education leave without pay for varying periods of up to one (1) year, which can be renewed by mutual agreement, to attend a recognized institution for studies in some field of education in which preparation is needed to fill the employee's present role more adequately or to undertake studies in some field in order to provide a service which the Employer requires or is planning to provide.
49.02 At the Employer's discretion, an employee on education leave without pay under this Article may receive an allowance in lieu of salary of up to one hundred percent (100%) of the employee's annual rate of pay, depending on the degree to which the education leave is deemed, by the Employer, to be relevant to organizational requirements. Where the employee receives a grant, bursary, or scholarship, the education leave allowance may be reduced. In such cases, the amount of the reduction shall not exceed the amount of the grant, bursary, or scholarship.
49.03 Allowances already being received by the employee may, at the discretion of the Employer, be continued during the period of the education leave. The employee shall be notified when the leave is approved whether such allowances are to be continued in whole or in part.
49.04
the employee shall repay the Employer all allowances paid to them under this Article during the education leave or such lesser sum as shall be determined by the Employer.
50.01 Career development refers to an activity which, in the opinion of the Employer, is likely to be of assistance to the individual in furthering their career development and to the organization in achieving its goals. The following activities shall be deemed to be part of career development:
50.02 Upon written application by the employee, and with the approval of the Employer, career development leave with pay may be given for any one of the activities described in clause 50.01. The employee shall receive no compensation under Article 28 , Overtime, and Article 32 , Travelling Time, during time spent on career development leave provided for in this Article.
50.03 Employees on career development leave shall be reimbursed for all reasonable travel and other expenses incurred by them which the Employer may deem appropriate.
51.01 At the Employer's discretion, examination leave with pay may be granted to an employee for the purpose of writing an examination which takes place during the employee's scheduled hours of work. Examination leave with pay does not include time off for study purposes.
52.01 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 article, an Indigenous person means First Nations, Inuit or Métis.
52.02 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 article.
52.03 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.
52.04 Leave under this article may be taken in one or more periods. Each period of leave shall not be less than seven decimal five (7.5) hours.
53.01 At its discretion, the Employer may grant:
53.02 Personal Leave
Subject to operational requirements as determined by the Employer, and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, up to fifteen (15) hours of leave with pay for reasons of a personal nature.
The leave will be scheduled at times convenient to both the employee and the Employer. Nevertheless, the Employer shall make every reasonable effort to grant the leaves at such times as the employee may request.
53.03 Management Performance Leave
53.04 Caregiving Leave
53.05 Pre-retirement leave
The Employer will provide thirty-seven decimal five (37.5) hours of paid leave per year, up to a maximum of one-hundred and eighty seven decimal five (187.5) hours, to employees who have the combination of age and years of service to qualify for an immediate annuity without penalty under the Public Service Superannuation Act.
54.01 Unless otherwise specified by the Employer as being in an area that could represent a conflict of interest, employees shall not be restricted in engaging in other employment outside the hours they are required to work for the Employer.
55.01 Upon written request, an employee shall be provided with a complete and current statement of the duties and responsibilities of their position, including the classification level and, where applicable, the point rating allotted by factor to their position, and an organization chart depicting the position’s place in the organization.
56.01 For the purpose of this Article:
56.02 Prior to an employee performance review the employee shall be given:
56.03
56.04 Upon written request of an employee, the personnel file of that employee shall be made available at least once per year for the employee's examination in the presence of an authorized representative of the Employer.
56.05 When a report pertaining to an employee's performance or conduct is placed on that employee's personnel file, the employee concerned shall be given an opportunity to sign the report in question to indicate that its contents have been read.
57.01 The Employer shall reimburse an employee for the payment of membership or registration fees to an organization or governing body when the payment of such fees is a requirement for the continuation of the performance of the duties of the employee's position.
57.02 Membership dues referred to in Article 11, Check-Off, of this Agreement are specifically excluded as reimbursable fees under this Article.
58.01 Subject to paragraphs (a), (b) and (c), the Employer shall reimburse an employee’s payment of annual membership fees to the Chartered Professional Accountants of Canada (CPA), and to one (1) of their respective provincial organizations.
59.01 Where the Employer determines that due to the nature of work there is a clear cut need, wash-up time up to a maximum of ten (10) minutes will be permitted before the end of the working day.
60.01 Employees working in call centres and contact centres shall be provided five (5) consecutive minutes not on a call for each hour not interrupted by a regular break or meal period.
60.02
60.03 Coaching and development feedback resulting from call monitoring shall be provided in a timely and meaningful fashion.
61.01 Definition
Part‑time employee means an employee whose weekly scheduled hours of work on average are less than those established in Article 25 but not less than those prescribed in the Federal Public Sector Labour Relations Act.
61.02 Unless otherwise specified in this Article, part-time employees shall be entitled to the benefits provided under this Agreement in the same proportion as the number of straight-time hours worked in a week compared with thirty-seven decimal five (37.5).
61.03 Part-time employees are entitled to overtime compensation in accordance with subparagraphs (ii) and (iii) of the overtime definition in clause 2.01.
61.04 The days of rest provisions of this Agreement apply only in a week when a part-time employee has worked five (5) days at straight-time or thirty-seven decimal five (37.5) hours at straight-time.
61.05 Reporting Pay
Subject to clause 61.04, when a part-time employee meets the requirements to receive reporting pay on a day of rest, in accordance with subparagraph 28.05(c)(i), or is entitled to receive a minimum payment rather than pay for actual time worked during a period of standby, in accordance with subparagraphs 28.05(c)(i) or 28.06(a)(i), the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate of pay.
61.06 Call-Back
When a part-time employee meets the requirements to receive call-back pay in accordance with subparagraph 28.06(a)(i), and is entitled to receive the minimum payment rather than pay for actual time worked, the part-time employee shall be paid a minimum payment of four (4) hours pay at the straight-time rate.
61.07 A part-time employee shall not be paid for the designated holidays but shall, instead be paid four decimal six percent (4.6%) for all straight-time hours worked.
61.08 Subject to paragraph 25.23(d), when a part-time employee is required to work on a day which is prescribed as a designated paid holiday for a full-time employee in clause 30.01, the employee shall be paid at time and one-half ( 1 1/2 ) of the straight-time rate of pay for all hours worked up to seven decimal five (7.5) hours and double time (2) thereafter.
61.09 A part-time employee who reports for work as directed on a day which is prescribed as a designated paid holiday for a full-time employee in clause 30.01, shall be paid for the time actually worked in accordance with clause 61.08, or a minimum of four (4) hours pay at the straight-time rate, whichever is greater.
61.10 Vacation Leave
A part-time employee shall earn vacation leave credits for each month in which the employee earns pay for at least twice the number of hours in the employee's normal workweek, at the rate for years of service established in clause 34.02 of this Agreement, prorated and calculated as follows:
For the purposes of this clause, a day spent on leave with pay shall count as a day where pay is earned.
61.11 Sick leave
A part-time employee shall earn sick leave credits at the rate of one-quarter (1/4) of the number of hours in an employee's normal workweek for each calendar month in which the employee has received pay for at least twice the number of hours in the employee's normal workweek. For the purposes of this clause, a day spent on leave with pay shall count as a day where pay is earned.
61.12
61.13 Bereavement leave
Notwithstanding clause 61.02, there shall be no prorating of a “day” in Article 46, Bereavement Leave With Pay.
61.14 Severance Pay
Notwithstanding the provisions of Article 62, Severance Pay, of this Agreement, where the period of continuous employment in respect of which severance benefit is to be paid consists of both full- and part-time employment or varying levels of part-time employment, the benefit shall be calculated as follows: the period of continuous employment eligible for severance pay shall be established and the part-time portions shall be consolidated to equivalent full-time. The equivalent full-time period in years shall be multiplied by the full-time weekly pay rate for the appropriate group and level to produce the severance pay benefit.
61.15 Rest Breaks
62.01 Under the following circumstances and subject to clause 62.02, an employee shall receive severance benefits calculated on the basis of the weekly rate of pay to which they are entitled for the classification prescribed in their certificate of appointment on the date of their termination of employment.
62.02 Severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit. Under no circumstances shall the maximum severance pay provided under clause 62.01 be pyramided.
Appointment to a Schedule I, IV or V Employer
62.03
An employee who resigns to accept an appointment with an organization listed in Schedule I, IV or V of the Financial Administration Act shall be paid any outstanding payment in lieu of severance if applicable under Appendix "I".
62.04
Employees who were subject to the payment in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) and who opted to defer their payment, the former provisions outlining the payment in lieu are found at Appendix "I".
63.01 Except as provided in this Article, the terms and conditions governing the application of pay to employees are not affected by this Agreement.
63.02 An employee is entitled to be paid for services rendered at:
63.03
63.04 Where a pay increment and a pay revision are effected on the same date, the pay increment shall be applied first and the resulting rate shall be revised in accordance with the pay revision.
63.05 This Article is subject to the Memorandum of Understanding signed by the Treasury Board Secretariat and the Alliance dated February 9, 1982 , in respect of red-circled employees (see Appendix F).
63.06 If, during the term of this Agreement, a new classification standard for a group is established and implemented by the Employer, the Employer shall, before applying rates of pay to new levels resulting from the application of the standard, negotiate with the Alliance the rates of pay and the rules affecting the pay of employees on their movement to the new levels.
63.07
63.08 When the regular pay day for an employee falls on their day of rest, every effort shall be made to issue their cheque on their last working day, provided it is available at their regular place of work.
64.01 This Agreement may be amended by mutual consent.
65.01 This Agreement shall expire on October 31, 2025 .
65.02 Unless otherwise expressly stipulated, the provisions of this Agreement shall become effective on the date it is signed.
This collective agreement is signed during the COVID-19 pandemic. Given the exceptional circumstances and the social distancing restrictions imposed by Public Health Authorities, the parties have agreed to sign this collective agreement electronically.
Signed at Ottawa, this 27th day of the month of June 2023 .
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 41658 | 42702 | 43768 | 44863 | 45987 |
| Effective November 1, 2021 – | 42283 | 43343 | 44425 | 45536 | 46677 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 42812 | 43885 | 44981 | 46106 | 47261 |
| Effective November 1, 2022 | 44311 | 45421 | 46556 | 47720 | 48916 |
| Effective November 1, 2023 Wage adjustment to all levels and steps | 44533 | 45649 | 46789 | 47959 | 49161 |
| Effective November 1, 2023 | 45869 | 47019 | 48193 | 49398 | 50636 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 45984 | 47137 | 48314 | 49522 | 50763 |
| Effective November 1, 2024 | 46904 | 48080 | 49281 | 50513 | 51779 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 47765 | 48960 | 50183 | 51441 | 52724 |
| Effective November 1, 2021 – | 48482 | 49695 | 50936 | 52213 | 53515 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 49089 | 50317 | 51573 | 52866 | 54184 |
| Effective November 1, 2022 | 50808 | 52079 | 53379 | 54717 | 56081 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 51063 | 52340 | 53646 | 54991 | 56362 |
| Effective November 1, 2023 | 52595 | 53911 | 55256 | 56641 | 58053 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 52727 | 54046 | 55395 | 56783 | 58199 |
| Effective November 1, 2024 | 53782 | 55127 | 56503 | 57919 | 59363 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 52954 | 54277 | 55635 | 57027 | 58453 |
| Effective November 1, 2021 – | 53749 | 55092 | 56470 | 57883 | 59330 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 54421 | 55781 | 57176 | 58607 | 60072 |
| Effective November 1, 2022 – | 56326 | 57734 | 59178 | 60659 | 62175 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 56608 | 58023 | 59474 | 60963 | 62486 |
| Effective November 1, 2023 | 58307 | 59764 | 61259 | 62792 | 64361 |
| Effective November 1, 2024 Wage adjustment to all levels and steps | 58453 | 59914 | 61413 | 62949 | 64522 |
| Effective November 1, 2024 | 59623 | 61113 | 62642 | 64208 | 65813 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 58076 | 59817 | 61613 | 63458 | 65363 |
| Effective November 1, 2021 – | 58948 | 60715 | 62538 | 64410 | 66344 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 59685 | 61474 | 63320 | 65216 | 67174 |
| Effective November 1, 2022 – | 61774 | 63626 | 65537 | 67499 | 69526 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 62083 | 63945 | 65865 | 67837 | 69874 |
| Effective November 1, 2023 | 63946 | 65864 | 67841 | 69873 | 71971 |
| Effective November 1, 2024 Wage adjustment to all levels and steps | 64106 | 66029 | 68011 | 70048 | 72151 |
| Effective November 1, 2024 | 65389 | 67350 | 69372 | 71449 | 73595 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 62858 | 64746 | 66687 | 68686 | 70749 |
| Effective November 1, 2021 – | 63801 | 65718 | 67688 | 69717 | 71811 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 64599 | 66540 | 68535 | 70589 | 72709 |
| Effective November 1, 2022 – | 66860 | 68869 | 70934 | 73060 | 75254 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 67195 | 69214 | 71289 | 73426 | 75631 |
| Effective November 1, 2023 | 69211 | 71291 | 73428 | 75629 | 77900 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 69385 | 71470 | 73612 | 75819 | 78095 |
| Effective November 1, 2024 | 70773 | 72900 | 75085 | 77336 | 79657 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 68012 | 70053 | 72155 | 74318 | 76545 |
| Effective November 1, 2021 – | 69033 | 71104 | 73238 | 75433 | 77694 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 69896 | 71993 | 74154 | 76376 | 78666 |
| Effective November 1, 2022 – | 72343 | 74513 | 76750 | 79050 | 81420 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 72705 | 74886 | 77134 | 79446 | 81828 |
| Effective November 1, 2023 | 74887 | 77133 | 79449 | 81830 | 84283 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 75075 | 77326 | 79648 | 82035 | 84494 |
| Effective November 1, 2024 | 76577 | 78873 | 81241 | 83676 | 86184 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 73589 | 75797 | 78070 | 80413 | 82826 |
| Effective November 1, 2021 – | 74693 | 76934 | 79242 | 81620 | 84069 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 75627 | 77896 | 80233 | 82641 | 85120 |
| Effective November 1, 2022 | 78274 | 80623 | 83042 | 85534 | 88100 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 78666 | 81027 | 83458 | 85962 | 88541 |
| Effective November 1, 2023 | 81026 | 83458 | 85962 | 88541 | 91198 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 81229 | 83667 | 86177 | 88763 | 91426 |
| Effective November 1, 2024 | 82854 | 85341 | 87901 | 90539 | 93255 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 86484 | 89079 | 91750 | 94501 | 97339 |
| Effective November 1, 2021 – | 87782 | 90416 | 93127 | 95919 | 98800 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 88880 | 91547 | 94292 | 97118 | 100035 |
| Effective November 1, 2022 – | 91991 | 94752 | 97593 | 100518 | 103537 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 92451 | 95226 | 98081 | 101021 | 104055 |
| Effective November 1, 2023 | 95225 | 98083 | 101024 | 104052 | 107177 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 95464 | 98329 | 101277 | 104313 | 107445 |
| Effective November 1, 2024 | 97374 | 100296 | 103303 | 106400 | 109594 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 95995 | 98880 | 101844 | 104900 | 108042 |
| Effective November 1, 2021 – | 97435 | 100364 | 103372 | 106474 | 109663 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 98653 | 101619 | 104665 | 107805 | 111034 |
| Effective November 1, 2022 – | 102106 | 105176 | 108329 | 111579 | 114921 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 102617 | 105702 | 108871 | 112137 | 115496 |
| Effective November 1, 2023 | 105696 | 108874 | 112138 | 115502 | 118961 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 105961 | 109147 | 112419 | 115791 | 119259 |
| Effective November 1, 2024 | 108081 | 111330 | 114668 | 118107 | 121645 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 |
|---|---|---|---|---|---|
| From: | 108326 | 111578 | 114920 | 118372 | 121923 |
| Effective November 1, 2021 – | 109951 | 113252 | 116644 | 120148 | 123752 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 111326 | 114668 | 118103 | 121650 | 125299 |
| Effective November 1, 2022 – | 115223 | 118682 | 122237 | 125908 | 129685 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 115800 | 119276 | 122849 | 126538 | 130334 |
| Effective November 1, 2023 | 119274 | 122855 | 126535 | 130335 | 134245 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 119573 | 123163 | 126852 | 130661 | 134581 |
| Effective November 1, 2024 | 121965 | 125627 | 129390 | 133275 | 137273 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 | Salary Increment 6 | Salary Increment 7 | Salary Increment 8 | Salary Increment 9 |
|---|---|---|---|---|---|---|---|---|---|
| From: | 59623 | 61552 | 63543 | 65606 | 67730 | 69925 | 72188 | 74524 | 76864 |
| Effective November 1, 2021 - | 60518 | 62476 | 64497 | 66591 | 68746 | 70974 | 73271 | 75642 | 78017 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 61275 | 63257 | 65304 | 67424 | 69606 | 71862 | 74187 | 76588 | 78993 |
| Effective November 1, 2022 - | 63420 | 65471 | 67590 | 69784 | 72043 | 74378 | 76784 | 79269 | 81758 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 63738 | 65799 | 67928 | 70133 | 72404 | 74750 | 77168 | 79666 | 82167 |
| Effective November 1, 2023 | 65651 | 67773 | 69966 | 72237 | 74577 | 76993 | 79484 | 82056 | 84633 |
| Effective November 1, 2024 -Wage adjustment to all levels and steps | 65816 | 67943 | 70141 | 72418 | 74764 | 77186 | 79683 | 82262 | 84845 |
| Effective November 1, 2024 | 67133 | 69302 | 71544 | 73867 | 76260 | 78730 | 81277 | 83908 | 86542 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 | Salary Increment 6 | Salary Increment 7 | Salary Increment 8 | Salary Increment 9 |
|---|---|---|---|---|---|---|---|---|---|
| From: | 65200 | 67314 | 69490 | 71743 | 74068 | 76467 | 78941 | 81497 | 84057 |
| Effective November 1, 2021 - | 66178 | 68324 | 70533 | 72820 | 75180 | 77615 | 80126 | 82720 | 85318 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 67006 | 69179 | 71415 | 73731 | 76120 | 78586 | 81128 | 83754 | 86385 |
| Effective November 1, 2022 - | 69352 | 71601 | 73915 | 76312 | 78785 | 81337 | 83968 | 86686 | 89409 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 69699 | 71960 | 74285 | 76694 | 79179 | 81744 | 84388 | 87120 | 89857 |
| Effective November 1, 2023 | 71790 | 74119 | 76514 | 78995 | 81555 | 84197 | 86920 | 89734 | 92553 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 71970 | 74305 | 76706 | 79193 | 81759 | 84408 | 87138 | 89959 | 92785 |
| Effective November 1, 2024 | 73410 | 75792 | 78241 | 80777 | 83395 | 86097 | 88881 | 91759 | 94641 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 | Salary Increment 6 | Salary Increment 7 | Salary Increment 8 | Salary Increment 9 |
|---|---|---|---|---|---|---|---|---|---|
| From: | 70126 | 72397 | 74743 | 77162 | 79661 | 82242 | 84907 | 87654 | 90404 |
| Effective November 1, 2021 - | 71178 | 73483 | 75865 | 78320 | 80856 | 83476 | 86181 | 88969 | 91761 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 72068 | 74402 | 76814 | 79299 | 81867 | 84520 | 87259 | 90082 | 92909 |
| Effective November 1, 2022 - | 74591 | 77007 | 79503 | 82075 | 84733 | 87479 | 90314 | 93235 | 96161 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 74964 | 77393 | 79901 | 82486 | 85157 | 87917 | 90766 | 93702 | 96642 |
| Effective November 1, 2023 | 77213 | 79715 | 82299 | 84961 | 87712 | 90555 | 93489 | 96514 | 99542 |
| Effective November 1, 2024 -Wage adjustment to all levels and steps | 77407 | 79915 | 82505 | 85174 | 87932 | 90782 | 93723 | 96756 | 99791 |
| Effective November 1, 2024 | 78956 | 81514 | 84156 | 86878 | 89691 | 92598 | 95598 | 98692 | 101787 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 | Salary Increment 6 | Salary Increment 7 | Salary Increment 8 | Salary Increment 9 |
|---|---|---|---|---|---|---|---|---|---|
| From: | 74535 | 77382 | 80339 | 83403 | 86591 | 89899 | 93334 | 96896 | 100456 |
| Effective November 1, 2021 - | 75654 | 78543 | 81545 | 84655 | 87890 | 91248 | 94735 | 98350 | 101963 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 76600 | 79525 | 82565 | 85714 | 88989 | 92389 | 95920 | 99580 | 103238 |
| Effective November 1, 2022 - | 79281 | 82309 | 85455 | 88714 | 92104 | 95623 | 99278 | 103066 | 106852 |
| Effective November 1, 2023 -Wage adjustment to all levels and steps | 79678 | 82721 | 85883 | 89158 | 92565 | 96102 | 99775 | 103582 | 107387 |
| Effective November 1, 2023 | 82069 | 85203 | 88460 | 91833 | 95342 | 98986 | 102769 | 106690 | 110609 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 82275 | 85417 | 88682 | 92063 | 95581 | 99234 | 103026 | 106957 | 110886 |
| Effective November 1, 2024 | 83921 | 87126 | 90456 | 93905 | 97493 | 101219 | 105087 | 109097 | 113104 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 | Salary Increment 6 | Salary Increment 7 | Salary Increment 8 | Salary Increment 9 |
|---|---|---|---|---|---|---|---|---|---|
| From: | 89412 | 92827 | 96374 | 100054 | 103874 | 107841 | 111960 | 116233 | 120511 |
| Effective November 1, 2021 - | 90754 | 94220 | 97820 | 101555 | 105433 | 109459 | 113640 | 117977 | 122319 |
| Effective November 1, 2022 -Wage adjustment to all levels and steps | 91889 | 95398 | 99043 | 102825 | 106751 | 110828 | 115061 | 119452 | 123848 |
| Effective November 1, 2022 - | 95106 | 98737 | 102510 | 106424 | 110488 | 114707 | 119089 | 123633 | 128183 |
| Effective November 1, 2023 -Wage adjustment to all levels and steps | 95582 | 99231 | 103023 | 106957 | 111041 | 115281 | 119685 | 124252 | 128824 |
| Effective November 1, 2023 | 98450 | 102208 | 106114 | 110166 | 114373 | 118740 | 123276 | 127980 | 132689 |
| Effective November 1, 2024 -Wage adjustment to all levels and steps | 98697 | 102464 | 106380 | 110442 | 114659 | 119037 | 123585 | 128300 | 133021 |
| Effective November 1, 2024 | 100671 | 104514 | 108508 | 112651 | 116953 | 121418 | 126057 | 130866 | 135682 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 | Salary Increment 5 | Salary Increment 6 | Salary Increment 7 | Salary Increment 8 | Salary Increment 9 |
|---|---|---|---|---|---|---|---|---|---|
| From: | 98253 | 102006 | 105900 | 109947 | 114146 | 118505 | 123029 | 127726 | 132427 |
| Effective November 1, 2021 - | 99727 | 103537 | 107489 | 111597 | 115859 | 120283 | 124875 | 129642 | 134414 |
| Effective November 1, 2022 -Wage adjustment to all levels and steps | 100974 | 104832 | 108833 | 112992 | 117308 | 121787 | 126436 | 131263 | 136095 |
| Effective November 1, 2022 - | 104509 | 108502 | 112643 | 116947 | 121414 | 126050 | 130862 | 135858 | 140859 |
| Effective November 1, 2023 -Wage adjustment to all levels and steps | 105032 | 109045 | 113207 | 117532 | 122022 | 126681 | 131517 | 136538 | 141564 |
| Effective November 1, 2023 | 108183 | 112317 | 116604 | 121058 | 125683 | 130482 | 135463 | 140635 | 145811 |
| Effective November 1, 2024 -Wage adjustment to all levels and steps | 108454 | 112598 | 116896 | 121361 | 125998 | 130809 | 135802 | 140987 | 146176 |
| Effective November 1, 2024 | 110624 | 114850 | 119234 | 123789 | 128518 | 133426 | 138519 | 143807 | 149100 |
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 |
|---|---|---|---|
| From: | 74131 | 77095 | 80175 |
| Effective November 1, 2021 | 75243 | 78252 | 81378 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 76184 | 79231 | 82396 |
| Effective November 1, 2022 | 78851 | 82005 | 85280 |
| Effective November 1, 2023 –Wage adjustment to all levels and steps | 79246 | 82416 | 85707 |
| Effective November 1, 2023 | 81624 | 84889 | 88279 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 81829 | 85102 | 88500 |
| Effective November 1, 2024 | 83466 | 86805 | 90270 |
The preceding rates of pay apply to employees who are subject to Article 62.05 in respect of red-circled employees. These employees continue to be governed by the Pay Notes in effect at Treasury Board for these classifications, as applicable.
| Effective Date | Salary Increment 1 | Salary Increment 2 | Salary Increment 3 | Salary Increment 4 |
|---|---|---|---|---|
| From: | 42871 | 44156 | 45479 | 46844 |
| Effective November 1, 2021 | 43515 | 44819 | 46162 | 47547 |
| Effective November 1, 2022 – Wage adjustment to all levels and steps | 44059 | 45380 | 46740 | 48142 |
| Effective November 1, 2022 | 45602 | 46969 | 48376 | 49827 |
| Effective November 1, 2023 – Wage adjustment to all levels and steps | 45831 | 47204 | 48618 | 50077 |
| Effective November 1, 2023 | 47206 | 48621 | 50077 | 51580 |
| Effective November 1, 2024 – Wage adjustment to all levels and steps | 47325 | 48743 | 50203 | 51709 |
| Effective November 1, 2024 | 48272 | 49718 | 51208 | 52744 |
The preceding rates of pay apply to employees who are subject to clause 63.05 in respect of red-circled employees. These employees continue to be governed by the Pay Notes in effect at Treasury Board for these classifications, as applicable.
| Effective Date | Salary Increment 1 |
|---|---|
| From: | 27,50 |
| Effective November 1, 2021 | 27,91 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 28,26 |
| Effective November 1, 2022 | 29,25 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 29,40 |
| Effective November 1, 2023 | 30,29 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 30,37 |
| Effective November 1, 2024 | 30,98 |
Zone 1 – British Columbia, Yukon, Nunavut and Northwest Territories
The preceding rates of pay apply to employees who are subject to clause 63.05 in respect of red-circled employees. These employees continue to be governed by the Pay Notes in effect at Treasury Board for these classifications, as applicable
| Effective Date | Salary Increment 1 |
|---|---|
| From: | 63157 |
| Effective November 1, 2021 | 64105 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 64907 |
| Effective November 1, 2022 | 67179 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 67515 |
| Effective November 1, 2023 | 69541 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 69715 |
| Effective November 1, 2024 | 71110 |
The preceding rates of pay apply to employees who are subject to clause 63.05 in respect of red-circled employees. These employees continue to be governed by the Pay Notes in effect at Treasury Board for these classifications, as applicable.
| Effective Date | Salary Increment 1 |
|---|---|
| From: | 69711 |
| Effective November 1, 2021 | 70757 |
| Effective November 1, 2022 - Wage adjustment to all levels and steps | 71642 |
| Effective November 1, 2022 | 74150 |
| Effective November 1, 2023 - Wage adjustment to all levels and steps | 74521 |
| Effective November 1, 2023 | 76757 |
| Effective November 1, 2024 - Wage adjustment to all levels and steps | 76949 |
| Effective November 1, 2024 | 78488 |
The preceding rates of pay apply to employees who are subject to clause 63.05 in respect of red-circled employees. These employees continue to be governed by the Pay Notes in effect at Treasury Board for these classifications, as applicable.
The employee's "Official Employee Notification" (OEN) will establish which SP level the employee's substantive position will be converted to.
The following grid shows where the majority of previous occupational groups and levels will be converted to the SP occupational group and level. Employees will be paid at the closest to, but not less than rate in the "From" line of the SP rates of pay, based on their SP level as established by the employee's "Official Employee Notification."
| SP-01 | SP-02 | SP-03 | SP-04 | SP-05 |
|---|---|---|---|---|
| CR-01 | CR-03 | CR-04 | AS-01 | AS-02 |
| CR-02 | DA-PRO-02 | DA-PRO-03 | CR-05 | DA-PRO-05 |
| DA-CON-01 | GS-STS-03 | GL&T-MAN-06 | DA-PRO-O4 | DD-04 |
| DA-CON-02 | GS-STS-04 | ST-OCE-03 | GT-02 | GT-03 |
| GS-PRC-02 | ST-OCE-02 | ST-SCY-02 | PG-01 | IS-02 |
| PM-01 | OM-02 | |||
| PR-COM-03 | PM-02 |
| SP-06 | SP-07 | SP-08 | SP-09 | SP-10 |
|---|---|---|---|---|
| AS-03 | AS-04 | AS-05 | AS-06 | AS-07 |
| PG-02 | GT-04 | GT-05 | GT-06 | IS-06 |
| PM-03 | IS-03 | IS-04 | IS-05 | PG-05 |
| OM-03 | OM-04 | OM-05 | PM-06 | |
| PG-03 | PG-04 | |||
| PM-04 | PM-05 |
Effective November 1, 2007 , employees will be compensated under the appropriate salary structure articulated in Appendix A of the PSAC/CRA collective agreement, expiration date October 31, 2007 , until such time as that employee is converted to the new ACS-SP classification standard.
Upon conversion an employee will be entitled to receive retroactive pay including any economic increase to November 1, 2007 for any difference between the former rate and the employee's new rate under ACS-SP.
This Appendix to the collective agreement applies to indeterminate employees represented by the Public Service Alliance of Canada (PSAC) for whom the CRA is the Employer. Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.
With the exception of those provisions for which the CRA Staffing Program is responsible, this Appendix is part of this Agreement.
Notwithstanding the Job Security Article, in the event of conflict between the present Work Force Adjustment Appendix and that article, the present Work Force Adjustment Appendix will take precedence.
It is the policy of the CRA to maximize employment opportunities for indeterminate employees affected by workforce adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.
To this end, every indeterminate employee whose services will no longer be required because of a workforce adjustment situation and for whom the Commissioner knows or can predict employment availability will receive a guarantee of a reasonable job offer within the CRA. Those employees for whom the Commissioner cannot provide the guarantee will have access to the options available in Part VI or to transitional employment arrangements (as per Part VI and VII).
In the case of affected employees for whom the Commissioner cannot provide the guarantee of a reasonable job offer within the CRA, the CRA is committed to assist these employees in finding alternative employment in the public service (Schedule I, IV and V of the Financial Administration Act (FAA)).
The application of the Work Force Adjustment Appendix will be monitored by the CRA.
The primary references for the subject of Workforce Adjustment are as follows:
Enquiries about this Appendix should be referred to the PSAC, or the responsible officers in the CRA Corporate Work Force Adjustment Section.
Enquiries by employees pertaining to entitlements to a preferred status for appointment should be directed to the CRA human resource advisors.
1.1.1 Since indeterminate employees who are affected by WFA situations are not themselves responsible for such situations, it is the responsibility of the CRA to ensure that they are treated equitably and, whenever possible, given every reasonable opportunity to continue their careers as CRA employees.
1.1.2 CRA shall carry out effective human resource planning, to minimize the impact of WFA situations on indeterminate employees, and on the CRA.
1.1.3 Where appropriate, the CRA shall:
1.1.4 The CRA shall establish systems to facilitate appointment or retraining of the CRA's affected employees, surplus employees, and laid-off persons.
1.1.5 When the Commissioner determines that the services of an employee are no longer required beyond a specified date due to lack of work or discontinuance of a function, the Commissioner shall advise the employee, in writing, that their services will no longer be required.
Such a communication shall also indicate if the employee:
Where applicable, the communication should also provide the information relative to the employee's possible lay-off date.
1.1.6 The Commissioner will be expected to provide a guarantee of a reasonable job offer for those employees subject to WFA for whom they know or can predict employment availability in the CRA.
1.1.7 Where the Commissioner cannot provide a guarantee of a reasonable job offer, the Commissioner will provide one hundred and twenty (120) days to consider the three (3) options outlined in Part VI of this Appendix to all opting employees before a decision is required of them. If the employee fails to select an option, the employee will be deemed to have selected option 6.4.1 (a), a surplus preferred status period in which to secure a reasonable job offer.
1.1.8 The Commissioner shall make a determination to either provide a guarantee of a reasonable job offer or access to the options set out in 6.4 of this Appendix, upon request of any indeterminate affected employee who can demonstrate that their duties have already ceased to exist.
1.1.9 The CRA shall advise and consult with the PSAC representatives as completely as possible regarding any WFA situation as soon as possible after the decision has been made and throughout the process. The CRA will make available to the PSAC the name and work location of affected employees.
1.1.10 Where an employee is not considered suitable for appointment, the CRA shall advise in writing the employee and the PSAC, indicating the reasons for the decision together with any enclosures.
1.1.11 The CRA shall provide that employee with a copy of this Appendix simultaneously with the official notification to an employee to whom this Appendix applies that they have become subject to workforce adjustment.
1.1.12 The Commissioner shall apply this Appendix so as to keep actual involuntary lay-offs to a minimum, and lay-offs shall normally only occur where an individual has refused a reasonable job offer, or is not mobile, or cannot be retrained within two (2) years, or is laid-off at their own request.
1.1.13 The CRA is responsible to counsel and advise its affected employees on their opportunities of finding continuing employment in the CRA.
1.1.14 Appointment of surplus employees to alternative positions, whether with or without retraining, shall normally be at a level equivalent to that previously held by the employee, but this does not preclude appointment to a lower level. The CRA shall avoid appointment to a lower level except where all other avenues have been exhausted.
1.1.15 The CRA shall appoint as many of their surplus employees or laid-off persons as possible, or identify alternative positions (both actual and anticipated) for which individuals can be retrained.
1.1.16 The CRA shall relocate affected employees, surplus employees and laid-off persons, if necessary.
1.1.17 Relocation of surplus employees or laid-off persons shall be undertaken when the individuals indicate that they are willing to relocate and relocation will enable their appointment, providing that:
1.1.18 The cost of travelling to interviews for possible appointments and of relocation to the new location shall be borne by the CRA. Such cost shall be consistent with the CRA Travel and Relocation directives.
1.1.19 For the purposes of the Directive on Relocation, surplus employees and laid-off persons who relocate under this Appendix shall be deemed to be employees on Employer-requested relocations. The general rule on minimum distances for relocation applies.
1.1.20 For the purposes of the Directive on Travel, laid-off persons travelling to interviews for possible appointment to the CRA are deemed to be "other persons travelling on government business."
1.1.21 For the preferred status period, the CRA shall pay the salary costs, and other authorized costs such as tuition, travel, relocation, and retraining for surplus employees and laid-off persons, as provided in the collective agreement and CRA policies; all authorized costs of lay-off; and salary protection upon lower-level appointment.
1.1.22 The CRA shall protect the indeterminate status and the surplus preferred status of a surplus indeterminate employee appointed to a term position under this Appendix.
1.1.23 The CRA shall review the use of private temporary agency personnel, consultants, contractors, the use of contracted out services, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, the CRA shall not engage or re-engage such private temporary agency personnel, consultants, contractors, contracted out services nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.
1.1.24 Nothing in the foregoing shall restrict the Employer's right to engage or appoint persons to meet short-term, non-recurring requirements. Surplus employees and laid-off persons shall be given preferred status even for these short-term work opportunities.
1.1.25 The CRA may lay off an employee at a date earlier than originally scheduled when the surplus employee requests them to do so in writing.
1.1.26 The CRA shall provide surplus employees with a lay-off notice at least one (1) month before the proposed lay-off date, if appointment efforts have been unsuccessful. Such notice shall be sent to the PSAC.
1.1.27 When a surplus employee refuses a reasonable job offer, they shall be subject to lay-off one (1) month after the refusal, however not before six (6) months after the surplus declaration date.
1.1.28 The CRA is to presume that each employee wishes to be appointed unless the employee indicates the contrary in writing.
1.1.29 The CRA shall inform and counsel affected and surplus employees as early and as completely as possible. In addition, the CRA shall assign a counsellor to opting, affected and surplus employees and laid-off persons to work with them throughout the process. Such counselling is to include explanations and assistance concerning:
1.1.30 The CRA shall ensure that, when it is required to facilitate appointment, a retraining plan is prepared and agreed to in writing by the employee and the delegated manager.
1.1.31 Severance pay and other benefits flowing from other clauses in this Agreement are separate from, and in addition to, those in this Appendix.
1.1.32 Any surplus employee who resigns under this Appendix shall be deemed, for the purposes of severance pay and retroactive remuneration, to be involuntarily laid off on the day as of which the Commissioner accepts in writing the employee's resignation.
1.1.33 The CRA shall establish and modify staffing procedures to ensure the most effective and efficient means of maximizing the appointment of surplus employees and laid-off persons.
1.1.34 The CRA shall actively market surplus employees and laid-off persons within the CRA unless the individuals have advised the CRA in writing that they are not available for appointment.
1.1.35 The CRA shall determine, to the extent possible, the occupations within the CRA where there are skill shortages for which surplus employees or laid-off persons could be retrained.
1.1.36 The CRA shall provide information directly to the PSAC on the numbers and status of their members who are in the preferred status administration process.
1.1.37 The CRA shall, wherever possible, ensure that preferred status for reinstatement is given to all employees who are subject to salary protection.
1.2.1 Employees have the right to be represented by the PSAC in the application of this Appendix.
1.2.2 Employees who are directly affected by WFA situations and who receive a guarantee of a reasonable job offer, or who opt, or are deemed to have opted, for option (a) of Part VI of this Appendix are responsible for:
1.2.3 Opting employees are responsible for:
2.1.1 In any work force adjustment situation which is likely to involve ten (10) or more indeterminate employees covered by this Appendix, the CRA shall notify, under no circumstances less than forty-eight (48) hours before the situation is announced, in writing and in confidence, the PSAC. This information is to include the identity and location of the work unit(s) involved; the expected date of the announcement; the anticipated timing of the situation; and the number of employees, by group and level, who will be affected.
3.1.1 In cases where a work unit is to be relocated, the CRA shall provide all employees whose work unit is to be relocated with the opportunity to choose whether they wish to move with the position or be treated as if they were subject to a WFA situation.
3.1.2 Following written notification, employees must indicate, within a period of six (6) months, their intention to move. If the employee’s intention is not to move with the relocated work unit, or if the employee fails to provide their intention to move within the six (6) months, the Commissioner can either provide the employee with a guarantee of a reasonable job offer or access to the options set out in section 6.4 of this Appendix.
3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.16 to 1.1.19.
3.1.4 Although the CRA will endeavour to respect employee location preferences, nothing precludes the CRA from offering the relocated position to employees in receipt of a guarantee of a reasonable job offer from the Commissioner, after having spent as much time as operations permit looking for a reasonable job offer in the employee's location preference area.
3.1.5 Employees who are not in receipt of a guarantee of a reasonable job offer shall become opting employees and have access to the options set out in Part VI of this Appendix.
4.1.1 To facilitate the appointment of surplus employees, and laid-off persons, the CRA shall make every reasonable effort to retrain such individuals for:
4.1.2 The CRA shall be responsible for identifying situations where retraining can facilitate the appointment of surplus employees and laid-off persons.
4.1.3 Subject to the provisions of 4.1.2, the Commissioner shall approve up to two (2) years of retraining.
4.2.1 A surplus employee is eligible for retraining providing:
4.2.2 The CRA is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the surplus employee and the delegated manager.
4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to satisfactory performance by the employee.
4.2.4 While on retraining, a surplus employee is entitled to be paid in accordance with their current appointment, unless the CRA is willing to appoint the employee indeterminately, conditional on successful completion of retraining, in which case the retraining plan shall be included in the letter of offer.
4.2.5 When a retraining plan has been approved, the proposed lay-off date shall be extended to the end of the retraining period, subject to 4.2.3.
4.2.6 An employee unsuccessful in retraining may be laid off at the end of the surplus period, provided that the CRA has been unsuccessful in making the employee a reasonable job offer.
4.2.7 In addition to all other rights and benefits granted pursuant to this section, an employee who is guaranteed a reasonable job offer, is also guaranteed, subject to the employee's willingness to relocate, training to prepare the surplus employee for appointment to a position pursuant to section 4.1.1, such training to continue for one year or until the date of appointment to another position, whichever comes first. Appointment to this position is subject to successful completion of the training.
4.3.1 A laid-off person shall be eligible for retraining, with the approval of the CRA, providing:
4.3.2 When a person is offered an appointment conditional on successful completion of retraining, a retraining plan reviewed by the CRA shall be included in the letter of offer. If the person accepts the conditional offer, they will be appointed on an indeterminate basis to the full level of the position after having successfully completed training and being assessed as qualified for the position. When a person accepts an appointment to a position with a lower maximum rate of pay than the position from which they were laid-off, the employee will be salary protected in accordance with Part V.
5.1.1 Surplus employees and laid-off persons appointed to a lower-level position under this Appendix shall have their salary and pay equity equalization payments, if any, protected in accordance with the salary protection provisions of this Agreement, or, in the absence of such provisions, the appropriate provisions of the CRA Staffing Program.
5.1.2 Employees whose salary is protected pursuant to section 5.1.1 will continue to benefit from salary protection until such time as they are appointed to a position with a maximum rate of pay that is equal to or higher than the maximum rate of pay of the position from which they were declared surplus or laid off.
6.1.1 The Commissioner will be expected to provide a guarantee of a reasonable job offer for those affected employees for whom they know or can predict employment availability. Employees in receipt of this guarantee would not have access to the choice of options below.
6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from the Commissioner have one hundred and twenty (120) days to consider the three (3) options of section 6.4 below before a decision is required of them. Employees may also participate in the alternation process in accordance with section 6.3 of this Appendix within the one hundred and twenty (120) day calendar day window before a decision is required of them in 6.1.3.
6.1.3 The opting employee must choose, in writing, one (1) of the three (3) options of section 6.4 of this Appendix within the one hundred and twenty (120) day window. The employee cannot change options once they have made a written choice. The CRA shall send a copy of the employee’s choice to the PSAC.
6.1.4 the employee fails to select an option at the end of the one hundred and twenty (120) day window, the employee will be deemed to have selected option 6.4.1(a), surplus preferred status period in which to secure a reasonable job offer.
6.1.5 a reasonable job offer which does not require a relocation is made at any time during the one hundred and twenty (120) day opting period and prior to the written acceptance of the Transition Support Measure (TSM) or the Education Allowance option, the employee is ineligible for the TSM, the pay in lieu of unfulfilled surplus period or the Education Allowance.
6.1.6 A copy of any letter under this part and any notice of lay-off issued by the Employer shall be sent forthwith to the PSAC.
The Voluntary Departure Program supports employees in leaving the CRA when placed in affected status prior to entering a retention process or being provided access to options, and does not apply if the delegated authority can provide a guarantee of a reasonable job offer (GRJO) to affected employees in the work unit.
6.2.1 The CRA shall establish internal voluntary departure programs for work force adjustment situations involving five (5) or more employees working at the same group and level within the same work unit. Such programs shall:
6.3.1 An alternation occurs when an opting employee or a surplus employee having chosen option 6.4.1(a) who wishes to remain in the CRA exchanges positions with a non-affected employee (the alternate) willing to leave the CRA under the terms of Part VI of this Appendix.
6.3.2
6.3.3 An indeterminate employee wishing to leave the CRA may express an interest in alternating with an opting employee or a surplus employee having chosen option 6.4.1(a). Management will decide, however, whether a proposed alternation will result in retaining the skills required to meet the ongoing needs of the position and the CRA.
6.3.4 An alternation must permanently eliminate a function or a position.
6.3.5 The opting employee or a surplus employee having chosen option 6.4.1(a) moving into the unaffected position must meet the requirements of the position, including language requirements. The alternate moving into the opting position must meet the requirements of the position, except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five (5) days of the alternation.
6.3.6 An alternation should normally occur between employees at the same group and level. When the two (2) positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. They are considered equivalent when the maximum rate of pay for the higher paid position is no more than six-percent (6%) higher than the maximum rate of pay for the lower paid position.
6.3.7 An alternation must occur on a given date, i.e. two (2) employees directly exchange positions on the same day. There is no provision in alternation for a “domino” effect (a series of exchanges between more than two positions) or for “future considerations”, (an exchange at a later date).
For clarity, the alternation of positions shall take place on a given date after approval but may take place after the one hundred and twenty (120) day opting period, such as when the processing of the approved alternation is delayed due to administrative requirements.
6.4.1 Only opting employees who are not in receipt of the guarantee of a reasonable job offer from the Commissioner will have access to the choice of options below:
6.4.2 Management will establish the departure date of opting employees who choose option 6.4.1(b) or option 6.4.1(c) above.
6.4.3 The TSM, pay in lieu of unfulfilled surplus period and the Education Allowance cannot be combined with any other payment under the Workforce Adjustment Appendix.
6.4.4 In the cases of pay in lieu of unfulfilled surplus period, option 6.4.1(b) and option 6.4.1(c)(i), the employee will not be granted preferred status for reappointment upon acceptance of their resignation.
6.4.5 Employees choosing option 6.4.1(c)(ii) who have not provided the CRA with a proof of registration from a learning institution twelve (12) months after starting their leave without pay period will be deemed to have resigned from the CRA, and be considered to be laid-off for purposes of severance pay.
6.4.6 All opting employees will be entitled to up to one thousand two hundred dollars ($1,200) for counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial and job placement counselling services.
6.4.6 All opting employees will be entitled to up to one thousand two hundred dollars ($1,200) for counselling services in respect of their potential re- employment or retirement. Such counselling services may include financial and job placement counselling services.
6.4.7 A person who has received pay in lieu of unfulfilled surplus period, a TSM or an Education Allowance and is appointed to the CRA shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such appointment or hiring, to the end of the original period for which the TSM or Education Allowance was paid.
6.4.8 Notwithstanding section 6.4.7, a person who has received an Education Allowance will not be required to reimburse tuition expenses, costs of books and relevant equipment, for which they cannot get a refund.
6.4.9 The Commissioner shall ensure that pay in lieu of unfulfilled surplus period is only authorized where the employee's work can be discontinued on the resignation date and no additional costs will be incurred in having the work done in any other way during that period.
6.4.10 If a surplus employee who has chosen, or is deemed to have chosen, option 6.4.1(a) refuses a reasonable job offer at any time during the surplus preferred status period, the employee is ineligible for pay in lieu of unfulfilled surplus period.
6.4.11 Approval of pay in lieu of unfulfilled surplus period is at the discretion of management, but shall not be unreasonably denied.
6.5.1 There are three (3) situations in which an employee may be eligible to receive a retention payment. These are total facility closures, relocation of work units and alternative delivery initiatives.
6.5.2 All employees accepting retention payments will not be granted a preferred status for reappointment in the CRA.
6.5.3 An individual who has received a retention payment and, as applicable, is either reappointed to the CRA, or is hired by the new employer within the six (6) months immediately following their resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re- appointment or hiring, to the end of the original period for which the lump sum was paid.
6.5.4 The provisions of 6.5.5 shall apply in total facility closures where CRA jobs are to cease, and:
6.5.5 Subject to 6.5.4, the Commissioner shall pay to each employee who is asked to remain until closure of the work unit and offers a resignation from the CRA to take effect on that closure date, a sum equivalent to six 6) months' pay payable upon the day on which the CRA operation ceases, provided the employee has not separated prematurely.
6.5.6 The provisions of 6.5.7 shall apply in relocation of work units where CRA work units:
6.5.7 Subject to 6.5.6, the Commissioner shall pay to each employee who is asked to remain until the relocation of the work unit and offers a resignation from the CRA to take effect on the relocation date, a sum equivalent to six (6) months' pay payable upon the day on which the CRA operation relocates, provided the employee has not separated prematurely.
6.5.8 The provisions of 6.5.9 shall apply in alternative delivery initiatives:
6.5.9 Subject to 6.5.8, the Commissioner shall pay to each employee who is asked to remain until the transfer date and who offers a resignation from the CRA to take effect on the transfer date, a sum equivalent to six (6) months' pay payable upon the transfer date, provided the employee has not separated prematurely.
The administration of the provisions of this part will be guided by the following principles:
The parties recognize:
For the purposes of this part, an alternative delivery initiative is the transfer of any work, undertaking or business of the CRA to any employer that is outside the CRA.
For the purposes of this part, a reasonable job offer is an offer of employment received from a new employer in the case of a Type 1 or Type 2 transitional employment arrangement, as determined in accordance with section 7.2.2.
For the purposes of this part, a termination of employment is the termination of employment referred to in paragraph 51(1)(g) of the Canada Revenue Agency Act (CRA Act).
The CRA will, as soon as possible after the decision is made to proceed with an Alternative Service Delivery (ASD) initiative, and if possible, not less than one hundred and eighty (180) days prior to the date of transfer, provide notice to the PSAC component(s) of its intention.
The notice to the PSAC component(s) will include:
A joint WFA-ASD committee will be created for ASD initiatives and will have equal representation from the CRA and the PSAC component(s). By mutual agreement the committee may include other participants. The joint WFA-ASD committee will define the rules of conduct of the committee.
In cases of ASD initiatives, the parties will establish a joint WFA-ASD committee to conduct meaningful consultation on the human resources issues related to the ASD initiative in order to provide information to the employee which will assist the employee in deciding on whether or not to accept the job offer.
In the cases of commercialisation and creation of new agencies consultation opportunities will be given to the PSAC component; however, in the event that agreements are not possible, the CRA may still proceed with the transfer.
7.2.1 The provisions of this Part apply only in the case of alternative delivery initiatives and are in exception to other provisions of this Appendix. Employees who are affected by alternative delivery initiatives and who receive job offers from the new employer shall be treated in accordance with the provisions of this part and, only where specifically indicated will other provisions of this Appendix apply to them.
7.2.2 There are three types of transitional employment arrangements resulting from alternative delivery initiatives:
7.2.3 For Type 1 and Type 2 transitional employment arrangements, the offer of employment from the new employer will be deemed to constitute a reasonable job offer for purposes of this part.
7.2.4 For Type 3 transitional employment arrangements, an offer of employment from the new employer will not be deemed to constitute a reasonable job offer for purposes of this part.
7.3.1 The Commissioner will be responsible for deciding, after considering the criteria set out above, which of the Types applies in the case of particular alternative delivery initiatives.
7.3.2 Employees directly affected by alternative delivery initiatives are responsible for seriously considering job offers made by new employers and advising the CRA of their decision within the allowed period.
7.4.1 Where alternative delivery initiatives are being undertaken, the CRA shall provide written notice to all employees offered employment by the new employer, giving them the opportunity to choose whether they wish to accept the offer.
7.4.2 Following written notification, employees must indicate within a period of sixty (60) days their intention to accept the employment offer, except in the case of Type 3 arrangements, where the CRA may specify a period shorter than sixty (60) days, but not less than thirty (30) days.
7.5.1 Employees subject to this Appendix (see Application) and who do not accept the reasonable job offer from the new employer in the case of Type 1 or 2 transitional employment arrangements will be given four (4) months’ notice of termination of employment and their employment will be terminated at the end of that period or on a mutually agreed upon date before the end of the four (4) month notice period. Where the employee was, at the satisfaction of the CRA, unaware of the offer or incapable of indicating an acceptance of the offer, the employee deemed to have accepted the offer before the date on which the offer is to be accepted.
7.5.2 The Commissioner may extend the notice of termination period for operational reasons, but no such extended period may end later than the date of the transfer to the new employer.
7.5.3 Employees who do not accept a job offer from the new employer in the case of Type 3 transitional employment arrangements may be declared opting or surplus by the Commissioner in accordance with the provisions of the other parts of this Appendix. For greater certainty, those who are declared surplus will be subject to the provisions of the CRA Staffing Program for appointment within the CRA.
7.5.4 Employees who accept a job offer from the new employer in the case of any alternative delivery initiative will have their employment terminated on the date on which the transfer becomes effective, or on another date that may be designated by the CRA for operational reasons provided that this does not create a break in continuous service between the CRA and the new employer.
7.6.1 For greater certainty, the provisions of Part II, Official Notification, and section 6.5, Retention Payment, will apply in the case of an employee who refuses an offer of employment in the case of a Type 1 or 2 transitional employment arrangement. A payment under section 6.5 may not be combined with a payment under the other section.
7.7.1 Employees who are subject to this Appendix (see Application) and who accept the offer of employment from the new employer in the case of Type 2 transitional employment arrangements will receive a sum equivalent to three (3) months' pay, payable upon the day on which the CRA work or function is transferred to the new employer. The CRA will also pay these employees an eighteen (18) month salary top-up allowance equivalent to the difference between the remuneration applicable to their CRA position and the salary applicable to their position with the new employer. This allowance will be paid as a lump-sum, payable on the day on which the CRA work or function is transferred to the new employer.
7.7.2 In the case of employees who accept an offer of employment from the new employer in the case of a Type 2 arrangement whose new hourly or annual salary falls below eighty percent (80%) of their former CRA hourly or annual remuneration, the CRA will pay an additional six (6) months of salary top-up allowance for a total of twenty four (24) months under this section and section 7.7.1. The salary top-up allowance equivalent to the difference between the remuneration applicable to their CRA position and the salary applicable to their position with the new employer will be paid as a lump-sum payable on the day on which the CRA work or function is transferred to the new employer.
7.7.3 Employees who accept the reasonable job offer from the successor employer in the case of a Type 1 or Type 2 transitional employment arrangement where the test of reasonableness referred to in the Statement of Pension Principles set out in Annex A is not met, that is, where the actuarial value (cost) of the new employer's pension arrangements are less than six decimal five percent (6.5%) of pensionable payroll (excluding the employer's costs related to the administration of the plan) will receive a sum equivalent to three (3) months pay, payable on the day on which the CRA work or function is transferred to the new employer.
7.7.4 Employees who accept an offer of employment from the new employer in the case of Type 3 transitional employment arrangements will receive a sum equivalent to six (6) months pay payable on the day on which the CRA work or function is transferred to the new employer. The CRA will also pay these employees a twelve (12) month salary top-up allowance equivalent to the difference between the remuneration applicable to their CRA position and the salary applicable to their position with the new employer. The allowance will be paid as a lump-sum, payable on the day on which the CRA work or function is transferred to the new employer. The total of the lump-sum payment and the salary top-up allowance provided under this section will not exceed an amount equivalent to one (1) year's pay.
7.7.5 For the purposes of 7.7.1, 7.7.2 and 7.7.4, the term "remuneration" includes and is limited to salary plus equal pay adjustments, if any, and supervisory differential, if any.
7.8.1 An individual who receives a lump-sum payment and salary top-up allowance pursuant to subsection 7.7.1, 7.7.2, 7.7.3 or 7.7.4 and who is reappointed to the CRA at any point during the period covered by the total of the lump-sum payment and salary top-up allowance, if any, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of re-appointment to the end of the original period covered by the total of the lump-sum payment and salary top-up allowance, if any.
7.8.2 An individual who receives a lump-sum payment pursuant to subsection 7.6.1 and, as applicable, is either reappointed to the CRA or hired by the new employer at any point covered by the lump-sum payment, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of the reappointment or hiring to the end of the original period covered by the lump-sum payment.
7.9.1 Notwithstanding the provisions of this Collective Agreement concerning vacation leave, an employee who accepts a job offer pursuant to this part may choose not to be paid for earned but unused vacation leave credits, provided that the new employer will accept these credits.
7.9.2 Notwithstanding the provisions of this Collective Agreement concerning severance pay, an employee who accepts a reasonable job offer pursuant to this part will not be paid severance pay where successor rights apply and/or, in the case of a Type 2 transitional employment arrangement, when the new employer recognizes the employee's years of continuous employment in the public service for severance pay purposes and provides severance pay entitlements similar to the employee's severance pay entitlements at the time of the transfer.
7.9.3 Where:
the employee shall be deemed, for purposes of severance pay, to be involuntarily laid off on the day on which employment in the CRA terminates.
| Years of Service (See Note) | Transition Support Measure ( TSM ) (Payment in weeks' pay) |
|---|---|
| 0 | 10 |
| 1 | 22 |
| 2 | 24 |
| 3 | 26 |
| 4 | 28 |
| 5 | 30 |
| 6 | 32 |
| 7 | 34 |
| 8 | 36 |
| 9 | 38 |
| 10 | 40 |
| 11 | 42 |
| 12 | 44 |
| 13 | 46 |
| 14 | 48 |
| 15 | 50 |
| 16 | 52 |
| 17 | 52 |
| 18 | 52 |
| 19 | 52 |
| 20 | 52 |
| 21 | 52 |
| 22 | 52 |
| 23 | 52 |
| 24 | 52 |
| 25 | 52 |
| 26 | 52 |
| 27 | 52 |
| 28 | 52 |
| 29 | 52 |
| 30 | 49 |
| 31 | 46 |
| 32 | 43 |
| 33 | 40 |
| 34 | 37 |
| 35 | 34 |
| 36 | 31 |
| 37 | 28 |
| 38 | 25 |
| 39 | 22 |
| 40 | 19 |
| 41 | 16 |
| 42 | 13 |
| 43 | 10 |
| 44 | 07 |
| 45 | 04 |
Years of service are the total number of years of service in the CRA and in any department, Agency or other portions of the public service specified in Schedule I, IV and V of the Financial Administration Act ( FAA ).
For permanent seasonal and part-time employees, the TSM will be pro-rated in the same manner as severance pay under the terms of the collective agreement.
Severance pay provisions of the collective agreement are in addition to the TSM .
This memorandum is to give effect to the understanding reached by the CRA and the PSAC in negotiations for the renewal of the agreement covering the Program Delivery and Administrative Services bargaining unit.
The Employer will provide a one-time lump sum payment of two thousand five hundred dollars ($2,500) to incumbents of positions within the PDAS group on the date of signing of the collective agreement.
This one-time allowance will be paid to incumbents of positions within the PDAS group for the performance of regular duties and responsibilities associated with their position.
Payment will be issued according to implementation timelines as per Appendix E - Memorandum of Understanding with Respect to Implementation of the Collective Agreement.
This memorandum expires on October 31, 2025 . For greater certainty this MOU will be non-negotiable and non-renewable beyond that date.
Part I of this Memorandum of Understanding shall apply to the incumbents of positions which will be reclassified to a group and/or level having a lower attainable maximum rate of pay after the date this Memorandum of Understanding becomes effective.
The term "attainable maximum rate of pay" means the rate attainable for fully satisfactory performance in the case of levels convered by a performance pay plan or the maximum salary rate in the case of all groups and levels.
Part II of the Memorandum of Understanding shall apply to incumbents of positions who are in holding rates of pay on the date this Memorandum of Understanding becomes effective.
Signed at Ottawa, this 9th day of the month of February 1982 .
In response to concerns related to the use of the Contact Centre Agent Assessment Tool (CCAAT) in the CRA contact centres, raised by the Bargaining Agent during the last round of bargaining, the parties agree to the conditions outlined in this Memorandum of Understanding (MOU).
Accordingly, the parties agree that:
It is also agreed that time spent by the members of the committee shall be considered time worked. All other costs will be the responsibility of each party.
This Memorandum of Understanding will expire when the replacement for the CCAAT has been fully implemented.
The parties agree to continue the practice of working collaboratively to address concerns with respect to the replacement of the CCAAT through the Contact Centre Committee.
In response to concerns related to the scheduling of extended hours of work in the CRA call centres and contact centres, raised by the Union during the last round of bargaining, the parties agree to the conditions outlined in this Memorandum of Understanding (MOU).
During individual tax filing season*, call centre and contact centre service hours may be extended in order to offer longer hours of service to Canadians. Such extension of call centre and contact centre service hours must be consistent with clauses 25.11 and 25.12 of the parties’ Agreement. When extended hours of work become available for call centre and contact centre employees for the upcoming tax filing season, the Employer, prior to establishing a schedule consistent with paragraph 25.12 b) of the collective agreement will:
*For further clarification, individual tax filing season generally runs from mid to late-February and ends on April 30th , unless otherwise specified by the Employer, followed by consultation with the Alliance.
On resignation, subject to paragraph 61.01(d) and with ten (10) or more years of continuous employment, one-half (1/2) week's pay for each complete year of continuous employment up to a maximum of twenty-six (26) years with a maximum benefit of thirteen (13) weeks' pay.
61.03 Appointment to a Schedule I, IV or V Employer
An employee who resigns to accept an appointment with an organization listed in Schedule I , IV or V of the Financial Administration Act shall be paid all severance payments resulting from the application of paragraph 61.01(b) (prior to October 31, 2016 ) or clauses 61.04 to 61.07 (commencing October 31, 2016 ).
61.04 Severance Termination
Subject to clause 61.02 above, indeterminate employees on October 31, 2016 , shall be entitled to a severance payment equal to one (1) weeks' pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) weeks' pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks.
Subject to clause 61.02 above, determinate employees on October 31, 2016 , shall be entitled to a severance payment equal to one (1) weeks' pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.
Terms of Payment
61.05 Options
The amount to which an employee is entitled shall be paid, at the employee's discretion, either:
61.06 Selection of Option
61.07 Appointment from a Different Bargaining Unit
This clause applies in a situation where an employee is appointed into a position in the Program Delivery and Administrative Services (PDAS) bargaining unit from a position outside the PDAS bargaining unit where, at the date of appointment, provisions similar to those in paragraphs 61.01(b) and (d) are still in force, unless the appointment is only on a temporary basis.
The parties recognize the importance of a public service culture that fosters employment equity, diversity and inclusion (EEDI); one where all public service employees have a sense of belonging, and where difference is embraced as a source of strength.
The parties also recognize the importance of an inclusive informal conflict resolution experience where employees feel supported, heard and respected.
This memorandum of understanding (MOU) is to give effect to the agreement reached between the Canada Revenue Agency (CRA) and the Public Service Alliance of Canada – Union of Taxation Employees (PSAC-UTE) regarding the review of language under the maternity leave without pay (article 38) and parental leave without pay (articles 40) in the collective agreement.
The parties commit to participate in the exercise agreed between the PSAC and the Treasury Board of Canada (TBS) in April 2023 in relation to the review of the maternity leave without pay and parental leave without pay provisions of the collective agreement, to identify opportunities to simplify the language. The parties also commit to participate in the exercise of comparing the interactions between the collective agreement and the Employment Insurance Program and Québec Parental Insurance Plan.
The parties agree that the opportunities identified throughout this exercise will not result in changes in application, scope or value of article 38 or article 40 of the collective agreement.
This MOU expires on the expiry date of this collective agreement.
