Frequently asked questions

The Treasury Board of Canada Secretariat (TBS) does not collect information on the number of individual employees working on or off-site. Deputy heads are accountable for monitoring compliance of the onsite requirement for their organization and establishing oversight mechanisms to monitor data trends and ensure coherence in deeming exceptions. These can include turnstile data, existing attendance reports, and/or Internet Protocol (IP) login data.

The Department of National Defence (DND) networks are subject to monitoring, including users connected remotely. This information is collected and reviewed to enforce acceptable use, policy compliance, and to protect against cyber threats.

No. The Direction on prescribed presence in the workplace and the Directive on Telework are distinct from each other. The review of the Directive on Telework is part of a regular process to review policy instruments to ensure they remain current.

TBS continues to work with several bargaining agents to respect the commitments made in the letters of agreement signed in 2023, outside of collective agreements, to establish joint consultation committees to review the Directive on Telework. Together, TBS and the relevant bargaining agents have agreed to attempt to conclude the consultations one year from the initial meeting.

Time spent on leave reflected in the Human Resources Management System (HRMS/PeopleSoft) reduces the number of working days in each month. It is not included in the on-site presence requirement. Therefore, employees are not expected to ‘make-up’ days while on leave that is reflected in HRMS.

Leave includes:

• Annual or vacation leave
• Sick leave
• Family-related leave
• Bereavement
• All leave as described in the employee’s Collective Agreement or the applicable Directive on Terms and Conditions of Employment.

Managers may approve an employee's request for a short-term, temporary change in their work agreement (i.e., change in work location or scheduled days on site).

• These modifications do not require a formal change to their work agreement
• Such informal arrangements are at the manager’s discretion and must ensure compliance with the common hybrid work model, as well as applicable policies and procedures, particularly those related to privacy and security
• Such agreements are intended to provide management and employee flexibility but must not replace or supersede the exceptions to telework or the Duty to Accommodate processes

Co-working sites were initiated on a pilot basis with pilot funding provided by PSPC. Given the popularity of co-working sites, PSPC will work with TBS to explore sustainable funding models for future co-working sites. The reference to co-working sites was removed pending the outcome of these discussions.

Authorized use of locations such as the DND coworking site (accessible only on the DND network) at NDHQ (Pearkes) can contribute to an employee’s minimum on-site requirement. However, the DND coworking site is meant to be used on an ad hoc, as-needed basis to facilitate on-site work, and therefore cannot be used as a work location in a work agreement.

The employer has the exclusive management right to designate the location of work and to require employees to report to their designated worksite. Managers should discuss with the employee to ensure that individual circumstances are considered on a case-by-case basis. Managers should then consult their labour relations advisors (accessible only on the DND network) to discuss possible administrative and disciplinary measures which can be considered.

Flexible work agreements have existed in the public service for some time and can take many forms. In addition to the common hybrid work model, compressed work schedules, work sharing, and various types of leave are available in collective agreements. Flexibilities beyond the hybrid work model are distinct and separate, subject to managerial, operational, and case by-case considerations, and other considerations outlined in the relevant collective agreement.

The myWorkArrangments app is a system located in TAP where managers and employees work together to complete their hybrid work agreements.The mWA application can be accessed through TAP.

If you are new to the public service, it will take approximately 2 months from the start date before you will be able to register their TAP profile. If you transferred from a department that did not use TAP, you will not be able to register for TAP until your pay file has transferred to DND.

Those who do not have access to TAP (new employees, casuals, students, transfers-in, assignment, secondment etc.) must fill out an alternative work agreement form (only accessible on the DND network) as a temporary measure until access issues have been resolved. Once access issues are resolved or after 6 months (whichever comes first), the employee must then submit their work agreements in the mWA application. Once access to TAP is granted, employees will need to re-enter their arrangements in the mWA application.

All Department of National Defence (DND) public service employees must have a valid work agreement, including:

• Full-time on-site and hybrid workers
• Indeterminate employees, students, term, and casual workers
• Part-time and full-time workers

Military members do not require an agreement.

Canadian Armed Forces (CAF) members are directed to refer to CF Mil Pers instr 01/22 - Changing a place of duty and the use of postings to enable remote work options (accessible only on the DND network) for current policy on remote work. For clarification and/or interpretation of the policy, CAF members may direct their questions through their Chain of Command, or directly to the Administrative Response Centre (ARC) at CMPARC.CRACPM@forces.gc.ca.

All public service employees with a position that allows for offsite work are eligible for a hybrid work agreements. Managers and employees will need to discuss the employee’s role and responsibilities to determine if their duties can be performed from a site other than their assigned designated worksite and ensure they follow the direction provided by their L1 and DND.

• Fixed days: On-site work is prescribed according to a fixed schedule (the days remain the same each week)
• Flexible days: On-site work is prescribed on a flexible schedule. Days may be different week to week depending on operational requirements
• Combination fixed/flexible week: Combination of fixed and flexible work making up the minimum on-site requirement
• Operational basis: Based on operational requirements (up to 5 days per week). On-site work is prescribed based on the operational requirements of each position, the nature of the work and the equipment needed

No, all public service employees must have an approved work agreements including full-time onsite employees and hybrid employees.

Can a manager deny a work agreements request in the mWA application?

Yes, managers can deny a work agreements request. work agreementss are to be discussed between the manager and employee and agreed upon before submitting the request in the mWA application.

Yes, managers can deny a work a request. Work agreements are to be discussed between the manager and employee and agreed upon before submitting the request in the mWA application.

If your designated work location is not part of the drop-down menu on either the application or the alternative work agreements form, please email the myWorkArrangements Support Team at MyWorkArrangements-MesRegimesdeTravail@forces.gc.ca and include the building name and full address of the location with the subject line; “Address Request”.

Expired mWAs cannot be deleted from the application. Employees can only delete an mWA when it is marked as active in the mWA application. If the employee has an active and approved mWA in the application, the expired agreement(s) will be omitted from the non-compliant reporting. 

For information about registering and accessing TAP as a public service employee, public service manager, and military manager, visit the myWorkArrangements application webpage.

The myEmployees application is a system located in the TAP where managers and employees form the manager and employee relationship in TAP to complete actions such as, mWA, performance assessments etc. The myEmployees application can be accessed through TAP. 

This error is the result of the information within the employee’s pay file being entered incorrectly. To resolve this issue, employees will need to verify their personal information within Phoenix and the Pension Center. We recommend to also contact the departments Local Registration Authority and have the employee’s PKI information verified. If there are any discrepancies between the pay file information and PKI employees will not be able to register to TAP until that is fixed. 

For information about claiming and releasing employees in TAP, visit the myWorkArrangements application webpage.

When searching for an employee in the myEmployees app it is recommended to search using the ‘All Departments” function under Employee Search, with the first letter of the employee’s last name and their PRI with the 0 at the beginning and no spaces. The use of the PRI ensures that the correct employee is being searched for and claimed. 

You are not able to select the “claim employee” button because the employee either has not registered to TAP or the employee is still claimed by their previous manager.  If there is a “no” under registered, have the employee login to TAP and complete the registration; if the previous manager is listed under manager, the employee will need to contact them to be released or the current manager will need to contact the mWA Support Team at MyWorkArrangements-MesRegimesdeTravail@forces.gc.ca to assist with releasing the employee. 

An employee that is on full-time work training must submit a new mWA agreement in the application by selecting the “Full Time Telework” arrangement type. Visit the exemptions from the Common hybrid work model webpage (accessible only on the DND network) for more information.

Yes, you can reference the following webpage for support: Guidance for using the myWorkArrangements application (accessible on the DND network).

Yes, you can reference the following webpage for support: Guidance for submitting an alternative work agreement form (accessible on the DND network).

Yes, you can reference the following webpage for support: Guidance for filling out the Bulk Submissions Form (accessible on the DND network).

Yes, organizations may hire new employees living more than 125 km from their designated worksites and allow them to telework full-time, subject to operational requirements and approval at the Assistant Deputy Minister (ADM) level. Visit the exemptions from the common hybrid work model webpage (accessible only on the DND network) for more information. 

No. Organizations are expected to comply with the Direction and exceptions will be rare. Therefore, accountability will be maintained by each organization’s senior management. 

Yes. The Direction includes the exception for employees hired to telework full-time prior to March 16, 2020, with ADM approval. 

Treasury Board and DND has determined a list of exceptions that employees and managers can request to be exempt from the Common hybrid work model. Visit the exemptions from the Common hybrid work model webpage (accessible only on the DND network) for more information. 

International telework is a voluntary and employee-driven request to telework outside of Canada at a location other than the employee’s normal designated workplace.  International telework requests may be approved in very limited and prescribed circumstances. Visit the international telework webpage (only accessible on the DND network for more information. 

IT-01 to IT-04 nonsupervisory positions performing work in one of the following work streams were eligible for exception: 

1. IT Software Solutions: application configuration and development using modern DevOps or DevSecOps, quality assurance and control, release management, database administration, accessibility testing, and design, legacy systems, and critical business applications work 
2. IT Security: cyber security and security architecture, where roles can be performed remotely as determined by DND and security requirements 
3. IT Cloud Solutions: cloud architecture, cloud support, and cloud specialists 

These exceptions were rescinded in May 2024, with transition back to the workplace three days per week to be fully implemented by September 9, 2025. Compliance for these groups of IT professionals will be gradually implemented using the following phased approach: two days per week on January 6, 2025, and the final third day per week no later than September 9, 2025. This transition phase will apply to current IT staff in positions that are excepted as well as new staff that are hired into these positions. Managers/supervisors are required to work with their affected IT personnel to respect the phased implementation approach, where operational requirements allow, by updating work agreements accordingly. This approach will ensure DND remains an employer of choice for digital talents while aligning with the remaining of the public service.

Managers should seek advice from the Office of Disability Management (accessible only on the DND network) for medical accommodations or their labour relations advisor (accessible only on the DND network) for non-medical accommodations before deciding on accommodation requests. Accommodation requests are to be considered on a case-by-case basis, while maintaining the dignity, respect, and privacy of the individual. Managers can also consult the Directive on the Duty to Accommodate and the Duty to Accommodate: A General Process For Managers for guidance.

Managers can encourage employees with disabilities to document their workplace barriers and solutions in their GC Workplace Accessibility Passport (accessible only on the DND network). The Passport promotes collaboration between an employee and their manager to identify and implement the solutions that will equip the employee to succeed at their job. 

In situations where employees have existing accommodation measures in place, those measures do not need to be reviewed in light of the 2024 update to the Direction on prescribed presence in the workplace. 

Managers are responsible for ensuring that accommodation arrangements are reviewed and updated at least annually. However, if circumstances have not changed, there is no need for managers to undertake the same depth of assessment relative to their initial decision. Managers should periodically confirm that any accommodations in place are meeting the needs of their employee, particularly when an employee’s circumstances change.  

Managers should seek advice from the Office of Disability Management (accessible only on the DND network) for medical accommodations labour relations advisor (accessible only on the DND network) and the Office of Disability Management.for non-medical accommodations. 

It depends. Each request should be evaluated on a case-by-case basis, however, depending on the situation, supporting documentation such as medical notes may be required. Where possible, informal accommodation measures are encouraged. 

For a manager to determine whether the duty to accommodate applies, they must understand the barrier and how the barrier the employee is facing impacts their ability to work onsite on a hybrid schedule, and whether the impact is permanent or time limited. The GC Workplace Accessibility Passport (accessible only on the DND network) is a tool that can facilitate this discovery process by documenting barriers that an employee encounters and solutions to address these barriers. Once the barrier is understood, the manager and employee can collaborate to identify accommodation solutions, without the requirement for supporting documentation, where possible. 

Managers are responsible for respecting the employee’s right to privacy and confidentiality while fulfilling their obligations related to the duty to accommodate and must assess the need for supporting documentation based on the circumstances of each case. Managers should seek advice from the Office of Disability Management (accessible only on the DND network) for medical accommodations or their labour relations advisor (accessible only on the DND network) for non-medical accommodations. 

Managers and employees should have a discussion to address issues and concerns, explore options and determine next steps, including if a work-related need can be addressed with or without a formal request for accommodation. 

Managers should inform employees that as per the Directive on the Duty to Accommodate, they can request accommodation anytime there is a need. Employees should follow their departmental process for requesting accommodations. Managers are to address accommodation needs on a case-by-case basis and can discuss the request with the Office of Disability Management (accessible only on the DND network) for medical accommodations or their labour relations advisor (accessible only on the DND network) for non-medical accommodations. 

Managers can encourage employees with disabilities to document their workplace barriers and solutions in their GC Workplace Accessibility Passport.(accessible only on the DND network) The Passport promotes collaboration between an employee and their manager to identify and implement the solutions that will equip the employee to succeed at their job. 

Yes. In situations where the Duty to Accommodate has been deemed to apply, the employee is to be accommodated wherever the employee is required to perform their work responsibilities. Employees with disabilities can document their workplace barriers and solutions in the GC Workplace Accessibility Passport. (accessible only on the DND network) The goal of the Passport is to ensure that employees are equipped to succeed on the job, no matter where their duties are performed. Managers should seek advice from the Office of Disability Management (accessible only on the DND network) for medical accommodations or their labour relations advisor for non-medical accommodations. 

Not necessarily. The manager is responsible for determining, on a case-by-case basis, the accommodation measure based on the employee’s limitations or barriers in the workplace and the operational requirements of the position. The manager and employee should first discuss the limitations or barriers and operational requirements. 

In cases where an employee has requested an accommodation, the manager can request the information needed to put effective accommodation measures in place. The manager needs to understand the barriers or limitations the employee is facing. When seeking information from medical professionals, the focus should be on clarifying the employee’s limitations and not on the illness or disability. 

Managers should also be aware of their organizational procedures and tools and seek advice from the Office of Disability Management (accessible only on the DND network) for medical accommodations or their labour relations advisor (accessible only on the DND network) for non-medical accommodations., before deciding on accommodation requests.