# 2022-292 Careers, Pilot's Backdated Promotions to Captain, Pilots' Pay and Promotion

Case summary

F&R Date: 2024-08-29

The grievor contested the Canadian Armed Forces' (CAF) promotion policy outlined at Canadian Forces Administrative Orders 11-06, Commissioning and Promotion Policy – Officers – Regular Force. The grievor, a trainee Pilot, argued that this policy financially penalizes members like him, who, for reasons beyond their control, have faced and continue to face delays in receiving the training required for promotion. The grievor claimed that the application of this policy would not only delay his promotion but also result in an accumulation of back pay that would translate into increased income taxes in the promotion year.

The Initial Authority, the Director General Military Careers, was not able to provide a response within the time limit established in policy. The grievor requested that his grievance be referred to the Final Authority in accordance with paragraph 7.15(4) of the Queen's Regulations and Orders for the Canadian Armed Forces.

The Committee reviewed the grievor's promotion and pay history and found that the grievor's actual training delays were not excessive (six months) and therefore, the resulting back pay impact on income taxes would not be excessive either. Notwithstanding the training delays experienced, the Committee concluded that the grievor had been promoted and paid in accordance with applicable Pilot promotion policy, and that the policy fair. Thus, the Committee found that the grievor was not aggrieved.

The Committee observed that the issue of lengthy delays in providing Pilot training and resulting impact on their promotion and pay, as well as the evolving interpretation of applicable policies, had been the subject of several grievances before the Committee for more than a decade. Given a recent review of the Pilot pay scheme and recent developments in Pilot training delivery, the Committee recommended that the CAF revisit these issues with a view to reaching a resolution and ensuring equity with other officer occupations.